Estimated reading time: 4 minutes
It should be no surprise that the business world is constantly changing, which means work related skills are changing as well. I thought it might be productive to share a list of skills that recruiters are looking for … regardless of your job title. This is a list of skills that recruiters expect everyone to possess – both managers and employees.
Now, some people might say this list is basic – and it is. That’s exactly the point. Recruiters are often frustrated that candidates (internal and external) don’t have these skills.
- Customer Service. Whether you work in the goods or services sector, understanding the value of customers is essential. This includes the proper way to greet customers, remembering their name, and answering general customer inquiries.
- Organizational Skills. I’m going to lump time management into this category as well. Everyone has multiple things going on in their lives. We all have to find a method for prioritizing our tasks, maintaining a list, putting it on a calendar, etc.. Forgetting stuff and missing due dates isn’t an option.
- Written and Verbal Communication. When it comes to writing, employees do need to know basic grammar and sentence construction. And when you have doubts, know how to look rules up. Artificial intelligence (AI) is becoming a great tool for this. In verbal communications, managers and employees should know how to offer constructive feedback and hold an effective two-way conversation. This includes being able to listen with empathy.
- Technology. Speaking of artificial intelligence, organizations today expect employees to have some technology skills. This is related to both hardware and software. There’s a level of expectation that employees know how to use word processing software, can participate in a video conference, are able to take computer-based training, and can effectively prompt a simple AI query.
- Data, Metrics, and Analytics. The business world is very numbers driven. Employees need to have math skills. We’re not talking algebra or trigonometry. Managers and employees should know basic arithmetic and statistics so when they are presented with data, they know how to read it and use it to solve problems.
- Problem Solving. I’ve talked in the past about the value of problem-solving training. At times, managers and employees are expected to do critical thinking, reasoning, and independent problem solving. If you don’t already have one, I recommend finding a problem-solving model that works for you.
- Research and Information Gathering. This ties into the previous points about data and problem solving. Whether it’s searching the internet to troubleshoot a problem or collecting accurate data to calm an unhappy customer, sometimes we have to figure some stuff out on our own. Employees should be curious and willing to ask questions. They also need to be open to letting others know when they don’t know something.
- Teamwork. No matter who we are and what job we have, it’s impossible to do it alone. Employees must be able to work with others. Remote and hybrid workers are not exempt from this. This means communicating effectively, empathizing with others, and learning from them. This also includes being able to resolve conflicts within a team.
- Learning. Being a lifelong learner is not a fancy workplace slogan. It’s a reality. Today’s workplaces require us to continuously learn new skills. Employees should be open to new learning experiences, aware of how they prefer to learn, and prepared to articulate their learning style to management.
- Stress management. It’s very difficult – almost impossible – to tell others how to manage their stressors. What we can do is work toward understanding our own stressors, how to best manage them, and recognize how it impacts others.
So, there’s the list. You might be saying to yourself, “Great! Now what do I do with it?”.
Think about using this list as a career development tool. For each of these skills, rate yourself on a scale of 1-10 (1=very little knowledge to 10=consider yourself to be an expert). Any area you’ve rated yourself less than a 5 might be worth some focus. You can develop skills by doing three things.
- Reading – books, blogs, magazines, or online content
- Listening – podcasts, webinars, or attending conferences
- Doing – volunteering for a task or practicing a skill during training
This could be an activity you’d like to do when setting goals. Maybe chart your progress over time. You don’t have to show anyone. This is just for you.
Over time, this list might change. Or there will be a new aspect to a skill. For example, I could see technology being a skill for a very long time but the types of hardware and software that employees need to know may change. The point is to regularly take inventory of your skills and set goals to keep your skills relevant.
Image captured by Sharlyn Lauby while exploring the streets of Salt Lake City, UT
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