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soft skills

The Top Soft Skills You Need on Your Resume

There’s been a lot of buzz about soft skills over the last couple of years. Employers are starting to pay more attention to them as it’s becoming increasingly difficult to find strong candidates in today’s market. Candidates with some of the hard skills hiring managers are looking for may not be available in this tight market. Thus, illustrating soft skills on your resume will help you stand out to employers.

Here are the top three soft skills and an example of how to demonstrate them in your resume.

Leadership

Even if the role you are applying for isn’t a leadership role, it’s essential to show examples of your leadership skills throughout your resume. Hiring managers want candidates that know how to take initiative, make tough decisions, and when necessary, navigate difficult situations. Showing off your leadership skills can also make you look attractive if this role has advancement where these skills will come in handy one day.

Example:

“Mentored my project management team on how to successfully adopt and utilize our new project scheduling software.”

Communication

Hiring managers are always looking through a resume to find candidates who possess great communication skills. And no, that doesn’t necessarily mean public speaking experience. Hiring managers want to ensure their next employee can clearly and effectively communicate with stakeholders, team members, and customers. Strong communication skills translate into excellent listening skills, attention to detail, and so many other desirable traits.

Example:

“Facilitated conversations between senior leadership and the quality control team to ensure everyone involved in our project was on the same page and aware of any potential quality issues.”

Adaptability

Adaptability is a HUGE asset to any team. Hiring managers want to find employees that are flexible and capable of successfully performing under changing environments. Just like in life, things happen in the workplace, and hiring managers want employees who can “roll with the punches.” This is especially true in fast-paced working environments when you have to think on your feet and adjust as challenges surface.

Example:

“Quickly learned how to proficiently use Adobe InDesign to help our marketing team develop brochures for our annual board meeting.”

soft skills, interviewing, hiring

3 Soft Skills You Need To Hire For

soft skills, interviewing, hiring

When you’re hiring your next team member, you will most likely scour their resume for hard skills. Do they have the experience and skills to perform the job? However, we recommend you take it one step further. Think of a list of necessary soft skills that will contribute to your team’s productivity and culture fit. While every company and hiring manager will want to look for different traits, we’ve listed 3 of our top soft skills to look for below. Additionally, you’ll find a behavioral interview question that will help you determine if a candidate has them.

Listening Skills

First and foremost, you want your employees to have excellent listening skills. But make sure you think beyond just absorbing information. Try to find people who will listen to feedback, take direction, and utilize that information in the future. Your best employees will use everything they learn to form their future strategy.

Question to ask in an interview: Tell me about a time when you took something you learned at a company and applied it directly to your job.

Ability To Take Criticism

Being receptive to feedback is what will make a good employee a great employee. You want to build a team that is not only open to constructive criticism from leaders throughout the company but also fellow teammates. As a bonus, look for someone who will not only accept the feedback but grow beyond exactly what they’re told and look for opportunities for self-improvement.

Question to ask in an interview: Tell me about a time when you received constructive criticism and used it to improve.

Grit

Every year, we pick a theme here at Johnson Search Group to guide our strategy. This year, we chose to focus on grit. By definition, grit means “firmness of mind or spirit; unyielding courage in the face of hardship or danger.” Your dream employees will be able to power through any trials or tribulations that come their way. They will take obstacles in stride and become better having gone through them.

Question to ask in an interview: Tell me about a time when you faced a difficult situation at work and how you overcame it.

soft skills

In Today’s Job Market, Soft Skills Are Just as Valuable as Hard Skills

soft skills

Before you apply to a new job, you’re most likely thinking about the hard skills you have that make you qualified. In other words, the exact experience you’ve had that pertains to this certain position. But do you also think about your soft skills that make you even more valuable?

A job isn’t just about the schooling, experience, and the things you know how to do. It encompasses a lot more than that. Having good personal skills are what makes you a great employee. So, instead of just focusing on your hard skills while looking for a job, here’s how to also quantify your soft skills as being just as valuable.

