Jobs that require social skills
Maybe being around people actually makes your skin crawl. Of course, even people who do not like being around other people still need to work. The good news is that not every job requires an excess of human contact. Well, if you want to be feared— maybe even hated— conducting audits could be a breezy way to spend your workday. Being an auditor is a tough, unglamorous job, but someone has to do it. Plus, the pay is great.
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Content:
- Skill shift: Automation and the future of the workforce
- 7 job skills that have stood the test of time
- Top 5 Skills Employers Look For
- 14 People Suggest Jobs For People With No “Real” Skills
- The Best Jobs Now Require You To Be A People Person
- Careers Involving People Skills
- 20 Great Jobs to Consider if you have Good Communication Skills
- Geneva College Blog
Skill shift: Automation and the future of the workforce
Skills are widely regarded as being necessary for boosting productivity, stimulating innovation, and creating new jobs, while skill mismatches are often cited as being responsible for a lack of dynamism in the labor market.
Basic cognitive and social skills are necessary for productive employment, and often acquired early in life. Many technical and social skills can be built and developed through experience in the workplace and lead to sizable returns, especially during formative years in the labor market. Pre-employment and on-the-job training can carry positive returns if they address market failures in the education and training system, are closely combined with work experience, and governed by a flexible and modern institutional structure.
More advanced skills can boost job creation by igniting innovation when countries are caught in traps of low skills and low productivity. Pre-employment and on-the-job training alone are unlikely to solve a lack of dynamism in the jobs market.
Skill mismatches are most often assumed to originate on the supply side, with education and training systems being tasked to reduce the misfit; but this assumption need not be correct, as the incentives the system reacts to can be the source of the mismatch. Even when skill mismatches are supply-side driven, the technical and vocational training systems in many countries lead to low returns, distance from private sector demand, and inequitable access.
Schools and training centers rarely include the formation of social skills as an explicit goal. Foundational skills, both cognitive and social, are essential for productive employment, and these require investment in early learning and education systems. Such highly specialized skills can stimulate innovation, enhance learning and, in turn, create more jobs. However, providing technical and vocational training is not always the answer.
Work experience in itself can encourage learning and help shape skills, especially for young people. A commonly held view is that skills lead to job creation, higher productivity, and increased national income.
As a result, shortcomings in the vocational and training systems are often considered to be the underlying cause of an economy that lacks dynamism, which in turn can trigger countries to massively invest in skill building.
However, a number of rigorous impact and evaluation studies have shown mixed results for vocational and technical training and, rather, point to the core importance of foundational cognitive and social skills for ensuring productive employment.
Similarly, the relationship between skills and jobs can also work the other way: i. The literature also highlights circumstances under which jobs themselves directly build skills, technical as well as, importantly, social ones.
Thus, depending on the causal relationship between skills and jobs, public policies to foster productive employment would differ. Can the relationship between skills and jobs be disentangled? Skills formation and measurement Skills are acquired throughout life.
People learn, adapt, and form their skills through a multitude of interactions and mechanisms, within the household and neighborhood, during the formative years of schooling, at work, and during training. Cognitive skills include verbal ability, working memory, numeracy, and problem-solving abilities.
Social skills are based on personality traits that underlie behaviors such as teamwork, reliability, discipline, or work effort. Technical skills enable the performance of specific tasks. Because all jobs require a combination of skills that are formed in multiple ways and in diverse circumstances, policymakers face complex challenges in forging the best path for skills development.
The first months and years in life are the most crucial for skill formation. This is when intelligence and learning abilities, the foundations for the development of core cognitive and social skills, are cemented [2]. Brain maturation occurs in steps, with new skills building on earlier ones. If the foundation is strong, higher-order cognitive and social skills can be added later on.
This leads to higher adaptability in a rapidly changing job environment and the acquisition of job-specific techniques. While foundations are laid early on, skills are also further shaped after childhood and in working life.
Attention to the measurement of skills has gained prominence worldwide. Achievement tests provide information for parents, instructors, and administrators, and enable a better understanding of system-wide performance and achievements. Recent research has shown that what is measured in such tests goes beyond the assessment of technical or cognitive skills: a good part of the variation in achievement tests can be attributed to personality traits or non-cognitive skills, as well as incentive systems, i.
A growing body of literature now focuses more specifically on measuring these non-cognitive skills, often decomposing the assessment into the different personality traits. Since human capital theory established a clear link between skills and economic performance, it is generally held that education and training are wise investments for individuals to be able to increase their employment chances and earnings, as well as being necessary ingredients for economic growth and job creation.
The risk of living in poverty declines with the acquisition of basic cognitive skills in numeracy and literacy. In fact, the link between such skills and productivity growth has been shown to be stronger than that with school attendance rates.
In addition, the possession of these skills is particularly important for countries undergoing structural transformation, as they are often the pre-condition for creating employment opportunities outside of agriculture, in services or industry.
