Handbook. Level 3 Certificate in Principles of Internal Recruitment (QCF) IRP3

Transcription

1 Skillsfirst Awards Handbook Level 3 Certificate in Principles of Internal Recruitment (QCF) IRP3 Suite 416 Fort Dunlop Fort Parkway Birmingham B24 9FD

2 Contents Page Section 1 Introduction 2 Section 2 Skillsfirst Awards Limited 2.1 Data protection Equality and accessibility Enquiries and information sources Complaints and appeals Malpractice and maladministration 4 Section 3 The sector skills council for recruitment 3.1 SkillsCfA Occupational expertise of those who assess performance, and moderate and verify assessments Employer direct model Continuous professional development 6 Section 4 Summary of assessment methods 4.1 Assessment principles Characteristics of assessment guidance Simulation and witness testimony Recognition of prior learning (RPL) 7 Section 5 Qualification information 5.1 What is the qualification and credit framework (QCF) QCF units QCF terminology Availability of qualifications Qualification aim and design 9 Section 6 Qualification structure 6.1 Number of credits required for this qualification The rules of combination List of available units and their credit value Learner entry requirements Progression opportunities 10 Section 7 The units of learning 7.1 Structure of the units Group M mandatory units 12 IRP3 v

3 1.0 Introduction 1.1 Skillsfirst Awards is an awarding organisation specialising in the provision of vocational qualifications across a range of occupational areas. 1.2 Skillsfirst Awards recognises the need for industry to have fully trained and qualified staff reliably qualified to recognised industry standards. 1.3 The following handbook provides the learning outcomes and assessment strategy for the delivery of the Level 3 Certificate in Principles of Internal Recruitment (QCF). The handbook is a live document and will be updated should there be any incremental change made. Centres will be informed electronically when changes are made and it will be the responsibility of any recognised centre to ensure the most up to date version of the handbook is used. The document also provides details of the administrative procedures, requirements and responsibilities that are associated with the delivery of vocational qualifications. The handbook is available on the Skillsfirst Awards website This document is copyright but can be copied by any of our recognised centres for the purpose of assessing learners and may also be copied by learners for their own use. 1.5 All learners should be provided with a copy of the Skillsfirst qualification handbook together with the Skillsfirst learner guide. This document can be found on our web-site at Skillsfirst Awards 2.1 Data protection Skillsfirst Awards takes the protection of data seriously and to this end has developed a data protection statement outlining how Skillsfirst and our centres, comply with the current legislation on data protection. It is important for centres to read our statement and ensure that our requirements are put in place. It is particularly important that centres make learners aware that data is shared with Skillsfirst Awards. Our policy statement on this and data requirements can be found in our centre handbook on our website Equality and accessibility Equality and accessibility Skillsfirst is committed to giving everyone who wants to gain one of our qualifications an equal opportunity of achieving it in line with current UK legislation and EU directives including the Equality Act 2010 (Amendment) Order 2012 and to ensure this occurs, has in place a policy on equality and accessibility which can be found on our website and within our centre handbook. Skillsfirst will ensure that centres use a equality and accessibility policy that works together with ours and that they maintain an effective appeals procedure which along with the equality and accessibility policy, will be monitored by the external verifier. We expect centres to tell learners how to find and use their own equality and accessibility and appeals procedures. IRP3 v

