Think Recruitment, is growing fast and that means the door to the next generation of talent is open. University isn’t the only option, and sometimes the best careers start with curiosity, drive, and the right opportunity. That’s where our apprenticeship programme comes in. As an Apprentice Recruiter you'll be at the heart of the action.

Most of your apprenticeship is spent working. You’ll learn on the job by getting hands-on experience.

What you'll do at work

As an Apprentice Recruitment Consultant, you’ll learn how to:

• Resource candidates and match them with the right job opportunities
• Use a CRM system to keep everything recorded, organised and running smoothly
• Make calls to clients and candidates, building confidence on the phone
• Support the wider team with administration, research, and relationship-building activities

Training provider

THE NVQ TRAINING CENTRE LIMITED

Training course

Recruiter (level 3)

Understanding apprenticeship levels

What you'll learn

Course contents

• 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.