I just conducted a seminar for supervisors of college student employees. As part of the program, participants listed out the skills that students gain from working in their departments. The list included traits such as communication skills, accountability, time management, and teamwork.
I then shared a list of the soft skills (also called human skills) that employers are seeking. For example, Zip Recruiter reports that the most in-demand soft skills were: communication, customer service, time management, analytical thinking, the ability to work independently, and flexibility.
Unsurprisingly, many of the skills the participants listed were also on the list of sought-after traits, but the realization did not move much past intuition. Rarely did employers make the explicit connection that working for them would equip the student with valuable, marketable, and sought-after skills that are hard to learn in a theoretical environment. Too often, they focused on the pay rate or job duties rather than the intangibles that actually have greater value.
The same scenario occurs in many other environments. The “seeker” shares factual information about the opening — whether they are seeking volunteers, temporary help, or full-time employees — but they fail to leverage the culture, sense of belonging, learning opportunities, and other outcomes that can accrue from the position.
To be successful in this hiring climate, reframe your ask to make it more comprehensive and compelling. People can earn money at dozens of places these days. Saying “help wanted” puts the focus on what you want. Be explicit about what they want by sharing what you offer beyond the buck that entices someone to join your organization.
