Employment and vocational integration consultant to human resources officer
An employment and vocational integration consultant already meets 58% of what the human resources officer role asks for. The move turns on 6 required skills not yet in the profile.
47.9/ 100
1 How much of what a human resources officer is expected to do is already part of an employment and vocational integration consultant’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 human resources officer role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A human resources officer role treats 15 of its required skills as things an employment and vocational integration consultant already does. You would walk in with these on day one.
- assess character
- develop professional network
- document interviews
- employment law
- fix meetings
- interview people
What stands in the way is 6 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 22 skills that carry over, these are the ones fewest other occupations ask for. A human resources officer role needs them, and most people applying for one will not have them already. This is the part of an employment and vocational integration consultant background worth leading with.
- already held profile people management skills
- already held job market offers business, administration and law
- already held develop employee retention programs management skills
- already held negotiate employment agreements communication, collaboration and creativity
- already held give advice on personal matters assisting and caring
- already held assess character management skills
All 22 carried skills, including the 15 the human resources officer role treats as required.
Table 3 · What you may need to learn
The 25 missing skills fall into 7 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 hire human resources required
- still to learn manage payroll required
- optional, not held determine salaries optional
- optional, not held identify necessary human resources optional
- optional, not held manage budgets optional
- optional, not held organise staff assessment optional
- optional, not held support employability of people with disabilities optional
- still to learn apply company policies required
- still to learn identify with the company's goals required
- optional, not held ensure gender equality in the workplace optional
- still to learn build trust required
- optional, not held mentor individual employees optional
- optional, not held negotiate with employment agencies optional
- optional, not held assist employee health programmes optional
- optional, not held coach employees optional
- optional, not held promote human rights optional
- optional, not held train employees optional
- still to learn talent management strategies required
- optional, not held human resource management optional
- optional, not held human resources department processes optional
- optional, not held evaluate training optional
- optional, not held gather feedback from employees optional
- optional, not held monitor company policy optional
- optional, not held business communication optional
1 further area in the appendix
Table 4 · Where to start
The 3 entries a human resources officer role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 talent management strategies study this
- 02 hire human resources practise this
- 03 apply company policies 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 22 skills that carry over
- already held assess character skill
- already held develop professional network skill
- already held document interviews skill
- already held employment law knowledge
- already held fix meetings skill
- already held interview people skill
- already held job market offers knowledge
- already held labour legislation knowledge
- already held listen actively skill
- already held negotiate employment agreements skill
- already held observe confidentiality skill
- already held profile people skill
- already held recruit employees skill
- already held use communication techniques skill
- already held write work-related reports skill
- already held administer appointments skill
- already held advertising techniques knowledge
- already held apply knowledge of human behaviour skill
- already held apply social media marketing skill
- already held communicate by telephone skill
- already held develop employee retention programs skill
- already held give advice on personal matters skill
The 1 learning area not shown above
- optional, not held personal reflection techniques based on feedback optional
19 supplementary skills, helpful but not required
- optional, not held mentor individual employees optional
- optional, not held negotiate with employment agencies optional
- optional, not held assist employee health programmes optional
- optional, not held business communication optional
- optional, not held coach employees optional
- optional, not held determine salaries optional
- optional, not held ensure gender equality in the workplace optional
- optional, not held evaluate training optional
- optional, not held gather feedback from employees optional
- optional, not held human resource management optional
- optional, not held human resources department processes optional
- optional, not held identify necessary human resources optional
- optional, not held manage budgets optional
- optional, not held monitor company policy optional
- optional, not held organise staff assessment optional
- optional, not held personal reflection techniques based on feedback optional
- optional, not held promote human rights optional
- optional, not held support employability of people with disabilities optional
- optional, not held train employees optional
15 held skills the human resources officer role does not ask for
- not needed by the target role assess candidates skill
- not needed by the target role deliver online training skill
- not needed by the target role develop course outline skill
- not needed by the target role facilitate job market access skill
- not needed by the target role identify customer's needs skill
- not needed by the target role implement customer follow-up skill
- not needed by the target role liaise with colleagues skill
- not needed by the target role maintain privacy of service users skill
- not needed by the target role maintain professional administration skill
- not needed by the target role market analysis knowledge
- not needed by the target role online job platforms knowledge
- not needed by the target role prepare for job interview skill
- not needed by the target role relate empathetically skill
- not needed by the target role teach writing skill
- not needed by the target role work in vocational school skill
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 talent management strategies required
- optional, not held business communication optional
- optional, not held human resource management optional
- optional, not held human resources department processes optional
- optional, not held personal reflection techniques based on feedback optional
Other moves recorded from employment and vocational integration consultant
- recruitment consultant 70% covered · moderate
- employment agent 66% covered · moderate
- human resources assistant 59% covered · moderate
- dating service consultant 37% covered · substantial
Full index of moves from employment and vocational integration consultant
Common questions about this move
Can an employment and vocational integration consultant become a human resources officer?
Yes, and it is a moderate move. An employment and vocational integration consultant already covers 58% of what a human resources officer is expected to do: 22 skills carry over, 15 of which the human resources officer role treats as required.
What skills does an employment and vocational integration consultant need to become a human resources officer?
6 required skills are missing, plus 19 optional ones. They fall into 7 areas of the ESCO skill hierarchy, led by management skills. The single most important is talent management strategies.
How hard is the move from employment and vocational integration consultant to human resources officer?
Its learning distance is 47.9 out of 100, which is the moderate 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.