Recruitment Consultant Level 3 Apprenticeship

Recruitment Consultant Level 3 Apprenticeship

ROGERS MCHUGH RECRUITMENT LTD

Sale (M33 7HH)

Closes in 28 days (Friday 6 November 2026 at 11:59pm)

Posted on 8 October 2026

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Summary

Are you looking to start a career in Recruitment? We have a fantastic opportunity working as a Recruitment Consultancy Apprentice at our client’s office in the heart of Manchester! This is an ideal opportunity for someone looking to begin their career in recruitment with a keen interest in the construction sector.

Wage: £18,000 a year

Training course: Recruiter (level 3)

Hours: Working hours: Monday to Thursday 8:00 – 17:00 and Friday 8:00 -16:00. 37 hours 30 minutes a week

Start date: Saturday 7 November 2026

Duration: 1 year 2 months

Positions available: 1

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Work

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

What you'll do at work

Your day-to-day will consist of:

• Speaking with candidates to discuss their experiences and abilities
• Speaking to clients to establish what their needs are
• Arranging placements for Trades and Labour candidates
• Beating the boss in a round of darts
• Spinning the wheel to win prizes based off performance
• Creating job adverts
• Learning and training to understand your market and become an expert!

Where you'll work

Dunham House Cross Street Sale M33 7HH

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Training

Apprenticeships include time away from working for specialist training. You’ll study to gain professional knowledge and skills.

Training provider: THE RECALVI ENTERPRISE LTD

Training course: Recruiter (level 3)

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. 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.