4 Access to assessment Skillsfirst Awards is committed to guaranteeing all learners are treated fairly and equally and to ensure this occurs, has in place a policy on reasonable adjustments and special considerations. This policy states clearly what centres can and in some cases must, put in place to assist learners who may have particular requirements. We expect centres to tell learners how to find and use their own reasonable adjustments and special considerations policy and will monitor implementation through the external verification process. This policy can be accessed at and within our centre handbook. Further advice on this policy and its application can be obtained from our customer services team at customerservices@skillsfirst.co.uk 2.3 Enquiries and information sources Skillsfirst aims to provide accurate information in a variety of formats and media. Recognised centres are encouraged to make enquiries to the customer services team, or seek clarification from our website. Learners wishing to enquire about qualifications, aspects of qualifications or quality assurance policies and procedures are encouraged, in the first instance, to seek information from the recognised centre or their tutor/assessor. Where a satisfactory answer is unavailable, learners are encouraged to seek clarification from our website, or from the Skillsfirst customer services team. As a guide, the majority of frequently requested information is available on our website or on request via the electronic helpline listed below. Website: customerservices@skillsfirst.co.uk Tel: Fax: In writing to: Customer Services Skillsfirst Awards Limited Suite 416 Fort Dunlop Fort Parkway Birmingham B24 9FD 2.4 Complaints and appeals Complaints Skillsfirst Awards will endeavour at all times to satisfy our customer s needs and ensure a quality service. There may be times when our centres do not feel we have met these needs. Should they wish, centres may complain in writing to the Skillsfirst Awards customer services manager. We will attempt to resolve all complaints within the published timescales and will record and review all complaints as part of our ongoing customer service commitment. IRP3 v

5 Appeals Skillsfirst Awards aims to ensure that at all times its decisions are fair, consistent and based on valid judgements. However, it is recognised that there may be occasions when a centre or a learner may wish to question a decision made. Skillsfirst Awards therefore has an appeals policy and process which clearly indicates the rights of the centre and the learner to appeal against a range of decisions taken by Skillsfirst. The Skillsfirst Awards appeals policy and process can be accessed on our website and within our centre handbook. Centres are required to have a documented policy and procedure which allows learners to question decisions made by the centre. The final stage of such a procedure may be to appeal to the Skillsfirst Awards external verifier. This policy would form part of the original centre recognition process and its implementation will be monitored by the external verifier. 2.5 Malpractice and maladministration Skillsfirst Awards has a responsibility to ensure that malpractice and maladministration is addressed effectively and to publish procedures to centres for dealing with malpractice on the part of learners, centre staff and any others involved in providing the qualification. To meet this requirement, Skillsfirst Awards has a malpractice policy and process, the details of which can be accessed on our website The sector skills council for recruitment 3.1 SkillsCfA The Level 3 Certificate in Principles of Internal Recruitment (QCF) is based on the units developed by the SkillsCfA who are the sector skills council for recruitment. Their contact details are: 6 Graphite Square Vauxhall Walk London SE11 5EE Phone info@skillscfa.uk.org This handbook provides details from SkillsCfA s assessment strategy, which centres will need to apply in order to assess and quality assure the Level 3 Certificate in Principles of Internal Recruitment (QCF) and includes the: occupational expertise of those who deliver, assess performance, and moderate and verify assessments continuous professional development summary of assessment methods The complete assessment strategy is available for view and to download from the SkillsCfA website IRP3 v

6 3.2 Occupational expertise of those who deliver, assess performance, and moderate and verify assessments Deliverers, assessors, and moderators and internal verifiers Staff delivering these qualifications must be able to demonstrate that they meet the following occupational expertise requirements. They should: be technically competent in the areas for which they are delivering training and/or have experience of providing training. This knowledge must be at least to the same level as the training being delivered have recent relevant experience in the specific area they will be assessing have credible experience of providing training Assessors must be occupationally competent to make assessment judgments about the level and scope of individual learner skills and understanding in recruitment practice and, occupationally competent to make assessment judgments about the quality of assessment and the assessment process. IVs must be occupationally competent to make recruitment moderation and verification judgments about the quality of assessment and the assessment process. While the Assessor/Verifier (A/V) and the Assessor/Internal Quality Assurance (TAQA) units are valued as qualifications for centre staff, they are not currently a requirement for this qualification. Centre staff should have verifiable relevant experience and current knowledge of the occupational working area at, or above, the level they are assessing or verifying. This experience and knowledge must be of sufficient depth to be effective and reliable when judging learner competence or verifying assessment processes and decisions. This could be verified by: curriculum vitae and references possession of a relevant qualification corporate membership of a relevant professional institution Centre staff may undertake more than one role, e.g. tutor and assessor or moderator/iv, but must never internally verify their own assessments. 3.3 Employer direct model Where employers opt for an employer direct model, the qualification requirements for assessors and internal verifiers may be waived. The employer direct model is where colleagues, supervisors and/or managers in the workplace are involved in the assessment process. Under this model, the employer, with the agreement of Skillsfirst and SkillsCfa may choose between: achieving the appropriate approved qualifications for assessment/verification or demonstrating that their (the employer s) training and development activity undertaken to prepare, validate and review these assessment roles, maps 100% to the National Occupational Standards which these qualifications are based on. The mapping process must be agreed by Skillsfirst as providing the equivalent level of rigour and robustness as achievement of the approved assessment/verification qualification. IRP3 v

