Human resources assistant to recruitment consultant
A human resources assistant already meets 63% of what the recruitment consultant role asks for. The move turns on 7 required skills not yet in the profile.
44.8/ 100
1 How much of what a recruitment consultant is expected to do is already part of a human resources assistant’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 a human resources assistant already does. You would walk in with these on day one.
- communicate by telephone
- document interviews
- employment law
- ensure gender equality in the workplace
- fix meetings
- hire human resources
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 24 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 a human resources assistant background worth leading with.
- already held ensure gender equality in the workplace assisting and caring
- already held profile people management skills
- already held support employability of people with disabilities management skills
- already held job market offers business, administration and law
- already held negotiate employment agreements communication, collaboration and creativity
- already held hire human resources management skills
All 24 carried skills, including the 16 the recruitment consultant role treats as required.
Table 3 · What you may need to learn
The 19 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 identify customer's needs required
- still to learn maintain relationship with customers required
- still to learn prepare for job interview required
- still to learn develop professional network required
- optional, not held facilitate job market access optional
- optional, not held implement customer follow-up optional
- optional, not held mentor individual employees optional
- optional, not held apply social media marketing optional
- optional, not held liaise with colleagues optional
- still to learn maintain privacy of service users required
- optional, not held give advice on personal matters optional
- still to learn company policies required
- optional, not held market analysis optional
- still to learn video conferencing tool required
- optional, not held manage tests optional
- optional, not held measure customer feedback optional
- optional, not held develop employee retention programs optional
- optional, not held determine salaries optional
1 further area 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 identify customer's needs 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 24 skills that carry over
- already held communicate by telephone skill
- already held document interviews skill
- already held employment law knowledge
- already held ensure gender equality in the workplace skill
- already held fix meetings skill
- already held hire human resources skill
- already held human resource management knowledge
- already held interview people skill
- already held job market offers knowledge
- already held labour legislation knowledge
- already held listen actively skill
- already held observe confidentiality skill
- already held profile people skill
- already held recruit employees skill
- already held support employability of people with disabilities 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 assess character skill
- already held business communication knowledge
- already held maintain professional administration skill
- already held negotiate employment agreements skill
- already held write work-related reports skill
The 1 learning area not shown above
- optional, not held personal reflection techniques based on feedback optional
12 supplementary skills, helpful but not required
- optional, not held develop employee retention programs optional
- optional, not held facilitate job market access optional
- optional, not held give advice on personal matters optional
- optional, not held implement customer follow-up optional
- optional, not held mentor individual employees optional
- optional, not held apply social media marketing optional
- optional, not held determine salaries optional
- optional, not held liaise with colleagues optional
- optional, not held manage tests optional
- optional, not held market analysis optional
- optional, not held measure customer feedback optional
- optional, not held personal reflection techniques based on feedback optional
14 held skills the recruitment consultant role does not ask for
- not needed by the target role apply company policies skill
- not needed by the target role assist employee health programmes skill
- not needed by the target role coach employees skill
- not needed by the target role disseminate messages to people skill
- not needed by the target role gather feedback from employees skill
- not needed by the target role human resources department processes knowledge
- not needed by the target role identify necessary human resources skill
- not needed by the target role identify with the company's goals skill
- not needed by the target role introduce new employees skill
- not needed by the target role manage employee complaints skill
- not needed by the target role manage payroll skill
- not needed by the target role manage payroll reports skill
- not needed by the target role negotiate with employment agencies skill
- not needed by the target role support managers 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.
- still to learn company policies required
- still to learn video conferencing tool required
- optional, not held market analysis optional
- optional, not held personal reflection techniques based on feedback optional
Other moves recorded from human resources assistant
Common questions about this move
Can a human resources assistant become a recruitment consultant?
Yes, and it is a moderate move. A human resources assistant already covers 63% of what a recruitment consultant is expected to do: 24 skills carry over, 16 of which the recruitment consultant role treats as required.
What skills does a human resources assistant need to become a recruitment consultant?
7 required skills are missing, plus 12 optional ones. They fall into 7 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is company policies.
How hard is the move from human resources assistant to recruitment consultant?
Its learning distance is 44.8 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.