Recruitment and consultancy: How we support members

AoC is a market leader in providing recruitment and consultancy services to the FE sector. We have established relationships with key stakeholders within government, and education and business sectors, to benefit the recruitment and retention goals of our members.

AoC executive recruitment service works with colleges from across the country to successfully identify, evaluate and place diverse candidates into key management and leadership positions.

AoC interim recruitment service has a vast professional candidate network of high calibre interim managers on hand to prevent short-term gaps that can become long-term problems.

AoC Jobs is our dedicated FE job board. It is an easy and cost effective way for colleges to attract high-quality candidates to all levels in their organisation.

External Board Reviews support colleges in delivering self-assessment and provide guidance on the effectiveness of the board in administering good governance practices.

The College Collective is a new approach to sector-led consultancy with the aim of retaining and developing consultant talent and expertise within colleges to benefit the sector and their communities.

Our commitment to diversity and inclusion

As the membership body for colleges, we are committed to ensuring equality, diversity and inclusion is embedded throughout all we do. We continually work and develop our processes to ensure we proactively support colleges in addressing the under representation of minority groups to build a more inclusive, equitable and representative workplace.

AoC and The Black Further Education Leadership Group (BFELG) have a shared commitment to anti-racism in further education, working together to ensure colleges are more inclusive. You can view our agreement here.

How we ensure inclusivity in every stage of our recruitment campaigns

• Role profile and advert wording: Reviewing role profiles and advert wording to ensure they are inclusive and accessible is crucial for attracting a diverse pool of candidates. Using language that is welcoming and inclusive can help candidates from various backgrounds feel valued and encouraged to apply. We ensure adverts are placed where they are more likely to be seen by marginalised applicants.

• Executive search and selection processes: Integrating diversity and inclusion principles into executive search and selection processes ensures that qualified individuals from diverse backgrounds are fairly considered for senior appointments. This approach helps to mitigate biases and promotes equity in leadership opportunities.

• Membership and adherence to professional standards: As a member of Recruitment and Employment Confederation (REC) we are committed to respecting diversity and promoting fairness in recruitment practices. Adhering to professional standards helps ensure that candidates are treated with dignity and respect throughout the recruitment process.

• Equity of employment opportunities: By providing equity of employment opportunities based on objective business-related criteria, AoC aims to create a level playing field for all candidates, regardless of their background or characteristics.

• Results oriented approach: We have focused on prioritising diversity and recruitment throughout our search and selection campaigns; an outcome of this has been that over 160 BAME candidates have been shortlisted in our senior appointments in the last two years.

Our guarantee of equality as your trusted recruitment partner

• We will revise all documentation to ensure it aligns with EDI standards.
• Ensure all advertising and marketing materials are incorporating inclusive language and representative of the communities you serve.
• Actively promote and advertise your role across all pertinent platforms. We list all our positions on AoC, Leadership for Black Professionals, Women on Boards, and forums dedicated to disabled and LGBTQIA+ networks. We also promote all roles at all AoC events and conferences to ensure maximum exposure of your role.
• We will both highlight and challenge any improper practices.
• Make any adjustments needed to ensure all candidates can go through a recruitment process that is genuine, fair and transparent.