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Things like time management and organization aren’t typically taught in school, but they are increasingly important in order to be competitive at work.
學(xué)校通常不會教授像時(shí)間管理和組織能力這樣的東西，但為了能夠在工作中具有競爭力，這些技能已經(jīng)變得越來越重要了。
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While education, degrees, and certification are important for scoring an interview, a new study by the HR software provider iCIMS finds that recruiters place a higher value on soft skills. From an ability to communicate well to being organized, these intangible qualities can be tough to measure, but they affect everything from productivity to collaboration.
雖然教育、學(xué)位以及證書對面試中的評分很重要，但人力資源軟件提供商iCIMS的一項(xiàng)新研究發(fā)現(xiàn)，招聘人員更注重應(yīng)聘者的軟技能。從良好的溝通能力到組織能力，雖然這些無形的品質(zhì)可能很難被衡量，但它們影響著從生產(chǎn)力到協(xié)作的方方面面。
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“Hard skills are what you do, and soft skills are how you do it,” says Susan Vitale, chief marketing officer for iCIMS. “Unfortunately, one in three recruiting professionals believe job candidates’ soft skills have gotten worse in the past five years.”
“硬技能是你做的事情，而軟技能則是你做事的方式，”iCIMS首席營銷官Susan Vitale說?！安恍业氖?，三分之一的招聘專業(yè)人士認(rèn)為，在過去的五年中，求職者的軟技能已經(jīng)變得更糟了。”
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The good news for both candidates and employers is everyone possesses some soft skills, says Jodi Chavez, president of the staffing firm Randstad Professionals. “The challenge is determining which are strongest, and which are most in-demand for certain roles,” she says. “Companies can train employees in technical skills. Soft skills, on the other hand, are far harder to teach, which is why, in a low unemployment market, companies should be looking to hire for soft skills and train for technical skills.”
人力資源公司Randstad Professionals總裁Jodi Chavez說，對于應(yīng)聘者和雇主而言，一個(gè)好消息就是每個(gè)人都擁有一些軟技能。她說：“真正的挑戰(zhàn)在于確定哪些技能是最強(qiáng)的，以及某些特定職位又最需要哪些技能?！薄肮究梢耘嘤?xùn)員工的技術(shù)技能。但是在另一方面，軟技能很難被教會，這就是為什么在低失業(yè)率市場中，公司更應(yīng)該聘用擁有軟技能的員工，然后再培訓(xùn)他們的技術(shù)技能。”
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If you’re looking for a new job, these are the top-five soft skills recruiters are looking for:
如果你正在尋找新的工作，以下就是最受招聘人員歡迎的五種軟技能：

1. PROBLEM SOLVING
1. 解決問題的能力
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The most important soft skill was the ability to solve problems, with 62% of recruiters seeking people who can find solutions, according to iCIMS. This soft skill was also the most important for the employee who wants to work in management.
據(jù)iCIMS稱，最重要的軟技能就是解決問題的能力，62％的招聘人員正在尋找能提出解決方案的人。這種軟技能對于希望從事管理工作的員工也是最重要的。
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“Problem solving isn’t practiced as much today as it once was,” says Vitale. “You can go to Google for answers, and we’re not challenged the way we used to be.”
“現(xiàn)在解決問題的方式已不像從前那般需要事事實(shí)踐，”Vitale說?！澳憧梢缘焦雀璨檎掖鸢福椅覀?nèi)匀灰膊粫贿^去的方式挑戰(zhàn)。”
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2. ADAPTABILITY
2. 適應(yīng)能力
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The second most important soft skill is adaptability, with 49% of recruiters looking for this trait. This skill was ranked as very important for entry-level positions.
第二個(gè)最重要的軟技能是適應(yīng)能力，49％的招聘人員都在尋找這種特質(zhì)。這項(xiàng)技能對入門級別的職位非常重要。
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“Larger organizations value problem solving and adaptability the most,” says Vitale.