7 Each application to use the employer direct model will be considered on an individual organisation and qualification basis and agreed by the qualification regulators, including the sector skills council. Prospective organisations must be able to confirm that their in-house practices conform to the requirements of the standards in association with Skillsfirst. 3.4 Continuous professional development Centres are responsible for ensuring that Deliverers, Assessors and IVs plan and maintain their CPD. All deliverers, assessors and IVs must maintain current competence in recruitment practice to deliver these functions. This can be achieved in many ways, but must be recorded in individual continual professional development (CPD) records that are maintained by the centre. Centres are expected to support their Deliverers, Assessors and IVs in ensuring that their knowledge remains current of the occupational area and of best practice in delivery, mentoring, training, assessment and verification, and that it takes account of any national or legislative developments. Centres may have generic criteria and personnel specifications in addition to the above. 4.0 Summary of assessment methods For this qualification, learners will be required to provide a portfolio of evidence for each unit. 4.1 Assessment principles Units will be achieved through the acquisition of evidence by the learner and submission to their assessor. Units may be assessed through a number of different sources and forms, which must meet the requirements of assessment criteria. Assessment should normally be at the learner s workplace, but where the opportunity to assess across the range of standards is unavailable other comparable working environments may be used, following agreement from the external verifier. A holistic approach towards the collection of evidence should be encouraged, assessing activities generated by the whole work experience rather than focusing on specific tasks. e.g. If the learner communicates with a customer whilst engaged in sales activities these can be assessed against both sales and customer service elements. Assessors can only assess in their acknowledged area of occupational competence. Assessors and IVs will be registered with their centre and be accountable to the organisation for their assessment practice. Health and safety of customers/clients and employees must be maintained throughout the assessment process and if any person carrying out assessment or verification activities does not feel that there is due regard to health and safety then that person should refuse to continue with the activity(ies) until satisfied that due regard to health and safety is being taken. 4.2 Characteristics of assessment guidance The learner may produce evidence from a range of examples which should be recorded in some form. A record of evidence will confirm to the assessor their confidence in the learner s breadth and depth of knowledge and understanding in being able to competently meet the functional requirements of all the units. IRP3 v

8 The assessor will need to be assured that the learner can: meet all the learning outcomes of a unit pass all the assessment criteria of a unit An assessor may request additional evidence if they are not satisfied with the evidence presented by the learner. If this occurs, it may need to be agreed in partnership with the learner and the assessor. Professional discussion Professional discussion is encouraged as a supplementary form of evidence to confirm a learner s competence. Such discussions should not be based on a prescribed list of questions but be a structured discussion which enables the assessor to gather relevant evidence to ensure the learner has a firm understanding of the standard being assessed. 4.3 Simulation and witness testimony Simulation or witness testimony is warranted where the centre can demonstrate that performance evidence has been impossible to obtain in the work environment. Simulation Simulation can only be used to assess learners where the opportunity to assess naturally occurring evidence is unlikely or not possible, for example assessment relating to health and safety, fire and emergency procedures. It should not include routine activities that must be covered by performance evidence. There are no units that can be solely achieved by simulation. In the case of imported units, where simulation is acceptable in the evidence requirements, it should only be used when performance evidence is unlikely to be generated through normal working practices. Witness testimony Skillsfirst recognise the use of witness testimony and expert witness testimony as appropriate methods for assessors to collect evidence on candidate s performance. Witness testimonies can be obtained from people that are occupationally competent and who may be familiar with the national occupational standards, such as the learner s line manager. They may also be obtained from people who are not occupationally competent and do not have a knowledge of the national occupational standards such as other people within the learner s workplace, customers and suppliers. The assessor must judge the validity of the witness testimony and these may vary depending on the source. Witness testimonies can only support the assessment process and may remove or reduce the need to collect supplementary evidence. However, centres must comply with Skillsfirst guidance over the occupational competence and briefing of witnesses in the use of witness testimony. 4.4 Recognition of prior learning (RPL) RPL recognises how the contribution of a learner s previous experience could contribute to a qualification. Should any opportunities for RPL be identified, it is important that a complete process of recognising prior experience and learning is undertaken, by ensuring that: it is incorporated into the assessment planning, with details of how this will take place IRP3 v

