Level 2 Recruitment Resourcer

A 12-month recruitment resourcer programme  

Programme Overview:

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 the industry. 

What will you learn – Knowledge and understanding of:

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, diversity and inclusion.

Recruitment Resourcers have the skills within the context of their own organisation to:

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 always receive a professional and comprehensive recruitment service. 
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).

Recruitment Resourcer demonstrates the following behaviours: 

Self-motivation 

Someone who takes independent action to fulfil work tasks.

Tenacity and resilience 

Someone who continues to make effective candidate resourcing contacts despite initial setbacks.

Ambition, drive and determination 

An individual who is clear on their personal objectives and plans accordingly.

Ability to prioritise and escalate where necessary 

Someone who can plan workloads and undertake tasks systematically. If no clear priority is found, then they will seek help.

Innovative 

Someone who seeks new ways to achieve tasks.

Attention to detail 

Accurate data entry of candidate 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.

How is the course assessed?

Full time work-based learners will typically spend 12/14 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:  

Resourcing Project Assignment 
Professional Discussion

Performance in the EPA will determine the learner grade of fail, pass, merit or distinction. 