EBusiness manager to employer branding manager
An eBusiness manager already meets 28% of what the employer branding manager role asks for. The move turns on 9 required skills not yet in the profile.
65.4/ 100
1 How much of what an employer branding manager is expected to do is already part of an eBusiness manager’s work. Directional: the figure for the reverse move differs, because moving into a speciality is not the same problem as moving out of one. 2 Every skill the employer branding manager role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
An employer branding manager role treats 4 of its required skills as things an eBusiness manager already does. You would walk in with these on day one.
- brand marketing techniques
- digital marketing techniques
- plan digital marketing
- plan marketing strategy
What stands in the way is 9 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 5 skills that carry over, these are the ones fewest other occupations ask for. An employer branding manager role needs them, and most people applying for one will not have them already. This is the part of an eBusiness manager background worth leading with.
- already held lead the brand strategic planning process management skills
- already held plan digital marketing management skills
- already held digital marketing techniques business, administration and law
- already held brand marketing techniques business, administration and law
- already held plan marketing strategy management skills
All 5 carried skills, including the 4 the employer branding manager role treats as required.
Table 3 · What you may need to learn
The 16 missing skills fall into 3 areas of the ESCO skill hierarchy, numbered in the order worth working in. Areas carrying the most required skills come first, and inside each one the required skills sit above the optional ones. Nothing here is a verdict on you: it is a list of what this particular job asks for that your current one does not.
- still to learn set brand positioning required
- still to learn apply social media marketing required
- still to learn promote company required
- optional, not held advise on public relations optional
- optional, not held collaborate in the development of marketing strategies optional
- optional, not held manage development of promotional material optional
- optional, not held promote organisational communication optional
- still to learn marketing department processes required
- still to learn social media management required
- still to learn social media marketing techniques required
- optional, not held network marketing optional
- optional, not held content marketing strategy optional
- still to learn plan social media marketing campaigns required
- still to learn define brand identity required
- still to learn develop media strategy required
- optional, not held manage brand assets optional
Table 4 · Where to start
The 3 entries an employer branding manager role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 set brand positioning practise this
- 02 marketing department processes study this
- 03 plan social media marketing campaigns practise this
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 5 skills that carry over
- already held brand marketing techniques knowledge
- already held digital marketing techniques knowledge
- already held plan digital marketing skill
- already held plan marketing strategy skill
- already held lead the brand strategic planning process skill
7 supplementary skills, helpful but not required
- optional, not held network marketing optional
- optional, not held advise on public relations optional
- optional, not held collaborate in the development of marketing strategies optional
- optional, not held content marketing strategy optional
- optional, not held manage brand assets optional
- optional, not held manage development of promotional material optional
- optional, not held promote organisational communication optional
38 held skills the employer branding manager role does not ask for
- not needed by the target role ICT market knowledge
- not needed by the target role ICT sales methodologies knowledge
- not needed by the target role analyse business requirements skill
- not needed by the target role apply customer engagement strategy skill
- not needed by the target role build business relationships skill
- not needed by the target role business intelligence knowledge
- not needed by the target role business process modelling knowledge
- not needed by the target role business requirements techniques knowledge
- not needed by the target role business strategy concepts knowledge
- not needed by the target role communicate with customers skill
- not needed by the target role conduct search engine optimisation skill
- not needed by the target role consumer goods industry knowledge
- not needed by the target role create business process models skill
- not needed by the target role creatively use digital technologies skill
- not needed by the target role define technology strategy skill
- not needed by the target role develop online sales business plan skill
- not needed by the target role digital data processing skill
- not needed by the target role e-commerce systems knowledge
- not needed by the target role electronic business knowledge
- not needed by the target role electronic communication knowledge
- not needed by the target role implement marketing strategies skill
- not needed by the target role implement sales strategies skill
- not needed by the target role implement strategic planning skill
- not needed by the target role information confidentiality knowledge
- not needed by the target role make strategic business decisions skill
- not needed by the target role manage budgets skill
- not needed by the target role measure customer feedback skill
- not needed by the target role mobile marketing knowledge
- not needed by the target role mobility as a service knowledge
- not needed by the target role perform business analysis skill
- not needed by the target role problem-solving with digital tools skill
- not needed by the target role publishing strategy knowledge
- not needed by the target role sales argumentation knowledge
- not needed by the target role sales strategies knowledge
- not needed by the target role track key performance indicators skill
- not needed by the target role use different communication channels skill
- not needed by the target role web analytics knowledge
- not needed by the target role web based collaborative platforms knowledge
5 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- still to learn marketing department processes required
- still to learn social media management required
- still to learn social media marketing techniques required
- optional, not held network marketing optional
- optional, not held content marketing strategy optional
Common questions about this move
Can an eBusiness manager become an employer branding manager?
Yes, and it is a substantial move. An eBusiness manager already covers 28% of what an employer branding manager is expected to do: 5 skills carry over, 4 of which the employer branding manager role treats as required.
What skills does an eBusiness manager need to become an employer branding manager?
9 required skills are missing, plus 7 optional ones. They fall into 3 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is set brand positioning.
How hard is the move from eBusiness manager to employer branding manager?
Its learning distance is 65.4 out of 100, which is the substantial band. That accounts for both how much is missing and how specialised those skills are.
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.