How are the Job Skills changing with COVID-19 in Job Market
What are new skills that you need to ‘Check’ in your resume?
The current climate of COVID-19 brought us numerous changes in our lifestyle. These changes include maintaining social distancing, putting up a mask every time we step out, working from home, and more. However, the biggest reshuffling happened in the job and working culture. While some of us are busy with remote working thanks to VPNs and cloud, others were not so lucky. As most of the companies still continue to lay off their employees or has had slashed their salaries by a certain margin, there is also a demand of a new set of skill to survive in this strained job market. This is also why people are focusing on gaining some new skills that may boost their resume and increase their chances of getting hired. So, it is true that the COVID-19 crisis has exposed emerging areas of opportunity in the tech sector, and slowly companies are further looking for skills that will be needed in a post-pandemic world.
The Skills Shift
According to Gartner, currently, the main requirement for HR leaders is to evaluate the impact trends that will have an impact on their organization’s operations and strategic goals, identify areas that need immediate action and assess to what degree these trends change pre-COVID-19 strategic goals and plans. Besides, the main question is how leaders shall approach to upskill or reskill their workforce to future proof the career of their employees and prevent the company from being shut down. As per data by the International Labour Organization no doubt we lost jobs of around 305 million. With travel and tourism, IT, being the biggest sufferers, jobs have also been created because of this demand shift due to COVID-19. According to BBC, in the US alone, businesses added 1.8 million jobs in July, albeit at a slowing rate.
New Set of Hard Skills
Yes, You Need Soft Skills!
However, having the said technical skills isn’t enough. A report by Deloitte Access Economics considers two-thirds of all jobs by 2030 will be made up of soft-skill-intensive occupations, so developing and enhancing these is the need of the hour. Companies will start assessing the emotional intelligence quotient (EQ) of candidates during an interview. This is because people will higher EQ are known to make decisions calmly and deal efficiently in tough situations, attributes that have become more prominent due to the COVID-19 crisis. Here during the assessment, companies tend to focus on these parameters: empathy, motivation, self-awareness, self-regulation, and social skills.
The next prerequisite is flexibility and adaptability. Though earlier, flexibility was about geographic mobility, it is now about having an open mindset, being able to work well under pressure, adjusting to new and unexpected deadlines, prioritizing tasks, and, in some instances taking on additional responsibilities. Further, developing a resilience temperament is vital since it allows oneself to adapt to the changes in the workplace confidently. So, anyone who can adapt and be flexible will thrive. Next comes problem-solving skills where one has to identify the bottlenecks, analyze the pain points, and then devise ways to fix it. Also, this is directly related to what experts call as risk management and cost prudence skills. Additionally, to be good at mitigating risks, one must possess greater critical thinking skills. She should be able to look for new angles and perspectives to solve an issue and lead the company into a new direction, for which she should foster excellent creative skills and have an innovative mindset too. Lastly, candidates should have strong leadership qualities as the ability to project clarity, credibility, and self-confidence and encouragement can bring out the best and inspire teams amid the stressed times.
Hence, to surmise, it is high time we buckle up and start honing ourselves to fit career demands posed by changing COVID-19 work culture.