commercial directortopublishing rights manager
A commercial director already meets 22% of what the publishing rights manager role asks for. The move turns on 7 required skills not yet in the profile.
22%
64.4/ 100
1 Share of the publishing rights manager role’s weighted skill requirement already met by the commercial director profile. Required skills count in full, supplementary skills at 0.35. Directional: the figure for the reverse move differs. 2 Combines what is missing with how specialised it is, so a gap of general skills scores easier than the same number of narrow ones.
Why this move works
A publishing rights manager role treats 2 of its required skills as things a commercial director already does. These are the ones it depends on most.
- develop professional network
- manage staff
What stands in the way is 7 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.
Table 2 · What you already bring
Of the 4 skills that carry over, these are the ones fewest other occupations ask for. A publishing rights manager role needs them, and most people applying for one will not have them already. This is the part of a commercial director background worth leading with.
- already held manage contracts communication, collaboration and creativity
- already held perform market research information skills
- already held develop professional network communication, collaboration and creativity
- already held manage staff management skills
All 4 carried skills, including the 2 the publishing rights manager role treats as required.
Table 3 · What you would need to learn
The 14 missing skills fall into 5 areas of the ESCO skill hierarchy, numbered below in the order worth working in: the areas carrying the most required skills come first, and inside each one the required skills sit above the supplementary ones.
- required, not held negotiate publishing rights required
- required, not held negotiate with artists required
- optional, not held liaise with book publishers optional
- optional, not held consult with editor optional
- optional, not held liaise with financiers optional
- required, not held copyright legislation required
- required, not held financial jurisdiction required
- optional, not held market analysis optional
- optional, not held marketing principles optional
- required, not held finish project within budget required
- required, not held follow work schedule required
- optional, not held plan marketing strategy optional
- required, not held assess financial viability required
- optional, not held manage digital documents optional
Table 4 · Where to start
The 3 entries a publishing rights manager role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 negotiate publishing rights skill · sector specific
- 02 assess financial viability skill · cross sector
- 03 copyright legislation knowledge · cross sector
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 4 skills that carry over
- already held develop professional network skill
- already held manage staff skill
- already held manage contracts skill
- already held perform market research skill
7 supplementary skills, helpful but not required
- optional, not held liaise with book publishers optional
- optional, not held consult with editor optional
- optional, not held liaise with financiers optional
- optional, not held manage digital documents optional
- optional, not held market analysis optional
- optional, not held marketing principles optional
- optional, not held plan marketing strategy optional
28 held skills the publishing rights manager role does not ask for
- not needed by the target role achieve sales targets skill
- not needed by the target role align efforts towards business development skill
- not needed by the target role analyse consumer buying trends skill
- not needed by the target role build business relationships skill
- not needed by the target role commercial law knowledge
- not needed by the target role communicate with customer service department skill
- not needed by the target role customer relationship management knowledge
- not needed by the target role customer service knowledge
- not needed by the target role deliver a sales pitch skill
- not needed by the target role e-commerce systems knowledge
- not needed by the target role fix meetings skill
- not needed by the target role implement marketing strategies skill
- not needed by the target role integrate new products in manufacturing skill
- not needed by the target role international business knowledge
- not needed by the target role manage sales channels skill
- not needed by the target role manage sales teams skill
- not needed by the target role manage tender processes skill
- not needed by the target role manage yield skill
- not needed by the target role market pricing knowledge
- not needed by the target role prepare cost-plus pricing models skill
- not needed by the target role pricing strategies knowledge
- not needed by the target role product comprehension knowledge
- not needed by the target role project management knowledge
- not needed by the target role recruit employees skill
- not needed by the target role risk management knowledge
- not needed by the target role train employees skill
- not needed by the target role use analytics for commercial purposes skill
- not needed by the target role use theoretical marketing models skill
4 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- required, not held copyright legislation required
- required, not held financial jurisdiction required
- optional, not held market analysis optional
- optional, not held marketing principles optional
How this record was compiled
Both occupations are taken from ESCO, which lists the skills and knowledge each occupation is expected to have and marks every one required or optional. Nothing here is a prediction about hiring, and nothing here knows that a particular employer wants a particular certificate. Treat Table 3 as a starting point for your own research rather than a syllabus. The full method states what these figures can and cannot tell you.