What is an End-Point Assessment
An End-Point Assessment (EPA) is the final stage of an apprentices apprenticeship programme.
An apprenticeship will typically run for 12-18 months, during which time the apprentice must:
- Complete training to develop the knowledge, skills and behaviours (KSBs) outlined in the apprenticeship standard.
- Complete training towards English and Mathematics level 2 qualifications, where appropriate and in line with the apprenticeship funding rules.
- Complete 20% off the job training requirements. (i.e. if the apprentice works 30 hours a week, a minimum of 6 hours a week should be on off the job training).
- Compile a portfolio of evidence (Typically 15 pieces of evidence).
Once the apprentice has completed the above, they will be ready for Gateway and their End-Point Assessment.
Full Gateway requirements for the Recruiter Standard are listed below.
Once Gateway has been approved, the apprentices will be contacted by our Independent End-Point Assessor (IEPA), who will confirm details of the individual's End-Point Assessment requirements.
Apprentices who successfully achieve their EPA will receive a Certificate, issued via the Apprenticeship Assessment Service and Skills England, along with Associate Membership of the REC.
Important Information
In early 2026, Skills England, in association with the DfE and Ofqual, will be changing the way apprenticeships are delivered and assessed. As part of the changes, organisations who are currently recognised as EPAOs will transition to become Apprenticeship Assessment Providers. We will provide more information about the changes as soon as we have more information
Overview of the role
Manage resourcing activities that drive the recruitment of candidates and match them to temporary, fixed-term, or permanent job positions within an organisation.
Recruiters manage the end-to-end recruitment process, which typically involves planning, identifying, attracting, assessing, shortlisting, and onboarding candidates to fulfil the current and future requirements of the organisation.
Occupation summary
This occupation is found in organisations that come from the public, private and third sectors. Typically, a recruiter works in consultancies, agencies, in-house for employers, embedded recruiters, or as an outsourced provider.
The broad purpose of the occupation is to manage resourcing activities that drive the recruitment of candidates and match them to temporary, fixed-term, or permanent job positions within an organisation. Their role is to manage the end-to-end recruitment process, which typically involves planning, identifying, attracting, assessing, shortlisting, and onboarding candidates to fulfil the current and future requirements of the business brief. This may include identifying those with transferrable skills with the capacity to move from the legacy carbon economy into a green economy job. They may also be required to manage the aftercare such as onboarding and timesheets of candidates, and to identify new business opportunities.
In their daily work, an employee in this occupation interacts with and builds relationships with key stakeholders such as advertising media, candidates and clients, internal colleagues, and various audiences to achieve successful recruitment outcomes.
An employee in this occupation will be responsible for understanding and influencing markets, organisations and individuals, including researching and understanding their goals and requirements. They will use their recruitment, industry, and communication expertise to support the day-to-day delivery of recruitment for the stakeholder. They will research the marketplace to identify, source, attract and shortlist candidates for the recruitment process to fulfil the requirements of the business brief. Typically, this would involve developing written and non-written communications such as job advertisements or marketing materials, and social media. They will analyse and report on the impact of recruitment campaigns and programmes.
A recruiter may identify new business opportunities through a variety of means and act according to organisational requirements. They will manage and achieve performance indicators which may typically include revenue forecasts, activity quotas, hiring numbers, time, and cost to hire, inclusivity targets, compliance, such as reference checks, and quality requirements, in line with organisation or individual financial and business goals and priorities. A recruiter will develop and manage internal and external stakeholder relationships to ensure high levels of customer satisfaction and quality standards. They will handle day-to-day queries and provide recruitment advice such as industry insights, salary benchmarking, workforce and management information, interview preparation and feedback. They will manage the candidate experience throughout the process to ensure high levels of candidate satisfaction in a timely manner to enhance the organisation’s reputation and brand.
As a core element of their role, a recruiter will be required to have a good knowledge of their sector and how it informs their role. They will understand how their role supports the wider organisation structure. They will apply codes of practice, legislation, and regulation in respect of their organisation’s areas of operation. This will apply not only to legal and ethical responsibilities but will also include the central placement of inclusion and sustainability.
Typically, recruiters work independently, either leading a whole recruitment project or on some elements of recruitment within a wider project, but they will also work with and support the wider team on other duties. Typically, they will be mainly desk-based, although travel to meetings, events and training is routinely part of the role.
Typical job titles include: In-house recruiter, Recruitment consultant, Recruitment resourcer, Recruitment specialist, Talent acquisition partner
Once the Apprenticeship Provider, Employer and Apprentice have confirmed that the Apprentice has reached Gateway, a Gateway readiness declaration form will be submitted to the EPAO along with any required evidence and declarations.
The apprentice must:
- Confirm they are ready to take the EPA.
- Have achieved English and Mathematics qualifications at level 2, where appropriate and in line with the apprenticeship funding rules.
Following acceptance of Gateway, the Independent End-Point Assessor (IEPA)will then contact the Apprentice, Employer and Provider to set up an introductory meeting.
During the meeting the date of the EPA will be agreed and the presentation title issued.
Presentation with questions:
The apprentice will produce and deliver a presentation which will be followed by questions.
The presentation will last at least 50 minutes (20 minutes to present and 30 minutes of questions).
Professional Discussion
For the professional discussion, the apprentice must submit a portfolio of evidence.
It is suggested that the portfolio comprises a collection of around 15 pieces of evidence.
The Professional Discussion will last approximately 60 minutes, and you can have your portfolio with you.
Results
Results will be issued by the EPAO within 12 weeks of the final assessment.
The end point assessments for the Level 3 Recruiter Standard:
- Presentation with questions: Fail, pass, distinction.
- Professional discussion underpinned by a portfolio of evidence: Fail, pass, distinction.
The result from each assessment are combined to determine the overall apprenticeship grade.
The grades available for the apprenticeship are: Fail, Pass, Distinction.
The assessments can be delivered in any order, but it is recommended that the presentation is completed first, followed by the Q&A and then the professional discussion.
Please be aware that you will not be given any indications of results or outcome at the time of the assessment .
End-point Assessment Alone: £695.
Resit Fees (terms and conditions apply):
Registation £175
Gateway and Assessment is 520
Presentation: £260
Professional Discussion: £260
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Talk to our awarding organisation team to find out how your organisation can work with the REC.