recruitment consultanttooccupational 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.
This move: 61.6 of 100 · substantial
1 Share of the occupational analyst role’s weighted skill requirement already met by the recruitment consultant 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.
Table 2 · What you already bring
Of the 14 skills that carry over, these are the ones fewest other occupations ask for. A 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 would need to learn
The 22 missing skills fall into 5 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 design job analysis tools required
- required, not held write job descriptions required
- required, not held advise on efficiency improvements required
- required, not held advise on personnel management required
- required, not held 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
- required, not held carry out job analysis required
- required, not held develop occupational classification systems required
- required, not held report analysis results required
- optional, not held gather feedback from employees optional
- required, not held 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 a 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 skill · occupation specific
- 02 design job analysis tools skill · occupation specific
- 03 develop occupational classification systems skill · occupation 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 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
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.