Welcome back! I hope you’re having a great start to the year.
As we all know, the labour market remains tight. And there’s tough competition for candidates with the skills your company need.
So in this edition, we’re going to look at how you can use transferable skills to expand your talent pool.
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Hiring can be hard. Especially for the roles every company, in every industry, is after. Like developers, sales people and marketers.
To get the edge on your competition you need to do something different. To try new ways of finding qualified people.
One great way to expand your talent pool is by looking for people with the skills you need but that are working in different jobs or industries. Because as work becomes more and more collaborative and team based, the skills needed to be successful are becoming increasingly common.
After all, who isn’t looking for someone that can:
But most roles also need specialist skills and knowledge. Some of which require years of study and training. So the goal is to identify jobs where the skills needed to be successful can be found elsewhere, and the other parts can be learned on the job.
For example, say you’re looking for a digital marketer. Your company has design and content guidelines, so the skills you’re looking for are: to connect with your target market, build and engage an audience, and copywriting.
Instead of looking for people already in this role, you might be able to give someone in your customer service team a chance.
Your customer service reps get a good understanding of your customers from helping them all day. Your customers’ pains, motivations and desires. All of which can help identify and appeal to a target audience. And if they’ve also built up their own followers on social media, they could be a great fit.
Then, to replace them, you could find someone with great customer service skills from a different industry - like hospitality or retail.
So, how do you identify transferable skills?
Honestly, it can take a bit of work. But the following articles will help.
And although you’ll find some of the articles are written from the point of view of someone changing career, the approach used to identify transferable skills is the same.
A good article about the challenges of the current labour market - some jobs disappearing and others with skill shortages.
But it can be difficult to hire people from other jobs or industries because:
To help, the article includes two great tools based on the US Labor Department's O*Net database. One showing how much overlap there is between many seemingly dissimilar occupations. And another where you can enter a job and find other jobs with similar skills.
Instead of looking at jobs as a list of skills and knowledge, this article suggests looking at the objectives you want the job to achieve. The aim of this approach is to be more in line with what the job actually needs - and can lead to more diverse candidates.
One way to develop these performance objectives is to use ‘work types’, which classify work into four categories:
When opening a new job requisition, you can ask the hiring manager to develop 1-2 performance objectives for each work type. After prioritising these, a couple should stand out.
Then, each candidate’s accomplishments, not job type or industry, are used to measure how well they fit against the key work types.
Ex-service personnel can be a great source of talent. But if you’ve never served, it’s hard to know what many of the jobs are let alone know what skills the people doing them have.
That’s where this tool can help - it translates military titles into skills we can all understand.
This LinkedIn article shares the 15 most in-demand soft and hard skills for 2020.
These are the skills everyone is looking for. So you can get ahead by looking for these skills in places where your competitors aren’t looking.
Or you can use them to focus your own career development 😉
That’s all for now - I’ll be back again in 2 weeks. If you have a question, or article you’d like to share - - you can get in touch here.
And you can find all the past newsletters here.