Human resources officer to recruitment consultant
A human resources officer already meets 72% of what the recruitment consultant role asks for. The move turns on 6 required skills not yet in the profile.
35.7/ 100
1 How much of what a recruitment 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 recruitment consultant role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A recruitment consultant role treats 17 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
- ensure gender equality in the workplace
- fix meetings
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 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 a human resources officer background worth leading with.
- already held mentor individual employees communication, collaboration and creativity
- already held determine salaries management skills
- already held personal reflection techniques based on feedback social sciences, journalism and information
- 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
All 30 carried skills, including the 17 the recruitment consultant role treats as required.
Table 3 · What you may need to learn
The 13 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 identify customer's needs required
- still to learn maintain relationship with customers required
- still to learn prepare for job interview required
- optional, not held facilitate job market access optional
- optional, not held implement customer follow-up optional
- optional, not held liaise with colleagues optional
- still to learn company policies required
- optional, not held market analysis optional
- still to learn video conferencing tool required
- still to learn maintain privacy of service users required
- optional, not held manage tests optional
- optional, not held measure customer feedback optional
- optional, not held maintain professional administration optional
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 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 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 apply social media marketing skill
- already held assess character skill
- already held business communication knowledge
- already held determine salaries skill
- already held develop employee retention programs skill
- already held give advice on personal matters skill
- already held mentor individual employees skill
- already held negotiate employment agreements skill
- already held personal reflection techniques based on feedback knowledge
- already held write work-related reports skill
7 supplementary skills, helpful but not required
- optional, not held facilitate job market access optional
- optional, not held implement customer follow-up optional
- optional, not held liaise with colleagues optional
- optional, not held maintain professional administration optional
- optional, not held manage tests optional
- optional, not held market analysis optional
- optional, not held measure customer feedback optional
17 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 build trust skill
- not needed by the target role coach employees 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 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 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 promote human rights skill
- not needed by the target role talent management strategies knowledge
- not needed by the target role train employees skill
3 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
Common questions about this move
Can a human resources officer become a recruitment consultant?
Yes, and it is a moderate move. A human resources officer already covers 72% of what a recruitment consultant is expected to do: 30 skills carry over, 17 of which the recruitment consultant role treats as required.
What skills does a human resources officer need to become a recruitment consultant?
6 required skills are missing, plus 7 optional ones. They fall into 6 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 officer to recruitment consultant?
Its learning distance is 35.7 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.