Skills recruiters are looking for in employees post-pandemic

7 skills employees will need to thrive in the new workforce

May 20, 2021 3:26 PM

In order to keep up with the ever-changing recruiting landscape, applicants may need to brush up on just what kind of skills employers are looking for.

Over the last decade people-oriented competencies — such as teamwork, coaching and customer service — have been valued by employers, according to a research report by hiring solutions company, PSI Services. The pandemic, however, disrupted more than just people’s careers; it’s irreversibly changed what employers want from potential employees moving forward.

"Today's world of work is continuously changing, and this presents a significant challenge for organizations when hiring and managing their most important resource — their people," said Dan Hughes, director of international research and development at PSI in a press release.

To accommodate for a heavy influx of job searchers, employers have broadened their recruiting network: 48% have expanded postal codes for potential recruits and 47% added more remote roles to existing positions, a survey by HireVue found. In order to adapt to the continued change the workforce is likely to see, applicants will need to be able to cope and adapt in new ways.

"Competencies continue to provide a simple, clear and observable way to determine what 'good' looks like in a job and measure performance,” Hughes said. “Our aim is to help organizations understand which competencies are important to focus on in the post-pandemic workplace so they can look for these skills in tomorrow's workforce."

PSI shared a comprehensive list of the top competencies companies will be looking for in the decade ahead.

Critical thinking

Critical thinking and analysis is the skill with the most increasing demand from organizations, the study found. Managers need to be able to appraise data and information from a range of sources, quickly understand what is essential for decision-making and objectively question ideas and assumptions.

Learning agility

The labor force has been faced with a number of changes in the last few years. Consequently, managers can no longer rely on strategies and approaches that have worked in the past. To be effective now, according to the report, people must critically and objectively evaluate their experiences and apply their learnings to new situations and opportunities.

Digital dexterity

The adoption of technology in the workplace continues to grow — artificial intelligence and other forms of automation are increasingly being used to eliminate hiring biases in recruiting efforts and to streamline hiring processes. Employees now need to be able to grasp and leverage new technologies rapidly, either through personal learning or by empowering others to achieve innovations and efficiencies, the survey found.

Building relationships

With more automation, the jobs that remain will increasingly focus on areas that human employees can perform better than machines, such as emotional intelligence and social skills, the report found. Remote work is anticipated to be a permanent fixture in company policies, which means there will be a lasting need for employees to be proactive in how they communicate and collaborate.

Resilience

The recent pressures on employee well-being and mental health have highlighted

the importance of building personal resilience, the report found.

Telehealth, virtual wellness programs and online therapy programs have all skyrocketed in popularity and utilization during COVID-19, yet a large percentage of employees are still struggling with increased rates of anxiety, depression, stress and burnout.

People need to be able to cope with setbacks and change and bounce back from these effectively.

Change orientation

The rise of digital tools and automation is changing job requirements, organizational structures, and market needs, according to the report.

Nearly three quarters of the global workforce is looking to transition out of their current work environment — 85% of which are Gen Z workers, according to a recent workforce review study conducted by ADP. One in seven workers between the ages of 18 to 24 are actively trying to move into a new industry that they consider more “future proof.”

Employees ultimately need to maintain a positive attitude towards change in work activities, skill requirements and organizational structures by embracing the change and appreciating the opportunities that it presents.