Stress your soft skills

When it comes to interviews it’s important to remember both your hard skills and soft ones. They make you the employee you are, and companies want to know about them. If you only focus on one or the other, you’ll lose a tremendous opportunity to show your full value and what you can offer to their team.

Stressing your soft skills in today’s job market will help you get the job. Great talent is hard to find. If you have a solid foundation of the hard skills they need, and great soft skills that they want, they’ll want to grab you in a hurry before someone else does. It all comes down to selling yourself and your skills. All of your skills.

You may not have the experience, but you have the foundation

You may have applied for a position where you don’t have all the experience or the background in every part of the job description they’re looking for. But that doesn’t mean you’re not qualified!

Your soft skills can get you over that hurdle, to where the team you’re interviewing with doesn’t focus on your lack of hard skills but realizes your valuable soft skills. Anyone can learn a new skill, especially if they have skills in that field already. Teaching someone soft skills is almost impossible, and if you leverage that, you never know what might happen in your career!

Today’s job Market allows your soft skills to stand out

Companies are struggling to find great candidates to fill their critical roles because there is a talent shortage. The best candidates are the ones with jobs nowadays. Which means companies are having to reach out to those who already have good jobs to see if they’re willing to transition.

So, when they find a candidate who may not have all the experience they’re wanting but has great soft skills, they will jump! No one is wanting to miss out on a great candidate who will help their company grow for something that can be taught. And if you are an employer that does miss out on great candidates, you could suffer by leaving your critical roles vacant.

In the end, use your soft skills to your advantage. Focus on them and try to improve them just like you do with your hard skills. You’ll be surprised to see the impact not only on your current position but your future roles as well.

And remember, if you’re looking to partner with great recruiters, reach out to Johnson Search Group today!

applying for a job

Are You Considering Applying For A Job On Our Website?

applying for a job

First things first, I’m excited you found our website and are looking at our job openings. While you’re here, take some time and look at all the great candidate resources available to you. From CV letters to interviewing tips, we have you covered.

But for now, if I am lucky enough to have you apply for one of my mining or heavy industrial jobs, there will be certain things I want to see on your resume, as well as certain things I need to hear when talking with you on the phone.

On your resume

Experience

I want to see in your background that you’re qualified for this position. Ideally, that you’re currently in a similar role or the role that you’re applying for is the next natural progression in your career path.

Results

In today’s candidate-driven market, clients want to see measurable results. Whatever the result (decreased downtime by x%, x number of days without a safety incident, increased production by x%, increased revenue by x%), make sure it’s on your resume.

Job specific certifications

Regardless of the role you’re applying for, there are job-specific certifications, especially in the mining industry, that help me show my clients that you’re the right person for the job.

On the phone

Motivation

When we talk on the phone, I’m really going to dig in on why you’re looking to make a move. Why have you applied for this specific opportunity? What are you looking for in your next employer? There are many reasons and motivating factors for why people change companies, and my clients want to understand this before interviewing candidates.

Soft skills

I invest a great deal of my time with my clients, and therefore, understand what their organization wants and needs very well. With many of my clients, a candidate’s soft skills are just as important as the hard skills. You and I might not specifically talk about your soft skills, but I can guarantee I’m actively listening for them during our conversations.

Consistency

Anybody can read a resume and I certainly will read yours before we talk. I want to hear from you about your previous work experience and day-to-day activity. I need to ensure it’s consistent with what I’m looking at on your resume. If I’m going to represent you to my client, we need to always be consistent.

Good luck with your job search, and I hope we can work together!

soft skills

Healthcare’s Top 3 Soft Skills

soft skills

Sure, your education and certifications are first and foremost with a career in Healthcare, as well as in any industry. Technical expertise is extremely important. Afterall, you are responsible for saving lives! However, to many hiring managers and HR team members, soft skills are just as important.

In some cases, these softer skills can mean the difference between life or death. According to Marco Coppola, the chief medical officer at Family ER + Urgent Care in Irving, Texas, these “softer skills including communication, and more specifically listening skills, can be the differentiator between an accurate diagnosis and misdiagnosis.”

