Top 10 Job Skills that Employers Will Demand by 2020 and Beyond

Job Skills

As technology advances, so does the world of employment and recruitment. Few years down the line, (probably less than four years), employers will look for professional skills in candidates that are very different from today’s abilities.

In a recent report on jobs published by the World Economic Forum, it was stated that the employers of the future will be looking for candidates with certain skill sets that are not yet considered important in the world of job today.

The report titled, The Future of Jobs, surveyed several executives from more than 350 employers across nine industries in 15 of world’s largest economies. It came up with predictions about how technological advancements will force the labour markets to advance.

What job skills will change the most?

The report asked chief human resources officers as to which skills will change the most and will be in demand in the near future. They are of the opinion that skills of creativity will be much in demand as there would be an avalanche of new technologies, new products and new ways of working. While there are chances that robots replace human beings, especially in the domain of recruitment, the human touch of creativity will still be in high demand.

Similarly, emotional intelligence, which does not feature today will become an important skill, replacing active listening.

Let’s take a quick look at the top ten job skills that will be in demand in the future.

Job Skills

1. Cognitive flexibility

Cognitive flexibility refers to the ability to think and analyze about multiple concepts simultaneously. This skill was not in demand in 2015, neither it holds much importance even now. However, this skill will be much in demand by 2020 and beyond. According to report, a wide range of jobs will be looking for skills like cognitive flexibility such as logical reasoning, creativity and problem sensitivity as a part of the core skills.

2. Social interactive skills will be in demand

According to the report, the next important skill in demand would be social interactive skills, which is defined as actively looking to help others and coordinating with them properly. More researches in the domain reveal that strong social skills will continue to become more important as automation and robots take up more jobs.

The reason is that, since computers are still very poor in simulating human interaction, human intervention is essential in order to carry out proper functioning of the workplace. Come what may, human interaction will continue to play a pivotal role in the domain of workplace.

3. Negotiation skills will continue to be in demand

As mentioned earlier, in general social skills will become more desirable. However, an increased demand would be that of negotiation skills in the coming few years. Negotiation skills will be particularly high in demand in occupations such as mathematical and computer jobs. It will also be a key skill in art and design jobs, including commercial and industrial designers.

4. Judgement and decision-making skills will be pretty much in demand

While judgement and decision-making skills are already in demand, they will rank even higher by 2020. This particular skill set is considered a ‘system skill’ that entails the ability to analyze data and to be able to make serious decisions. Candidates with high decision-making skills will be in high-demand in the coming future.

5. Emotional intelligence will be in high demand

While technology is fast progressing, and robots are on the verge of replacing human beings, still they lack the power to read human mind and understand human behaviour the way other humans can. This is why it will become more important to possess emotional intelligence. It refers to the ability to understand others’ behaviours and reactions and understand, as to why they behave in a certain way. Employers will be in search for potential candidates with high emotional intelligence.

6. People management skills will be highly desired for

People management skills will be much in demand and employers will be looking for candidates who are exceptionally adept at this skill. Candidates who will be applying for managerial positions are expected to demonstrate these job skills and they will be judged on the basis of their ability to deal with people and leadership qualities.

7. Creativity is something that employers will look for

Creativity as a skill set will move up to 3rd position by 2020 from 10th position now. Employers will look for the strong skill of creativity among all potential candidates. With the onslaught of new technologies creative people will be much more in demand. They would be expected to figure out ways in which to apply new technology and create new products and services.

8. Coordinating with others

While this skill almost corresponds to people skills, it gauges how good people are in coordinating with each other. Ability to deal and coordinating with other team members and clients pertaining to business will be seen as a strong candidate skill in the future.

9. Critical thinking as a basic skill will be in demand

Experts are of the opinion that critical thinking as a basic skill will be high in demand by 2020. Most employers will be looking for candidates who possess a good power of critical thinking. The ability to use logic and reasoning will be seen as a primary job skills among all jobseekers and employees of the future.

10. Complex problem solving skills will be highly desired

Last but not the least, complex problem solving skills will be something that jobseekers must possess or intend to develop. Every employer of the future will be looking for candidates who possess this complex problem-solving skill and is able solve complex situations at workplace.

