Level 3 Recruitment Consultant
An 18-month Recruitment Consultant programme
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 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 you will learn – 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 (e.g., 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.
Recruitment Consultants have the skills within the context of their own organisation to:
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.
- Always seek and provide feedback in a professional manner 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.
Recruitment Consultants demonstrate the following behaviours:
- Someone who takes independent action to meet and exceed KPIs without being asked.
Courage and ability to effectively challenge poor practice
- Someone who uses their knowledge of recruitment law to identify bad practice and suggest improvements.
Enterprise and entrepreneurship
- Someone who proactively seeks opportunities and acts upon them.
Tenacity and resilience
- Someone who continues to make effective canvassing calls despite having to repeatedly overcome objections.
Ambition, drive, and determination
- An individual who has planned for their professional development and career opportunities.
Confident, assertive, and persuasive communicator
- Someone who uses a range of communication and influencing techniques to build sound relationships both externally and internally.
- Someone who seeks new ways to achieve tasks.
Attention to detail
- Accurate data entry of candidate and/or client details.
Ethical customer focused approach
- An individual who operates under the spirit of codes of practice, ethics and the law.
Are very organised
- An organised individual would be able to organise their time in an efficient manner.
Good questioning and listening
- Someone who can pay attention, interact and support a conversation, probing for further information when required.
Demonstrate problem solving and decision-making behaviours
- Someone who can draw on previous experience and/or agreed procedures and policies to solve problems and make informed decisions.
How you will be assessed
Full time work-based learners will typically spend 16/18 months on-programme working towards the apprenticeship standard, with a minimum of 20% off this time being off-the-job training.
Learners without English and Maths at a level 2 must achieve level 2 prior to taking their End Point Assessment (EPA). The end point assessment should only start once the employer is satisfied that the gateway requirements for EPA have been met and that the learner is consistently working at or above the level set out in the standard.
Through the journey to the gateway with GEM Partnership you will complete a set of mini gateways ensuring that you are ready to take the EPA.
On-programme assessment, the learner will be expected to keep a reflective log and gather evidence against each of the competencies illustrating the application of knowledge, skills, and behaviours. Although any evidence that is assessed during the on-programme period of the learning journey cannot be used for the EPA, gathering it will encourage the learner to continuously reflect on their learning and development plan.
The EPA consists of three distinct assessment methods:
- Project Assignment
- Professional Discussion
Performance in the EPA will determine the learner grade of fail, pass, merit or distinction.