Gain real industry experience and a nationally recognised qualification
A recruitment resourcer may be employed in any organisation that requires a recruitment function. Their role is to identify, attract and shortlist candidates for the recruitment process to fulfil the requirements of the business brief and provide resourcing support to the recruitment function. They may also be required to identify new business opportunities. Typical responsibilities for a recruitment resourcer are:
- Research, identify, attract and shortlist candidates for the recruitment process to fulfil the requirements of the business brief.
- Identify new business opportunities through a variety of means and refer these opportunities to a recruiter.
- Meet all procedures and carry out relevant processes to ensure industry codes of ethics and relevant legislation are adhered to.
A career in recruitment as a recruitment resourcer can appeal to those individuals who possess an entrepreneurial outlook. It provides the opportunity for reward and high earning potential. Many opportunities arise for professional and personal development within the recruitment sector with transferable skills being respected throughout industry as a whole.
The recruitment resourcer will need to understand:
- The candidate attraction and selection processes
- The legal, regulatory and ethical requirements and appropriate codes of practice when resourcing
- Agreed job related Key Performance Indicators (assessment completed, interviews etc) and how they will be assessed and measured during the apprenticeship
- Recruitment sales techniques and processes and how to support them
- Market rates and conditions within their sector
- How to initiate, build and maintain relationships with candidates
- The principles and importance of using research, for resourcing, including:
Quantitative and qualitative research methods
Research validity and reliability
Sources of research information
- The recruitment industry and the principles of the recruitment models
- Employee rights and responsibilities including equality and diversity
Core Technical Skills
The recruitment resourcer will need to:
- Research, identify and attract candidates using all appropriate methods to satisfy job requirements
- Write, place and update adverts in line with company procedures
- Monitor responses/applications received and make sure that candidate’s applications are processed efficiently
- Qualify, shortlist and present suitable candidates against defined job vacancies
- Assist in the recruitment and selection processes by effectively liaising with the candidates and internal teams
- Initiate, manage and develop candidate relationships
- Identify and progress leads as required
- Contribute to the development of a recruitment resourcing plan
- Proactively and consistently strive to identify new candidate and client opportunities
- Provide first line support for all enquiries
- Provide pre-employment and compliance checks in line with company policy and relevant legislation
- Provide support to ensure that the candidates and clients receive a professional and comprehensive recruitment service at all times
- Seek and provide feedback in a professional manner at all times to candidates
- Accurately record candidate and client information on the recruitment database
- Utilise database information in line with relevant legislation and best practice
- Escalate non-compliance where appropriate
- Meet agreed Key Performance Indicators (e.g. interviews arranged, candidates sourced etc)
Core Behavioural Attributes
- Tenacity and resilience
- Ambition, drive and determination
- Ability to prioritise and escalate where necessary
- Attention to detail
- Ethical customer focused approach
- Are very organised
- Good questioning and listening
- Researching, identifying and attracting candidates using all appropriate methods to satisfy job requirements
- Writing, placing and updating adverts in line with company procedures
- Qualifying, shortlisting and presenting suitable candidates against defined job vacancies
- Assisting in the recruitment and selection processes by effectively liaising with the candidates and internal teams
Once you have been fully inducted and enrolled onto your Recruitment Resourcer 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.
Typical duration is 15 months
The on programme learning, including completing two mandatory qualifications, that enables the apprentice to attain full competence as defined in the Standard, will take 12 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 apprentice cannot progress to the End Point Assessment (EPA) until they have:
- been on programme for at least 12 months;gained the necessary mandatory qualifications;
- demonstrated the required level of competence in the knowledge, skills and behaviours detailed in the Standard
- achieved level 2 English and Mathematics.
- The apprentice will need to achieve the following qualifications as specified in the Standard.
- Level 2 Certificate in Recruitment Resourcing
- Level 2 NVQ Diploma in Recruitment Resourcing
The End Point Assessment (EPA) enables the apprentice to prove their competence in the role of Recruitment Resourcer 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.
Once the EPA has been completed the apprentice will be given one of the following grades:
The EPA is structured into two distinct parts:
- Resourcing Project Assignment (RPA) – assessing the knowledge, skills and behaviours
- Professional Discussion (PD) – assessing the knowledge skills and behaviours
Resourcing Project Assignment (RPA)
The Resourcing 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 in Candidate Sourcing and Compliance through:
- utilising their ability to research, compose and place an appropriate advert in line with legal regulatory and ethical requirements; and
- describing how they would effectively manage candidate applications sourced from the written job advert to shortlisting stage to the required standard – as they would in the real work environment.
The apprentice will deliver a written assignment within a defined timeframe to the required standard – as they would in the real work environment.
As Candidate Sourcing is such a vital part of their role, the apprentice will be asked to compose a job advert, from information provided by the AO, and then answer three supplementary questions which will further test their knowledge, skills and behaviours.
The Professional Discussion takes place after the completion and marking of the RPA. It will take place no later than 8 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.
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 – Resourcing 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 Resourcer, 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.
Resits of the EPA are available in full or in part. Therefore, if an apprentice fails one distinct part (RPA 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:
For further detailed information regarding the end point assessment please follow the link below
Level 2 Certificate in Recruitment Resourcing
Level 2 NVQ Diploma in Recruitment Resourcing
Functional Skills in Maths and English Level 2, unless you already have these
The role of recruitment resourcer is one of the roles at the beginning of a career in recruitment and this apprenticeship can provide a progression into a number of other roles within the industry. One such route of progression is to a level 3 apprenticeship in recruitment consultancy.
Learners who complete these qualifications above will also be eligible for professional registration of the Institute of Recruitment Professionals or Institute of Recruiters.
Non-Levy Employer 10% Contribution
£500+VAT = £600.00
Levy Employer Cost
All costs include End point Assessment
Please click the link below for further information regarding the Recruitment Resourcer Level 2 apprenticeship standard.
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