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.

What does the future of recruitment look like?

The world of recruitment is constantly evolving and digitisation has completely transformed a wide range of sectors. With the emergence of new skills, tools and software, organisations in Switzerland will need to implement expert recruitment strategies to secure the best talent. Switzerland has enjoyed a strong economy in recent years and statistics have shown that the unemployment rate amounted to around 3.5% in 2020. However, the way businesses recruit and retain talent will continue to shape the workforce – and while it’s difficult to predict outright what the future holds for recruitment, businesses will need to adapt to the demands of a new age of technology. And since the recruitment market is becoming increasingly competitive, recruiters are going to need plan in advance to keep up with the most in-demand talent. So, here’s an overview of how recruiting will grow and change in the future.   Focus on machine learning   Machine learning and automation will likely have a huge impact on onboarding and recruitment. AI is rapidly changing every industry and its effect on recruitment is already being felt in a multitude of ways. For example, HR automation tools have accelerated in recent years. These tools can collect, gather and analyse data, which means recruiters can easily build candidate profiles and establish a clearer picture of potential hires much more quickly. In the future, there’s no question that automation tools will be used even more frequently. One of the biggest challenges for recruiters is finding the right professionals amid the noise. Therefore, it’s likely that companies will use more machine learning and automated software to help secure the best candidates, increasing efficiency and productivity as a result.   Personalised recruitment   Today, most candidates are much informed about the type of company they want to work for. In this context, recruiters need to build an engaging and efficient hiring process, because the new generation of candidates takes a much more personalised and strategic approach to their career. Therefore, in the future, businesses won’t be able to rely on job postings or sending generic templated messages to candidates on LinkedIn. With candidates today being much concerned with an employer’s brand, the future of recruitment will be much personalised. This means that during the recruitment process, businesses will need to give candidates regular feedback and updates. In this candidate-driven market, transparency and a personalised hiring process will be of strong value in the future.   New talent pools   Recruiters of the future should begin to explore new talent pools, which include candidates with varied roles and professionals from the gig economy. In the modern world of work, employees change jobs more regularly, opting for a varied career path and different workplace cultures. The benefits of hiring these types of candidates are that they’re often exceptionally well-rounded and highly adaptable. With the rise of remote working as a result of the pandemic, hiring contractors for short projects has become much more commonplace. There will be more opportunities for businesses to hire freelance workers as full-time employees, tapping into unique skills. Recruiters of the future will likely have access to an array of talent pools with candidates from a diverse range of backgrounds.   Get in touch with our team at Swisslinx   The future of recruitment looks bright, but is your business ready to adapt to the changes? At Swisslinx, we have a dedicated and friendly team of recruitment specialists. Our team has an outstanding track record of building quality relationships with clients and candidates. We constantly keep up-to-date with the latest trends in our specialist markets, including digital and technology, financial services and life sciences. If you would like to learn more about how we can help prepare your recruitment strategy for the future, please contact us today for more information.

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How a recruitment consultancy can add value in a new world

How a recruitment consultancy can add value in a new world The COVID-19 pandemic has completely changed how companies attract, recruit and retain new employees. Businesses around the globe have swiftly embraced remote working. While there are huge benefits of in-person meetings, it’s difficult to ignore that many businesses have thrived working remote. For recruitment consultancies in Switzerland, they’ve had to adapt to a new way of hiring. The recruitment industry has entered a new era defined by flexibility and the increasing use of technology. In a post-COVID world, recruitment consultants will be high in demand for their expertise, but the landscape has changed, paving the way for a range of challenges. So, how can recruiters continue to add value to clients and candidates? Dedicated, relevant expertise One of the major benefits of using a recruitment consultancy is that they provide staffing solutions for businesses across a range of different sectors, and they remain up-to-date with market trends, which includes recruiting during this challenging time. For example, at Swisslinx, we’re able to give our clients an overview of the market, helping them to plan their recruiting and ensure they only hire the best candidates. Right now, it’s all the more important that job specifications are in line with the market. Recruiters can provide consultancy around job specs, offer sector expertise and engage passive talent using platforms like LinkedIn. With businesses receiving a strong push into the world of virtual working, recruiters have been forced to provide their expertise virtually. This means recruitment consultancies, like Swisslinx, have been able to connect with people more efficiently and build strong and lasting relationships. Streamlined process There’s no doubt that COVID-19 has accelerated the rise of technology. With in-person contact limited, businesses will need to become more agile and innovate fast, to thrive in this competitive environment. However, the recruitment process can still be a long and daunting task for many businesses, despite the new tools available. One of the most desirable attributes of a recruitment consultancy is they can streamline the whole process, from CVs and interviews to talent community building. While the lack of in-person meetings with clients and candidates can be a challenge, video interviews can take place anywhere. In the future, there’s likely to be advanced recruitment tools to facilitate virtual meetings, so that all the information can be stored and analysed in one place. Hiring in a new world The current uncertainty around the employment landscape means that businesses will need to adopt a strategic mindset to attract the right type of candidates. One of the ways recruitment consultancies can add value in this area is by helping companies make their hiring much more targeted. Recruiting in a particular niche area has become essential in recent years, but with more candidates on the market, it’s much harder to find suitable candidates. At Swisslinx, we focus on recruitment markets such as financial services, technology, science and engineering across many sectors, which enables us to provide tailored solutions to our clients. There’s no doubt the future of recruitment will be more personalised and holistic and tailored to the specific needs of clients. Let Swisslinx help your business The pandemic has had a huge impact on the recruitment sector. At Swisslinx, we’ve always had a strong value proposition and an excellent track record of building excellent relationships with clients and candidates. As we progress through the year, our consultants will remain on hand to provide companies in Switzerland with the best recruitment expertise. Our team have years of experience in recruiting the most in-demand companies and we always take the time to understand the needs of every business. Contact us today if you need help finding the top candidates and take a further look at our insights page for more engaging articles.

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