Vitale說，“大公司最重視解決問題的能力和適應(yīng)能力?！?/div>
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3. TIME MANAGEMENT
3. 時(shí)間管理能力
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The third soft skill in demand is an ability to successfully manage time, with 48% of recruiters placing importance on this characteristic.
第三項(xiàng)最需要的軟技能是管理時(shí)間的能力，48％的招聘人員很重視這一特性。
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“Entry-level workers often come out of the gate being poor at time management, but they can learn strategies on how to run their day,” says Vitale. “It’s most important in smaller organizations, because you have to pivot and wear many hats.”
“入門級工作人員經(jīng)常一開始不擅于時(shí)間管理，但他們可以學(xué)會如何有策略地安排一天的工作，”Vitale說?！霸谛∑髽I(yè)中這一點(diǎn)非常重要，因?yàn)槟惚仨氃诠ぷ髦谐洚?dāng)不同的角色。”
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4. ORGANIZATION
4. 組織能力
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Being organized is the fourth most sought-after soft skill, with 39% of recruiters ranking it as desirable. It’s often demonstrated in your behavior during the interview process. The most common mistakes, according to the study, include showing up late, forgetting to thank the interviewer, and forgetting the interviewer’s name.
組織能力是第四大最受歡迎的軟技能，39％的招聘人員將其列為理想化的一個(gè)特質(zhì)。在面試過程中，這一點(diǎn)經(jīng)常會通過你的行為表現(xiàn)出來。根據(jù)研究，最常見的一些錯(cuò)誤包括遲到，忘記感謝面試官，還有忘記面試官的名字。
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5. ORAL COMMUNICATION
5. 表達(dá)能力
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Finally, the ability to speak in public and communicate with others is the fifth most valued soft skill, with 38% of recruiters looking for this skill.
最后，公開發(fā)言并與他人溝通的能力是第五大最有價(jià)值的軟技能，38％的招聘人員在尋找擁有這項(xiàng)技能的人才。
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“Good communication skills are, of course, essential,” says Chavez. “Poor communication can lead to misunderstandings and even slow down the workflow, preventing a company from moving forward.”
“良好的溝通技巧當(dāng)然是必不可少的，”查韋斯說?！皽贤ú粫硶?dǎo)致誤解，甚至?xí)p慢工作進(jìn)度，阻礙公司向前發(fā)展?！?/div>
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ROLE AND INDUSTRY
角色與行業(yè)
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While soft skills are important in nearly every job, they can be role specific, says Chavez. “In a management position where the role requires one to lead a team, deliver on a project, or drive results, soft skills like emotional intelligence and teamwork are most important,” she says. “However, in roles where someone might work remotely from home, the key soft skills would be adaptability, communication and multitasking.”
查韋斯說，盡管軟技能幾乎在每一項(xiàng)工作中都很重要，但不同的職位有不同的技能要求。“對于管理職位，該角色需要領(lǐng)導(dǎo)一個(gè)團(tuán)隊(duì)，交付項(xiàng)目或推動結(jié)果，像情商和團(tuán)隊(duì)合作這樣的軟技能最為重要，”她說?！叭欢谟行┛赡苄枰獑T工在家遠(yuǎn)程工作的崗位上，關(guān)鍵的軟技能則是適應(yīng)能力，溝通能力和多任務(wù)處理的能力。”
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The iCIMS study found that certain fields look for soft skills more than others, such as people who work in customer service, human resources, and sales/marketing. For technical jobs, they aren’t as vital. Nearly 1 in 5 of recruiters for IT jobs think soft skills are more important than hard skills, and 24% of recruiters weigh soft skills over hard skills for R&D jobs.
iCIMS的研究發(fā)現(xiàn)，某些領(lǐng)域比其他領(lǐng)域更傾向于尋找擁有軟技能的人才，比如客戶服務(wù)、人力資源和銷售/市場營銷等行業(yè)。對于技術(shù)工作來說，這些軟技能并沒有同樣重要的地位。近1/5的IT招聘招聘人員認(rèn)為軟技能比硬技能更重要；在研究與開發(fā)的工作上，比起硬技能，也只有24％的招聘人員更看重軟技能。
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“I want my doctor to have hard skills first and soft skills next,” says Vitale. “But if they’re lacking in soft skills, I might not return.”
