When interviewing employees or candidates, a recruiter or hiring manager looks for many things. This can include education, qualification, experience, solid references, interview skills and lastly transferrable skills. A Business Dictionary defines “transferable skills” as aptitude and knowledge acquired through personal experience such as schooling, jobs, classes, hobbies, sports etc. Basically, this is a skill or talent developed that can be used in future employment.
Transferable skills are skills that are learned at school, at work, at a hobby or socially that can be taken from there to another environment or job. Recruiters and hiring managers want you to be the right candidate and are looking for reasons to phone screen or interview you. You may not have all the qualifications required on a job application; however, you may still be a great candidate with transferable skills from your past experience. This is relevant for permanent positions and also temporary jobs.
Why are transferable skills important?
They can be very useful if you lack relevant or industry specific experience. Highlighted transferable skills can show strengths that you will bring to a job that may be unique to you. Most recruiters use an Applicant Tracking Software (ATS) to organize resumes for skills, experience and education. List your transferable skills on your resume, as it will help your resume get noticed.
What is an example of a transferable skill?
Verbal and written communication skills
Proactivity, strategic planning, self-motivation, ability to take initiative
Dependability, reliability, work ethic
Leadership and management skills
Six sigma, emotional intelligence, dealing with stress, people management, business development, strategic management
Information technology / IT or literacy
CRMs, Google analytics, coding languages, software skills
Collaboration, goal setting, facilitating
Time management, organizational skills, being self-motivated
How to position transferable skills in your resume?
A few examples of statements of how you can demonstrate your transferable skills are:
In my previous job as an Office Administrator, one of my duties was to draft and proofread documents for my manager; in doing this I learned how to write effectively using persuasive business language.
Working as the Customer Service Manager at XE Company I was known as the Coffee Maker because I am always the first to arrive for work. This shows your dependability and reliability.
At Smith & Smith, I developed sales programs and quotas for the sales department with bonuses that resulted with sales increasing for the department 12% that year. This shows leadership and management skills.
I have successfully managed six projects per quarter across 3 departments which has given me a solid foundation in project management as well as cross department communications.
As a manager in my past position, I utilized data on a daily basis to make analytical decisions to ensure my team was operating effectively and efficiently.
As a Customer Service Manager, I have 10 years of experience successfully responding and resolving customer conflicts while providing valuable insights on how to work with different clients in a multitude of industries.
For more examples of transferable skills check out this article on The Muse.
The acronym HR has endless possibilities. HR definitions can include Heart Rate, Human Respect, High Roller, House Rules and of course Human Resources. For Recruiters, HR represents the Human Resources of an organization.
According to Wikipedia, the definition of Human Resources is:
the people who make up the workforce of an organization, business sector, or economy. “Human capital” is sometimes used synonymously with “human resources”, although human capital typically refers to a narrower effect (i.e., the knowledge the individuals embody and economic growth).
Likewise, other terms sometimes used include manpower, talent, labour, personnel, “associates” or simply people.
A human resource person or a human-resources department (HR department) of an organization performs human resource management which includes overseeing various aspects of employment, such as compliance with labour law and employment standards, administration of employee benefits, organizing of employees files with the required documents for future reference as well as , some aspects of recruitment.
The activities of the Human Resources team can be broken down into staffing, development, compensation, health and safety, and employee and labour relations. Some examples of this are:
Determining the needs of staff and management
Recruiting and training the best employees for an organization
Hiring for permanent staff and management roles
Hiring temporary staff
Managing employee relations, unions and collective bargaining
Preparing and implementing HR policies
Maintaining employee records
Managing employee payroll, benefits and compensation
Managing HR policies to ensure that they align with regulations
Ensuring equal opportunities
Managing conflicts with discrimination and employee conflicts
As we approach the end of a decade, we also want to emphasize the need for HR at the leadership level in organizations. People are more than a paycheque, or a project that needs completing. An organization’s essence stems from their team, the culture they breed, and the difference they make in their respective communities.
We are so proud of the impact our Human Resources teams are making, both as internal support systems, and outsourced resources.
Human Resources is essential to maintaining company policies as well as promoting a positive work culture. If you are looking for a career in HR or simply haven’t explored the services of your company’s Human Resources team, we hope this will provide better understanding of the services HR provides.
And feel free to contact us directly with any other Human Resources-related questions you may have.
Searching for a new job or career is often a full-time job in and of itself. Many people find looking for a job stressful and demanding. Getting the opportunity to interview with a company is great! However, knowing what to do after, is often unclear.
Here are a few suggestions from the recruiters at Career Contacts for things you can do following a job interview:
At the end of a job interview, ask what the next step in the interview process will be as you shake hands with the person who is interviewing you.
Take the business card of the person that interviewed you for future communication.
