To stand out from the crowd, you need to take into account skills other than technical ones, such as those associated with interpersonal skills.
First job: How do you find the right one?
The major challenge for any young graduate today is to make the most of their technical and behavioral skills in the often opaque and competitive job market. It’s not easy for a student just out of training to stand out from other recent graduates who have undergone equivalent training.
And yet, although the aim of training is to give all graduates the same level of knowledge, in reality, each will have a unique spectrum of skills.
Whether it’s through extra-curricular activities (clubs, sports, projects, competitions, etc.), the choice of internship or the type of establishment, the level of technical skills can vary from one graduate to the next.
But where the difference is most noticeable is in behavioral skills and attitude. Each graduate has his or her own particular set of interpersonal skills and aptitudes.
The skills that make us unique
Most employers are sensitive to attitude when recruiting. A good job-profile match is generally a guarantee of lasting performance.
It therefore seems necessary to provide young graduates with a tool for analyzing their technical and behavioral skills (hard and soft skills) so that they can demonstrate them and relate them to the needs of the job.
By taking stock of their skills, graduates will be able to better position themselves in relation to the jobs they like. This positioning will enable them to choose a position that best suits their know-how, but also and above all their interpersonal skills. For example, a young graduate who prefers to work in a structured way won’t necessarily be at ease when faced with a wide variety of tasks that he or she will have to carry out alone, without special guidance.
By demonstrating in their application that they have the knowledge, technical skills and, above all, the ideal behavioral profile for the job, they’ll be able to stand out more easily from other candidates.
Data at the heart of HR performance
This job-profile matching calculation provides a set of data that can be used not only during recruitment, but throughout a person’s career. In particular, by updating this data at regular intervals. During annual appraisals, for example, the company builds a data-driven human resources strategy and enhances the value of its human capital.
This is only possible if the data used for this continuous skills matching is reliable, secure and compliant with regulations.