“Competencies are to performance like what DNA is to people” – Hay Group
“With over 78.3% lack employability skills when they graduate” (Deloitte Dean Survey, 2019). The burning question of why and what can be done to bridge the graduate-employment gap is a pressing matter of concern for both recruiters and higher education institutes (HEI’s). The constant focus on achieving edge on technical expertise over soft skills, led students as well as higher education institutes (HEI’s) often disregard psychological competencies.A decade ago, “Time management, Teamwork and Communication Skills are among the top important soft skills with 60%, 66% and 72% respectively from a recruiters perspective”(Sharma, 2009).
In addition to that, (Zaman, 2015) mentioned that, “preferred competencies by employers for business graduates are personal competency, dynamic attitude and work habit”.Today in the era of digitisation and automation there has been a sea of change across the globe in what recruiters are looking for in a fresher.As mentioned by (Atilla Bal, 2020) that, “analyzing and gathering information, written communication skills are the top competencies rated by recruitment professionals”. Correspondingly, a study by (Prikshat, Montague, Connell & Burgess, 2019) revealed that, “Innovation,Creativity, Cognitive Skills, System Thinking, Team-work and Self Management skills are the key work readiness competency deficits reported among graduates”. The recent youth skill survey conducted by HBR Ascend, 2019 mentioned that, “Strategic thinking,Negotiation skills, Business Communication, Analytical thinking and Networking skills have been in high demand”. Moreover, according to the World Economic Forum, “Analytical thinking and Innovation will be the most in demand skill followed by Active Learning, Learning Strategies and Creativity by 2022”. One direct approach to identify top competencies is to learn more in detail about the top 5 psychometric tests used in recruitment as mentioned by (Dua, 2017). The intent with the following approach could result in forming a sound understanding of what core competencies the recruiter aims to measure. For example: The Myers Brigg Test (MBTI) aims to discover an individual’s overall personality and innate preferences as compared to a Logical Reasoning Test which investigates an individual’s ability to use critical thinking and draw relevant inferences.
The following above approach can further be taken as a basis for active learning and building relevant learning strategies. Thus, the inferences drawn from the above are unarguably slanted towards Behavioral Competencies, Work-readiness Competencies and Innovative Competencies. Hence, above are the top competencies deemed crucial by recruiters and other professionals for freshers and college graduates.
About the Author.
Mr. Vipul Paliwal, is a learner, facilitator, and a Freelancer Occupational Psychologist with a purpose to serve all things, people. Currently, working as an HR Advisor, Indian National Youth Foundation and a Graduate member of the British Psychological Society (BPS). Skilled in Evidence-based Research, Counselling, Career Coaching and Research & Consultation. I’m curious about, “How Psychology can be applied in variegate Business Settings