Globally, however, it appears that the workforce does not possess the skills required by the economy, and skills mismatches are arguably growing rather than shrinking. In many countries e. Brazil, Costa Rica, Pakistan, Sri Lanka, and Tanzania , up to one-third of those employed are either under- or over-qualified for the work they do [1]. Moreover, skill constraints in the formal sector around the world are considered by managers to be more acute now than in the first half of the s Figure 1 —although some evidence shows that this result holds less so for farmers and entrepreneurs of unregistered firms in the informal sector [1].
To address these mismatches, private firms or individuals could choose to upgrade their skills through further education or training. But this seldom happens, for several reasons. First, smaller firms, farms, and individuals can rarely afford to pay for this, and borrowing is often not an option.
Finally, neither the firms nor the workers might possess the information needed to identify the skills gaps. Pertinent information in this respect would include job market and earning prospects for specific careers and competencies, as well as the quality and success rate of different skill-building providers including technical schools, universities, and on-the-job training [3].
In view of such market failures, education and training systems are often tasked with dealing with high unemployment and low productivity growth. Consequently, many countries are stressing vocational education and on-the-job training as a means of equipping the workforce with the required skills. Although the importance of skills cannot be over-estimated, care needs to be taken before any decisions are made regarding the development and implementation of extensive programs to build skills.
Often, the root cause of skill shortages, or mismatches, has little to do with the education and training system. It may instead lie in market distortions and institutional failures, which lead to wrong signals being sent to hiring firms and skill-building institutions, as well as to individual job-seekers. When the salary for a career in the civil service is particularly high, young people may study to obtain such jobs, even if they need to queue for them.
This can lead to the acquisition of specific skills that are irrelevant for the private sector, and to unrealistic expectations. Here, ensuring the efficiency of the civil service in terms of both size and rewards—in line with comparable private sector salaries—would adjust the signals for young people when making educational decisions. Similarly, regulations or other institutions may compress skill differentials, thereby reducing incentives to invest more in education and training [4].
Geographical integration policies, or ensuring a functioning housing and rental market, could then have a positive effect on reducing apparent skill mismatches. In all of these cases it would seem, at first glance, that the constraints can be attributed to skills, but a closer examination shows that they are not actually related to the education and training system. How can skills be successfully built across the board? The answer is not straightforward, as evidenced by pre-employment and on-the-job training in the developing world.
On-the-job training is closely linked to higher earnings and productivity [3]. Yet only a fraction of workers benefit, as training is rarely given to the less-educated workers and those in smaller and informal enterprises. Moreover, technical and vocational education TVE does not guarantee the successful acquisition of needed skills and, in rural areas, its reach is frequently very limited.
In fact, TVE has led to increasing socio-economic inequalities in some countries, rather than promoting social mobility. Often, inequitable access to TVE and the low quality of programs are major constraints [3]. Efforts to build skills are often hampered more by institutional weaknesses than by market failures, with issues pertaining to accountability and governance being particularly problematic. Nonetheless, there are both positive and negative aspects. On the positive side, traditional manpower planning has been replaced by modern and flexible skills-development strategies.
This allows skill-building curricula and competencies to adjust quickly to private sector demands, which is especially important in times and sectors of rapid technological advance. Another development is the creation of oversight entities in a number of countries, such as the Pakistan Sindh Technical and Vocational Training Authority.
These entities are responsible for quality control and management of providers, which can be carried out separately from financing. Similarly, in India, the National Skills Development Strategy is based on the principle that training, certification, and accreditation institutions should be clearly separated.
On the negative side, throughout the world, training programs and pre-employment education remain adversely affected by the dispersion of responsibilities across multiple ministries, the lack of private sector involvement, the slow response to rapidly changing skill needs, and capture by providers.
The curriculum in educational institutions is also important. Although it is recognized that employees frequently lack non-cognitive skills, these skills are not normally included in the curriculum, and thus are not acquired in schools or training centers [3]. While these findings may be subjective, they are supported by more conclusive evidence indicating that returns to the socio-emotional trait of perseverance are as high as returns to average cognitive ability [5].
While it is recognized that skills are required for jobs, it is also true that jobs enable the development of skills. Although there are different types of apprenticeship programs, they all use job experience to integrate education and learning. This combines class-based learning that focuses on developing general skills that can be used in any job, with learning that is acquired on the job and through actual work experience within the training company. In France, Germany, and the Netherlands, the dual system is credited with fast and structured employment integration following completion of the apprenticeship program.
The dual system requires more than the right economic incentives, as it is based on a social contract between employers to offer places and invest in the future career of apprentices as a common good , trade unions to accept below minimum-wage payment for trainees , and government to fund vocational schools and ensure quality control [4].
For apprenticeship programs to work it is essential that private sector firms remain committed to the programs by continuing to finance them even when the economy is in decline. A number of developing countries embarked on replicating the dual model for individual sectors, or on broader scales, including Benin, Cameroon, Egypt, Mali, and the Philippines. Efforts have not always been successful because the institutional requirements are high, including: i support from employers to provide on-the-job training to support longer-term job prospects in productive jobs; ii young people and trade unions to view apprenticeships with lower earnings as a form of skill acquisition; and iii the vocational training system itself to supply job-relevant training in close cooperation with government, employers, and trade unions within a clear regulatory framework that includes permanent adaptation to improve the relevance of the learning material and methods [4].
