HOW VALUABLE ARE SOFT SKILLS TO YOUR EMPLOYMENT PROSPECTS?

Marc Denham • Sep 20, 2021

Good communication. Initiative. The ability to work in a team. So-called ‘soft skills’ such as these have long received short shrift from bottom-line worshiping monetarists who believe the only assets of any value comes with a price tag that can be quantified to the cent.

Luckily, those attitudes are on the way out. Increasingly, employers are not only looking for soft skills, they’re rebranding them – more fairly – as ‘essential’ skills. A recent New Zealand survey asked employers what they valued most in an entry-level applicant. The response was clear: being a confident team player with strong communication and analysis skills were all more important than starting a job with technical know-how but no essential skills.

The Development Economics research group say such skills are worth 88bn pounds per year to the UK economy, with customer-facing businesses benefiting the most. Without them, businesses face more problems meeting and exceeding their customers service expectations; difficulties and delays in the introduction and marketing of new products and services; and an increase in operating costs.

Corporate powerhouses like Barclays and McDonald’s – no strangers to short-termist bean-counting economics – have spoken out in support the findings. And why not? After all, technical knowledge can be learned on the job. Skillful identification and effective handling of crisis-situations tend to be more innate qualities, often found in workers who thrive on their wits rather than their qualifications.

These candidates can be hard to identify on paper, which is why the interview process is so crucial. Jez Langhorn, Chief People Officer for the UK branch of McDonald’s, claims half a million UK workers will have their career aspirations hobbled by a lack of interpersonal and time management skills:

“I can’t think of any job where those skills wouldn’t be important… but they are not recognised as much as they should be,” said Langhorn, adding that many employers value such practical skills over academic credits.

It’s not hard to see why businesses in the developed world are no longer relying solely on academic performance as an indicator of worth. With so many school-leavers entering tertiary education as a matter of course, a university degree is no better indication of aptitude than a secondary school diploma was 30 years ago. Rather, a university degree is regarded by employers as evidence of a base level of competence. Finding that one exceptional candidate means identifying essential skills.

Most job-specific skills can be taught to any reasonably intelligent person. Trying to foster a brand new work ethic in a recent (and perhaps reluctant) graduate is a lot harder. The smart money says: recruit for attitude, train for skill.

Marc is a Director of The Talent Hive and leads our IT recruitment practice. Originally from the UK, Marc has been living in Christchurch, New Zealand for ten years and working in the recruitment sector for just as long. Marc has worked as an in-house recruiter and within multinational recruitment consultancies and independent SME recruitment businesses.

At The Talent Hive we specialise in connecting IT & Engineering professionals with the right career opportunities. We encourage collaboration, socialising your success and sharing industry insight and expertise. Start the journey, connect with The Talent Hive today.

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Temp & Contract Recent Trends

01 May, 2024

The economic conditions are influencing the contract employment landscape in several ways. Here are some of the trends Talent Hive has seen recently. Demand Shifts NZ firms facing economic headwinds are hesitant to commit to FTE hires but with projects and deadlines still to deliver on, there is likely to be more reliance on temporary and contract solutions to manage workloads in the coming months. Available Talent Although not widespread, layoffs and restructures in the Tech sector could lead to a larger pool of candidates available for temporary and contract work, and Talent Hive has seen an increase in enquiries from people looking to understand how they might set themselves up for contract engagements. This has the potential to increase competition but could also provide businesses with access to qualified talent on a flexible basis. Tech Sector Specifics We are seeing an increase in demand for contract staff recently, particularly Software Developers, Integration and Solution Architects, and Business Analysts. This upswing in demand is reflected in the recent Seek job listings data. There are 207 Contract IT/Tech roles advertised on Seek today and 23% of those contract roles have been listed in the last 7 days. 52 of the 207 contract roles advertised are for Software Eng/Developers with 30 listed ads for Contract BA’s. Wage Control In Stats NZ’s latest update, New Zealand's salary rates actually increased by 4.1 percent in the year to March. That labour cost growth slightly outstripped inflation, which was sitting at 4 percent. Contract hourly rates in the Technology sector have stabilised in recent months as hiring demand has decreased and we may even see hourly rates come back a little, particularly for role types where there is an oversupply of contract talent. Hybrid Work Trend One trend we are certainly seeing in the contract market are fewer remote work opportunities. Increasingly there is a requirement for contractors to have the ability to work some of the week at a designated office and this is restricting the opportunities contractors are able to go for. Full remote work options aren’t completely gone but they are significantly reduced. Contract candidates must be open to in-office work for at least some portion of their engagement. Overall, the current climate creates a complex landscape for both businesses seeking talent and professionals exploring temporary and contract opportunities. Success for Contractors will depend on adaptability, flexibility around rates, and contract length. Talent Hive's Value Talent Hive's understanding of the current market dynamics, along with our strong network of skilled professionals, positions us uniquely to support both clients and candidates Addressing Uncertainty: For businesses navigating hiring uncertainty, Talent Hive offers flexible staffing solutions. We have access to contract talent that are ready to fill immediate skill gaps and help organisations manage fluctuating workloads. Beyond Just Tech Skills: We understand that finding the right technical expertise is only half the battle. Talent Hive's strong connections within the contractor talent pool allow us to identify professionals who are not only technically capable but also a strong cultural and organisational fit for our clients. This approach ensures smoother onboarding and a positive impact for both the contractor and the employer. We would like to share some of the contractors we’re working with at the moment. Click below to view some of the great IT talent we're working with to find roles at the moment.