Social Skills When Working

Social skills when working

Employability skills are characteristics that determine your way of working, to relate to others and that companies consider very important in their human resources selection processes. Certain capacities make the performance of one worker superior to another with the same technical knowledge, but with different capacities.

What do we call hard skills?

Also called professional skills, they are defined as competencies directly linked to the tasks performed by the collaborator. They are the knowledge and skills on a specific topic that allow the worker to perform his position. On the other hand, soft skills are associated with the behavior of the person, their social performance, leadership and emotional management.

What are hard or technical skills?

• The domain of a foreign language that helps improve the opportunities to be hired.
• A title that allows the professional to demonstrate their skills for a specific task.
• The certificate that indicates the handling of certain types of operations machinery.
• Use of computer programs that allow better work performance.

What are soft skills?

In this case, we can also call them social skills, and these are those that have a leading role.

The Marketing Director of Icims, Susan Vitale, explains that ‘hard skills are what you do, and soft skills are the way you do’, in statements to Fast Company.

What are soft skills?

• Teamwork: It is necessary for collaborators to understand that their contributions must add to achieve a goal.
• Leadership: Every group requires having a person who knows how to guide them, but the leader does not impose ideas, but proposes them and debate for the benefit of the results.
• Assertive communication: people who work in a company should know how to explain their ideas at any level.
• Motivation: collaborators must understand that things will not always go well, but it is important to know how to get up and lift the companions of adversities.

Do you know what is the difference between soft and hard skills?

According to the Navent team, if a candidate wishes to have better opportunities to get a job, he must know how to differentiate soft skills from the harsh. This will allow, during the selection process, to determine which of all adapts better to the needs of the company to which he postulates.

During the selection processes, recruiters are looking for candidates who have two types of skills: techniques or hard, and social or soft.

Soft skills, also known as soft skills, are those associated with the personality and nature of the person, for example: interpersonal relationships, leadership capacity and positive attitude, among others. In that sense, studies ensure that employers are considering these factors in their selection process.

And what is employability?

According to Inés Temple, it is an attitude, the ability to understand that our career is our best business of its own. We are service providers and the organizations that hire us are our best customers.

The employability, understood as the ability of an individual to meet the expectations of professional profile that draws an organization with the objective of occupying a certain job, is very weight when studying a phenomenon as complex as it is that of employmentand unemployment. The form itself as the definition of employability will determine the relationships between employer and employee, and the competences that a person who wishes to be part of the labor market adjusted to the needs and demands of organizations must have.

Employability competencies are a set of essential capacities to learn and perform effectively in the job, including communication capabilities, interpersonal relationship, problem solving and organizational and organization management of the behaviors themselves based on the requirementswork.

According to Rentería, this concept goes far beyond getting a job. It means a high degree of appropriation of the person, which depends on the employer’s preferences and the employee’s very conditions:

"Employability cannot be defined only in terms of ideal skills or characteristics, but as a relative opportunity to obtain or maintain different types of work in instituted contexts and, as such, it is not synonymous with a technical profile required to do a job".

Leadership concept, according to Héctor Fernandez

This is defined as the art or process of influencing people so that they strive with good disposition and enthusiasm towards the achievement of group goals.

However, this term should not focus nothing more than to change their minds to people. A leader also has the ability to take the initiative and provide innovative ideas, not just to give orders.

This is how organizations depend to grow and endure the leadership;That is where its great importance falls. A leader will be able to establish good communication and improve the integration capacity of members, all in order to achieve a common goal.

A leader with healthy self – esteem seeks that his colleagues and employees exploit his skills to improve in all areas of his life, encourage creativity and innovation in the company. Likewise, a good leader has self-confidence, believes in himself, enjoys good self – esteem and every day motivates his integral development, both personal and professional.

Therefore, at present, employers request professionals with both hard and soft skills, because they are the ones who "know how to do" and "know how to live together", who have more probability and resources for employability. A way of understanding these skills is from emotions and how they influence you and others, according to Youth Ready methodology.

• Your emotions:

Having self-awareness is to connect with your emotions at the time they are happening. Thanks to self-management, you can direct the answer you have, due to the influence of emotions, positively.

• Your emotions in relation to others:

Social conscience allows you to be empathic/or with the emotions of other people and helps you understand what happens with them. Consequently, in the management of relationships, you can manage what happens to you in relation to the people around you, understanding what you feel and what others feel.

At present, leaders are needed who have enough self-confidence, good communication, adapt rapidly to changes, can manage conflicts, among other skills that we have already mentioned (Gómez, 2006). This indicates that, if we want to continue developing in our profession and work center, we can contribute positively where we are, we will face various complex problems, including deep divisions. Therefore, we must be able to anticipate the conflict, to sustain a good coexistence and finally contribute with a good work environment.