Transferable skills that are essential in the new world

Posting date: 02 September 2020

Transferable skills are those capabilities that are relevant across multiple industries and various job roles. Candidates with these widely-applicable skills are more flexible, something which is paramount in an ever-changing job market. The Swiss Skills Shortage Index 2019 reveals engineering, pharmaceuticals, technology and law to be some of the most in-demand job areas but what core abilities are most sought after in today’s recruitment scene? Here are four transferable skills that will ensure you succeed in the new world.

 

Adaptability

Adaptability was listed in LinkedIn’s top five soft skills for 2019 and 2020 has seen this skill jump right the top for many organisations. The pandemic has presented a make or break situation for businesses, but fast-thinking decisions have kept many afloat and have even unlocked new opportunities in uncharted markets. This ability to respond to changes by adjusting priorities and applying new approaches is what makes a team agile and a business resilient. The new world signals an era where adaptability is critical for success in all markets, making it a must-have transferable skill.

 

Digital Prowess

Coronavirus has put a rocket under digitalisation and companies are embracing the transformation.

The working from home model went from a growing trend to an absolute necessity for businesses to continue providing their products and services. As such, collaboration software – including Slack, Asana and Google Sheets – became essential tools for keeping the wheels of the workforce spinning, magnifying the need for employees with a certain level of digital prowess. The quickening digital transformation will push companies in every industry to ramp up their search for the top tech talent and ensure they’re future-proofing their workforce.

 

Honing in on the technology job market, hiring managers are directing their attention towards candidates with software and automation skills. But there’s just as much a shortage of IT skills within this job sector as the wider workforce and the European commission has reported 756,000 vacant ICT jobs across Europe. While the IT skills gap is alarming for hiring managers there’s an opportunity for candidates to set themselves apart in the recruitment process, making digital prowess an invaluable transferable skill.

 

Emotional Intelligence

Emotional intelligence (EI) ‘forms the juncture at which cognition and emotion meet’ and an individual’s level of EI determines many other factors, such as how well they communicate, their ability to empathise and their internal motivation. Not only that, 7 in 10 people who present a high emotional quotient (EQ) actually score better on intelligence tests than those with a high IQ.

 

With companies now embracing a flexible working pattern, relying on their team to collaborate virtually and remain productive whilst away from the office, employers are recognising how essential it is to have a cohort of emotionally intelligent workers. This soft skill enables employees to read social situations, engage in active listening and willingly accept constructive criticism, all of which makes for a great team player who is indispensable to a company.

 

Data Analytics

Analytical reasoning was another skill listed by LinkedIn as a must-have for 2019 and as with adaptability, the lasting impacts of coronavirus have magnified the need for this hard skill. Data analytics cannot be confined to a few industries - instead it’s become a fundamental process for all businesses striving to stay ahead of the competition. Therefore, to be literate in data has become as important as traditional literacy skills.

 

Before the outbreak, the US Bureau of Labor Statistics estimated a 30% increase in jobs within big data in just 10 years. Now with more data being produced than ever before, businesses need to harness this information and use it to predict future changes in their market. Hiring managers in all sectors are pursuing employees who have a proven track record of analytical reasoning, who can draw insights from data and can make informed decisions. Those without experience in data analytics should not be discouraged bur rather take the opportunity to upskill and diversify their skillset.

 

Swisslinx is here to help you navigate the job market

At Swisslinx, we offer a tailored service for each of our candidates, taking the time to understand your skillset and career aspirations so we can find the job opportunity that’s perfect for you. Get in touch to hear more about our recruitment process. Or if you’re ready to start applying take a look at jobs in financial services or healthcare and life sciences jobs.

