occupational analysttorecruitment consultant
A occupational analyst already meets 36% of what the recruitment consultant role asks for. The move turns on 14 required skills not yet in the profile.
36%
67.3/ 100
1 Share of the recruitment consultant role’s weighted skill requirement already met by the occupational analyst profile. Required skills count in full, supplementary skills at 0.35. Directional: the figure for the reverse move differs. 2 Combines what is missing with how specialised it is, so a gap of general skills scores easier than the same number of narrow ones.
Why this move works
A recruitment consultant role treats 9 of its required skills as things a occupational analyst already does. These are the ones it depends on most.
- company policies
- document interviews
- employment law
- hire human resources
- human resource management
- interview people
What stands in the way is 14 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 14 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 occupational analyst background worth leading with.
- already held manage tests information skills
- already held profile people management skills
- already held job market offers business, administration and law
- already held hire human resources management skills
- already held human resource management business, administration and law
- already held market analysis business, administration and law
All 14 carried skills, including the 9 the recruitment consultant role treats as required.
Table 3 · What you would need to learn
The 29 missing skills fall into 8 areas of the ESCO skill hierarchy, numbered below in the order worth working in: the areas carrying the most required skills come first, and inside each one the required skills sit above the supplementary ones.
- required, not held identify customer's needs required
- required, not held maintain relationship with customers required
- required, not held prepare for job interview required
- required, not held communicate by telephone required
- required, not held develop professional network required
- required, not held listen actively required
- required, not held use communication techniques 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 negotiate employment agreements optional
- optional, not held apply knowledge of human behaviour optional
- optional, not held apply social media marketing optional
- optional, not held liaise with colleagues optional
- required, not held fix meetings required
- required, not held recruit employees required
- required, not held support employability of people with disabilities required
- optional, not held develop employee retention programs optional
- optional, not held assess character optional
- optional, not held determine salaries optional
- required, not held ensure gender equality in the workplace required
- required, not held maintain privacy of service users required
- required, not held observe confidentiality required
- optional, not held give advice on personal matters optional
- required, not held video conferencing tool required
- optional, not held advertising techniques optional
- optional, not held business communication 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 identify customer's needs skill · sector specific
- 02 maintain relationship with customers skill · sector specific
- 03 prepare for job interview skill · sector specific
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 14 skills that carry over
- already held company policies knowledge
- already held document interviews skill
- already held employment law knowledge
- 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 profile people skill
- already held administer appointments skill
- already held maintain professional administration skill
- already held manage tests skill
- already held market analysis knowledge
- already held write work-related reports skill
The 2 learning areas not shown above
- optional, not held measure customer feedback optional
- optional, not held personal reflection techniques based on feedback optional
15 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 negotiate employment agreements optional
- optional, not held advertising techniques optional
- optional, not held apply knowledge of human behaviour optional
- optional, not held apply social media marketing optional
- optional, not held assess character optional
- optional, not held business communication optional
- optional, not held determine salaries optional
- optional, not held liaise with colleagues optional
- optional, not held measure customer feedback optional
- optional, not held personal reflection techniques based on feedback optional
22 held skills the recruitment consultant role does not ask for
- not needed by the target role advise on efficiency improvements skill
- not needed by the target role advise on personnel management skill
- not needed by the target role carry out job analysis skill
- not needed by the target role create training materials skill
- not needed by the target role design job analysis tools skill
- not needed by the target role develop occupational classification systems skill
- not needed by the target role develop training programmes skill
- not needed by the target role digital data processing 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 liaise with government officials skill
- not needed by the target role liaise with industry experts skill
- not needed by the target role liaise with managers skill
- not needed by the target role liaise with union officials skill
- not needed by the target role management consulting knowledge
- not needed by the target role organisational structure knowledge
- not needed by the target role present reports skill
- not needed by the target role report analysis results skill
- not needed by the target role support managers skill
- not needed by the target role train employees skill
- not needed by the target role write job descriptions 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.
- required, not held video conferencing tool required
- optional, not held advertising techniques optional
- optional, not held business communication optional
- optional, not held personal reflection techniques based on feedback optional
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.