Recruitment & Sales Apprenticeship - Level 3

Gap Personnel are offering the successful candidate the opportunity to join their long-standing team based in Crewe. Their aim is to train an apprentice from the ground with the vision of progressing them alongside the company's growth vision. If you are confident, outgoing, and keen on career development, this is the perfect role for you.

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

What you'll do at work

• Using a variety of online tools and technology including Word, Excel, PowerPoint, job boards, and social media sites.
• Developing job and personal specifications, preparing and posting job advertisements.
• Shortlisting candidates on the telephone initially to determine suitability.
• Completing competency tests and assisting new starters with registration documentation, also arranging induction and training.
• Maintaining a customer-focused attitude towards duties and responsibilities to ensure the needs of clients are identified and met.
• Answering incoming calls and inputting information onto the company database.
• Maintaining an up-to-date and compliant company CRM.
• Supporting different recruitment teams within the company.
• Booking in candidates for interviews at different companies.
• Requesting ID and DBS of successful applicants.
• Working towards KPIs.
• Business Development, including calls to potential and existing clients.

Where you'll work

253-255 Edleston Road
Crewe
CW2 7EA

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

Training provider

JUNIPER TRAINING LIMITED

Training course

Recruiter (level 3)

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 organizational 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 implement 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 organization 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 organization, 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 maximize opportunities to support the organization’s business strategy, for example, growing client or candidate pipelines.
• Manage resources within budget requirements.
• Respond to stakeholder complaints and escalate where appropriate.