TRANSFERABLE SKILLS, NEW OPPORTUNITIES

Martine Yzerman, WRLA

Do you find yourself searching for candidates who have experience in a particular field with a certain skillset but coming up short? You are not alone. Many HR managers assume that industry-specific experience will shorten the onboarding process. Unfortunately, this approach can backfire and even worse, it may mean missing out on exceptional talent.

Most industries are actively trying to fill positions. Over 60 per cent of entry-level postings within our industry have been open for over six months. The time is now for hiring managers to review and reconsider their hiring practices. Interviewers need to look at being more flexible and creative when finding and interviewing potential candidates. Just as you are adapting your traditional hiring methods, allow yourself to look for transferable skills which could adapt to fill the post. Consider that your candidates’ transferable skills typically allow them to be adaptive, flexible, and critical thinkers (just to name a few). These skills will be invaluable now and in the future.

So, what really is a transferable skill? Let’s get clarity on ‘transferable skills’ and what it means. For example, regardless of the industry, clear communication is integral to successful teams and organizations. Other transferable skills, such as effective problem-solving and strong time management skills, are critical for any organization. These skills are applicable in a variety of different situations. Typically, candidates with diverse transferable skillsets are highly adaptable, think on their feet, and find creative solutions to company challenges. For example, a candidate who has worked as a customer service representative has likely established communication and interpersonal skills which are transferable to various roles.

Looking to create a dynamite team? During your next interview listen for some of the key transferable skills: adaptability, critical thinking, creativity, leadership, motivation, organization, problem-solving, research, teamwork, and interpersonal skills.

Don’t count out candidates with a diverse resume and a variety of work experience. Instead, look for a pattern in the roles. Did they work in marketing, customer service, and sales? They likely possess several transferable skills including strong people skills which are applicable to many positions. Be sure to let the candidate share how they handled a stressful customer interaction and listen to how the skills applied could transfer to the role you are trying to fill.

Before conducting your next interview ask yourself these questions:

Am I clear on the skills required for this role and what will make someone successful in this role?

What type of candidate would be a great fit on the team and exemplify company values? Remember that during the interview, it is critical that your hiring manager can clearly articulate the company values and feel confident that the candidate would be a great fit with the culture. An easy way to show your values is directly on your website. Can visitors to our site get a sense of your company culture? Remember when candidates align with the company values, you’ll experience engaged, empowered and valuable employees.

Growth is not only applicable to the company’s bottom line, but also top of mind for most employees. Are you able to effectively communicate what the company is doing about employee professional development and internal growth opportunities? Consider sharing employee development success stories on your website. Candidates want to know that the company they are interviewing is intentionally ensuring growth and skill development is available to them.

When you are searching for your next ‘employee of the year,’ ask yourself what transferable skills will set your team up for success. Hiring for transferable skills can help businesses create a more diverse and inclusive workplace. Position your company to take advantage of new opportunities that arise, be flexible to change, and continuously flex your competitive muscle to ensure you are leaders in your field.

Lastly, what are we doing to attract people to our industry? How can we avoid competing for the same candidate? How can we collaborate on initiatives to minimize barriers for underrepresented groups? How can we effectively communicate to youth, Indigenous people, new Canadians, and women? Now is the time to demonstrate that we have a culture of diversity and inclusion. We need to communicate that the industry welcomes transferable and diverse skill sets. The WRLA is here to work together with you and tell everyone that the Building Industry is chock full of opportunities.