A big trend in workforce development and recruitment in recent years has been the shift to hiring based on skills rather than degrees. As higher education costs have risen and the market for talent has grown more competitive, employers are casting a wider net with a more inclusive set of job requirements. Instead of expecting every candidate to have a bachelor’s degree from a prestigious college, more employers are looking at skills as indicators of an employee’s potential performance.
This is a positive step forward for people from underrepresented and overlooked communities, but it’s important for employers to recognize that skills-based hiring is just one step in a larger process of developing your early career employees, many of whom enter the job market with potential, but need time and experience to flesh out their abilities.
Let’s look at what “upskilling” means now, in the new world of skills-based hiring.
Characteristics That Make a Strong Employee
Every hiring manager wants smart people with motivation, hustle, and enthusiasm who will work hard and learn on the job. Many gig workers, retail and restaurant staff, and minimum wage employees possess these characteristics in spades, but get overlooked because they lack a bachelor’s degree or past experience — which many employers still believe predict future performance.
People who face significant obstacles to getting hired might benefit from additional upskilling — not only related to in-demand skills, but also to the cultural nuances of navigating the corporate world and building social capital.
To break into a first-time professional role, many job seekers receive generous introductions from family or college alumni networks that help them get noticed at a stage of life when they don’t have extensive experience or skill sets.
Here are five examples of professional skills, sometimes referred to as soft skills, that will help entry-level employees who may lack those privileges get their foot in the door — and build richer careers in the long run.
- Building social capital.
People who have been working minimum wage jobs and haven’t had the opportunity to attend a four-year university may have a steeper uphill battle when it comes to building a professional network.
One of the best places to start is to invest in building relationships with peers. This often happens by going through a shared experience, such as a training program, bootcamp, community college or other short-term group learning cohort. Creating fond memories together can be the best building block for long-term career connections, and forming relationships widely can lead you to industries and opportunities that weren’t on your radar.
- Leaning on weak ties.
Research has shown that “weak ties,” or people who are acquaintances but not close connections, are often the most vital for socioeconomic mobility, as they can open doors and refer us to jobs that extend outside our immediate sphere. Even if you don’t have a strong relationship with someone, the data shows that a positive impression or interaction with a professional could result in an introduction or referral. This is why it’s important to build connections wherever possible and nurture them over time.
If you’re a job seeker, start by reaching out to people on job sites like LinkedIn or Indeed to request informational interviews: bonus points if you have a connection in common! The goal isn’t to ask for a job right at the outset, but to have a conversation and see what you can learn from them.
- Marketing oneself.
Learn how to tell your story, capture your key strengths, convey your value proposition to employers and package it into a 90-second elevator pitch or one-page resume. Think about key points to include by answering:
- What challenges have you overcome?
- What goals are most important to you?
- What values or causes are you looking for in an organization or community?
- How can you quantify any of the achievements you have accomplished?
- How can the skills you’ve learned at a particular position be transferable to a variety of different roles?
- Developing a growth mindset.
People who possess a growth mindset believe that when they extend effort, they can achieve a better outcome, while those with a fixed mindset generally consider themselves to be stuck in a particular circumstance regardless of hard work.
With supportive mentoring and coaching, people can cultivate more of a growth mindset, where they recognize that they have the ability to learn additional skills and reach their goals. People with fixed mindsets tend to shy away from taking on challenges that they aren’t sure they will accomplish and would prefer to stay in safe places where they know they will succeed, but not need to stretch.
Early career employees have ample opportunity to learn and grow by working with a mentor, or by leveraging available resources like online courses and training videos. Cultivate a mindset of continuous learning and make yourself a valuable asset by committing to continued growth, whether it’s by periodically upskilling or immersing yourself in best practices of your chosen field. The best way to accomplish this is to find peers who want to learn alongside you.
- Mastering the art of the follow up.
Many connections won’t initially lead to a job. Stay in touch with people periodically regardless of the outcome. Keep contacts and connections updated on what moves you’re making, how your job search is going, and insight you gained from a conversation you had with them. In other words, find excuses to stay in touch and on their radar.
Don’t be afraid to reapply to organizations you initially weren’t hired at, especially if you’ve gained new skills or experience — a rejection can eventually turn into a success.
Why Soft Skills Are the New Must-Haves for Career Success
While learning in-demand skills is a worthy venture for early career employees, focusing on soft skills is arguably even more useful in the long run. Technical expertise can be learned on the job, but soft skills often require additional time and effort, and will be applicable across a variety of roles and industries.
In the new environment of skills-based hiring, it’s imperative for companies to invest in their people — not only with job-specific technical skills, but with support, nurturing and mentoring to help people build long-term career success.
