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Recruitment resourcer

Recruitment resourcer

Business and administration

Level 2 - Technical Occupation

Identifying, attracting and shortlisting candidates as part of the recruitment process.

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Reference: OCC0321

Status: inventory_2Occupational standard without apprenticeship

Average (median) salary: £22,843 per year

SOC 2020 code: 4136 Human resources administrative occupations

SOC 2020 sub unit groups:

  • 4136/01 Recruitment administrators
  • 1136/04 Recruitment managers and directors
  • 3571/03 Recruitment consultants

Technical Education Products

ST0321:

Recruitment resourcer

(Level 2)

Approved for delivery

Employers involved in creating the standard:

Serocor Solutions, Blue Arrow, Capita Resourcing, CR Associates, GI Group, Gordon Yates, Impellam, Informatiq Consulting Ltd, Middleton Murray, Pertemps, Reed, Via Resource Group, Recruitment & Employment Confederation

Summary

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.

Employers involved in creating the standard:

Serocor Solutions, Blue Arrow, Capita Resourcing, CR Associates, GI Group, Gordon Yates, Impellam, Informatiq Consulting Ltd, Middleton Murray, Pertemps, Reed, Via Resource Group, Recruitment & Employment Confederation

Keywords:

Business Administration
Entrepreneurial
Recruitment
Recruitment Resourcer
Research Analysis

Knowledge, skills and behaviours (KSBs)

K1: The candidate attraction and selection processes
K2: The legal, regulatory and ethical requirements and appropriate codes of practice when resourcing
K3: Agreed job related Key Performance Indicators (assessment completed, interviews etc) and how they will be assessed and measured during the apprenticeship
K4: Recruitment sales techniques and processes and how to support them
K5: Market rates and conditions within their sector. This may include identifying labour market shortages and the demand for those with transferrable skills with the capacity to move from the legacy carbon economy into a green economy job.
K6: How to initiate, build and maintain relationships with candidates
K7: The principles and importance of using research, for resourcing, including: - quantitative and qualitative research methods - research validity and reliability - sources of research information
K8: The recruitment industry and the principles of the recruitment models
K9: Employee rights and responsibilities including equality, diversity and inclusion

S1: Research, identify and attract candidates using all appropriate methods to satisfy job requirements. This may include identifying labour market shortages and the demand for those with transferrable skills with the capacity to move from the legacy carbon economy into a green economy job.
S2: Write, place and update adverts in line with company procedures
S3: Monitor responses/applications received and make sure that candidate’s applications are processed efficiently
S4: Qualify, shortlist and present suitable candidates against defined job vacancies
S5: Assist in the recruitment and selection processes by effectively liaising with the candidates and internal teams
S6: Initiate, manage and develop candidate relationships
S7: Identify and progress leads as required
S8: Contribute to the development of a recruitment resourcing plan
S9: Proactively and consistently strive to identify new candidate and client opportunities
S10: Provide first line support for all enquiries
S11: Provide pre-employment and compliance checks in line with company policy and relevant legislation
S12: Provide support to ensure that the candidates and clients receive a professional and comprehensive recruitment service at all times
S13: Seek and provide feedback in a professional manner at all times to candidates
S14: Accurately record candidate and client information on the recruitment database
S15: Utilise database information in line with relevant legislation and best practice
S16: Escalate non-compliance where appropriate
S17: Meet agreed Key Performance Indicators (e.g. interviews arranged, candidates sourced etc)

B1: Self Motivation: Someone who takes independent action to fulfil work tasks
B2: Tenacity and Rescilience: Someone who continues to make effective candidate resourcing contacts despite initial setbacks.
B3: Ambition, Drive and determination: An individual who is clear on their personal objectives and plans accordingly
B4: 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.
B5: Innovative: Someone who seeks new ways to achieve tasks
B6: Attention to detail: Accurate data entry of candidate details
B7: Ethical customer focused approach: An individual who operates under the spirit of codes of practice, ethics and the law
B8: Are very organised: An organised individual would be able to organise their time in an efficient manner
B9: Good questioning and listening: Someone who can pay attention, interact and support a conversation, probing for further information when required

Occupational Progression

This occupational progression map shows technical occupations that have transferable knowledge and skills.

In this map, the focused occupation is highlighted in yellow. The arrows indicate where transferable knowledge and skills exist between two occupations. This map shows some of the strongest progression links between the focused occupation and other occupations.

It is anticipated that individuals would be required to undertake further learning or training to progress to and from occupations. To find out more about an occupation featured in the progression map, including the learning options available, click the occupation.

Progression decisions have been reached by comparing the knowledge and skills statements between occupational standards, combined with individualised learner movement data.

Technical Occupations

Levels 2-3

Higher Technical Occupations

Levels 4-5

Professional Occupations

Levels 6-7

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Level 2

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Level 3

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Level 3

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Level 3

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Level 4

Business and administration

Sales, marketing and procurement