Recruitment consultant to occupational analyst
A recruitment consultant already meets 41% of what the occupational analyst role asks for. The move turns on 9 required skills not yet in the profile.
61.6/ 100
1 How much of what an occupational analyst is expected to do is already part of a recruitment consultant’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 occupational analyst role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
An occupational analyst role treats 7 of its required skills as things a recruitment consultant already does. You would walk in with these on day one.
- company policies
- employment law
- human resource management
- job market offers
- labour legislation
- market analysis
What stands in the way is 9 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. An occupational analyst role needs them, and most people applying for one will not have them already. This is the part of a recruitment consultant 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 7 the occupational analyst role treats as required.
Table 3 · What you may need to learn
The 22 missing skills fall into 5 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 design job analysis tools required
- still to learn write job descriptions required
- still to learn advise on efficiency improvements required
- still to learn advise on personnel management required
- still to learn present reports required
- optional, not held create training materials optional
- optional, not held liaise with government officials optional
- optional, not held liaise with industry experts optional
- optional, not held liaise with managers optional
- optional, not held liaise with union officials optional
- optional, not held support managers optional
- optional, not held train employees optional
- still to learn carry out job analysis required
- still to learn develop occupational classification systems required
- still to learn report analysis results required
- optional, not held gather feedback from employees optional
- still to learn digital data processing required
- optional, not held management consulting optional
- optional, not held human resources department processes optional
- optional, not held organisational structure optional
- optional, not held develop training programmes optional
- optional, not held identify necessary human resources optional
Table 4 · Where to start
The 3 entries an occupational analyst role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 carry out job analysis practise this
- 02 design job analysis tools practise this
- 03 develop occupational classification systems 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 14 skills that carry over
- already held company policies knowledge
- already held employment law knowledge
- already held human resource management knowledge
- already held job market offers knowledge
- already held labour legislation knowledge
- already held market analysis knowledge
- already held write work-related reports skill
- already held administer appointments skill
- already held document interviews skill
- already held hire human resources skill
- already held interview people skill
- already held maintain professional administration skill
- already held manage tests skill
- already held profile people skill
13 supplementary skills, helpful but not required
- optional, not held develop training programmes optional
- optional, not held management consulting optional
- optional, not held create training materials optional
- optional, not held gather feedback from employees optional
- optional, not held human resources department processes optional
- optional, not held identify necessary human resources optional
- optional, not held liaise with government officials optional
- optional, not held liaise with industry experts optional
- optional, not held liaise with managers optional
- optional, not held liaise with union officials optional
- optional, not held organisational structure optional
- optional, not held support managers optional
- optional, not held train employees optional
29 held skills the occupational analyst role does not ask for
- not needed by the target role advertising techniques knowledge
- not needed by the target role apply knowledge of human behaviour skill
- not needed by the target role apply social media marketing skill
- not needed by the target role assess character skill
- not needed by the target role business communication knowledge
- not needed by the target role communicate by telephone skill
- not needed by the target role determine salaries skill
- not needed by the target role develop employee retention programs skill
- not needed by the target role develop professional network skill
- not needed by the target role ensure gender equality in the workplace skill
- not needed by the target role facilitate job market access skill
- not needed by the target role fix meetings skill
- not needed by the target role give advice on personal matters skill
- not needed by the target role identify customer's needs skill
- not needed by the target role implement customer follow-up skill
- not needed by the target role liaise with colleagues skill
- not needed by the target role listen actively skill
- not needed by the target role maintain privacy of service users skill
- not needed by the target role maintain relationship with customers skill
- not needed by the target role measure customer feedback skill
- not needed by the target role mentor individual employees skill
- not needed by the target role negotiate employment agreements skill
- not needed by the target role observe confidentiality skill
- not needed by the target role personal reflection techniques based on feedback knowledge
- not needed by the target role prepare for job interview skill
- not needed by the target role recruit employees skill
- not needed by the target role support employability of people with disabilities skill
- not needed by the target role use communication techniques skill
- not needed by the target role video conferencing tool knowledge
3 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- optional, not held management consulting optional
- optional, not held human resources department processes optional
- optional, not held organisational structure optional
Other moves recorded from recruitment consultant
- employment and vocational integration consultant 83% covered · adjacent
- employment agent 81% covered · adjacent
- human resources officer 69% covered · moderate
- human resources assistant 69% covered · moderate
- dating service consultant 43% covered · substantial
- polygraph examiner 34% covered · substantial
- talent acquisition manager 33% covered · substantial
- fortune teller 29% covered · substantial
Common questions about this move
Can a recruitment consultant become an occupational analyst?
Yes, and it is a substantial move. A recruitment consultant already covers 41% of what an occupational analyst is expected to do: 14 skills carry over, 7 of which the occupational analyst role treats as required.
What skills does a recruitment consultant need to become an occupational analyst?
9 required skills are missing, plus 13 optional ones. They fall into 5 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is carry out job analysis.
How hard is the move from recruitment consultant to occupational analyst?
Its learning distance is 61.6 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.