9 it covers relevant or appropriate experience for previous activities, as well as accredited learning and qualifications mapping of prior learning to the national occupational standards to identify gaps is documented and auditable assessment methods or processes for recognising prior experience and learning, are documented and made available to the external verifier the audit trail covers the whole process and methodology of RPL the authenticity and currency of presented evidence is established by the assessor where observation or expert witness testimony is a unit assessment method requirement, this activity is undertaken after learner registration for the qualification In considering the appropriateness of any single piece of evidence, the following should be considered: Content the degree to which the content of any previous accredited learning meets the requirements of the national occupational standards against which it is being presented as evidence. Performance and knowledge the degree to which the previous learning covered both performance and knowledge. Some learning will only have offered and tested the latter, in which case RECL will only recognise the meeting of knowledge requirements. Performance will require further assessment. Although unlikely, the reverse (performance tested but not knowledge) could be true in which case knowledge and understanding would need further assessment. Relevance of context the degree to which the context of the learning gained and assessed, relates to the current context of learner work roles. If the context was different, assessors will need to satisfy themselves of learners ability to transfer the learning gained into their current setting. Currency how recently the learning was gained. Learners would need to demonstrate current knowledge and understanding of areas such as legislation, policy and practice etc, which may have changes since the previous learning programmes were undertaken. Authenticity how the ownership of the evidence is established to ensure it was generated by the learner. 5.0 Qualification information 5.1 What is the qualification and credit framework? The qualification and credit framework (QCF) is a new way of recognising achievement through the award of credit for units and qualifications. It will provide flexible routes to gaining full qualifications and enable qualifications to be achieved in smaller steps. Units within the framework will have a level (ranging from entry level to level 8) to indicate the level of difficulty. They will also have a credit value to indicate the size of the unit. The QCF will: allow providers to design more flexible programmes, suited to the needs of a wider range of learners describe achievements (credits) to employers, providers and learners in a way that is easy to understand allow learners to accumulate credit, by recognising smaller steps of learning at their own pace allow learners to transfer credits into an electronic learner achievement record, which they will keep for life IRP3 v

10 5.2 QCF units Each unit has a credit value based on the total number of hours of learning required to achieve it, (notional learning). Each 10 hours of learning equals 1 credit, for example, if a unit takes 30 hours of learning, it will receive a credit value of 3. The units vary in credit value. In addition all units have a level which may be different from the qualification in which they can be used. 5.3 QCF terminology Whilst the evidence outcomes required from QCF and NVQ units are the same, the QCF units use different terminology to the NVQ units. The assessment criteria for NVQ units are listed under what you must do and what you must know whereas the QCF units are all listed under the learner can. 5.4 Availability of qualifications This handbook covers the Level 3 Certificate in Principles of Internal Recruitment (QCF). To complete a qualification, the minimum credit value must be achieved and progressive qualifications at a higher level require more credit to be achieved. The number of units to achieve this is not fixed, as it is the total credit value that is required. Rules of combination apply to each qualification. Learners can accumulate credit which will allow them to claim award, certificate or diploma certification, as the qualification credit values are achieved. 5.5 Qualification aim and design This qualification is designed to meet both employer and individual demand for the knowledge, understanding and skills that learners need to carry out internal recruitment. It is aimed at those learners who role it is to fill job vacancies from within the business - where existing staff are selected rather than employing someone from outside. Learners will be able to identify the right people with the right skills to do the job, particularly if an organisation s training and development programme has been effective. It is also aimed at those learners entering this sector for the first time or those looking to upskill and develop their knowledge of internal recruitment and selection for use within the business environment. 6.0 Qualification structure 6.1 Number of credits required for this qualification Qual no. Level Qualification title Number of credits IRP3 3 Level 3 Certificate in Principles of Internal Recruitment (QCF) 6.2 Rules of Combination 34 All 34 credits from Group M must be achieved to gain the qualification. Minimum Guided Learning Hours (GLH) are 166 Maximum Guided Learning Hours (GLH) are List of available units and their credit value The list below gives the unit titles, their level and the credit value of each unit. IRP3 v