With changing times and technology, job skills will also keep changing. While the above-mentioned skills would be pretty much in demand across all sectors, the nature of change will depend very much on the industry itself.

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Is It Really About a Good Personality at Job?

good personality

Smriti Irani, was in headlines a month back. The youngest Union Textiles Minister’s moving experience about her rejection from her first job spread across the world like wild fire.

What was her moving experience?

Smriti Irani said,

“I don’t know if many people know that one of the first jobs that I wanted, and I lined up for, was cabin crew at Jet (Airways). I was rejected because I was told I don’t have a good personality. Thank God for your rejection. After that, I got a job at McDonald’s and the rest is history.”

Her touching experience proved that it is not just the personality that matters but the zest to become someone who is recognized for his/her work.

Traditional Role of a Good Personality at Job


Throughout the decades, personality of a candidate has helped the hiring managers decide whether she/he should be selected for the job role or not. Indeed, not every kind of personality is ideal for every job role, which is why it is has stayed significant for recruiters to pair employees’ roles with their respective personalities, which further drives them to deliver better productivity at workplace.

However, just like women were earlier only considered for home-related errands, men were not considered as great cooks, today women are driving in each division from sports to IT, and males have left observable benchmarks in the hospitality industry. The trend to assess who is ideal for which job has been buried under the caves long time back. Today, individuals with passion for travel writing but hold a degree in MA in English are hired as travel journalists. They do not necessarily have to hold a Mass.Com degree. Likewise, individuals who are born artists end up taking roles in the IT sector. There is no end to extending your interests and career choices and so the parameter of a good personality does not fit actually into job roles any longer.

What do you exactly need to secure a job?

Skills, prior which were only sharpened through scholastic qualifications can now be honed by being in a specific job as well. What precisely required is the earnestness and sincerity to learn something new and passion to achieve your dreams, come what may.

While job-hunting

What should job-seekers must not be afraid of?

Job-seekers, particularly fresher applicants are bombarded with millions of contemplations associated with their personality while job hunting. What they should not be anxious about when applying for a position, which is a contrast to their personality is:

  • How they appear
  • How they dress
  • They are introverts or,
  • They are candid

While, all the above factors if present in a candidate would suffice to secure a job but they won’t all really work if s/he does not have the willingness to work under strict deadlines, adapt flexible work schedules, earnestness to learn, ownership to take up new responsibilities and passion to accomplish something, which others cannot.

What the future beckons will be?

With a change in the manner of thinking, there will be a change in how candidates would chase for their dream jobs. Besides, it will likewise change the hiring procedure of the recruitment industry. Recruiters will no more be interviewing applicants only on the basis of how immaculate they appear on their resume or hiring candidates who appear perfectly dressed-up in the interview and have astounding physical features. Focus will be more on scouting the right talent. Talent that has an unsurpassed enthusiasm to work, a responsible attitude, and an ambitiousness to standout with his or her innovative thinking abilities, which the candidate will put to work all together.

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How To Become The Most Desirable Candidate In The Job Market?


Employers are searching for the perfect employee all the time, and good candidates are always in demand. Despite the fact the job market seems to have thousands of people wanting jobs, the veracity is only handful of those people would fit into the “Most Desirable Candidate” category with all anticipated qualities.

Let’s take a look at the firm guidelines to become the most wanted candidate in the job market.

Every employer has had some degree of experience with bad and good employees. It is one of the reasons every employer has a decent idea what she or he wants more of.

Seven must haves to become the most desirable candidate in job market

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1. Be a Leader

In this context, leadership is irrespective of any designation or label. In the hierarchy, you can be the leader at any level. It is about how you do the things. Organisations are searching for people with excellent leadership skills, at all levels.

Key Points

  • One of the best ways to learn is to watch other leaders in your organisation
  • Always speak positively
  • Take leadership responsibilities at work
  • Attend conferences and seminars on leadership
  • Read books and journals on leadership

2. Be a Subject Matter Expert

Long gone are the days when employers look for ‘Jack of all trade and Master of none’ employees (or candidates). Here and now, ‘specialist’ are high in demand. It is imperative for you to be in the job market with something unique skill.

