SUMMARY:
The Social Care Recruitment Resourcer will find qualified social workers for existing permanent vacancies, engage them about specific opportunities, complete screening calls and hand over suitable, consenting candidates for submission.
POSITION INFO:
Social Care Recruitment Resourcer Find, engage and screen qualified social workers for live permanent vacancies across the UK, while building and maintaining an accurate candidate database. Remote (South Africa) | Remote | UK working hours, Monday to Friday | R30,000-R35,000 per month ABOUT OUR CLIENT Our client is a specialist recruitment company placing permanent social workers with local authorities and social care providers across the UK. The business typically manages around 20 live permanent vacancies at any one time. These vacancies are already agreed with clients, with the recruitment focus on identifying qualified social workers who match requirements across team, grade, location and experience. THE ROLE: SOCIAL CARE RECRUITMENT RESOURCER The Social Care Recruitment Resourcer will find qualified social workers for existing permanent vacancies, engage them about specific opportunities, complete screening calls and hand over suitable, consenting candidates for submission. The role will also focus on continuously growing the candidate database, maintaining accurate candidate records and keeping candidates informed throughout the recruitment process. KEY RESPONSIBILITIES Start each week by reviewing the current permanent vacancies, including client, team, grade, salary, location and hiring requirements. Search the existing candidate database for suitable social workers before sourcing externally. Search CV-Library, LinkedIn and other sources for qualified social workers who match vacancies by grade, team type and distance. Add every new qualified social worker identified to the candidate database, whether or not they currently match a live vacancy. Record candidate contact details, grade, team type, location and what they are looking for. Approach candidates by email, phone or LinkedIn regarding specific vacancies rather than using generic approaches. Call interested candidates and confirm Social Work England registration and completion of their ASYE. Confirm each candidate's current role, grade and relevant team experience. Confirm right to work in the UK and whether sponsorship is required. Confirm current salary, salary expectations and notice period. Establish where candidates live and how far they are prepared to travel. Understand why candidates want to move and what other opportunities they are discussing. Obtain clear candidate consent before putting them forward for a named vacancy. Hand over the candidate's CV with the role, complete screening answers and reasons they are suitable. Keep candidates informed and engaged until an outcome is confirmed. Match candidates to another live vacancy if they are not shortlisted and update their database record. Maintain complete handovers with no missing screening information. Ensure candidates put forward are qualified and have completed their ASYE. Do not put forward students, newly qualified social workers or candidates who are still completing their ASYE. Maintain accurate and complete database records with no duplicates. Log every candidate contact and outcome on the day it occurs. Provide a short end-of-week update covering candidates in play for each role and roles without candidates. Find, contact, screen and hand over candidates for live permanent vacancies. Search for new social workers and continuously add them to the candidate database. Follow contact rules and never contact candidates who have asked not to be contacted. Handle candidate data in line with UK GDPR and use it only for recruitment. Work towards agreed weekly targets covering new qualified candidates added, role-specific candidate contacts, screening calls, consenting candidate handovers, client shortlists and live roles with candidates in play. Do not contact clients or hiring managers or send CVs to anyone other than the designated internal contact. Do not negotiate salaries, fees or terms. Do not work on locum or interim roles. Do not approach other recruitment agencies or their staff. ABOUT YOU Experience working in social work or social care, or recruiting within social work or social care. Confident speaking with professionals by phone, including making cold calls. Clear, professional written English. Able to manage 20 or more roles simultaneously without dropping candidates. Comfortable working towards weekly targets. Ideally, experience working within social work or social care and an understanding of the work, terminology and what motivates social workers to move roles. A social work qualification or experience as a social worker is desirable. Knowledge of UK children's and adults' services teams and grades is desirable. Experience searching CV databases such as CV-Library, Reed or LinkedIn is desirable. Experience in recruitment, resourcing or sales is desirable. WHAT YOU GET AND YOUR FIRST 30 DAYS Full access to CV-Library's candidate database. Your own company email address. Access to the existing candidate database. Access to the live vacancy list with details of each role. Direct support, including a short daily check-in while settling into the role. Week 1: Learn the live roles, database, screening questions and contact rules, and shadow screening calls. Week 2: Begin searching, adding candidates to the database and screening, with every handover reviewed. Weeks 3 and 4: Build up to a full week's activity, followed by a day-30 review to agree weekly targets.