11 Group M - mandatory units QCF unit No. Skillsfirst unit No. Unit title Credit value R/504/6984 RECP2 Understanding legal and ethical requirements in 6 recruitment J/504/6996 RECP6 Understanding the principles of assessing 4 people R/503/9324 RECP17 Principles of social media within a business 6 R/505/7323 RECP18 Specialist internal recruitment techniques 6 Y/505/7324 RECP19 Understanding relationship management in 4 internal recruitment H/505/7326 RECP20 Understanding internal recruitment operations 4 K/505/7327 RECP21 Understanding the internal recruitment market Learner entry requirements Formal requirements There are no formal entry requirements for learners undertaking this qualification; however centres must ensure that learners have the potential and opportunity to gain evidence for the qualification in the work place. Age restrictions There are no age limits attached to learners undertaking this qualification, unless this is a legal requirement of the process or the environment. Legal considerations There are no formal entry requirements for learners undertaking this qualification however, centres must ensure that learners have the potential and opportunity to gain evidence for the qualification in the work place. 6.5 Progression opportunities Learners who achieve this qualification will be able to progress on to the: Level 3 Certificate in Principles of Recruitment Level 3 Certificate in Principles of Social Recruitment Level 3 NVQ Diploma in Recruitment (QCF) or on to higher level qualifications. As well as progression to further qualifications, learners may also progress to employment in a wide range of recruitment roles as this qualification provides evidence of achievement of a range of practical skills, understanding and knowledge in a range of environments. IRP3 v

12 7.0 The Units of Learning 7.1 Structure of the units The units which make up these qualifications are written in a standard format and comprise of: Skillsfirst reference number unit title level and credit value unit aim learning outcomes guided learning hours relationship to NOS/other qualifications endorsement of the unit information on assessment learning outcomes and assessment criteria IRP3 v

13 7.2 Group M - mandatory units IRP3 v

14 RECP2 Understanding legal and ethical requirements in recruitment IRP3 v

15 RECP2 Understanding legal and ethical requirements in recruitment Level: 3 Credit value: 6 Unit aim This unit provides the necessary understanding of the provisions of employer and employee statutory rights and related requirements and how recruitment-related law and ethical considerations affect the conduct of business in the recruitment industry. Learning outcomes There are two learning outcomes to this unit. The learner will: 1. Understand the provisions of employer and employee statutory rights and related requirements 2. Understand how recruitment-related law and ethical considerations affect the conduct of business in the recruitment industry Guided learning hours It is recommended that 25 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the national occupational standards CFAREC1 - Develop a resourcing strategy Support of the unit by a sector or other appropriate body This unit is endorsed by SkillsCfA, the sector skills council for recruitment Evidence Requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

16 RECP2 Understanding legal and ethical requirements in recruitment Learning outcomes and assessment criteria Outcome 1 Understand the provisions of employer and employee statutory rights and related requirements 1 explain employment law and other legislation affecting employment rights and responsibilities 2 explain the duties, rights and responsibilities of employers and employees 3 explain the organisational procedures and documentation relating to contractual issues 4 explain the range of sources of information and advice on employment rights and responsibilities 5 explain the importance of working within organisational principles and codes of practice Outcome 2 Understand how recruitment-related law and ethical considerations affect the conduct of business in the recruitment industry 1 explain the features and scope of the recruitment compliance cycle 2 explain the roles and powers of legislative organisations which have an impact on recruitment practices 3 explain the practical application of recruitment-related legislation 4 explain the purpose and ethical requirements of professional codes of conduct and practice IRP3 v

