Skills gap? What skills gap?
That’s the contention from Paul Krugman, columnist for The New York Times. Krugman rejects the idea that employers want to make new hires but can’t find people with the “right” set of skills.
Krugman: “Think about what we would expect to find if there really were a skills shortage. Above all, we should see workers with the right skills doing well, while only those without those skills are doing badly. We don’t.”
Krugman and other economists refer to “hard skills,” the ones LinkedIn lets us endorse on someone’s profile (ex: writing, research and financial analysis).
It’s one thing to DO financial analysis but equally important HOW you do financial analysis. Are you dependable? Easy to work with? Considerate of others?
That’s why we should add these 24 “endorsements” to LinkedIn profiles (sample number of endorsements on the left).
Up above, high marks for a person who values everyone’s time and is a pleasure on the job. Wouldn’t you want a co-worker like that? Someone who makes each day better and not worse?
And statistically, that type of person is headed for big things.
Active listening. Wow, how crucial is that nowadays as so many device try to steal our attention? Squirrel!
Plus, the person won’t leave the residue of an exploded Lean Cuisine inside all four walls of the microwave.
Bonus points there.
Someone who takes critiques in stride AND actively looks for ways to get better? A boss would feel like he hit the jackpot.
And always 10 minutes early to everything?? I can think of 10 kinds of people who could never pull that off.
Yes, hard skills always matter: can you simply do the work? But just as important: can you finish the work on time and do you excel at updating the team on your progress?
Technical acumen is one thing. But peace of mind that you’ll always come through for the company (#11 on the popular career list)… that’s worth a pretty penny, too.
What matters the most to you in a co-worker or client? Share below!