For young graduates, finding a first job can be a major challenge. In order for them to differentiate themselves on the job market, they need to be able to demonstrate their uniqueness. In order to stand out, non-technical skills, such as those associated with soft skills, need to be taken into account.
First job: How to find the right one?
The major challenge for any young graduate today is to make the most of their technical and behavioural skills in the often opaque and competitive job market. It is not easy for a student who has just graduated to differentiate himself from other young graduates who have undergone equivalent training.
However, although the training aims to give the same level of knowledge to all its graduates, in reality, each one will have a spectrum of skills that is unique.
Whether it is through extra-curricular activities (community life, sport, projects, competitions, etc.), the choice of internship or the type of institution, the level of technical skills may vary from one graduate to another.
But where the difference is more noticeable is in the behavioural skills, in the attitude. Each graduate has his or her own unique interpersonal skills and abilities.
Those 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 analysing their technical and behavioural skills (hard and soft skills) so that they can demonstrate them and relate them to the needs of the position.
By taking stock of their skills, graduates will be able to better position themselves in relation to the positions they like. This positioning will enable them to choose a job that best suits their skills, but also and above all their interpersonal skills. For example, a young graduate who prefers to work in a structured way will not necessarily be comfortable with very varied tasks that he or she will have to carry out alone, without any particular support.
By demonstrating in their application that they have the knowledge, technical skills and, above all, the ideal behavioural profile for the position, they will 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 will be used not only during recruitment, but throughout a person’s career. In particular, this data is updated at regular intervals. During annual interviews, for example, the company builds a human resources strategy based on the data and enhances the value of its human capital.
This is only possible if the data used to carry out this continuous matching of skills is reliable, secure and compliant with the regulations.
Article written in collaboration with Stalks
Working with data now requires continuous attention, a lot of time, extensive resources and special expertise. With an understanding of the business challenges associated with know-how in automated data processing and mastery of compliance issues, Stalks offers an ad hoc solution that allows you to focus on your objectives with complete peace of mind.