Key Points

  • List down all the activities that you do in your current role and figure out one area that you want to specialise in.
  • Once you identify that area, look for the related certification programs.
  • Highlight it in your resume
  • Create the blogs digital material for free reading
  • Attend concerned events and conferences.

3. Be an Inquisitive Learner

Ronald E. Osborne once said, “Unless you do something beyond what you have already mastered, you will never grow”. It is so true in the job market. Today, there are tens of thousands of people competition for the same position and to start to climb the corporate ladder you have to be a curious learner. Be inquisitive about your industry, ask questions and find answers.

Key Points

  • Ask more questions about related industry
  • Do self-learning courses online
  • Use the digital platforms to find answers
  • In your area of work determine to learn at least one new concept biweekly

4. Be a Team Player

The real asset of any organisation is its Human Capital. Interpersonal skills can help you go up the ladder speedily. Therefore, if you are a team player you have pretty good chances of becoming the most desirable candidate for any job opening (relevant to your education and experience). To be a good team player you must embrace the following qualities:

– Magnanimity

– Understanding

– Leadership

– Communication skills

Key Points

  • Sincerely care for others.
  • Pay attention how you interact with the team and how they respond to you.
  • Always put the interest of team first over your personal interest.
  • Constantly try to get honest feedback and focus on areas of improvement.

5. Be a Visionary

Employers look for candidates who can have a vision and purpose not only towards their work life but also for their company and department. Here are a few essential tips help you to become a visionary.

Key Points

  • Listen to your co-workers and customers. Listening let you understand their pain points and help to develop a vision to solve those problems.
  • Read blogs, books and more books to get various perspective and build a vision.
  • Always remember negativity kills creativity. Try always to stay optimistic and speak the right words.

Most of all, it is your character, which is the sum-total of all the positive qualities mentioned above, which will have the profound effect on whether you get the job you want.

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MBA vs PGDM, What to Pursue after Graduation? – Breaking the Myths of Graduates

MBA vs PGDM, What to Pursue?

Are you in search of clear information about MBA and PGDM course prior to confirming the decision you would take for your career? Every aspirant falls into this dilemma of ‘which career to choose?’ once in his lifetime. Whether it is about choosing between a specialized MBA degree or opting for PGDM, the confusion remains consistent in the psyche of the graduate who has recently given a ‘farewell’ to his graduate’s life. The objective of both MBA, as well as, PGDM programs is to design students’ career in the management domain.

What are MBA and PGDM programs?

PGDM, as the name suggests refers to Post Graduate Diploma in Management. MBA, on the contrary, offers a Master’s degree in Business Administration. Both the programs provide education about managerial subjects, which eventually help students become management professionals.

What’s the common myth about PGDM and MBA?

The term, ‘Diploma’ assigned to Post Graduation in Management, which is not the case with MBA which is a degree program puzzles psyche of the aspirant and it is where the confusion begins. Graduates often ask, does PGDM after a Bachelor’s degree hold any value? Truth lies in the quality of education provided in the programs not in their names. MBA program is ideally meant for students who want to pursue a regular degree course and gain comprehensive knowledge of the management subjects. PGDM on the contrary, is designed for working professionals, who wish to upgrade their management skills by gaining the latest knowledge of management in lesser time, without hampering their working life.

This common myth has long been a popular topic of debate over MBA vs PGDM.  However, to provide you a transparent picture, understand where is the key difference between MBA and PGDM?

MBA vs PGDM, What to Pursue?
Breaking the Myths of Graduates

MBA & PGDM: Key Differentiators

Institution or University?

In India, MBA degree is offered by universities, which are regulated by University Grants Commission or UGC. For instance, MBA degree course is offered by ICFAI Business School, which is affiliated to ICFAI University. Therefore, aspirants must know that they can only avail MBA degrees from an institution, which is affiliated

to a university. PGDM degree course on the contrary, is offered by several private institutions, which need not to be affiliated to a university.

