It is a fast-paced and diverse industry that combines sales, people skills and problem solving with knowledge and understanding of the childcare and education profession.
Some agencies service a broad range of clients who seek nannies, maternity nurses, nursery nurses, nursery managers, regional managers, teachers, mother's helps and after-school care workers. Others specialise in a smaller client group, usually families, providing nannies, maternity nurses, emergency childcare and carers for children with additional needs.
The CRC's role is to:
- - attract business from clients by advertising, meeting and building relationships
- - liaise with clients to assess their requirements, the culture of the workplace and salary rates
- - attract candidates by advertising, audit applications, verify qualifications and references, and confirm identity
- - ensure the candidate is legally entitled to work in the UK
- - investigate gaps in employment
- - scrutinise the original CRB police disclosure
- - assess candidates' core experience, and interpersonal and communications skills
- - create a shortlist of suitable candidates to present to the client and finalise arrangements between the two parties
- - maintain general client vacancy, interview and database records, to comply with the Employment Agencies Act 1973 and the Conduct Regulations 2003.
Recruitment consultants generally work Monday to Friday but candidates may need to be telephoned and interviewed outside business hours. Their time is split between office working, visiting clients and business development.
TRAINING
Employment agencies are often high-pressure environments. CRCs should be able to deal with multiple priorities, problem solving and working to deadlines and targets. Successful CRCs are those who enjoy responsibility and are pro-active, confident and goal oriented. Good interpersonal and communication skills are needed.
Although not essential, many CRCs have a background in sales, marketing and customer service. Familiarity with the professional and legislative requirements of the early years employment sector is an essential requirement.
A large organisation may provide training opportunities to progress to senior consultant, branch manager, area and regional manager. With experience, CRCs may decide to open their own agency and be self-employed.
The Recruitment and Employment Confederation (REC) is the professional body dedicated to representing the industry. The REC and key employers have developed a four-tier, nationally recognised qualification framework with a certificate, diploma, degree and masters degree in Recruitment Practice (RP). The certificate is ideal for those new to the industry. The diploma in RP is for those with some previous industry experience or those who have achieved the certificate. It is a modular course and can be studied by distance learning or through company and bespoke programmes.
In collaboration with Middlesex University Business School, the REC has designed a foundation degree in RP which combines taught modules with validated work-based learning modules. Holders of the diploma are awarded 120 credits towards their degree and are exempt from year one of the programme.
Middlesex University also offers a master's programme to recruiters who can demonstrate a requisite amount of experience in the field of recruitment. The REC is working with other universities to launch additional degree programmes.
The REC also runs oneand two-day training courses covering all aspects of recruitment practice and aimed at all experience levels, from a basic introductory course to advanced management development.
CASE STUDY: NICOLA BULL 
'I started working for Family Match, in Winchester, in March 2009, progressing to recruitment consultant in my first year and senior consultant in October 2010. The company has 15 years experience of placing nannies with families.
'Our management team, Karen Dixon, Suzie Brunchett and myself, work closely together. We meet weekly to discuss how we can offer help, advice and new ideas for each family's search for a nanny and are supported by an excellent administration and accounts team. Part of my role is to ensure the smooth running of the office when directors are at meetings.
'Our goal is to find nannies who families can trust to care for the most precious thing in their lives. This drives us to be the best in the business, to be dedicated, detailed and diligent in our recruitment procedures.
'There is no textbook answer to matching a family with their ideal nanny, but building sound working relationships is the key. We listen closely to what each family says to get a clear understanding of their requirements. We also observe the family as a unit and assess the children's individual needs.
'We enjoy getting to know the nannies too, and building our own relationship with them. We meet each one individually and get to know their personality, their strengths, practical abilities and motivations.
'For a family, employing a nanny is a major decision and can be extremely timeconsuming. I enjoy the whole process of recruiting, especially liaising with families and nannies and building good professional relationships with them. It is so rewarding when you find the perfect match.'
FURTHER INFORMATION.
- Middlesex University www.mdx.ac.uk
- Recruitment and Employment Federation www.rec.uk.com/career-development/qualifications
- www.businesslink.gov.uk.