“我希望我的醫(yī)生先有硬實(shí)力，然后再有軟技能”，維塔勒說。“但是如果他們?nèi)狈浖寄?，我可能不會再回來找他就診?！?/div>

HOW TO CONVEY YOUR SOFT SKILLS
如何傳達(dá)你的軟技能
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While we all have soft skills, demonstrating them during the job application process can be a challenge. “They don’t come across on a resume because there’s no certification,” says Vitale.
雖然我們都有軟技能，但是要想在工作申請的過程中展示這些可能是一項(xiàng)很大的挑戰(zhàn)?！斑@些軟技能不能出現(xiàn)在簡歷上，因?yàn)樗鼈儧]有辦法被認(rèn)證，”Vitale說。
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Be sure to highlight your strengths by using searchable keywords in your job description. “Whether a candidate lists their soft skills all together or breaks them out under the individual positions in which they honed them, it’s essential to include them somewhere,” says Chavez.
請務(wù)必在職位描述中使用可搜索的關(guān)鍵字來強(qiáng)調(diào)自己的優(yōu)勢。查韋斯說：“無論應(yīng)聘者是將他們的軟技能列在一起，還是將它們分別羅列在以往培養(yǎng)出這些特質(zhì)的不同職位上，最重要的是一定要在簡歷中囊括這些內(nèi)容。”
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Recruiters will also use the screening processes to look for soft skills, so be prepared. Prior to an interview, come up with a short list of your strongest soft skills and be ready to share a few specific examples of when you showcased them in the workplace, Chavez suggests.
招聘人員也會使用篩選流程來尋找軟技能，所以應(yīng)聘者應(yīng)做好準(zhǔn)備。查韋斯建議，在采訪之前，應(yīng)聘者可以列出一份自己最強(qiáng)的軟技能清單，并準(zhǔn)備好分享幾個(gè)在工作場合中能體現(xiàn)這些技能的具體例子。
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“For instance, talk about a time when your communication skills clarified a misunderstanding, or discuss how your leadership style came into play when they took charge of a negative situation and turned it into a positive one,” she says. “Candidates must also emphasize their ability to work well with others and should refrain from speaking poorly of a previous or current employer or company, as it will never reflect positively on them.”
“例如，談?wù)勀愕臏贤记沙吻辶苏`解的一次經(jīng)歷，或者討論你的領(lǐng)導(dǎo)風(fēng)格是如何將消極的工作氛圍轉(zhuǎn)為積極的氛圍的，”她說?！皯?yīng)聘者還必須強(qiáng)調(diào)他們與他人合作的能力，并且不應(yīng)該對之前或當(dāng)前的雇主或公司做出不好的評價(jià)，因?yàn)檫@永遠(yuǎn)不會對他們產(chǎn)生積極的影響?！?/div>
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Don’t be afraid to ask a recruiter which soft skills the organizations values most, adds Vitale. “Most employers fall down when it comes to transparency, and they aren’t saying out of the gate what they want,” she says. “Not all call them soft skills; sometimes they describe core competencies or workplace culture.”
維塔爾補(bǔ)充說，不要害怕向招聘人員詢問公司最重視哪些軟技能。她說：“大多數(shù)雇主并不能堅(jiān)持絕對地不透明，他們一開始還不會說出他們的要求，”她說。 “并非所有人都稱這些技能為軟技能；有時(shí)他們也會描述它們?yōu)楹诵母偁幜蚵殘鑫幕！?/div>
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In the end, candidates need to be cheerleaders for themselves, says Chavez. “Shift the conversation to highlight your soft skills even if an interviewer does not specifically ask,” she says.
查韋斯說，最后，應(yīng)聘者需要為自己吶喊助威。她說：“即使面試官沒有特別要求，你也可以將談話轉(zhuǎn)向強(qiáng)調(diào)你的軟技能?！?/div>

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