Human resources officer to employment and vocational integration consultant
A human resources officer already meets 61% of what the employment and vocational integration consultant role asks for. The move turns on 7 required skills not yet in the profile.
44.5/ 100
1 How much of what an employment and vocational integration consultant is expected to do is already part of a human resources officer’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 and vocational integration consultant role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
An employment and vocational integration consultant role treats 12 of its required skills as things a human resources officer already does. You would walk in with these on day one.
- communicate by telephone
- develop professional network
- document interviews
- employment law
- give advice on personal matters
- interview people
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 22 skills that carry over, these are the ones fewest other occupations ask for. An employment and vocational integration consultant role needs them, and most people applying for one will not have them already. This is the part of a human resources officer 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 12 the employment and vocational integration consultant role treats as required.
Table 3 · What you may need to learn
The 15 missing skills fall into 4 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 facilitate job market access required
- still to learn identify customer's needs required
- still to learn prepare for job interview required
- still to learn teach writing required
- optional, not held implement customer follow-up optional
- optional, not held work in vocational school optional
- optional, not held deliver online training optional
- optional, not held liaise with colleagues optional
- still to learn develop course outline required
- optional, not held assess candidates optional
- optional, not held maintain professional administration optional
- still to learn maintain privacy of service users required
- optional, not held relate empathetically optional
- still to learn online job platforms required
- optional, not held market analysis optional
Table 4 · Where to start
The 3 entries an employment and vocational integration consultant role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 online job platforms study this
- 02 facilitate job market access practise this
- 03 identify customer's needs 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 communicate by telephone skill
- already held develop professional network skill
- already held document interviews skill
- already held employment law knowledge
- already held give advice on personal matters skill
- 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 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 fix meetings skill
- already held negotiate employment agreements skill
- already held recruit employees skill
- already held write work-related reports skill
8 supplementary skills, helpful but not required
- optional, not held assess candidates optional
- optional, not held implement customer follow-up optional
- optional, not held work in vocational school optional
- optional, not held deliver online training optional
- optional, not held liaise with colleagues optional
- optional, not held maintain professional administration optional
- optional, not held market analysis optional
- optional, not held relate empathetically optional
25 held skills the employment and vocational integration 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 build trust skill
- not needed by the target role business communication knowledge
- not needed by the target role coach employees skill
- not needed by the target role determine salaries skill
- not needed by the target role ensure gender equality in the workplace 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 hire human resources skill
- not needed by the target role human resource management 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 with the company's goals skill
- not needed by the target role manage budgets skill
- not needed by the target role manage payroll skill
- not needed by the target role mentor individual employees skill
- not needed by the target role monitor company policy skill
- not needed by the target role negotiate with employment agencies skill
- not needed by the target role organise staff assessment skill
- not needed by the target role personal reflection techniques based on feedback knowledge
- not needed by the target role promote human rights skill
- not needed by the target role support employability of people with disabilities skill
- not needed by the target role talent management strategies knowledge
- not needed by the target role train employees skill
2 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 online job platforms required
- optional, not held market analysis optional
Common questions about this move
Can a human resources officer become an employment and vocational integration consultant?
Yes, and it is a moderate move. A human resources officer already covers 61% of what an employment and vocational integration consultant is expected to do: 22 skills carry over, 12 of which the employment and vocational integration consultant role treats as required.
What skills does a human resources officer need to become an employment and vocational integration consultant?
7 required skills are missing, plus 8 optional ones. They fall into 4 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is online job platforms.
How hard is the move from human resources officer to employment and vocational integration consultant?
Its learning distance is 44.5 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.