What non-technical skills do you understand that a job applicant needs to be hired – experts answer
The work of a career consultant requires you to collect market requirements in various industries – IT, retail, logistics, development. More and more companies want to develop soft skills in employees, and I add these competencies to my educational plan with my clients. But in addition to technical skills, most employers want to see in their employees 3 main parameters:
- Creative ability.
- Coincidence in values.
Creative ability the applicant can be expressed in a desire to change the professional and personal spheres of life: to get a position, increase income or build a house. Of course, your professional interest is important to the employer, and not a round-the-world trip for 300 days, therefore HR and the head find out at the interview your motivation for money, influence, creating a new product and success. Creativity reflects the tasks that the applicant will perform on the road to achieving a large goal, for example, growth from team lead to IT director.
Curiosity – An indicator of an indifferent attitude to work and desire for order. Each manager wants to spend less time on staff routine, so a healthy curiosity to optimize processes is welcome. You can find out whether the curious applicant is through the following questions:
- What technologies would you like to learn and for what?
- One routine task takes 80% of the employee’s time. Will such a situation suit you and why?
- If the contractor is inclined not to fit into the deadline, how do you predict this?
Values – the most difficult unit to evaluate. It is important that the leader and HR themselves clearly understand the values of the company and ask accurate questions. Otherwise, it can play against the brand, for example, the question “what can make you spend the night at work?” The applicant may perceive as a promise to overwork and workaholism, rather than checking the level of responsibility in the work. Therefore, if you want to know about readiness for processing, you should ask: “Can you be called a workaholic?”
It is worth asking about a person who is an example for a future employee – an entrepreneur, father, colleague or other person. Describing the merits of a person, the applicant will talk about those qualities and actions that are important to him. This is a sociopsychic structure of a person – we like those who are like us.
You can also ask: “Have you fired employees and why?”. In response, you will hear actions that are unacceptable for the employee and understand what is really important to him.
Interviews in Big-3 and Big-4 use not only analytical cases, but also creative thinking tasks: “What is the cost of a Boeing-747 and why?” Or “How many ping-pong balls will fit in a Boeing?”. For IT companies, this may be a test of the logic of thinking and the ability to defend their position, but are you ready to shock the applicants in this way?