Primary remote resourcer

Remote Resourcer – Primary Education 180 recruitment, candidate side | Education, SEND and school support staff Job title Remote Resourcer, Education (known internally as Remote Worker) Division Education Team Primary Education Reports to Remote Team Manager Works alongside Education consultants across SEND, Primary, Secondary and School Facilities Location Fully remote, working from a private home office outside the UK Hours 08:00 – 16:30 Model 180 recruitment, candidate side only. Purpose of the role The Remote Resourcer owns the candidate journey from first contact to the point a candidate is fully compliant, interviewed, briefed and ready to work. The consultant then takes that candidate to market and manages the client relationship. Every candidate this role produces will be placed into a school setting, so the quality of the screening and the accuracy of the compliance file directly affect the safety of children and the reputation of the business. This is a role where getting the detail right matters more than moving quickly. Key responsibilities Candidate attraction and sourcing ▪ Source teaching, teaching assistant, SEND and support staff candidates through job boards, the CRM database, social media, referrals and advertising. ▪ Write and post role adverts that reflect live demand from the consultants you support. ▪ Run daily proactive outreach by phone, email and message to build a pipeline ahead of demand rather than in reaction to it. ▪ Re engage lapsed and dormant candidates already held in the CRM. ▪ Keep a live map of candidate availability by location, phase, subject and specialism. Screening and interviewing ▪ Carry out a structured telephone initial call then a video registration call following a set interview structure. ▪ Establish and record full employment history, including the reason for any gap of more than one month. ▪ Assess suitability for the setting: experience, phase, behaviour management, SEND experience, safeguarding awareness and motivation. ▪ Confirm availability, travel radius, pay expectations and any restrictions. ▪ Decline unsuitable candidates promptly and professionally, and record the reason. Compliance and vetting ▪ Verify identity and address using original or certified documentation to the standard set out in the compliance procedure. ▪ Confirm the right to work in the UK and record document type, expiry and share code where applicable. ▪ Process an enhanced DBS check with a children’s barred list check, or...

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