17 RECP6 Understanding the principles of assessing people IRP3 v

18 RECP6 Understanding the principles of assessing people Level: 3 Credit value: 4 Unit aim This unit provides the necessary understanding of how to plan candidate assessments and the underlying principles and techniques of candidate assessment. Learning outcomes There are two learning outcomes to this unit. The learner will: 1. Understand the planning of candidate assessments 2. Understand the principles and techniques of candidate assessment Guided learning hours It is recommended that 15 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the national occupational standards CfA Rec6 - Assess job-seekers Support of the unit by a sector or other appropriate body This unit is endorsed by SkillsCfA, the sector skills council for recruitment Evidence Requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

19 RECP6 Understanding the principles of assessing people Learning outcomes and assessment criteria Outcome 1 Understand the planning of candidate assessments 1 explain the features, uses, requirements, advantages and disadvantages of a range of assessment methods 2 explain the importance of setting objectives for the assessment process 3 explain how to confirm the validity and reliability of the assessment process to meet the assessment objectives Outcome 2 Understand the principles and techniques of candidate assessment 1 explain the characteristics of good biographical interviewing techniques 2 explain the structure and use of competence assessment interviewing 3 explain the features of effective questioning and interviewing skills 4 explain the halo and horns effect 5 explain techniques to gain rapport with candidates 6 explain the importance and role of candidate feedback in the assessment process 7 explain when and why to carry out references and checks on candidates 8 explain the use of reasonable adjustments in candidate assessment 9 explain the considerations following candidate assessment IRP3 v

20 RECP17 Principles of social media within a business IRP3 v

21 RECP17 Principles of social media within a business Level: 3 Credit value: 6 Unit aim This unit provides the necessary understanding of the fundamentals of social media marketing for a business. Learning outcomes There are five learning outcomes to this unit. The learner will: 1. Understand how social media fits into the objectives and marketing of a business 2. Understand how to select social media tools and channels for a business 3. Understand how to measure the success of using social media tools and channels 4. Understand how social media policy and guidelines can impact a business 5. Be able to monitor how a business is using social media Guided learning hours It is recommended that 42 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the national occupational standards CFAM Develop a marketing communications strategy and plans for products/services Support of the unit by a sector or other appropriate body This unit is endorsed by Skills CfA, the sector skills council for recruitment Evidence requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

22 RECP17 Principles of social media within a business Learning outcomes and assessment criteria Outcome 1 Understand how social media fits into the objectives and marketing of a business 1 describe a business and its type, vision, aims, objectives and goals 2 identify the brand and values of a business and how these are portrayed to the audience of a business 3 describe the marketing tools available to a business 4 explain the consequences of using social media on the budget of different sizes and types of business 5 explain the benefits and consequences of encouraging amplification 6 explain the benefits and consequences of encouraging engagement 7 explain the factors to consider when identifying a social media plan for a business 8 explain how social media could fit into the marketing plan of a business Outcome 2 Understand how to select social media tools and channels for a business 1 describe the different tools and channels that can be used for social media 2 describe the features and benefits of the different tools and channels that can be used for social media 3 identify the potential type of audience for each different tool and channel that can be used for social media 4 explain the factors to consider when selecting different tools and channels for social media 5 evaluate different tools and channels for social media for business use Outcome 3 Understand how to measure the success of using social media tools and channels 1 explain the importance of measuring the outcomes of using different social media tools and channels 2 explain why SMARTER targets should be set for different social media tools and channels 3 describe the methods a business can use to measure and identify success of different social media tools and channels 4 describe what success could look like when using different social media tools and channels for different types and sizes of business Outcome 4 Understand how social media policy and guidelines can impact a business 1 describe the components of a business s social media policy and guidelines 2 explain the importance of having a social media policy and guidelines 3 explain the importance of having a reputation management policy 4 describe the benefits of managing perception changes in a business s reputation 5 describe how to manage perception changes in a business s reputation IRP3 v

23 Outcome 5 Be able to monitor how a business is using social media 1 explain the importance of knowing how similar businesses or industries are using social media 2 explain how to monitor the ways similar businesses or industries are using social media 3 monitor how a business is using social media 4 identify improvements to a business s use of social media IRP3 v

