job market offers
Job opportunities available on the labour market, depending on the economic field concerned.
Human resources assistants provide support in all the processes and efforts carried by human resources managers. They help in the preparation of recruitment processes by scanning CVs and narrowing the selection to the most suitable candidates. They perform administrative tasks, prepare communications and letters, and perform the tabulation of the surveys and assessments carried out by the department.
Competences and skills
39 ESCO relationsEssential knowledge 1 competence
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
0 competencesNo competences in this bucket.
Cross-sector
1 competenceEssential skills and competences 16 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
2 competenceshire human resources
Manage the process of hiring human resources, from identifying potential candidates to assessing the adequacy of their profiles to the vacancy.
profile people
Create a profile of someone, by outlining this person's characteristics, personality, skills and motives, often by the use of information obtained from an interview or questionnaire.
Cross-sector
14 competencesadminister appointments
Accept, schedule and cancel appointments.
apply company policies
Apply the principles and rules that govern the activities and processes of an organisation.
assess character
Assess how a certain person will react, verbally or physically, in a specific situation or to a specific happening.
communicate by telephone
Liaise via telephone by making and answering calls in a timely, professional and polite manner.
document interviews
Record, write, and capture answers and information collected during interviews for processing and analysis using shorthand or technical equipment.
fix meetings
Fix and schedule professional appointments or meetings for clients or superiors.
identify with the company's goals
Act for the benefit of the company and for the achievement of its targets.
listen actively
Give attention to what other people say, patiently understand points being made, asking questions as appropriate, and not interrupting at inappropriate times; able to listen carefully the needs of customers, clients, passengers, service users or others, and provide solutions accordingly.
maintain professional administration
File and organise professional administration documents comprehensively, keep customer records, fill in forms or log books and prepare documents about company-related matter.
manage payroll reports
Maintain personnel records as well as payroll reports. Record evaluations, promotions or disciplinary actions.
observe confidentiality
Observe the set of rules establishing the nondisclosure of information except to another authorised person.
support managers
Provide support and solutions to managers and directors in regards with their business needs and requests for the running of a business or the daily operations of a business unit.
use communication techniques
Apply techniques of communication which allow interlocutors to better understand each other and communicate accurately in the transmission of messages.
write work-related reports
Compose work-related reports that support effective relationship management and a high standard of documentation and record keeping. Write and present results and conclusions in a clear and intelligible way so they are comprehensible to a non-expert audience.
Optional knowledge 6 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
0 competencesNo competences in this bucket.
Cross-sector
6 competencesadvertising techniques
The communication strategies intended to persuade or encourage an audience, and the different media which are used to achieve this goal.
business communication
The process of effectively communicating within the workplace and to external bodies to achieve organisational goals.
employment law
The law which mediates the relationship between employees and employers. It concerns employees' rights at work which are binding by the work contract.
human resource management
The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.
human resources department processes
The different processes, duties, jargon, role in an organisation, and other specificities of the human resources department within an organisation such as recruitment, pension systems, and personnel development programs.
labour legislation
Legislation, on a national or international level, that governs labour conditions in various fields between labour parties such as the government, employees, employers, and trade unions.
Optional skills and competences 16 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
3 competencesinterview people
Interview people in a range of different circumstances.
negotiate employment agreements
Find agreements between employers and potential employees on salary, working conditions and non-statutory benefits.
negotiate with employment agencies
Establish arrangements with employment agencies to organise recruiting activities. Maintain communication with these agencies in order to ensure efficient and productive recruitment with high potential candidates as an outcome.
Cross-sector
13 competencesapply knowledge of human behaviour
Practice principles related to group behaviour, trends in society, and influence of societal dynamics.
assist employee health programmes
Support and provide assistance to health and safety staff in implementing programmes targeted at the health and well-being of employees.
coach employees
Maintain and improve employees' performance by coaching individuals or groups how to optimise specific methods, skills or abilities, using adapted coaching styles and methods. Tutor newly recruited employees and assist them in the learning of new business systems.
disseminate messages to people
Receive, process, and pass messages to people coming from phone calls, faxes, postal, and emails.
ensure gender equality in the workplace
Deliver a fair and transparent strategy focussed on maintaining equality with regard to matters of promotion, pay, training opportunities, flexible working and family support. Adopt gender equality objectives and monitor and evaluate the implementation of gender equality practices in the workplace.
gather feedback from employees
Communicate in an open and positive manner in order to assess levels of satisfaction with employees, their outlook on the work environment, and in order to identify problems and devise solutions.
identify necessary human resources
Determine the number of employees needed for the realisation of a project and their allocation in the creation, production, communication or administration team.
introduce new employees
Give new employees a tour in the company, introduce them to the colleagues, explain them the corporate culture, routines and working methods and get them settled in their working place.
manage employee complaints
Manage and respond to employee complaints, in a correct and polite manner, offering a solution when possible or referring it to an authorized person when necessary.
manage payroll
Manage and be responsible for employees receiving their wages, review salaries and benefit plans and advise management on payroll and other employment conditions.
organise training
Make the necessary preparations to conduct a training session. Provide equipment, supplies and exercise materials. Ensure the training runs smoothly.
recruit employees
Hire new employees by scoping the job role, advertising, performing interviews and selecting staff in line with company policy and legislation.
- Scope note
- It may include recruiting volunteers.
support employability of people with disabilities
Ensure employment opportunities for people with disabilities by making appropriate adjustments to accommodate within reason in line with national legislation and policies on accessibility. Ensure their full integration into the work environment by promoting a culture of acceptance within the organisation and fighting potential stereotypes and prejudices.