Therefore, aspirants perplexed about MBA and PGDM must be aware about this distinction among the two programs in terms of their affiliations.

Current Syllabus or Outdated One?

Since, MBA is a degree program offered by an affiliated university, chances of latest syllabus are low. This is clearly because a university syllabus is changed once in every three to five years, owing to the time and cost associated with change of syllabus by latest faculty. This does not mean, that the syllabus is outdated, however certainly not in tune with the latest trends of the industry. Frequent change in syllabus requires upgradation in faculties, which is a challenge for education industry however, with better faculty introduced, the learning experience can also be enhanced for the budding MBA students.

PGDM institutions indeed enjoy certain benefits over MBA colleges, one of which is upgraded syllabus and design. The curriculum is revamped more frequently, or regularly based on the current trends and needs of the industry, making PGDM programs more competitive despite their duration of course. Presently, pursuing PGDM programs from institutions such as ISB, IIM, and other top institutes in India, offer higher value to students and ultimately higher packages.

Number of Semesters?  

Presently, there are various PGDM courses, which follow a trimester system. Trimester system is usually the year split in either two or four terms, each term carrying two to four months. For instance, IMT in Ghaziabad which offers PGDM program has four semesters in the first year and three terms in the second. A traditional MBA course consists of two terms or semester in a year, each ranging from four to six months. Differences between MBA and PGDM can also be noticed in terms of the duration of these two programs.

Which is More Valuable? MBA or PGDM?

According to some professors and teachers, value of a course importantly depends on the institute it is availed from more than the degree or diploma. Top institutes such as IPE, XLRI, ISB offering PGDM hold brand value and are widely acknowledged by the industry.  Colleges such as, FMS and Amity are again known for their names attached to them and widely recognized for offering world-class MBA education to global students.

When choosing between MBA and PGDM, here are brief tips for aspirants to bear in mind:

  • Ranking of the institute
  • Accreditation of the institute
  • Brand value of the institute
  • Alumni network
  • Reviews of college/institute

Realize that even the best of colleges or institutes have a percentage of worst performers, so do not form your decision basis on those low ranked students. It is your passion, your dedication and your ambition that will pave out the gateway to your career success in the field of management.

Presently, recruiters are looking out for best talent and not talent that is only coming out of a reputable institute but has no knowledge of the subject. Pursuing a management course is a decision of choice. However, the ultimate aim for aspirants must be to attract the top recruiters of the industry who recognize their knowledge and skills at the time of hiring decision.

Hope you enjoyed reading the blog.

Feel free to share your feedback with me at @CareerBuilderIn

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What Kind Of A Boss Are You?


What kind of a boss are you, defines how people react to what you say or follow what you say. Well, it all depends on what kind of perception they have about you. What you say or convey can be interpreted only to the best of understanding from the receiver. With no or little influence over this, your colleagues or your juniors talk about you behind your back. Let’s face the truth, they do and its mostly with personal bias. Trust and understanding are a two-way street. The more you trust them, the more they do the same, in fact, it results into good or bad PR for you. In other words, it works wonders if it is good PR and it does blunders if it is not.

Let’s first see what the traits of most successful leaders are:

Firstly, most leaders communicate very effectively, did you ever come across a very successful person who has poor or ineffective communication skills? Secondly, they listen to the ideas from everyone, includes their immediate reports. Thirdly, they exuberate passion. Fourthly, they talk less and ideate more. Fifthly, take firm decisions. Sixth, they empower & share lots of knowledge. Well, the list is almost worth reading. Further, they take necessary actions, and not to set an example. They are emotional & humble. Prioritize their actions that facilitate the work of others around them. They have lots of fun while on work and create an environment where others have a good time too. They are nice to all, from top to bottom and treat everyone equal, especially when they appraise. And the most important of all, they do not lose their calm in adverse situations.

