Have you ever considered that you might not always need to recruit based on "on-the-job experience"? Many soft skills are extremely transferable and looking "outside the box" can make a huge difference to the pool of talent that's available to you. The results of a recent Talent Shortage survey by Manpower Group, 77% of global employers said they are having difficulty recruiting - and in the UK, the figure is even higher at 80%. So it's clear employers need to think differently about the types of skills they're looking for to fill hard-to-fill roles.
In this blog we'll look at common soft skills and how to identify them to transform your recruitment strategy and uncover hidden gems to fill those empty seats faster and more effectively.
The power of transferable skills in today's recruitment
The job market is ever-evolving so the concept of transferable skills is gaining traction amongst some employers. So what do we mean by transferable skills? They are soft skills gained in one context (from another job or a university project for instance) that can be applied in another, often unrelated, environment. The area recruiters need to think hard about is how to recognise those skills, especially in sectors facing acute skill shortages like health and care.
For instance, a broad skill like being an empathetic customer-facing retail assistant can be invaluable in healthcare roles such as a healthcare assistant. Similarly, people with experience in the corporate world (with skills in communication and collaboration for example) can translate into effective classroom management for teachers. With a focus on transferable skills, organisations can tap into a broader, more diverse talent pool that may otherwise be overlooked.
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How could transferable skills translate into real-life examples?
Example 1: Consider the case of a former hospitality manager who transitioned into a role as an operations manager in a logistics company. The organisational, customer service and crisis management skills developed in hospitality were directly transferable and highly beneficial in their new role.
Example 2: A former military personnel who successfully moved into a project management role within the tech industry. The discipline, leadership and strategic planning skills gained in the military provided a strong foundation for managing complex projects and leading teams effectively in a civilian context.
Example 3: A retail worker can transition into a healthcare assistant role. In their retail job, they developed strong customer service skills - patience, empathy and effective communication. These transferable skills prove invaluable when closely interacting with patients, often in stressful or emotional situations.
The transferable skills you could be considering
Dependability/reliability
Look out for traits such as punctuality, precision, accountability, effective time management and organisational skills.
Leadership and team management
Sometimes, consider looking beyond skills that just show traditional leadership traits like overseeing and directing a team. Leadership and team management skills can include much more than that - from leading a project, inspiring colleagues to collaborate towards common goals or fostering effective communication, problem-solving and relationship-building. Think about the abundance of candidates this could include and with some mentoring could flourish and develop.
Communication
It's clear that effective communication skills are an essential part of everyday life and work life. Look out for candidates with proven skills in getting information across clearly to managers and their peers. Retail workers, call centre operators and marketing assistants: are examples of the types of people who should have outstanding communication skills - whether that's in writing, in reading body language or simply being able to convey a message well.
We would bundle these four skills with communication - look out for where candidates might have gained these skills:
Writing: Do they have experience in writing reports, financial documents, emails, memos or marketing copy?
Speaking: How do their current or previous roles show their skills in speaking? Have they been involved in public speaking or worked as part of a project team? Can they interpret nonverbal cues like body language, facial expressions and gestures?
Listening: Candidates who can demonstrate active listening have a deep understanding of a speaker's perspectives, concerns, queries or directions.
Presenting: Does their experience point to them delivering engaging and compelling presentations to different audiences?
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Empathy
As I mentioned at the outset, identifying empathy skill sets can be crucial. We've all heard of the crisis in the care sector - so look at this soft skill in candidates for roles like healthcare assistants or care workers. After all, empathy involves understanding and connecting with a person's emotions, thoughts and perspectives.
Organisation
Have they worked in the corporate world working or leading on projects? Or experience in sectors that are known to be time-pressured like advertising, or other roles like bid management or sectors where deadlines are frequent? To survive and thrive in any of these scenarios, good organisational skills are key.
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How to identify transferable skills in the recruitment process
It requires a strategic approach and an understanding of the core competencies needed for a role - recognise where these competencies exist in other industries/job types. For example, having attention to detail and organisational skills are crucial in both admin and project management roles, regardless of the industry - could these skills translate into filling one of your frequently recruited roles?
Another example is good communication and empathy, an essential skill in many roles, especially customer service but equally important for roles in the health, care or education sectors. Map out these overlapping skills to identify candidates who may not directly have experience in the field but hold the underlying skills needed.
Organisations can also look at assessments, interviews and references. More on that below.
Assessments
Assessing transferable skills during recruitment requires a shift from traditional resume-based evaluations.
Create realistic skills assessments or situational judgement tests to simulate real-world tasks. These should be scenarios that reflect the responsibilities candidates might encounter in the role you're recruiting for. They'll help you evaluate a range of skill sets, providing insights into how candidates approach challenges and tasks. Equally, it also provides candidates with a glimpse into the job's requirements, ultimately helping to reduce turnover and attrition rates.
Interviews
At the interview stage, present thought-provoking behavioural queries to candidates. This can help candidates demonstrate their competencies using real-life examples from their past experiences. For instance, encourage candidates to share their experience of a challenging project that required teamwork and/or critical thinking. Use STAR approach - Situation, Task, Actions, Results - and help guide candidates to showcase their skills.
References
Most commonly taken at the pre-boarding stage, candidate references are a great way for organisations to cement their understanding of a candidate's skills following assessment and interviews. Ask for references where the candidate's required skills are showcased.
Promoting a culture that values transferable skills
For organisations to effectively utilise transferable skills, they need to foster a culture that values versatility and adaptability. This means encouraging continuous learning and professional development and recognising employees who show flexibility in their roles.
Supporting internal mobility and career progression is also key. Offer opportunities for employees to work across different functions and departments to build a workforce that's better equipped to adapt to changing market demands and organisational needs.