{"id":43787,"date":"2017-02-28T16:53:47","date_gmt":"2017-02-28T20:53:47","guid":{"rendered":"https:\/\/brocku.ca\/brock-news\/?p=43787"},"modified":"2017-02-28T16:53:47","modified_gmt":"2017-02-28T20:53:47","slug":"want-a-job-bring-people-skills-and-problem-solving-to-the-interview-table","status":"publish","type":"post","link":"https:\/\/brocku.ca\/brock-news\/2017\/02\/want-a-job-bring-people-skills-and-problem-solving-to-the-interview-table\/","title":{"rendered":"Want a job? Bring people skills and problem solving to the interview table"},"content":{"rendered":"

Recent graduates looking for work take note: if you relate well to people and take initiative to solve problems, you\u2019ve got the edge over other applicants.<\/p>\n

And, according to new research from Brock University\u2019s Niagara Community Observatory (NCO), if you can show the interviewer how you\u2019ve used these skills effectively in the past, it\u2019s likely you\u2019ll get the job,<\/p>\n

Relationship-building, problem-solving and other \u2018soft skills\u2019 \u2014 along with attributes such as adaptability, enthusiasm and a desire to learn \u2014 are critical factors when potential employers assess recent graduates, says the NCO\u2019s brief, \u201cIs there a skills gap? Understanding what Niagara employers are looking for in recent graduates<\/a><\/em>.\u201d<\/p>\n

The NCO and Brock Researcher Kate Cassidy, the brief\u2019s author, released the findings Tuesday, Feb. 28 at the University. Panelists included Mario De Divitiis, CEO of Niagara Workforce Planning Board, Rachel Crane, Chair of NEXTNiagara and Jeremy Bout, Executive Producer of Edge Factor. Mishka Balsom, CEO of the Greater Niagara Chamber of Commerce and Regional Chair Alan Caslin also addressed the crowd.<\/p>\n

\u201cCandidates tend to focus on the technical or hard skills required for a role and brush over the soft skills listed in the job ad,\u201d said Cassidy, director of Community Learning and Youth University at Brock. \u201cEducational qualifications and experience are still important, but having these alone won\u2019t be enough to stand out and succeed.\u201d<\/p>\n

To determine how Niagara employers define \u201ccareer readiness,\u201d Cassidy and her team interviewed 44 professionals from 39 large and small organizations across a wide variety of sectors.<\/p>\n

The research team asked employers what they look for in entry level hires, whether they find young applicants to be adequately prepared for work, and what needs to be done to prepare the workforce of the future.<\/p>\n

\u2018Hard skills,\u2019 technical expertise or content knowledge, are important and desirable. However, employers report that they look at the \u2018whole person\u2019 when making hiring decisions, and it is often soft skills that set the successful candidate apart from the crowd.<\/p>\n

Employers are also interested in experiences where young job-seekers have developed and used the hard and soft skills that are relevant to the job they are applying to.<\/p>\n

But \u2018experience\u2019 in this case doesn\u2019t necessarily have to be past professional employment. Activities employers value include \u201cvolunteering, athletics, participation in clubs, living overseas, general employment and life-changing challenges that brought about personal growth,\u201d says the brief.<\/p>\n

Despite the importance of soft skills, the Niagara employers surveyed indicate they are seeing a soft skills gap in many of the job applicants they encounter.<\/p>\n

\u201cThey told us many young people cannot convincingly illustrate the presence of skills with good examples from experience and cannot talk about how specific soft skills will enhance their performance in the role they are applying for,\u201d says the brief. \u201cOther research has also noted this inability to adequately discuss soft skills as well.\u201d<\/p>\n

The brief recommends measures to develop or enhance soft skills development, including:<\/p>\n