24 RECP19 Understanding relationship management in internal recruitment IRP3 v

25 RECP19 Understanding relationship management in internal recruitment Level: 3 Credit value: 4 Unit aim This unit provides the necessary understanding of the use of networking tools and the development and maintenance of partner relationships with internal clients and key stakeholders in the an organisation. It also provides an understanding of how to build relationships with internal and external talent Learning outcomes There are three learning outcomes to this unit. The learner will: 1. Understand the use of networking tools in the recruitment industry 2. Understand the development and maintenance of partner relationships with internal clients and key stakeholders in an organisation 3. Understand how to build relationships with internal and external talent Guided learning hours It is recommended that 15 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the national occupational standards CfA Rec3 - Attract and maintain relationships with job-seekers Support of the unit by a sector or other appropriate body This unit is endorsed by SkillsCfA, the sector skills council for recruitment Evidence Requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

26 RECP19 Understanding relationship management in internal recruitment Learning outcomes and assessment criteria Outcome 1 Understand the use of networking tools in the recruitment industry 1 define the nature, purpose and benefits of recruitment networking 2 explain the advantages and disadvantages of different types of recruitment networking activity 3 explain how to make the most of networking activities for recruitment purposes 4 evaluate the considerations to be taken into account in creating a personal brand Outcome 2 Understand the development and maintenance of partner relationships with internal clients and key stakeholders in an organisation 1 define the nature and benefits of partner relationships and the notion of added value 2 explain the factors to consider when building relationships with internal clients and stakeholders 3 explain how to develop opportunities for partner relationship building 4 identify effective communication tools and techniques 5 explain ways of monitoring internal client satisfaction and exceeding expectations Outcome 3 Understand how to build relationships with internal and external talent 1 explain how the process for interviewing candidates contributes to the relationship 2 explain how to identify candidates current needs and long term aspirations 3 explain the importance of managing candidates expectations 4 identify the factors to be taken into account in building and managing a productive database of candidates 5 explain the factors that influence the candidate experience 6 explain the purpose and features of an effective communications plan to build relationships with candidates 7 explain techniques to brief and provide constructive feedback to candidates IRP3 v

27 RECP20 Understanding internal recruitment operations IRP3 v

28 RECP20 Understanding internal recruitment operations Level: 3 Credit value: 4 Unit aim This unit provides the necessary understanding of the nature of the recruitment industry and the recruitment business and finance operations. Learning outcomes There are three learning outcomes to this unit. The learner will: 1. Understand the nature of the internal recruitment industry 2. Understand recruitment business operations 3. Understand finance in the internal recruitment industry Guided learning hours It is recommended that 15 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the NOS CfA Rec2 - Contact hirers and establish recruitment requirements and CfA Rec4 - Obtain, prepare and promote job vacancies. Support of the unit by a sector or other appropriate body This unit is endorsed by SkillsCfA, the sector skills council for recruitment Evidence Requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

29 RECP20 Understanding internal recruitment operations Learning outcomes and assessment criteria Outcome 1 Understand the nature of the internal recruitment industry 1 explain the contribution of their role to the organisation and industry 2 explain the types of career pathways in the industry 3 explain the range of sources of information and advice on the industry, occupation, training and career routes 4 explain the roles, responsibilities and relevance of different types of representative body 5 explain how issues of public concern affect their organisation Outcome 2 Understand recruitment business operations 1 explain how an Internal resourcing function works 2 explain sources of information and the use of performance indicators to measure personal performance and the internal resourcing function 3 explain how to identify the strengths, weaknesses and shortfalls of personal performance and the performance of the internal resourcing function through an analysis of performance data 4 describe the characteristics and business acumen of effective Internal recruiters Outcome 3 Understand finance in the internal recruitment industry 1 explain the financial implications of different kinds of candidate remuneration options 2 explain the factors to be taken into account in the calculation of profitability of the internal resourcing function 3 explain the calculation of agency recruitment charging rates IRP3 v

