Recruitment Consultant Level 3

Gain real industry experience and a nationally recognised qualification

Who is the course for?

Predominantly employed within the recruitment sector, the recruitment consultant’s role is to identify and secure job opportunities within client organisations. They attract candidates and successfully place them in those jobs in return for a fee. A recruitment consultant may focus on the supply of flexible workers, permanent placements or a combination of both. Typical responsibilities for a recruitment consultant are:

  • Identifying, qualifying and securing client recruitment opportunities in line with corporate and personal goals
  • Identifying, assessing and placing suitable candidates to meet client requirements in order to achieve revenue in line with corporate and personal goals
  • Developing and manage client / candidate relationships to ensure high levels of customer satisfaction and quality standards
  • Meeting all procedures and carrying out relevant processes to ensure industry codes of ethics and relevant legislation are adhered to

A career in recruitment as a recruitment consultant can appeal to those individuals who possess an entrepreneurial outlook. It provides the opportunity for reward and high earning potential. Many opportunities arise in the recruitment sector for personal and professional development, such as team leader and or managerial roles.

What skills and knowledge will my employee gain?

Core Technical Knowledge and Understanding

A Recruitment Consultant will need to understand:

  • How to establish, negotiate and agree terms and conditions of business with clients
  • All necessary processes, payment and aftercare services in line with company policies
  • The different recruitment models (eg. Temporary, Permanent, Contract Recruitment, Executive Search etc)
  • Agreed job-related Key Performance Indicators (KPIs, e.g. vacancies taken, calls made, interviews etc) and how they will be assessed and measured during the apprenticeship
  • How to ensure candidates and clients receive a professional and comprehensive recruitment service
  • How to develop successful sales techniques for recruitment
  • The principles of assessing people
  • Candidate pay, client charge rates and contractual conditions within their sector in order to consult with and advise candidates and clients
  • The legal, regulatory and ethical requirements and appropriate codes of practice when recruiting
  • Employee rights and responsibilities including equality, diversity and inclusion

Core Technical Skills

A Recruitment Consultant will need to:

  • Identify, progress and convert sales leads into new clients, candidates and placements as required
  • Proactively and consistently strive to identify and obtain new business opportunities
  • Source suitable vacancies in line with company policies and sales procedures
  • Manage and profitably develop client relationships
  • Identify and attract candidates using all appropriate methods to fill jobs
  • Monitor responses/applications received and make sure that candidate applications are processed efficiently
  • Shortlist and present suitably qualified applicants against defined job vacancies
  • Manage the recruitment and selection processes by effectively liaising with the client, candidate and internal teams
  • Successfully place suitable candidates with clients
  • Advise clients and candidates on the legal, regulatory and ethical requirements and appropriate codes of practice when recruiting
  • Advise candidates and clients on employee rights and responsibilities including equality, diversity and inclusion
  • Accurately complete all necessary processes, payment and aftercare services
  • Meet agreed Key Performance Indicators (vacancies taken, calls made, interviews etc)
  • Be able to accurately utilise company management systems and follow payroll billing procedures including accurate database management complying with relevant legislation
  • Conduct professional discussions with clients and candidates using all mediums as appropriate
  • Seek and provide feedback in a professional manner at all times to candidates and clients
  • Conduct regular service reviews with both clients and candidates to ensure continuous improvement
  • Accurately record candidate and client information on the recruitment database
  • Escalate non-compliance where appropriate
What is the course content?
  • Identifying, progressing and converting sales leads into new clients, candidates and placements as required
  • Sourcing suitable vacancies in line with company policies and sales procedures
  • Identifying and attracting candidates using all appropriate methods to fill jobs
  • Successfully place suitable candidates with clients
How does the course work?

Once you have been fully inducted and enrolled onto your Recruitment Consultant course you will receive a welcome e-mail along with your e-portfolio log on which will enable you to access and complete your course work set by your tutor.

You will receive face to face sessions with your tutor each month which are carried out within your work environment. The e-portfolio system gives you a 24/7 learning platform to use in between your visits and you can also contact your tutor via the system.

Throughout your course along with the course work you will also have on-programme assessments which will be carried out by your employer and Mercia College – for example meetings with your employer and Mercia College, observations carried out by your tutor in the workplace.

At the end of your course (after 13 months duration) you are required to undertake an end-point assessment (EPA). The EPA is an assessment which is carried out by an independent end point assessment assessor. The EPA centre will arrange for an independent assessor to visit you at a mutual convenient time and date with both you and your employer.

How long is the course duration?

Typical duration is 13 to 18 months

What is an Assessment Gateway?

