Talent acquisition manager to recruitment consultant
A talent acquisition manager already meets 17% of what the recruitment consultant role asks for. The move turns on 18 required skills not yet in the profile.
82.6/ 100
1 How much of what a recruitment consultant is expected to do is already part of a talent acquisition manager’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 5 of its required skills as things a talent acquisition manager already does. You would walk in with these on day one.
- document interviews
- hire human resources
- human resource management
- job market offers
- recruit employees
What stands in the way is 18 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 5 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 talent acquisition manager background worth leading with.
- 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 document interviews information skills
- already held recruit employees management skills
All 5 carried skills, including the 5 the recruitment consultant role treats as required.
Table 3 · What you may need to learn
The 38 missing skills fall into 8 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 interview people required
- still to learn maintain relationship with customers required
- still to learn prepare for job interview required
- still to learn communicate by telephone required
- still to learn develop professional network required
- still to learn listen actively required
- still to learn 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
- optional, not held write work-related reports optional
- still to learn profile people required
- still to learn fix meetings required
- still to learn support employability of people with disabilities required
- optional, not held develop employee retention programs optional
- optional, not held administer appointments optional
- optional, not held assess character optional
- optional, not held determine salaries optional
- optional, not held maintain professional administration optional
- still to learn company policies required
- still to learn employment law required
- still to learn labour legislation required
- optional, not held advertising techniques optional
- optional, not held market analysis optional
- still to learn ensure gender equality in the workplace required
- still to learn maintain privacy of service users required
- still to learn observe confidentiality required
- optional, not held give advice on personal matters optional
- still to learn video conferencing tool required
- optional, not held manage tests optional
- optional, not held measure customer feedback 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 company policies study this
- 02 identify customer's needs practise this
- 03 interview people 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 5 skills that carry over
- already held document interviews skill
- already held hire human resources skill
- already held human resource management knowledge
- already held job market offers knowledge
- already held recruit employees skill
The 2 learning areas not shown above
- optional, not held business communication optional
- optional, not held personal reflection techniques based on feedback optional
20 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 administer appointments 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 maintain professional administration optional
- optional, not held manage tests optional
- optional, not held market analysis optional
- optional, not held measure customer feedback optional
- optional, not held personal reflection techniques based on feedback optional
- optional, not held write work-related reports optional
14 held skills the recruitment consultant role does not ask for
- not needed by the target role assess candidates skill
- not needed by the target role develop employment policies skill
- not needed by the target role engage artistic staff skill
- not needed by the target role evaluate interview reports skill
- not needed by the target role explain interview purposes skill
- not needed by the target role human resources department processes knowledge
- not needed by the target role identify talent skill
- not needed by the target role interview techniques knowledge
- not needed by the target role negotiate with employment agencies skill
- not needed by the target role online job platforms knowledge
- not needed by the target role organise auditions skill
- not needed by the target role promote employment policy skill
- not needed by the target role recruit personnel skill
- not needed by the target role supervise staff skill
8 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
- still to learn employment law required
- still to learn labour legislation required
- optional, not held advertising techniques optional
- optional, not held business communication optional
- optional, not held market analysis optional
- optional, not held personal reflection techniques based on feedback optional
Other moves recorded from talent acquisition manager
Common questions about this move
Can a talent acquisition manager become a recruitment consultant?
Yes, and it is a career change move. A talent acquisition manager already covers 17% of what a recruitment consultant is expected to do: 5 skills carry over, 5 of which the recruitment consultant role treats as required.
What skills does a talent acquisition manager need to become a recruitment consultant?
18 required skills are missing, plus 20 optional ones. They fall into 8 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 talent acquisition manager to recruitment consultant?
Its learning distance is 82.6 out of 100, which is the career change 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.