30 RECP21 Understanding the internal recruitment market IRP3 v

31 RECP21 Understanding the internal recruitment market Level: 3 Credit value: 4 Unit aim This unit provides the necessary understanding of the recruitment market and the influences on it. It also provides the necessary understanding of the brand in recruitment Learning outcomes There are three learning outcomes to this unit. The learner will: 1. Understand the internal recruitment market 2. Understand influences on the internal recruitment market 3. Understand the brand in internal recruitment Guided learning hours It is recommended that 15 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the national occupational standards CfA Rec5 - Match job-seekers with suitable vacancies Support of the unit by a sector or other appropriate body This unit is endorsed by SkillsCfA, the sector skills council for recruitment Evidence Requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

32 RECP21 Understanding the internal recruitment market Learning outcomes and assessment criteria Outcome 1 Understand the internal recruitment market 1 explain the history and evolution of the internal recruitment market 2 assess the size and importance of the internal recruitment market 3 characterise the different sectors within the internal recruitment market 4 distinguish between permanent and temporary models of internal recruitment 5 outline common criticisms of the industry Outcome 2 Understand influences on the internal recruitment market 1 explain the way in which market and other factors affect candidates 2 explain the way in which market and other factors affect organisations 3 identify potential opportunities arising from an analysis of the internal recruitment market Outcome 3 Understand the brand in internal recruitment 1 identify the concept and characteristics of an organisation s brand 2 assess the factors that affect and support a brand 3 explain the advantages and disadvantages of different methods of promoting a brand 4 explain the notion and use of marketing collateral IRP3 v

33 RECP22 Specialist internal recruitment techniques IRP3 v

34 RECP22 Specialist internal recruitment techniques Level: 3 Credit value: 6 Unit aim This unit aims to develop the learner s knowledge and understanding about the factors that affect an organisation s recruitment and selection policy and the recruitment and selection methods used. It will also provide an understanding about how to conduct an effective section interview and an effective on-boarding process. Learning outcomes There are four learning outcomes to this unit. The learner will: 1. Understand the factors that affect an organisation's internal recruitment and selection policy 2. Understand recruitment and selection methods for the resourcing of staff 3. Understand how to contribute to the recruitment and selection interviewing process for a job role 4. Understand the on-boarding process Guided learning hours It is recommended that 39 hours should be allocated for this unit, although patterns of delivery are likely to vary. Details of the relationship between the unit and relevant national occupational standards (if appropriate) This unit is linked to the national occupational standards CFAHR7 Plan and deliver recruitment Support of the unit by a sector or other appropriate body This unit is endorsed by SkillsCfA, the sector skills council for HR. Assessment guidance Additional services should include an understanding of: the main advantages of taking a deep job analysis the principles of predictive validity how application forms differ from CV s in the assessment and selection process the difference between an unstructured and a competency based interview Evidence Requirements Learners must provide a portfolio of evidence for this unit. IRP3 v

35 RECP22 Specialist internal recruitment techniques Learning outcomes and assessment criteria Outcome 1 Understand the factors that affect an organisation's internal recruitment and selection policy 1 explain the organisational benefits of a diverse workforce 2 describe the factors that affect an organisation s approach to staffing 3 describe the factors that affect an organisation s recruitment selection policy Outcome 2 Understand recruitment and selection methods for the resourcing of staff 1 explain the use of different recruitment and selection methods to meet organisational needs 2 explain the relevance of the predictive validity chart to the hiring of managers 3 describe the principles of the candidate psychological contract 4 explain the purpose of Recruitment Packs to form part of the psychological contract Outcome 3 Understand how to contribute to the recruitment and selection interviewing process for a job role 1 describe the information required to produce a job description and person specification for an identified role 2 identify the recruitment channels and draft material to attract individuals who accurately meet an identified role 3 describe the information required to develop selection criteria with which to shortlist candidate applications for interview for an identified role 4 describe the stages of a selection interview and the decision making process for an identified role 5 identify the records that need to be retained following a selection interview 6 describe the information required to produce letters of appointment and nonappointment for an identified role Outcome 4 Understand the on-boarding process 1 explain the purpose, importance and benefits of on-boarding to an organisation 2 identify the areas to be covered by on-boarding 3 identify the roles of those involved in an on-boarding process 4 evaluate the effectiveness of the on-boarding process IRP3 v

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