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#AskIRP - Structured career development – what does it offer as an alternative to a degree?
#AskIRP - Structured career development – what does it offer as an alternative to a degree?
Your career 05th Mar 2019

With apprenticeships and vocational learning being designed by employers to meet the needs of their industry, there is a clear path into employment and an option for the learner to continue their studies.

That sounds like a bold statement, however, I believe it is a sound one.

It is true that employers have invested significant time and resources in the development of apprenticeships through the formal process known as ‘Trailblazers’. It is also true that during this process they identified the knowledge, skills and behaviours that an apprentice needs to succeed in the role as laid out in the apprenticeship standard.

It is also true that apprenticeships are not the only method of vocational training and combined they offer the learner the opportunity to continue their development whilst in the workforce. If compared to gaining further education where employment is not normally given and in the case of degrees, significant course fees and living expenses are incurred. The increased use of vocational training seems to be an obvious choice. That is of course, provided there is a clear route to success and progression through a career.

That is clear and defined within the recruitment industry as the Institute of Recruitment Professionals (IRP) has developed a clear career routeway that shows the development required from someone joining the industry right through to the lofty heights of a business director. The entire purpose of the IRP is to aid the individual development of its members and their careers.

As an ex-recruiter myself, I heard many people say that they ‘fell into recruitment’ from a previous career, however, the indications are now that recruitment is clearly a career of choice. I can understand why, there are so many reasons to be a recruiter and so many opportunities to develop in a career that employs over 100,000 individuals directly. The recruitment industry turnover in the 2017/18 tax year was £35.7 billion. It is responsible for the placement of over 1,020,000 temporary and contract placements every day, as well as 1,142,000 permanent placements per year.*

Many people choosing to join the recruitment industry are finding that not only does their job have the personal satisfaction of helping a candidate find a new job and therefore feeding into the stats above, but also that the rewards and development are second to none. As a whole, the industry realises that it needs good people within it to manage the ever-changing demands placed upon it. The legislative changes that come about through governmental policy changes require the needs of vocational learning to constantly update knowledge and skills to ensure that a recruiter operates in line with best practice and compliant with legislation. These are not achievable through a one-off degree or FE course that the recruiter does not engage with after their course. They can only be achieved through vocational learning and development, through CPD and organisation like the IRP and personal development through a structured career routeway.

So, as you can tell, I believe the recruitment industry is an ever-changing and exciting industry to work in that has many benefits and is showing itself to be a true career of choice to a more discerning workforce.

* Statistics provided by the REC Recruitment Industry Trends 2017/18 research

About IRP:

The Institute of Recruitment Professionals (IRP) is the representative body for individual recruiters and resourcing specialists. We represent over 11,100 individual members who deliver the UK’s recruitment services. Becoming a member of the IRP means that you are a recognised recruitment professional and allows you to use designatory letters after your name. All IRP members must abide by the IRP Code of Ethics and Professional Conduct.

Richard Charnock - Director of Operations

Richard has spent many years in management, with experience in the military, logistics, sales and then recruitment. He joined the REC in 2009 from a role as a front line recruiter and has demonstrated that he is passionate and committed to the professionalism of the industry. Whilst at the REC, Richard has been instrumental in developing recruitment as a career of choice by designing and implementing a clear career routeway of qualifications.

In his present role as the Director of Operations, Richard is focused on ensuring that all REC products are appropriate, reliable and relevant to members, ensuring members receive excellent value in an ever-changing recruitment market place.

 

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