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Skills for the new era

What defines the new era?

  • Technology - where video technology is the new norm

  • Market-intelligence - using data to understand and advise clients

  • Emotional intelligence - using our personalities to establish long-lasting connections

What key skills do recruiters and leaders need for the new era?

  • Adaptability and flexibility: be agile as rigid ways of working can cause your business to fall behind your competition

  • Being tech-savvy: mastering the available tech is key to staying ahead of the game

  • Creativity and innovation: be future-oriented and inventive in how you engage with people

  • Data literate: your business is driven by using your data intelligently

  • Curiosity and critical thinking: be a critical thinker to understand and analyse your candidate base

  • Leadership: be honest with yourself and your people. It's okay to say you're not sure about some things.

  • Emotional intelligence: we are moving to an era where personalities are the power of influence for businesses to develop

  • Commitment to life-long learning: keep challenging yourself and others, encourage people to learn skills outside of the recruitment merits

How do I identify and develop skills to drive business performance to create a fit for purpose workforce?

  • Ask yourself as if you were a buyer of your services “what skills would you like to see?” and “in what would you place your trust?” – this should help identify the skills your business needs right now.

  • Key characteristics/skills: compassion, character, competency, commitment, connection, collaboration, courage, “can” deliver results and consistency.

  • Try using psychometric testing to understand an individual’s level of Emotional intelligence (EQ). In the new world, it’s important to be empathetic, be an active listener, be genuine, and have a level of charisma connected with good verbal skills.

  • Segment roles to best utilise people’s strengths; employer value proposition (EVP): external (face of the business), internal (internal culture needs to reflect the external culture) and people (how you treat them, empower them, delegate, etc.).

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