The on programme learning, including completing two mandatory qualifications, that enables the apprentice to attain full competence as defined in the Standard, will take between 12 and 18 months. Once the employer and training provider agree that the apprentice has met the minimum requirements of knowledge, skills and behaviours detailed in the Standard, the apprentice will move on to the End Point Assessment

The major components, timelines and involvement of each party in the assessment plan are detailed in the table overleaf. The apprentice cannot progress to the End Point Assessment (EPA) until they have:

  • been on programme for at least 13 months
  • demonstrated the required level of competence in the knowledge, skills and behaviours detailed in the Standard
  • Level 3 Certificate in Principles of Recruitment Practice or the Level 3 Certificate in Recruitment Practice
  • Level 3 NVQ Diploma in Recruitment
  • achieved level 2 English and Mathematics.
What is the End Point Assessment (EPA)?

The Standard describes the knowledge, skills and behaviours an apprentice needs to demonstrate to pass the apprenticeship.

The End Point Assessment (EPA) enables the apprentice to prove their competence in the role of Recruitment Consultant by demonstrating competence in the knowledge, skills and behaviour competencies set out in the Standard.

The EPA is synoptic and takes place after the apprentice has completed their on-programme learning and development. The EPA will be provided by an independent EPAO who will have 100% accountability for the formal assessment of the apprentice and the graded decision.

The AO will develop detailed assessment criteria for each of the knowledge, skills and behaviours contained in the Standard. These will be found in the Assessment Tools held by the EPAO. Once the EPA has been completed the apprentice will be given one of the following grades:

  • Fail
  • Pass
  • Distinction

The EPA is structured into two distinct parts:

  • Project Assignment – assessing the knowledge, skills and behaviours
  • Professional Discussion – assessing the knowledge skills and behaviours

Where possible the Project Assignment will be submitted on line. The Professional Discussion can take place in person or virtually, using appropriate procedures to ensure that the apprentice’s identity is verified.

Project Assignment

The Project Assignment is an assessment that will be given to the apprentice once they have progressed through the Assessment Gateway. It has been designed to assess the apprentice’s knowledge, skills and behaviours through utilising their ability to research, organise and deliver a written assignment within a defined timeframe to the required standard – as they would in the real work environment.

Professional Discussion

The Professional Discussion takes place after the completion and marking of the Project Assignment. It will take place no later than 12 weeks after the apprentice has progressed through the Assessment Gateway.

The Professional Discussion (PD) will focus on assessing the relevant knowledge, skills and behaviours.

The PD requires the apprentice to be a confident, assertive and persuasive communicator, demonstrating the knowledge and understanding of their role as detailed in the Standard – as they would in the real work environment.

The Professional Discussion is expected to last between 45 and 60 minutes.

Grading

There will be three possible grades for the EPA: Fail, Pass and Distinction.

The overall apprenticeship grade will be derived from the grading of the two assessment methods – Project Assignment and Professional Discussion. Due to the importance of competence in a verbal discussion, a skill that is vital to success in the role of a Recruitment Consultant, more weight has been given to this assessment method. This is detailed below:

  • Fail – the apprentice has been unable to demonstrate the ability to consistently apply the knowledge, skills and behaviours defined in the Standard. They have been unable to provide sufficient evidence that they can demonstrate their ability in the real work environment across the four high level areas.
  • Pass – this demonstrates that the apprentice has the ability to consistently apply the knowledge, skills and behaviours defined in the Standard. They have done this by providing clear evidence that they can demonstrate their ability in the real work environment across the four high level areas.
  • Distinction – this demonstrates that the apprentice regularly goes beyond what is required to meet the level of knowledge, skills and behaviours defined in the Standard. This demonstrates they proactively apply innovation and creative thinking to solve problems and deliver solutions. They have done this by providing multiple examples of clear evidence that they can demonstrate their ability in the real work environment across the four high level areas.

Re-sits

Resits of the EPA are available in full or in part. Therefore if an apprentice fails one distinct part (PA or PD) of the assessment, they are allowed to resit that part of the assessment to achieve an overall apprenticeship grade. In the case of a PA they may choose to revisit their original PA brief or choose a new PA brief for resubmission.

There is no restriction on the grade that can be awarded to an apprentice if a resit has taken place.

The marks required for each of these are outlined in the table below:

The assessment methods are assigned a weighting, as detailed below:

What qualifications will my employee receive?

Functional Skills in Maths and English Level 2, unless you have already these.

  • Level 3 Certificate in Principles of Recruitment Practice or the Level 3 Certificate in Recruitment Practice
  • Level 3 NVQ Diploma in Recruitment
What are the progression opportunities?

Recruitment consultant is a pivotal role within the recruitment sector. This apprenticeship provides successful learners with routes for progression into a number of more senior roles within the industry. Successful learners may choose to progress on to a higher level qualification or vocationally related programmes.

Learners who complete the qualifications above will also be eligible for professional registration of the Institute of Recruitment Professionals or Institute of Recruiters.

Funding & Costs

Non-Levy Employer 10% Contribution
£500+VAT = £600.00

Levy Employer Cost
£5000.00

All costs include End point Assessment

Please click the link below for further information regarding the Recruitment Consultant Level 3 apprenticeship standard.

www.instituteforapprenticeships.org/apprenticeship-standards/recruitment-consultant/

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