Here are the top three soft skills that will ensure long-term success in your career in the healthcare industry.

Professionalism

Keeping a level of composure to maintain confidence in the patients’ care is vital. Maintaining professionalism and failing to be persuaded by emotional or personal ties is essential to help you make important choices. You must make your decisions based on training and experience. You don’t always have time to sit there and think “what now?”

Strong communication and interpersonal skills

Nurses, specialists, and doctors must be able to effectively communicate with other clinicians, doctors, and administrative staff. They also need to understand how to effectively communicate with their patients and their families.

Whether it’s needing to understand the non-verbal five-year-old patient, having a consultation with a patient’s parents, or working with other team members, strong communications skills are a must. And they are constantly being tested.

Emotional intelligence

Healthcare professionals are on the front line of communicating with members of the family or other personnel. A positive attitude and pleasant demeanor are imperative to establishing mutual trust, so this must be established quickly. The ability to demonstrate the empathy, showing compassion, and counsel in the wake of bad news or complication is part of the everyday job.

If you cannot illustrate these soft skills during the interview process, it will be difficult for the hiring manager to move forward with you, regardless of your education or certifications.

Is Your Hiring Process on Autopilot?

Is Your Hiring Process On Autopilot?

Is Your Hiring Process on Autopilot?

Have you ever been driving home after work with your mind wandering and not paying attention to anything around you and you suddenly end up in your driveway. It’s a scary feeling when you snap back to reality, realizing that your subconscious was on autopilot making every turn you’ve made so many times without having to think about it. There are so many different scenarios that could have disrupted my autopilot, turning this routine drive home into a complete disaster. A mind on autopilot can be a dangerous thing when operating a car, heavy equipment, or even an aircraft, and yet we are continually overtaken by the mundane repetitiveness and we allow it to happen.

Autopilot extends into many facets of our lives. We get set in a process that works and just coast. As I talk with clients about their hiring processes, I am shocked with how many companies rely on an automated hiring process to get candidates in their doors. Did you know that it is now taking US businesses an average of 29.3 working days to fill a job opening?

While there are a couple different explanations as to why the job vacancy duration is so high, when you boil it down it comes back to one thing: an autopilot hiring process. Also known as the common (but despised) phrase, “Well we’ve always done it this way.”

Is Your Hiring Process on Autopilot?

There are many factors that affect how you search for and hire a candidate, and they are constantly changing, pushing you to get off autopilot. Here are the ones that are currently affecting the time to fill and the difficulty that companies are facing in hiring qualified people:

Candidate-Driven Market

The concept of a candidate-driven market has been reiterated across the internet this year, yet many companies choose to ignore it and lose out on top candidates. In 2016, candidates are receiving multiple offers in a short period of time, and they are not waiting 15 to 30 days for a job offer.

Succession Planning

The baby boomer generation is reaching retirement age and leaving the workforce in droves. This movement has been deemed “The Silver Tsunami.” A vast majority of companies did not examine the long-term and have not planned for the proper succession of their workforce. This combined with the job-hopping habits of young Millennials has left organization scrambling to rebuild their teams.

Downsizing

Downsizing is occurring across the country in many different industries. Whether due to poor market performance, automation technology, or new government regulations, companies are trimming the fat across all departments. When employees hear even the hint of a rumor regarding downsizing, they jump ship to ensure career stability. This can leave a critical gap in the company’s infrastructure.

“Check the Box” Recruiting

When your HR team is considering candidates, do they simply examine their resume to make sure they “check the boxes” on the job requirements? If so, you’re missing a huge opportunity to asses candidates for soft skills and culture fit up front rather than getting through two rounds of interview only to find that this candidate is not ideal for this position or team.

Leaving your hiring process on autopilot will cause you to FAIL when faced with these hiring obstacles. In order to land the A+ talent that your team so critically needs, replace autopilot with an agile recruiting process. Or better yet, let JSG take the helm!