Placement officer: how to train and review the role
Connects trained young people to jobs: builds employer relations, shares profiles, arranges interviews and follows up after joining. Reports to the centre or programme manager and answers to funders for placement and retention.
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Share your requirementsWho usually fills this role
Usually graduates or MBAs with sales, HR or recruitment experience, or trainers who moved. At hiring, test employer networking, honesty about candidate readiness, record keeping and ability to follow up with families and workers over months. Take references, and ask for a short practical demonstration before making the offer.
Skills ladder
Stage 1
New joiner
- Maintains an employer list and updates records
- Briefs candidates before interviews
- Joins employer visits
Stage 2
Independent
- Brings new employers
- Matches candidates to roles
- Follows up after joining
Stage 3
Senior or lead
- Manages key employers and partnerships
- Improves retention practice
- Trains new officers
Training path
First weeks
- 1
Programme and employer map
The manager explains the trades, candidates and past employers. The joiner builds an employer list with contact notes and the manager checks.
- 2
Candidate profiles and readiness
Teach reading candidate profiles, interview readiness and what not to promise. The joiner prepares candidates under watch.
- 3
Records and consent
Teach placement records, offer letters and candidate consent. The manager audits the records.
First year
- 1
Employer outreach
Role-play calls and visits, explaining the programme and listening to needs. The manager joins early meetings.
- 2
Interview preparation
Teach mock interviews and grooming support. The trainer joins and reviews.
- 3
Post-placement follow-up
Teach regular check-ins with workers and employers, recording issues. The manager reviews follow-up logs.
Towards senior
- 1
Retention improvement
The senior officer studies why workers leave and tests support steps. The manager reviews.
- 2
Key employers
The senior officer manages relationships with feedback calls. The manager joins review visits.
- 3
Coaching officers
The senior officer coaches new officers on calls and records. The manager checks.
Performance review
A monthly 1-to-1 with the manager using placement and follow-up records, and a half-yearly written review with employer feedback. Keep each conversation short and based on records, not memory.
What to measure
| Measure | How it is seen |
|---|---|
| Employer relationships | Employer list and feedback |
| Placement fit | Match notes and retention |
| Follow-up discipline | Follow-up log |
| Candidate preparation | Observation and candidate feedback |
| Record integrity | Offer and joining proofs |
| Honesty with funders | Audit of claimed placements |
Evidence to bring
- Employer list
- Offer letters
- Follow-up log
- Employer feedback
- Placement audit sheet
Questions to ask in the review
- Which employers are most helpful?
- Where do placements fail?
- How do you prepare candidates?
- What did workers say at follow-up?
- Are records ready for audit?
- What pressure do you feel on numbers?
- What support do you need?
Pitfalls
- Pushing placements to meet numbers
- No follow-up after joining
- Weak proof records
- Placing in poor employers for convenience
Questions about this role
Set clear proof rules, audit samples and reward honest reporting.
Define what counts and check with calls. Confirm funder definitions.
No fees from candidates unless your policy and law allow. Confirm with your adviser.