Employment and vocational integration consultant to recruitment consultant
An employment and vocational integration consultant already meets 70% of what the recruitment consultant role asks for. The move turns on 7 required skills not yet in the profile.
37.1/ 100
1 How much of what a recruitment consultant 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 recruitment consultant role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A recruitment consultant role treats 16 of its required skills as things an employment and vocational integration consultant already does. You would walk in with these on day one.
- communicate by telephone
- develop professional network
- document interviews
- employment law
- fix meetings
- identify customer's needs
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 30 skills that carry over, these are the ones fewest other occupations ask for. A recruitment consultant 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 prepare for job interview communication, collaboration and creativity
- already held facilitate job market access communication, collaboration and creativity
- 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
All 30 carried skills, including the 16 the recruitment consultant role treats as required.
Table 3 · What you may need to learn
The 13 missing skills fall into 8 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 support employability of people with disabilities required
- optional, not held determine salaries optional
- still to learn company policies required
- still to learn human resource management required
- still to learn maintain relationship with customers required
- optional, not held mentor individual employees optional
- still to learn video conferencing tool required
- still to learn ensure gender equality in the workplace required
- optional, not held manage tests optional
- optional, not held measure customer feedback optional
2 further areas in the appendix
Table 4 · Where to start
The 3 entries a recruitment consultant role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 company policies study this
- 02 hire human resources practise this
- 03 maintain relationship with customers 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 30 skills that carry over
- already held communicate by telephone skill
- already held develop professional network skill
- already held document interviews skill
- already held employment law knowledge
- already held fix meetings skill
- already held identify customer's needs skill
- already held interview people skill
- already held job market offers knowledge
- already held labour legislation knowledge
- already held listen actively skill
- already held maintain privacy of service users skill
- already held observe confidentiality skill
- already held prepare for job interview skill
- already held profile people skill
- already held recruit employees skill
- already held use communication techniques 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 assess character skill
- already held develop employee retention programs skill
- already held facilitate job market access skill
- already held give advice on personal matters skill
- already held implement customer follow-up skill
- already held liaise with colleagues skill
- already held maintain professional administration skill
- already held market analysis knowledge
- already held negotiate employment agreements skill
- already held write work-related reports skill
The 2 learning areas not shown above
- optional, not held business communication optional
- optional, not held personal reflection techniques based on feedback optional
6 supplementary skills, helpful but not required
- optional, not held mentor individual employees optional
- optional, not held business communication optional
- optional, not held determine salaries optional
- optional, not held manage tests optional
- optional, not held measure customer feedback optional
- optional, not held personal reflection techniques based on feedback optional
7 held skills the recruitment consultant 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 online job platforms knowledge
- 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 company policies required
- still to learn video conferencing tool required
- still to learn human resource management required
- optional, not held business communication optional
- optional, not held personal reflection techniques based on feedback optional
Other moves recorded from employment and vocational integration consultant
- employment agent 66% covered · moderate
- human resources assistant 59% covered · moderate
- human resources officer 58% 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 recruitment consultant?
Yes, and it is a moderate move. An employment and vocational integration consultant already covers 70% of what a recruitment consultant is expected to do: 30 skills carry over, 16 of which the recruitment consultant role treats as required.
What skills does an employment and vocational integration consultant need to become a recruitment consultant?
7 required skills are missing, plus 6 optional ones. They fall into 8 areas of the ESCO skill hierarchy, led by management skills. The single most important is company policies.
How hard is the move from employment and vocational integration consultant to recruitment consultant?
Its learning distance is 37.1 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.