By Alan Rohlfing
Soft skills. Whether you’re a supervisor, business owner, military leader, or employee, no doubt you’ve heard how important those are in the world of work. They’re defined by some as an individual’s ability to sense, regulate, and respond in a constructive way to other people’s ideas…as a way to explore resolutions to issues, problems or conflicts with others…and as a way to exercise influence and build trust. Organizations with an inherent appreciation of those skills often see their value reflected in the bottom line, and those that work in the Human Resources space will tell you that it’s the application of soft skills, or lack thereof, that keeps them busy. That said, it shouldn’t come as any surprise that there’s a great deal of attention on soft skills in the job search process, from the resume to the interview and beyond. Knowing how to emphasize your soft skill strengths can mean the world to a hiring manager.
The standard that was: historically, the goal of most resumes was to show – on paper – the hard skills that job seekers could bring to an organization, typically through education or experience. And for sure, those hard skills, those technical skills, remain a critical element that companies need in their ranks. The ability to learn the job, retain that knowledge, and perform tasks that meet or exceed expectations are essential for organizations to compete and succeed.
More and more companies, however, are placing great importance on soft skills in the workplace and their role in the overall culture of the organization. Leaders find that soft skills matter even in ‘hard’ disciplines…that it’s the interpersonal skills, the bedside manner, the ability to innovate and collaborate…that can give a company an edge in their market. Because of that, many employers are offering (or requiring) more training and allocating more resources on soft skills in the workforce, with some even admitting they give preference to them over hard skills. Studies show that companies with a focus on soft skills have higher retention, higher employee engagement, and improved business results.
On the other hand, workplace cultures that don’t value those soft skills, traits, and attributes …tend to reap what they sow. Companies that foster poor leadership soft skills like rudeness, hostility, and disrespect find that employees are less creative and produce a lower quality of work. Overall, good people leave the organization and the bottom line suffers.
What exactly are those soft skillsets that employers are looking for? Some that are common throughout many civilian organizations include communication skills, conflict resolution, emotional intelligence, the ability to work as part of a team, and time management. But what about for those of us from the military community? Back in November, I penned an article for this blog that identified my top 25 reasons that employers hire Veterans. I could have just as easily named that article the “Top 25 Soft Skills that Employers Want Today!” That list included things like leadership experience, performance under pressure, and a strong work ethic. And discipline, attention to detail, and a respect for procedures and accountability. And a commitment to excellence, a history of meeting standards of quality, and the ability to conform to rules and structure. Get the picture?
Soft skills, as great as they are, are very subjective. They are some of the hardest to master and are very hard to quantify, with no easy, standard measure of success. How do employers find out if a candidate that looks good on paper has any of those soft skillsets that might make them the most qualified for the open position? Most likely during the interview, where there’s an opportunity for personal interaction and follow-up questions. Be prepared for behavioral and situational interview questions, those that are open-ended and that allow you to draw on past experiences or talk about your approach to hypothetical scenarios. Be prepared for questions like:
– Describe a situation where you found you had a serious problem. What did you do to solve it?
– Describe when you had to present a proposal to your superiors. How did you do and why?
– Tell me about a time you did more than was required in your position.
– How do you develop short- and long-range plans?
– Have you ever given instructions that someone didn’t follow? What did you do about it?
– Did you ever have to deal with a co-worker who wasn’t pulling his or her weight? What was your approach to the situation?
– How do you confront underperforming employees?
– Give an example of an especially difficult project you had to complete. What was your role?
Soft skills. At the end of the day, these are the reasons why employers want to hire from the military community, why they value military experience in their workforce. Take inventory of what you bring to an employer’s open position. Incorporate those soft skillsets and experiences into your resume, your cover letter, and answers to potential interview questions. If you can make the connection between those skills – skills that you possess – and essential elements in the job description, you’ll be well on your way to making a positive and lasting impact on that employer’s workforce. Best of luck!
Do you have any experiences you’d like to share about your military-to-civilian transition? Anything that might benefit others in our military community, facing the same challenges? If so, email Kris@militaryconnection.com and tell us your story…
By Alan Rohlfing