Recruitment Consultant Apprentice

Summary

This is a fantastic opportunity for someone who is ambitious, competitive and enjoys speaking with people. You do not need previous recruitment experience; we are looking for the right attitude, work ethic and personality. You will complete a Level 3 Recruiter Apprenticeship while learning from experienced recruiters.

Wage

£16,640 for your first year, then could increase depending on your age

National Minimum Wage rate for apprentices

Commission, you should expect to earn £50-80k year in year 1, £80k/100k+ in year 2

Training course

Recruiter (level 3)

Hours

Monday - Friday, 8.30am - 6.00pm with an 1.5 lunch break.

40 hours a week

Start date

Monday 21 September 2026

Duration

1 year

Positions available

2

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

You will be trained in:

• Identifying and attracting top talent through LinkedIn, networking and market research
• Building relationships with candidates and clients
• Conducting interviews and assessing candidates
• Understanding different industries and recruitment markets
• Managing your own recruitment processes from start to finish
• Developing sales, communication and negotiation skills

We are looking for someone who:

• Is ambitious and wants to build a career in recruitment
• Enjoys speaking with people and building relationships
• Has a positive attitude and strong work ethic
• Is competitive and motivated by achieving goals
• Is confident, resilient and willing to learn
• Can work well within a small, supportive team environment

Where you'll work

Civic Offices
323 High Street
Epping
CM16 4BZ

Training

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

Training provider

DAVIDSON TRAINING UK LIMITED

Training course

Recruiter (level 3)

What you'll learn

• 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.

Training schedule

This training schedule has not been finalised. Check with this employer if you’ll need to travel to a college or training location for this apprenticeship.

More training information

You will be learning from experienced recruiters and developing the skills needed to become a successful consultant

Requirements

Desirable qualifications

GCSE in:

• English (grade 4-9 (A* - C))
• Maths (grade 4-9 (A* - C))

Share if you have other relevant qualifications and industry experience. The apprenticeship can be adjusted to reflect what you already know.

Skills

• Communication skills
• Attention to detail
• Organisation skills
• Problem solving skills
• Team working
• Initiative
• Ambition
• A career in recruitment
• Can build relationships
• Positive attitude
• Strong work ethic
• Competitive and motivated
• Confident, resilient, willing

Other requirements

• Experience in sales, customer service, hospitality, retail, sport or similar environments would be beneficial, but attitude is more important than experience