Human resources manager to employment agent
A human resources manager already meets 43% of what the employment agent role asks for. The move turns on 8 required skills not yet in the profile.
56.6/ 100
1 How much of what an employment agent is expected to do is already part of a human resources 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 employment agent role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
An employment agent role treats 9 of its required skills as things a human resources manager already does. You would walk in with these on day one.
- develop professional network
- employment law
- ensure gender equality in the workplace
- hire human resources
- interview people
- labour legislation
What stands in the way is 8 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 10 skills that carry over, these are the ones fewest other occupations ask for. An employment agent role needs them, and most people applying for one will not have them already. This is the part of a human resources manager background worth leading with.
- already held promote gender equality in business contexts assisting and caring
- already held ensure gender equality in the workplace assisting and caring
- already held support employability of people with disabilities management skills
- already held hire human resources management skills
- already held human resource management business, administration and law
- already held interview people communication, collaboration and creativity
All 10 carried skills, including the 9 the employment agent role treats as required.
Table 3 · What you may need to learn
The 21 missing skills fall into 6 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 apply knowledge of human behaviour required
- still to learn communicate by telephone required
- still to learn listen actively required
- optional, not held advise on career optional
- optional, not held assist clients with personal development optional
- optional, not held facilitate job market access optional
- optional, not held prepare for job interview optional
- optional, not held promote employment policy optional
- optional, not held liaise with local authorities optional
- optional, not held mentor individuals optional
- still to learn maintain privacy of service users required
- still to learn observe confidentiality required
- optional, not held promote inclusion optional
- optional, not held provide information on study programmes optional
- still to learn profile people required
- optional, not held assess character optional
- optional, not held fix meetings optional
- still to learn document interviews required
- optional, not held analyse unemployment rates optional
- still to learn job market offers required
- optional, not held search databases optional
Table 4 · Where to start
The 3 entries an employment agent role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 profile people practise this
- 02 apply knowledge of human behaviour practise this
- 03 communicate by telephone 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 10 skills that carry over
- already held develop professional network skill
- already held employment law knowledge
- already held ensure gender equality in the workplace skill
- already held hire human resources skill
- already held interview people skill
- already held labour legislation knowledge
- already held promote gender equality in business contexts skill
- already held recruit employees skill
- already held support employability of people with disabilities skill
- already held human resource management knowledge
13 supplementary skills, helpful but not required
- optional, not held advise on career optional
- optional, not held analyse unemployment rates optional
- optional, not held assist clients with personal development optional
- optional, not held facilitate job market access optional
- optional, not held prepare for job interview optional
- optional, not held promote employment policy optional
- optional, not held assess character optional
- optional, not held fix meetings optional
- optional, not held liaise with local authorities optional
- optional, not held mentor individuals optional
- optional, not held promote inclusion optional
- optional, not held provide information on study programmes optional
- optional, not held search databases optional
74 held skills the employment agent role does not ask for
- not needed by the target role adapt training to labour market skill
- not needed by the target role administer appointments skill
- not needed by the target role advertising techniques knowledge
- not needed by the target role advise on conflict management skill
- not needed by the target role advise on organisational culture skill
- not needed by the target role advise on personnel management skill
- not needed by the target role advise on risk management skill
- not needed by the target role advise on social security benefits skill
- not needed by the target role apply company policies skill
- not needed by the target role apply conflict management skill
- not needed by the target role apply technical communication skills skill
- not needed by the target role build trust skill
- not needed by the target role company policies knowledge
- not needed by the target role comply with legal regulations skill
- not needed by the target role consultation knowledge
- not needed by the target role coordinate educational programmes skill
- not needed by the target role coordinate operational activities skill
- not needed by the target role corporate law knowledge
- not needed by the target role corporate social responsibility knowledge
- not needed by the target role create a work atmosphere of continuous improvement skill
- not needed by the target role develop corporate training programmes skill
- not needed by the target role develop employee retention programs skill
- not needed by the target role develop staff skill
- not needed by the target role develop training programmes skill
- not needed by the target role discharge employees skill
- not needed by the target role ensure information transparency skill
- not needed by the target role evaluate performance of organisational collaborators skill
- not needed by the target role evaluate training skill
- not needed by the target role gather feedback from employees skill
- not needed by the target role give constructive feedback skill
- not needed by the target role government policy implementation knowledge
- not needed by the target role government social security programmes knowledge
- 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 policy breach skill
- not needed by the target role identify with the company's goals skill
- not needed by the target role labour law knowledge
- not needed by the target role leadership principles knowledge
- not needed by the target role manage budgets skill
- not needed by the target role manage corporate training programmes skill
34 further entries not listed here
1 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 job market offers required
Other moves recorded from human resources manager
- equality and inclusion manager 80% covered · adjacent
- pension scheme manager 68% covered · moderate
- public employment service manager 59% covered · moderate
- labour relations officer 59% covered · moderate
- human resources officer 56% covered · moderate
- corporate training manager 51% covered · substantial
- health and safety inspector 44% covered · moderate
- pensions administrator 41% covered · substantial
Common questions about this move
Can a human resources manager become an employment agent?
Yes, and it is a substantial move. A human resources manager already covers 43% of what an employment agent is expected to do: 10 skills carry over, 9 of which the employment agent role treats as required.
What skills does a human resources manager need to become an employment agent?
8 required skills are missing, plus 13 optional ones. They fall into 6 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is profile people.
How hard is the move from human resources manager to employment agent?
Its learning distance is 56.6 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.