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Researching the best qualifications to support my new career

I am a hotelier with many years of experience of managing/recruiting/training and developing large numbers of employees.

I now find myself in a new role as an internal recruitment manager for a non hotel related company (I was made redundant from my previous job within this company, this role came available and they felt that my character and people skills would be an asset).

Given that I now have a potential new career, I would very much like to start learning and gaining some supporting qualifications, and also shoring up my 'experience driven' HR knowledge.

Are there any particular courses/levels that anyone would feel are more relevant/suitable to my needs?

Thank you 

  

  • Kevin Elvidge

    | 78 Posts

    Chartered Fellow

    24 Oct, 2015 23:13

    Hi Fiona 

     The Recruitment & Employment Confederation's (REC) Level 4 Diploma in Recruitment Management (QCF) has been developed to provide recruiters and potential recruiters with an industry recognised qualification at the QCF level 4.

    The REC Level 4 Diploma in Recruitment Management (QCF) is a revised version of the Diploma in Recruitment Practice (DipRP). Not only has the content been reviewed, but the new structure and clear learning outcomes have enabled the REC to place it on the QCF framework, which in turn gains national recognition and the opportunity for funding. 

    Holders of the Level 4 Diploma in Recruitment Management are eligible to use the letters 'DipRM' after your name and achieving this regulated qualification provides direct access to the Member level of Institute of Recruitment Professionals (MIRP) or Fellow level (FIRP) depending on your experience.

    We operate an on-demand enrolment scheme with the ability to choose when you take your assessments, making this qualification easy to fit around work. In order to achieve the Level 4 Diploma in Recruitment Management, you must complete eight units (six mandatory, two optional units) within a four-year period. Examination dates for each unit (RECTC) can be found here.

    Once enrolled on a unit, you must complete it within 12 months of first booked examination for this unit. Each unit is priced at £405 +VAT.

     

  • David

    | 19100 Posts

    Chartered Member

    25 Oct, 2015 07:46

    Hi Fiona

    Furthermore, building on the foundations described by Kevin, there's CIPD's own raft of Levels 5, 6 and 7 qualifications, which as a member already you're probably aware of, and in any event I'm sure CIPD's own staff will very willingly provide expert advice and guidance about.

    But, if you definitely wish to remain in a specialist recruitment and selection role, these may comprise more  'broader brush' coverage  than you require, in which case many universities offer all manner of advanced courses in eg occupational and social and general human psychology. And some of them part time or by distance learning. For example, many many years ago I studied their 'third level' (IE about lNQF level 6) Social Psychology course unit with the Open University, and although it's now mostly forgotten, you tend never to forget the deeper insights and understanding a good programme of specialised academic  study at this level can impart, and I'm very glad indeed that I chose to do it, even though it seems to me that  CIPD's own qualifications have long since moved away from the mainstream social sciences. Nonetheless, IMHO anyhow, I think the mainstream social sciences, especially sociological and social psychological ones, remain immensely relevant to 'HR' even though they now tend to get overlaid and mixed up with all the business management stuff.

  • David

    | 19100 Posts

    Chartered Member

    25 Oct, 2015 08:02

    Sorry typo with INQF - of course I meant National Qualifications Framework.

    And, just reflecting that all these various 'paper' qualifications, essential as they are as the underpinning knowledge or 'tools' essential to be able to competently undertake a 'real world' role, aren't of course necessarily any indication that anyone is fully occupationally-competent. Personally, I think that CIPD with their present array of high level qualifications has tended to lose sight of this fact of life, compared, for example with the demonstrable real life occupational competencies required by eg surgeons or even chartered engineers. But that's just my own feeling.

  • Keith

    | 8869 Posts

    Chartered Fellow

    25 Oct, 2015 08:48

    I am personally dubious as to the merit of the Diploma in Recruitment Management. I don't think yet ( or actually is likely to) that it has much visibility or traction with employer. It's also likely to pigeon hole you. 

     If it's a HR career you are after then it's best to see about getting CIPD qualified and there is lots of good advice on this site about routes to that goal. 

  • David

    | 19100 Posts

    Chartered Member

    26 Oct, 2015 11:14

    Having once been a corporate member of the Recruitment and Employment Confederation when I owned and operated a recruitment agency and employment business, I have to say that I found them to be invariably a most professional, useful and generally competent and credible organisation, and whilst I've no particular experience of this their Diploma, I think it reasonable to infer that this accredited Level 4 qualification will very likely be equally so.

    Perhaps it does have less 'notoriety' with some other employers than eg a CIPD qualification, but that doesn't prevent  (a) more-informed employers valuing it or (b) it being useful and valuable underpinning knowledge for the holder of the qualification.

    Whilst CIPD rightly are a major player in the field of HR qualifications, there are many others of great value and integrity available - especially if one chooses carefully.

  • Keith

    | 8869 Posts

    Chartered Fellow

    26 Oct, 2015 19:54

    David for what it's worth I consider myself a reasonably informed employer :-) and I stand by what I said. If you want a general career in HR as the ordinal poster suggested it's hard to look beyond the CIPD. 
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