Apprenticeship training course

Recruiter (level 3)

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Information about Recruiter (level 3)

Manage resourcing activities that drive the recruitment of candidates and matching them to temporary, fixed term, or permanent job positions within an organisation. They manage the end-to-end recruitment process which typically involves planning, identifying, attracting, assessing, shortlisting, and onboarding candidates to fulfil the current and future requirements of the organisation.

• Knowledge, skills and behaviours:
  View knowledge, skills and behaviours

  Knowledge

  • Types of stakeholders, including candidates, clients, internal teams and colleagues.
  • Different types of recruitment organisation, including their own organisation’s brand and service offering.
  • Stakeholder requirements, for example consultation, salary benchmarking, market trends analysis, competitor analysis, sourcing candidates and or job roles.
  • Recruitment processes, techniques, and stages of the recruitment lifecycle.
  • Recruitment models, including permanent, temporary, fixed term, managed service provider (MSP) contracts, and recruitment process outsourcing (RPO) contracts.
  • Regulations, legislation, and codes of practice that impact their role and the organisation, and the implications of non-compliance, including data protection, the Employment Agencies Act and the Equality Act.
  • External influences on the recruitment market, including social, economic, legislative, political, and technology.
  • Principles of assessing labour market conditions, including identifying shortages for specific roles and demand for candidates with transferrable skills to move from the legacy carbon economy into green economy jobs.
  • Methods used for assessing candidates, for example planning and facilitating assessment centres, interview panels, informal telephone conversations, and how to support the candidate experience, including those requiring reasonable adjustments.
  • Candidate sourcing techniques, including how to research, identify and attract candidates using methods to satisfy job requirements.
  • Principles and techniques of candidate assessment, including assessing transferable skills to fulfil stakeholder requirements, for example to identify candidates with skills that could transfer into new green economy jobs.
  • How to create and manage recruitment campaigns to meet stakeholder requirements.
  • The use of networking and marketing tools in recruitment activities, for example meetings, social media, job fairs, exhibitions, events, advertisements, job boards and online.
  • How to develop, maintain and improve relationships with stakeholders.
  • Sales and marketing activities that support stakeholder requirements.
  • Negotiating and influencing techniques.
  • Methods for communicating information and interacting with candidates and other stakeholders to facilitate understanding, for example face-to-face or online meetings, emails, reports, and presentations.
  • Managing and supporting candidates through the recruitment lifecycle, including onboarding, providing advice and aftercare.
  • Technology and software tools used to support recruitment management activities, for example Artificial Intelligence (AI).
  • The organisation's resource strategy and goals, and how this impacts their role.
  • Recruitment budgets and how these fit into the organisation’s business strategy.
  • How to plan and prioritise activities to meet the organisation’s recruitment strategy and processes, including allocating and managing resources throughout the recruitment life cycle and methods for increasing talent and client pipelines.
  • Ethical and sustainable recruitment strategies, processes and working practices.
  • Principles and policies of equity, diversity and inclusion in the workplace, and their impact on the organisation and recruitment activities.
  • The complaint handling process for their organisation.

  Skills

  • Identify, progress, and convert leads into new candidates, placements, or clients.
  • Source vacancies in line with stakeholder requirements and organisational policies and procedures.
  • Manage and maintain stakeholder relationships and their role within the recruitment process.
  • Interpret and apply regulation and legislation, share best practice, and advise stakeholders on their application.
  • Plan and manage recruitment campaigns to attract candidates, including agreeing objectives with stakeholders and monitoring performance.
  • Research, identify and attract candidates using methods to satisfy job requirements, including those with transferrable skills to move from the legacy carbon economy to green economy jobs.
  • Process, review, and progress candidate applications.
  • Create and present diverse short lists of candidates to stakeholders.
  • Inform and advise candidates on the outcome of their application at the individual stages of the recruitment process, including those that have been unsuccessful.
  • Manage the recruitment and selection process for candidates, including those who require reasonable adjustments.
  • Communicate information through different media, for example face-to-face or online meetings, emails, reports, and presentations.
  • Engage with stakeholders to review recruitment processes and identify opportunities for continuous improvement and improving own performance.
  • Review services provided and implemented improvements based on stakeholder feedback.
  • Place candidates into roles that match their skills and stakeholder requirements.
  • Use technology and software tools to manage information, ensuring compliance with organisation and legislation requirements.
  • Challenge poor practice and non-compliance with the recruitment process and escalate where appropriate.
  • Identify future changes in the sector that may impact the organisation, for example technology advances.
  • Interpret policies to support and promote the delivery of equity, diversity, and inclusion in the workplace, and monitor their impact on recruitment activities.
  • Identify and apply sustainable and greener methods of working, for example reducing energy and paper consumption, managing diaries to reduce carbon emissions (hold virtual meetings or attend multiple external meetings on the same day), considering greener options when booking venues for assessment centres or planning recruitment campaigns.
  • Identify and maximise opportunities to support the organisation’s business strategy, for example growing client or candidate pipelines.
  • Manage resources within budget requirements.
  • Respond to stakeholder complaints and escalate where appropriate.

  Behaviours

  • Acts professionally, ethically and with integrity.
  • Supports an inclusive culture, treating colleagues, candidates, and external stakeholders fairly and with respect.
  • Takes accountability and ownership of their tasks and workload.
  • Seeks learning opportunities and continuous professional development.
  • Works flexibly and adapts to changing circumstances.
• Apprenticeship category (sector): Business and administration
• Qualification level: 3; Equal to A level
• Course duration: 18 months
• Maximum funding: £7,000 ; Maximum government funding for ; apprenticeship training and assessment costs.
• Job titles include:
  • In-house recruiter
  • Recruitment consultant
  • Recruitment resourcer
  • Recruitment specialist
  • Talent acquisition partner

View more information about Recruiter (level 3) from the Institute for Apprenticeships and Technical Education.