Apprenticeship programs can also be more informal and facilitate the passing of technical skills from one generation to the next, as is the case in many African countries today. Such informal models can become the basis for a stepwise integration into national training systems. The end of formal schooling does not necessarily signify the end of skill development. In fact, individuals continue to develop skills right through to the end of their working lives.
Research has shown that jobs themselves shape social attitude and skills, especially at a young age [6]. Thus, a positive job experience can have an impact on developing attitudes and behavior, which can support the development of socially cohesive societies. In one evaluation conducted in the Dominican Republic, a combination of life-skill training, vocational training, and internships for youths from vulnerable backgrounds 16 to year-olds who had not completed secondary school had a number of significant effects: a decrease in violence, gang membership, drug use, and unprotected sex.
The young beneficiaries also reported feeling higher self-esteem due to the program interventions [7]. Jobs can also facilitate the transmission and sharing of knowledge, as workers are constantly interacting on a daily basis. Similarly, knowledge spillovers underlie the agglomeration effect of business clusters in cities and areas of high population density.
Across 1, sub-national regions in countries, education is considered to be the main determinant of knowledge spillovers and entrepreneurship [8]. However, knowledge spillover from jobs is not limited to cities; farmers with experienced neighbors can become more productive, and social learning in villages can be particularly beneficial [9].
Furthermore, jobs can stimulate skill building by putting employees in contact with a wider external environment and set of influences.
7 job skills that have stood the test of time
To really get ahead, what a worker needs is social skills. Over the next two decades, nearly half of U. What are workers to do? Become more human, suggests David J. Deming of Harvard. Deming argues that social skills have already become increasingly important in recent decades, especially for those looking for high-wage, competitive positions. According to Deming, positions that require both cognitive and social skills have shown more wage growth in the past few decades than those that require high-levels of mathematical or analytical training but little social prowess.
Top 5 Skills Employers Look For
Employability Skills :. Subscribe to our FREE newsletter and start improving your life in just 5 minutes a day. For many people today, a career for life is no longer an option. Most people will hold jobs with a variety of employers and move across different employment sectors through their working life. For this, we need to understand that we all have a set of transferable skills or employability skills. These are skills that are not specific to one particular career path but are useful across all employment sectors. Employers are often looking for skills that go beyond qualifications and experience.
14 People Suggest Jobs For People With No “Real” Skills
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The Best Jobs Now Require You To Be A People Person
Major changes in the economy — technological change, globalisation and demographic change among others — are affecting demand for skills in two ways. Firstly, they have changed the type of jobs people are doing, both in terms of job titles and the tasks they involve. Secondly, they have changed the type of skills required within existing occupations, meaning that for some occupations the job title has stayed the same but the job description has changed. One factor that has changed demand for skills is the changing profile of jobs in the UK economy. In a manufacturing-based economy with lots of manual routine jobs in factories, demand for physical skills will be high. As the UK economy becomes increasingly service-orientated with an increase in non-manual, less routine jobs, demand for analytical and interpersonal skills will increase.
Careers Involving People Skills
Mint has you covered during coronavirus. Stay up-to-date with the latest financial guidelines and resources here. When navigating which career is right for you, finding something that aligns with your personality is no doubt a fine place to start. But if you fancy yourself as an introvert, you might want to avoid careers involving a lot of social interactions. Thankfully, there are many careers introverted people can excel at while still feeling comfortable. Studies show that your personality has important effects on early career outcomes. Therefore, success does not depend on your extroversion, but on your ability to put your skills, experiences, and personality to work in your favor.
20 Great Jobs to Consider if you have Good Communication Skills
Are you good at math? A computer whiz? Well, great!
Geneva College Blog
RELATED VIDEO: The BEST Careers For INTROVERTS!Communication skills are a must when you are part of a workforce. The level of communication skills required at a workplace is proportional to the role you are in. And, if you are a good communicator and love interacting with people, then you have come to the right place! Because this article will give you in-depth knowledge on 20 great jobs to consider if you have good communication skills.
Some people just love to talk and interact! Talking comes naturally to them. They love working in teams and a quiet environment bores them. They love being surrounded by people and can easily form a connection with people, even strangers. Recommended Read: Introverts Vs. No one is immune to problems, and at some point or the other, everyone feels the need to talk to someone to share them and feel better. So, if you think you are good at guiding people about their problems and are patient enough to listen to them, counselling might be the right choice for you!
In the UK many graduates enter employment where a degree in any subject would be acceptable. In this instance what they offer the employer is evidence of the range of competencies which have been developed through their academic study, rather than the specific subject content of their degree. Given the current economic climate and the increased competition for graduate positions, it's important to consider a range of occupational areas.
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