Having listed the traits, let’s see what these styles reveal about them. Most of these styles are not self-taught, they are picked up by the bosses in yester organizations and also through formal short-term training programs. However, let’s see a SIX STEP model to EFFECTIVE LEADERSHIP:

1) Clarifying, who you are – Personal values and mission
2) Clarifying what you want – Strategic Vision
3) Clarifying what others can contribute – encouraging Participative Leadership
4) Supportive to others so that they can contribute – Organizational redesign
5) Restlessness to achieve goals
6) Monitoring & celebrating success.


When operating and during the daily affairs of the organization, different Leadership styles exist in the work environment & are well known but do they work with the millennial workforce in the right sense? Let’s see the most popular ones. Autocratic ones make the rules that all follow, keeping high control, taking all decisions without inputs from others. This style works well with people who require close supervision on their work. Although they are not popular with people in creative and skilled disciplines. The Democratic or the participative style, on the other hand, is mostly popular, as it values the inputs from team members. These leaders boost the morale of the employees because they contribute to the decision-making process and help accept changes in the system whenever it happens. It forms the basic fabric of an agile organization. At the same time, A laissez-faire leader goes well where very little direct supervision is needed, and highly skilled & experienced workforce is involved. A transactional leader’s focus is primarily on performance and accordingly recognizes and rewards the most noteworthy workers. The transformational leader, however, focuses on high levels of communication from the management & motivates everyone to reach their goals and achieve excellence in productivity. Leaders primarily focus on the big picture and delegate small tasks to accomplish goals.

All the above is a repertoire of styles. However, there is another perspective to it. We now experience a lot of young colleagues’, fresh out of colleges. They are the ‘Internet generation’ and belief leaders to be dynamic, transparent, motivating and count experience as a ‘good to have’ and for them ‘experience in a leader is not a ‘must have’ quality. For them, the best leaders are the ones who can talk frankly and honestly convey their piece of mind. The best leaders are the ones who are adaptive to different situations and sail through troubled waters with ease. They keep the workforce and organizational motives as their top most priority. They are a ‘Visionary’ lot, steering the organization and its people into a new direction. Mostly share dreams to distinct groups to reach their goals. They inculcate innovative culture and bring in an experience where needed. They ‘Coach’ a lot to boost performance and align the personal goals of employees with the organization. It works best for employees who take initiative & are looking for professional development. The ‘Affiliative’ leader creates harmony by connecting people and builds a trustworthy environment with everyone. It makes room for mediocrity but also ensures that the team moves as a single lot. The ‘Democratic’ approach by the leaders makes the best use of the skills and knowledge to achieve excellence in productivity. They use the ‘Pacesetting’ approach to determining that everyone achieves better and faster goals as the team and are obsessed with performance. At times, situations do call for a ‘Commanding’ military-style leadership. However, it happens in crisis or dire situations mostly. Owing to the fact that leaders put experience as a testimony to their decisions, this style works well when there is little time to act fast. This style faces the most criticism and is the most unpopular one.

Given the fact that a lot depends upon inter-personal skills of leaders, they are also subject to extreme pressure for performance and achieve organizational objectives. The stress and responsibility in a position to manage and achieve for the entire team also take a toll on the personal health too. However a very well balance approach to work and after office life leads to a healthy work environment and overall effective and loved work culture.

“What you give is what you get.” The saying goes perfect with great leaders. If you happen to be the boss of your team, work towards evolving as the leader who shines with a happy and enthusiastic team and not works merely for the sake of performing his job.

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6 Must-Have People Skills to Ensure Success at Work

We all have different sets of people management skills, and some are good at it while others not so great in it. Do you think you are entitled to a promotion or fit to lead a team because you have highly developed hard skills and extensive experience? Well, it turns out these things are essential for professional success, however, for better career outlook candidates must also work on their “soft skills”.

People skills, in short, accumulation of different competencies and attributes that allow people to play well with others. While on the surface, it may be about the “likeability” or “good personality”. However, when you dig down deep then it will be like opening Pandora’s Box including, verbal/and non-verbal perspectives.

When people think of communication skills, words such as empathy, tonality, and personality runs down in their mind. In other words, all these attributes come in a form of accurate, persuasive and effective communication to achieve productive yet effective human communication to everyone’s advantage.

