Level 3 Recruitment Management is accredited by CPD and suitable for anyone aspiring to or already working in this field or simply want to learn deeper into level 3 Recruitment Management.You will be able to add this CPD accredited qualification to your CV by downloading your certificate instantly without any cost.
To make this course more accessible for you, we have designed it for both part-time and full-time students. This course is packed into bite-size module for your convenience. You can study at your own pace or become accredited within hours!
If you require support, our experienced tutors are always available to help you throughout the comprehensive syllabus of this course and answer all your queries through email.
Through this Level 3 Recruitment Management, you will gain a comprehensive review of Recruitment Management, how to build knowledge and skills around the fundamentals of recruitment and much more.
You will receive the fundamental recruitment management skills and it helps you drive forward and sharpen your professional edge. You will learn how to increase your personal effectiveness and expand your knowledge base, adding value to the service you provide to clients and candidates.
Upon completion of this course, you will learn the concepts of Recruitment management in a workplace. You will also have a good understanding of how to identifying client recruitment requirements.
What will you learn in this Level 3 Recruitment Management
In this module you will learn all about Recruitment. The first issue to be addressed within the process is to consider whether or not a vacancy exists. Companies should avoid so-called ‘automatic replacement syndrome’, by considering, when a member of staff leaves the organisation, whether it is really necessary to recruit a replacement, or whether work can be reorganised or rescheduled amongst existing staff.
This module will teach you about Shortlisting. Once the company has received the applications for the job, it is then in a position to begin the shortlisting process. The aim here is to reduce the pool of candidates either because the advert attracted too many applicants or to ensure that the candidates have the skill and knowledge required to do the job.
In this module you will learn all about Selection. Having completed the process of shortlisting in order to narrow down the pool of candidates, companies are now in a position to carry out final selection. The objective of any selection method is to obtain evidence on which to base a decision.
This module will teach you about Definitions of Training and Development. A willingness to learn at work and acquire new skills and knowledge is a form of discretionary behaviour on the part of employees. The willingness of the employees to learn and the effectiveness of the training and development can make a difference to the effectiveness and profitability of organisations.
In this module you will learn all about Considerations in the Design of Training Programmes. The first stage in developing any training programme is to identify the skills deficiencies that exist within the company and determine which employees need to undergo training. This stage is the foundation of the whole process. Unless training needs are properly assessed, the training programme introduced may be quite different from what is actually needed. Indeed, one study in the US suggested that vast sums of money are wasted as a result of the failure of firms to analyse training needs effectively.
This module will teach you about Implementing Training. Once the training needs analysis has been undertaken, and the company has identified who needs to be trained, and what they need to be trained in, it is then necessary to determine how the training programme is to be implemented.
In this module you will learn all about Learning Methods. As pointed out by Gold learning methods are not the same as training methods. It is hoped that people will learn after attending training, but that learning can take place by using methods other than training. In the discussion above we saw that the first part of the learning cycle is to identify what needs to be learnt (sometimes shortened to TNA for training needs analysis), then consideration of such things as budgets, the characteristics of the potential trainees and where the training will take place comes into play.
This module will teach you about Defining and Knowing the Position. Before you can ever begin to hire a new employee, you have to know what you are hiring them for. You must first know what the position calls for and what type of person the job will need. During interviews, you will need to be able to define and describe the potential employee so that they are not surprised or left in the dark. Being prepared yourself can help prepare the employee as well.
In this module you will learn all about Hiring Strategy. Developing a hiring ‘strategy’ may seem a little extreme, but it is actually a helpful tool when preparing to hire a new employee.When an opening comes available that you will need to fill, there are often several steps to take and follow in order to obtain the best workers.
This module will teach you about Lure in Great Candidates. One of the first steps to finding great employees is determining what type of person will fit into the new position and the company. But finding the right way to lure in candidates can be difficult if not done properly. The key is to reach out locally as well as outside the region to reach a range of people and a range of talent.
In this module you will learn all about Filtering Applicants to Interview. Now that you’ve sent job descriptions and help wanted ads, you have a wave of responses, but don’t know what to do next. Now that you have candidates to choose from, it is important to begin determining which ones you want to interview, and which ones you don’t. This filtering process allows you to see which candidates deserve a personal interview based on their skills or attributes while removing the ones that do not.
This module will teach you about The Interview (I). So you’ve sent out job descriptions, reviewed tons of resumes,and even completed a few phone interviews, now it’s time for a face-to-face interview. Interviews are the classic way for hiring managers to meet with candidates and get to know their skills and qualifications. They allow for an employer and applicant to meet in person and discuss the position in depth.
In this module you will learn all about The Interview (II). Preparing for an upcoming interview can seem like a daunting task that takes a lot of preparation. An effective interview can help find a qualified candidate quickly while weeding out the applicants that are not. When an interview is done smoothly and effectively, hiring managers can spend less time looking for candidates and will fill the position right the first time.
This module will teach you about Selection Process (I). After you’ve conducted dozens of interviews, either in phone or in person, it is now time to select a candidate to hire for the position. Of course, this is another process in itself, which can involve employee testing, profile set up and even background checks. Know the candidate you want to select before taking them to the next lengthy step of the hiring process.
In this module you will learn all about Selection Process (II). The selection process is no easy task and can often take days or weeks to complete thoroughly. Sometimes this can scare potential employees away while others don’t mind the wait to join your team. Keep the candidates you don’t hire on file for back up and focus your energy on the candidates that did make it through your screening process.
This module will teach you about Making an Offer. Congratulations! You’ve made it through the interviews, employee testing and background checks and have determined which candidate would be best for the position.Now is the time to make the job offer, which is an offer that contains the details of topics such as job title, job responsibilities, salary, and benefits. The job offer can be negotiable, but in the end, it is up to you who will fill the position.
In this module you will learn all about Onboarding. Onboarding is a term used in the business world to define the process of welcoming a new employee and helping them to become productive in the company. Now that you have made your selection and brought a new employee into the company, it is time for them to begin the onboarding process by being trained, mentored and learn how doing well in their position can benefit the company as a whole.
Who is this course for?
Level 3 Recruitment Management is suitable for anyone who want to gain extensive knowledge, potential experience and professional skills in the related field. This course is CPD accredited so you don’t have to worry about the quality.
Our Level 3 Recruitment Management is open to all from all academic backgrounds and there is no specific requirements to attend this course. It is compatible and accessible from any device including Windows, Mac, Android, iOS, Tablets etc.
This course opens a new door for you to enter the relevant job market and also gives you the opportunity to acquire extensive knowledge along with required skills to become successful. You will be able to add our qualification to your CV/resume which will help you to stand out in the competitive job industry.
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How Long do You need to complete This Cruise? Thanks
Dear Konstantina, Thanks for the question. Once you purchase any course, you will have a one-year access to the course. You can complete it anytime within a year. The estimated course duration is 16 hours if you want to finish it in a go. Thanks.This was helpful. Thank you for your feedback.
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