Evolution in the Workplace: Demand for Job Skills
The world is evolving and, more so, the job market. In this current economy, competition is no longer built on how well a business performs, but how well the employee is suited for the company and, in turn, revolutionizes the competitive edge. As a result, employers are looking for a different set of skills from their employees in the current market. These skills should be suited for the position being offered in line with the personal, social, corporate, and technical expertise for improved performance. The aim of the following paper is to highlight the critical skill-set that the current job market seeks from potential employees.
The skill-set in demand can be divided into two: soft skills and hard skills. The first section of this paper will delineate on soft skills. Soft skills are the defined personality skills that an employee should possess and are prevalent in any organization. They include communication skills, leadership skills, teamwork, problem-solving, work ethic, interpersonal skills, adaptability, and flexibility (Robles, 2012). Often employees are subjected to personality tests such as the Big Five test by Jung or the Myers Briggs test. The idea behind such tests is to use a universal reference evaluation system to detect whether the employee is right for the post. For instance, a managerial position in the real world dictates that the person should be more social and decisive to their roles and responsibilities. In this case, the individual should test highly with regard to effective communication, efficient leader, team player, problem-solver, and have a good work ethic (Robles, 2012). With the intensified market competition, companies are seeking more diverse, innovative, and aptitude based employees. However, there are the paramount skills that an individual should possess with regard to the position being offered. Therefore, soft skills have become a common trend in determining a qualified employee.
The other set of skills in high demand from the employer are technical or hard skills. These are defined as the specific abilities that denote the mastery of expertise that an individual will be able to perform particular tasks within specified roles and responsibilities (Balcar, 2016). To this effect, the standard hard skills include computer knowledge, which spans from web design, type-setting to computer programming. Others include financial literacy, mathematics, legal, and quantifiable skills such as foreign languages and certification and licensing. The skill-set is regarded as a must-have just in case the specific company opts to highlight them (Balcar, 2016). Therefore, hard skills in correlation to soft skills are necessary skills that are in demand in the modern competitive market.
In summary, companies often acknowledge that possessing both hard skills and soft skills are an added advantage. To assess this, such skills are written down on a resume guiding the recruiter on the specific strengths of the individual. It is through such resumes that companies can determine if someone is fit for the position or not. Hence, the use of the right phrase or terminology is fundamental to securing the job that one desires.
References
Robles, M. M. (2012). Executive perceptions of the top 10 soft skills needed in today’s workplace. Business communication quarterly, 75(4), 453-465.
Balcar, J. (2016). Is it better to invest in hard or soft skills?. The Economic and Labour Relations Review, 27(4), 453-470.