6 People management skills recruiters desire in new hires:

1. Strong Communication Skills

It is the most basic people skill as it comprehends your ability and personality to persuade others to listen your ideas, get along with other people and much more.

According to, Lynn Taylor, a national workplace expert and author – “if you have a gift of spoken and written words, you always put your best foot forward”. She also added, being eloquent is highly prized in today’s workplace.

Strategies for effective communication skills –

  • Be aware of your body language
  • When you are speaking with someone show genuine interest in his or her ideas or conversation
  • Practice active constructive communication

2. The Ability to Relate to Others

In business, it is essential to have the ability to relate to other people’s position or viewpoint. Every so often, the ability to relate is letting them know, you understand their position. And, willing to agree to disagree with mutual respect.

3. When and How to Show Empathy?

In the grand list of people skills, “putting yourself in someone else’s shoes is a master key.” It helps us to predict people’s response, provide insight into their motives and create relationships.

Offering support, feedback and sympathy in daily business life bring positive emotional returns. Though, it is essential one should know “to show compassion where appropriate”, as things are not always black and white.

How to do it?

  • Try to validate other person’s perspective
  • Listen
  • Try to see things from other person’s perspective, by keeping your viewpoint aside
  • Examine your attitude

4. The Ability to Trust Others

If you are trustworthy, then there is no reason you cannot accelerate your career. It is a thumb rule “in the workplace no one can survive in the vacuum.” Hence, an environment of trust and cooperation must be created that only be possible if you represent yourself as “trustworthy” person among your peers.

How to build trust in workplace?

  • Be consistent
  • Be honest even in nonverbal communication
  • Have a mutually beneficial attitude

5. Flexibility

Being “good personality” is a dependable context characteristic. Your introvert personality will not be appreciated at Thanksgiving table, but it may serve well when you are attending any condolence meeting. An excellent communicator must respond accordingly to what current situation demands.

How to deal with change in workplace?

  • Recognize and condition your brain that change does happen
  • Beware of surroundings
  • Change does not happen in blink of an eye, it is a gradual process. Hence, try to recognize the stages – starting with denial, anger and eventually acceptance.

6. Good Judgement

When you start observing the world around you, listen to others and learn, the good judgement skill will come directly to you. It will assist you to determine wisely responses and reactions, and make sound decisions.

Today, we are a part of two worlds – real and digital. One has to keep his or her people management skills consistent in both to achieve success at work.

Hope you enjoyed reading this blog. Please feel free to share your feedback with me @Supriya_nigam


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7 Essential Skills Employers want in 2016 Graduates

Must Have Skill Sets

When employers are deciding which new college graduates to hire, they want you to answer primarily following two questions –

  1. Can you make decisions and solve a problem?
  2. Can you work well on a team?
Must Have Skill Sets
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The list of desired skill sets does not end here. The next most significant critical skill they look for – ability to communicate with people outside and inside an organization.

In past, employers focused on hiring candidates based on their technical skill sets followed by person skills. Now, a scenario has changed a bit as employers do give importance to technical knowledge in their new hires, but that is not nearly as significant as decision making, ability to plan and prioritize work, communication skills, and good teamwork.

A candidate, who exhibits a perfect combination of people skills and technical skills always preferred by employers, as compared to those who are exceptional in either of one skill sets only.

What key skills you are missing from employer’s perspective?

Graduate degrees and college majors apparently matter to employers. Also, there are a few core skill sets that employers prefer to have in their new hire of 2016. They want candidates to be a problem solver, decisive and work well on teams.

Let’s take a quick sneak peak of 7 skills employers say they seek in their new hires

  1. Capability to work in team structure
  2. Ability to acquire and process information efficiently
  3. Ability to solve problems and make decisions
  4. Technical knowledge related to the job
  5. Proficiency to communicate verbally with people outside and inside an organization
  6. Ability to analyze quantitative data
  7. Ability to influence others

Good news for Grads – Regardless what subjects you studied in school, whether – French, art, anthropology, engineering or political science, you will have to learn these seven essential skills, mentioned above to become a part of big brands (Microsoft, Seagate Technology, and IBM, etc.).

