Published on 31st October 2024
Professionalism in recruitment requires far more than just the ability to conduct interviews and screen resumes. It encompasses core values and behaviours that every individual in this field should uphold. Education plays a key role in shaping these standards and raising the professionalism of the industry as a whole.
Educational programs can be developed to standardised curricula reflecting industry needs and best practices of professional conduct. This ensures that all certified individuals have a foundational understanding of essential recruitment processes, ethics, and laws. These educational programs can take various forms, including formal degree programs and apprenticeships, professional certifications, and continuous learning programs such as online or in-person workshops and seminars, as well as eLearning and online blended courses.
Ireland’s Trailblazer Education Programme for Recruiters
A great example of the evolution of education needs in the recruitment sector is Ireland. The Employment and Recruitment Federation (ERF), the national federation for the HR services industry, undertook to establish a degree program for recruiters in 2022. This initiative – the first of its kind in the world ! – originated in the ERF’s belief that recruitment should have its own academic career path on national frameworks like other professions such as accountancy, law and Human Resources.
There is a misconception that HR qualifications cover the recruitment sphere but this isn’t quite the case. Whilst research conducted in many countries agrees that recruitment is definitely part of the HR Services realm, it also concludes that it is a niche industry and requires a unique skillset. A study by the ERF in 2011 revealed that a full academic career path from induction to Master was highly sought after.
The ERF started off by developing and implementing the first certificate in recruitment practice in Ireland in 2012. To date over 1500 delegates, including government departments, multinationals and the armed forces, have undertaken this three-day day workshop and half-day written exam. But this only called for more recognition of the sector and a demand for more formal training.
The ERF therefore lobbied the Irish government to establish an undergraduate degree that would sit on the academic framework of qualifications. “We were convinced that this first step on the ladder to a structured academic career path would give visibility to the sector and attract new talent,” explains Geraldine King, CEO of ERF. “The recognised qualification on the national education framework also gives the sector a more professional image, improves its level of standards and thus turns recruitment into an attractive career choice, rather than a second-best option as it often used to be.” Eventually, the degree was granted through the apprenticeship model. A three-year undergraduate degree commenced in 2020, with over 100 graduates to date. Feedback from employers is outstanding, with a huge percentage of these graduates promoted more than once within their organisations.
This degree has changed the way recruitment is viewed in Ireland. The profession now features on the Central Applications Office (CAO) and college prospectus of the National College of Ireland, which is the academic partner for this degree. And this is not yet the final stage. The ERF has submitted an application to the Irish government for the development of a Masters level 9. Once granted Ireland will be the only country in the world to have an academic career path on the national framework of qualifications.
Enrolling in an education programme can seem daunting though. Geographical barriers, costs, inflexible programme hours, etc. are some of the reasons that usually stop people from investing in their professional development. eLearning is now unlocking this potential. From the perspective of apprenticeship-style programs, learning management systems can cater to evidence tracking for on-the-job training which can be monitored by a variety of stakeholders from employers, to educators. E-learning programs can also quickly adapt to industry changes, ensuring that the content reflects the latest trends, technologies, legislation and best practices in recruitment making it an ideal choice for continuous learning and professional development.
Enabling Constant Professionalisation: the example of RCSA
One great example of how eLearning tools can support the constant professionalisation of the HR services industry is the work that Olive Group, a global “EdTech” (Educational technology) company, has done with RCSA, the national federation for the HR services industry in Australia and New Zealand. Olive Group has been working with RCSA since 2022 on the provision of bespoke e-learning development and learning management systems.
Two educational programs resulted from this collaboration: the digital delivery of the RCSA Code for Professional Conduct and the online Recruitment Consulting Certificate. The RCSA Code for Professional Conduct outlines the ethical responsibilities of its members, ensuring high standards of professionalism. It creates guidelines that inform members about acceptable practices in recruitment, which helps maintain integrity in the industry. Thanks to the e-learning solution offered by Olive Group, the RCSA Code for Professional Conduct course is now available to all members to be taken annually. It uses video content, voiceover, animations and interactive elements to engage learners in the course material and to outline real-world scenarios. Currently in development are 12 micro-courses which can be deployed if further education is required on important aspects of the Code.
Once they have completed the RCSA Code for Professional Conduct, participants can undertake the Recruitment Consulting Certificate (RCC). The RCC is a four-week program, a blended learning experience including self-led, course-specific modules via Olive’s eLearning modules, weekly facilitated workshops (online or in person), an on-the-job ‘Industry Skills & Workplace Learning Journal’, as well as a final online assessment completed via Olive Group’s platform. The program is specifically tailored to support agency consultants with less than 12 months of experience in recruitment and staffing.
Since its inception in January 2022, 354 persons have participated in the programme, across 29 courses. “Maintaining high-quality standards in the way our members provide HR services is a core mission of the RCSA,” explains Charles Cameron, CEO of RCSA. “Olive Group has really been a key partner in enabling the deployment of our life-long learning programmes by offering modern tools. In addition to providing consultants with the essential tools needed for a career in recruitment, we also now provide them with solid professional conduct.”
While the recruitment market historically has been perceived as having low barriers to entry, the current landscape is pushing for increased professionalism, training, and specialisation. The increasing complexity of the world of work, as documented by “The Work We Want” research conducted by the World Employment Confederation, also calls for a more strategic role for the HR services industry. More than ever, the industry needs to up its game and offer the best level of services. With partners like Olive Group, it is set for success.
This piece is a joint collaboration of Olive Group and the World Employment Confederation.
