Apprentice Recruitment Consultant

Summary

Construction Recruitment Apprentice, where you'll gain practicalexperience in sourcing and placing candidates within the construction industry. This apprenticeship offers a blend of practical training and academic study to develop your recruitment skills.

Wage

£20,000 a year

Check minimum wage rates (opens in new tab)

Training course

Recruiter (level 3)

Hours

Monday to Friday 0800-1700hrs

40 hours a week

Start date

Tuesday 15 April 2025

Duration

1 year 6 months

Positions available

1

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

Cold Call
Develop a Desk from Scratch
Work with Experience Consulant
Source and book candiates

Where you’ll work

Suite 2, Philpot House
Station Road
Rayleigh
SS6 7HH

Training

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

College or training organisation

DAVIDSON TRAINING UK LIMITED

Your training course

Recruiter (level 3)

Equal to A level

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.

Your training plan

Training on site and e-learing from the training provider, working towards Level 3 Recruiter apprenticeship standard, including Functional Skills in English and maths if required

More training information

On line trainning in FIR, MMC

Requirements

Let the company know about other relevant qualifications and industry experience you have. They can adjust the apprenticeship to reflect what you already know.

Skills

Communication skills
IT skills
Organisation skills
Problem solving skills
Administrative skills
Logical

Other requirements

This involves a lot of site visits and on the phone

About this company

CRL are a Construction Support Specialist

http://www.c-r-l.co (opens in new tab)

Company benefits

Employer Assistantant Programme

Disability Confident

A fair proportion of interviews for this apprenticeship will be offered to applicants with a disability or long-term health condition. This includes non-visible disabilities and conditions.

You can choose to be considered for an interview under the Disability Confident scheme. You’ll need to meet the essential requirements to be considered for an interview.

After this apprenticeship

The right candidate might move onto a Full time Consultant role

Ask a question

The contact for this apprenticeship is:

CRL CONTRACTS LTD

Steven James Payne

s.payne@c-r-l.co.uk

07946663097

The reference code for this apprenticeship is VAC1000312556.

Apply now

Closes in 9 days (Monday 14 April 2025 at 11:59pm)

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