Table 1Transition record

human resources managertoemployment agent

A human resources manager already meets 43% of what the employment agent role asks for. The move turns on 8 required skills not yet in the profile.

From human resources manager

43%

Overlap1

To employment agent

10 Skills carried over

8 Required, not held

56.6 Difficulty2

adjacent 0–30

moderate 30–55

substantial 55–75

career change 75–100

this move, 56.6

This move: 56.6 of 100 · substantial

1 Share of the employment agent role’s weighted skill requirement already met by the human resources manager 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

Table 2 · What you already bring

Of the 10 skills that carry over, these are the ones fewest other occupations ask for. A employment agent role needs them, and most people applying for one will not have them already. This is the part of a human resources manager background worth leading with.

Skill the target role also needs Area

already held promote gender equality in business contexts assisting and caring
already held ensure gender equality in the workplace assisting and caring
already held support employability of people with disabilities management skills
already held hire human resources management skills
already held human resource management business, administration and law
already held interview people communication, collaboration and creativity

All 10 carried skills, including the 9 the employment agent role treats as required.

Table 3

Table 3 · What you would need to learn

The 21 missing skills fall into 6 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.

Skill to acquire Tier

01 communication, collaboration and creativity 3 required, 7 supplementary

required, not held apply knowledge of human behaviour required
required, not held communicate by telephone required
required, not held listen actively required

optional, not held advise on career optional
optional, not held assist clients with personal development optional
optional, not held facilitate job market access optional
optional, not held prepare for job interview optional
optional, not held promote employment policy optional
optional, not held liaise with local authorities optional
optional, not held mentor individuals optional

02 assisting and caring 2 required, 2 supplementary

required, not held maintain privacy of service users required
required, not held observe confidentiality required

optional, not held promote inclusion optional
optional, not held provide information on study programmes optional

03 management skills 1 required, 2 supplementary

required, not held profile people required

optional, not held assess character optional
optional, not held fix meetings optional

04 information skills 1 required, 1 supplementary

required, not held document interviews required

optional, not held analyse unemployment rates optional

05 business, administration and law 1 required

required, not held job market offers required

06 working with computers 1 supplementary

optional, not held search databases optional

Table 4

Table 4 · Where to start

The 3 entries a employment agent role is least likely to hire without. The ordering is computed from the skill data, not from what pays.

Each entry opens a course search for that skill. Career Overlap earns nothing from these links.

Appendix

Appendix · The rest of the record

All 10 skills that carry over

Skill Type

already held develop professional network skill
already held employment law knowledge
already held ensure gender equality in the workplace skill
already held hire human resources skill
already held interview people skill
already held labour legislation knowledge
already held promote gender equality in business contexts skill
already held recruit employees skill
already held support employability of people with disabilities skill
already held human resource management knowledge

13 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held advise on career optional
optional, not held analyse unemployment rates optional
optional, not held assist clients with personal development optional
optional, not held facilitate job market access optional
optional, not held prepare for job interview optional
optional, not held promote employment policy optional
optional, not held assess character optional
optional, not held fix meetings optional
optional, not held liaise with local authorities optional
optional, not held mentor individuals optional
optional, not held promote inclusion optional
optional, not held provide information on study programmes optional
optional, not held search databases optional

74 held skills the employment agent role does not ask for

Skill Type

not needed by the target role adapt training to labour market skill
not needed by the target role administer appointments skill
not needed by the target role advertising techniques knowledge
not needed by the target role advise on conflict management skill
not needed by the target role advise on organisational culture skill
not needed by the target role advise on personnel management skill
not needed by the target role advise on risk management skill
not needed by the target role advise on social security benefits skill
not needed by the target role apply company policies skill
not needed by the target role apply conflict management skill
not needed by the target role apply technical communication skills skill
not needed by the target role build trust skill
not needed by the target role company policies knowledge
not needed by the target role comply with legal regulations skill
not needed by the target role consultation knowledge
not needed by the target role coordinate educational programmes skill
not needed by the target role coordinate operational activities skill
not needed by the target role corporate law knowledge
not needed by the target role corporate social responsibility knowledge
not needed by the target role create a work atmosphere of continuous improvement skill
not needed by the target role develop corporate training programmes skill
not needed by the target role develop employee retention programs skill
not needed by the target role develop staff skill
not needed by the target role develop training programmes skill
not needed by the target role discharge employees skill
not needed by the target role ensure information transparency skill
not needed by the target role evaluate performance of organisational collaborators 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 give constructive feedback skill
not needed by the target role government policy implementation knowledge
not needed by the target role government social security programmes knowledge
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 policy breach skill
not needed by the target role identify with the company's goals skill
not needed by the target role labour law knowledge
not needed by the target role leadership principles knowledge
not needed by the target role manage budgets skill
not needed by the target role manage corporate training programmes skill

34 further entries not listed here

1 gaps that are knowledge rather than practice

Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.

Skill to acquire Tier

required, not held job market offers required

Index

Other moves recorded from human resources manager

Full index of moves from human resources manager

Note

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.