Why Transferable Skills Really Matter During the Recruitment Process - Exam And Interview Tips for EAITians

March 28, 2019

Why Transferable Skills Really Matter During the Recruitment Process

Hiring the perfect candidate – one who quite literally meets all of the requisites of a job description – is becoming more and more of an impossibility in all fields. It’s difficult to locate a candidate who has the right combination of experiences, education, and skills.


Talent is, of course, in very high demand. As a result, most corporations need to radically diversify the ways by which they seek out candidates and the individuals they may or may not hire.


Indeed, the trajectories of respective “careers” – if they can still be called that – is very different from the paths laid out, say, twenty years ago. Individuals are constantly changing jobs, careers, and even industries.

Given this inclination towards change and fluidity, there are so many kinds of experiences and knowledges being brought to the table. Just about any industry is full of a variety of folks with the know-how to open up and radically change the rules.

Even those people who have been in the workforce for a decade or two are quite confused and excited, simultaneously.

However, nearly half of the professionals who are middle-aged aren’t sure what a career path ought to look or feel like. Suffice it to say, this makes it quite necessary for leading executive search recruiters to seek out and grab hold of the best talent on behalf of companies in need of new hires.

Transferable Skills Really need?

In order to more effectively navigate this kind of recruitment nightmare, companies ought to spend more time and resources focusing on transferable skills in our current job market.

Companies need to look beyond what a candidate in previous positions in competing companies or other frivolous things like where a candidate went to school. Focusing on the present is much more important and rewarding.

This means prioritizing the candidate’s skill set, willingness to learn, and how well they would fit into company and will navigate its values and morals.

Because many of today’s innovative job categories did not yet exist ten years ago, it’s necessary to recall that the skills needed for a specific job aren’t one-size-fits-all.

When hiring managers take a closer look at the underlying skills needed for a role and then look for people with those skills, unique solutions often become more apparent.

Eliminating a candidate simply because they lack the experience truly needed for a job, or a specific requirement is short-sighted.

Given that great talent is difficult to come by today, rather than focusing on trying to find a needle in a haystack, invest in on boarding, training, and helping new hires apply transferable skills to their new role.

Soft skills have received a lot of attention recently. They are proving to be just as important, if not more important, than hard skills and experience when recruiting talent. Soft skills such as adaptability, drive, and motivation are essential.

Companies that are moving away from hiring based on experience and are more open to less traditional candidates are seeing success.

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