The trick is to demonstrate your prospective recruiters these skill sets through your cover letter, resume, and interview.

How should you do it?

Think about the class projects where you have been a leader or a team member and jobs where you had to prioritize and plan. Describe those skills efficiently in your cover letter, resume and in your job interview.

For instance, if you worked as a counselor at summer camp. Or, if you worked in a library where you handled requests from 30 students at the circulation desk on a daily basis can involve decision making, planning, and teamwork. Ensure, you spell out these responsibilities specifically but in a concise manner.

Gradually, both recruiters and employees are stepping into the new work world. Now, change is a part of our work life and to accomplish business goals successfully recruitment methodologies has to be changed. Thus, employers expanded their “new hire recruitment criteria”. At present, companies want candidates to learn generic skills across academic disciplines and in jobs where they are working with others.

A word of advice to Graduates of 2016

You are a part of a humongous talent pool that keeps growing every year. If you have mastery in both soft skills and hard skills, then also it is essential you communicate clearly those skill sets to your prospective recruiters.

Take some time, look around and analyze the 7 essential skills employers want in 2016 graduates and accordingly enhance your key skill sets to get on top of the recruiter’s list.

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3 Things You Must Do To Get A Long and Fulfilling Career

Come out of your Comfort Zone!

Applying for jobs just out of grad school or college, “comfort” seems like an ultimate goal. However, there is a difference between finding 9 to 6 job with set targets and achieving natural fit, 3 .

Come out of your Comfort Zone!
CareerBuilder_Come out of your Comfort Zone!

Evolution of technology is above par that push companies to move forward, learn consequently and embrace relevant technologies to be on top of the events. Have you ever given a thought what does this mean for your job in the next ten years?

When a person gets comfortable surroundings especially in the work world, he or she try to avoid the change. And stay for years where they find their comfort zone. However, it is one of the most damaging things that people do with their career.

Pushing yourself out of ease as a critical career success move

The dynamic nature of business world requires, both employees and employer to stay ahead of change. In an organization, everyone has to do so much in their part, whether it is launching a new idea, or a scale or size of an endeavor – has never been done before. This scenario sometimes seems daunting task as it includes elements of risk and oblige people to come out of their comfort zone.

It is reported, people who do this successfully find more opportunities around them and immensely make the positive difference. Such people create a fast track for accelerating their career path.

If a person is willing to dive into new areas, then only he or she will be able to achieve a true differentiation.

It is time to shake up your Career

Remember, small steps are the foundation of big accomplishments. The difficult part of shaking things is taking the first step. It is scary, but here are 3 wonderful reasons why it is completely worth it;

  1. Unearth new skills

If you have been in your industry for too long, let’s say 5 years (minimum), you have developed definitive skill sets you use often. Hence, other strengths perhaps ignored.

Understand like this, if you work only on one muscle of your body it would not make you strong overall, instead make you imbalanced. Similarly, holding on to one key skill set in which you are exceptionally good would not make much difference in your career growth. Therefore, shaking things up in your career can assist you to identify new areas of expertise.

  1. You might fall back in love with your old job

On the contrary, agitating your career like trying new job or industry might backfire. As, you might hate the change and miss your old job. After trying something new, recommitting to your similar position or old industry eliminate the distress of “what ifs”? That were holding you back. You will find yourself more passionate and unswerving to your old job.

  1. You will grow as an employee and as a person

Stepping out of your comfort zone may take you even in a circle or straight up on a roller coaster ride. However, in both scenario benefits will apparently offset the insinuating risks. Exploring new job opportunities around you will shake up the monotony out of your life, give you renewed and fresh outlook towards life and your job.

With emerging technology, even employers are forced to expand their recruitment horizon. Today, recruiters prefer those candidates who have a wide array of experience over those who has done the same job for decades. Though, this scenario is a bit contrasting for senior management positions, but valid for fresh graduates or middle management positions.

It is essential for fresh graduates to break free of your cocoon to gain diversified experience, enhance their creativity and decision-making skills under the pressure of new and different challenges.

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