Following the job interview, think about how you did and how you could improve in the future. This is an opportunity to learn from how you can answer questions better, as well as figure out questions you may ask at a second interview.
Think about the job, and the company as a whole, and decide if you want to work there. You are best to take a job you want, rather than just any job offered.
Make notes during the job interview in a notebook. This will help you remember any important points.
If you are working with a recruiter, call or email them to give them your thoughts and impressions of the company, the people you met and how the interview went.
Write a thank-you email or card and send it to the person you interviewed with. If you are working with an employment agency, cc the recruiter as well.
Connect on LinkedIn with the people you interviewed with.
Plan a follow up email with the interviewer or recruiter a few days following the interview to ask if there will be another interview. Do not contact them more than once per week as they may busy.
Got the job? Get our handy-dandy tips for how to rock your first week of work here. Search for career opportunities using our job board. Also, please feel free to contact our office to discuss if you have any questions at firstname.lastname@example.org
Getting called for a job interview is just the beginning of you receiving a job offer. We want you to be at your best as we are living in a competitive world with many qualified candidates who also want your dream job. Be the best possible applicant for whatever your dream role is. Make sure your resume stands out and then show you are the best person for the job by communicating your education, experience and transferable skills in person. Demonstrate that you are the right person to be hired.
Here are a few ways to rock the job interview so that they hire you.
Show Interest in Being Hired
The number one priority for any hiring manager is to hire someone who is genuinely interested and excited to work with their company. This can be started with a handshake and a great smile. Don’t underestimate the power of a handshake and a smile.
People who are just looking for any job are not going to be a good long-term fit. To set yourself apart, you need to demonstrate that you are excited about the position and let them see you are eager to be hired. Hiring managers want to hire employees that will be long term employees or excel immediately in the short term. This will reduce hiring and training costs, as well as make departments run smoothly and efficiently. Tell the interviewer that you have looked at the company’s website and name something specific about it that has interested you.
Be Honest and Upfront
Many people are nervous at job interviews. This causes stress for both the person conducting the interview as well as the person being interviewed. Be prepared for interview questions and practice responding to questions you think that they may ask. Don’t make interviewers pry when they are asking for more information about your skills and experience. Don’t make them have to dig. When they ask a question, be forthcoming with your response. If you don’t know the answer, it really is okay for you to say, “I don’t know the answer to that, let me think about it, and we can circle back.” Lastly, make sure you’re always honest when answering questions. It’s better not to know, then to pretend to know.
Be Specific with Answers and Examples
This is your chance to shine! When answering questions don’t respond with one-word answers or clichés. When answering questions about skills and experience, share examples or relevant stories of professional experiences you have had. Being able to quantify successes and achievements will be powerful. For example, “in my last position at D &Y I exceeded sales targets by 13% or at D & Co I reduced errors in the department by 6%.” In other words, show, don’t tell.
Be a Storyteller
One way to answer questions more engagingly is to use storytelling. Humans are conditioned to respond to stories. For example, rather than just saying you’re a team player, tell the interviewer about a time when you had to help your coworkers succeed. Rather than telling them you take initiative, talk about a time when you took charge and made something happen.
Be yourself, be genuine. Be the person a company will want to hire but also be yourself. Let the interviewer get to know who you are. Tell them a little about your interests and hobbies, because you want the company to know who they are hiring and that you’re a good fit for their team.
Send a Thank You Note
After an interview, send a handwritten note or email to an interviewer to thank them for their time and consideration. You want them to think about you and know that you want this job opportunity or alternately, that you want to be considered for another position.
Statutory holiday days are great for employees – a day off with pay. In British Columbia there are 10 statutory holiday days. “Stat days” are provincially or federally legislated and provide a day off with pay to staff.
Statutory Holidays are as follows:
New Year’s Day, January 1st
Family Day, the third Monday in February
Good Friday, the first Sunday after the first full moon in Spring
Victoria Day, the last Monday in May before May 25th
Canada Day, July 1st
B.C. Day, the first Monday in August
Labour Day, the first Monday in September
Thanksgiving Day, the second Monday of October
Remembrance Day, November 11th
Christmas Day, December 25
*** Boxing Day, Easter Sunday and Easter Monday are not Statutory holidays. ***
Some people find this confusing because companies such as crown corporations may choose to make these days holidays as well at the company’s expense.
In order to qualify or be eligible for Statutory Holiday pay, an employee must have been both employed by a company for 30 days prior to the holiday, and also must have worked on 15 of the 30 days prior.
Statutory Holiday Pay is equal to one days pay. If an employee works less than full time or has taken time off work, holiday pay is calculated with the following formula:
Total wages / number of days worked = Statutory holiday pay
If you work on a Statutory Holiday, you will be paid time and a half of your regular wage.