The importance of skill-based recruitment

Skill-based recruiting has become all the more important in the modern world of work. While experience will always be valuable, assessing candidates based on skills and holistic competencies, rather than their last job title can pave the way for exceptional talent. Over the years, Switzerland has faced skill shortages in many different fields, so companies must take a skill-based approach to recruitment. Skill-based recruitment places the recruiter in the driver’s seat. It means pursuing all the relevant information to match candidates’ skills with the requirements of the job. Below, we’ve outlined the key benefits of recruiting for skills.   Transferrable skills   Skill-based hiring enables recruiters to find candidates with core expertise that can be applied in a variety of different environments. While candidates with years of direct experience may look like an ideal choice for a role, there’s a chance they might not be as adaptable in a new business. Core skills like problem-solving, interpersonal skills and technical competencies are more likely to be transferrable to other industries, increasing the chances of you make an excellent hire. Simply put, focusing on core skills and personality can be much more beneficial for businesses that are looking to grow, and maintain a clearly defined culture. However, screening candidates for skill and talent rather than previous experience means recruiters will need to pay extra attention to people’s cover letters and CVs. Thanks to recruitment technology, most applications are automatically filtered, helping the recruiter save time and find the ones that match the predefined criteria.   Add Diversity   One of the key benefits of skill-based recruitment is that it can add greater diversity to the workplace. Individuals from different backgrounds and diverse skill sets can add different talents, and experiences to the working environment, which can benefit the organisation. When you focus strictly on candidates with a set amount of experience, you risk missing out on individuals who are otherwise strong candidates. While it can be risky to invest in a candidate who’s less proven, they can bring a diversity of thought across the company with their skill set. Using a skill-based approach combined with “blind hiring” also removes any unconscious bias, enabling hiring managers to make more informed decisions, resulting in a much more diverse workforce.   Focus on potential   When you seek candidates with specialist skills, it allows you to focus more on their potential. New skills and competencies can always be taught whereas highly experienced candidates might have a well-established work style that may not be suited to certain types of companies. We’re now entering an era where professionals are constantly changing career paths, and where the younger generations are starting to dominate the workforce. What younger generations may lack in experience, many of them make up in attitude and digital skills. Taking a skills-based approach to recruitment allows you to expand your talent pool and find potentially great candidates that you may have previously missed.   However, companies must establish systems and internal capabilities that allow for skill-based hiring. This means hiring managers must adjust their mindset and use more skill-based assessments when recruiting, with more discussions about the most critical skills. In this way, businesses can be more organised and match candidates with the appropriate roles.    How can Swisslinx help your business?   Swisslinx has a highly experienced team of consultants who are dedicated to providing the best recruitment service to clients and candidates. We take the time to understand your requirements and then deliver tailored recruitment solutions. Our team recruits the best professionals into a wide range of sectors, including financial services, digital and technology, life sciences, as well as engineering. If you would like more information on how we can assist with your recruitment, contact us today.

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How to be successful in the final round interview

As a candidate, the final round interview is the last opportunity to show why you’re the best person for the role. What happens in the first interview can be dramatically different from the final round, so that’s why it’s all the more important to prepare thoroughly and expect to be asked some challenging questions. Hiring managers do not often make final round interviews for candidates they’re not serious about. Therefore, when you’re invited to the final round, the hiring manager already knows that you have the skills for the job. What they’re going to be looking for is how you present yourself under pressure and whether you’re a suitable fit culturally for the organisation. Here’s a swift guide for how to give yourself the best chance of succeeding in the final round interview and securing a job offer.    Review the company and position   Once you’ve made it to the final round, you need to make sure you completely understand the position and the company. The final round may be much longer and involve more people. This means that professionals should review the job specifications again beforehand and be prepared for in-depth questions. At this stage, hiring managers want to determine fit and whether or not the candidate is a team-player. Companies will also use a final round interview to learn how you manage deadlines and juggle workloads. Hiring in a pandemic is no easy task, so companies will likely be paying extra attention to detail and focusing on the candidates who show the most potential. This means it’s important that you thoroughly research the company and come prepared with what you like about the company. Having that extra preparation will increase your chances of being offered a role.    Share your knowledge and expertise   While many final round interviews will be based on how you fit into the company or the team, hiring managers will still want to verify your technical skills and competencies. So, it’s crucial that you effectively share your knowledge and expertise during the interview, and quantify wherever possible. This means discussing your key accomplishments and how they were achieved, as well as any notable skills relevant to the role. For example, you might have excellent time management skills, so you will need to explain how these skills have helped you perform. Whether it’s through project management software or your strategic planning, you must show the unique qualities you bring to a company. Also, always show confidence and evidence of all your skills and experience.   Ask the right questions   In the early rounds of interviews, it’s important to ask thoughtful questions, but in the final stage, you’re going to need to show you’ve thought more seriously about what it would be like to work at the company. Therefore, professionals in the final round should ask questions about what the first month on the job would be like and if there will be any training, as well as what the performance expectations will be when you join. These type of questions show hiring managers that you’re already engaged and eager to be a part of the company.   Show your commitment and passion   In the final round, hiring managers will want to ensure candidates are interested in staying for a long period. Arguably one of the best ways to show you’re a committed professional is by discussing your long-term career plans, and how it’s connected to the role you're interviewing for. Hiring managers want to find candidates who have a strong work ethic and have the potential to be high performing. This means you need to demonstrate a passion for the industry and that you’re genuinely interested in this specific field. For a company, the final round interview is all about evaluating a candidate’s characteristics and attitude, so make sure you tell stories of how you solve problems and why you enjoy your work, which will no doubt help you stand out from other candidates.   Are you looking to advance your career?   At Swisslinx, we have a motivated and friendly team of recruitment consultants who are dedicated to building great relationships with clients and candidates. We specialise in recruiting for a varied range of sectors, including financial services, digital and technology, healthcare and natural resources. Our team works to the highest standards and we’re committed to delivering an exceptional recruitment service on a daily basis. If you would like more information on how we can help your career and even prepare for your next role, contact our team today.

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