When employers are hiring, they subject the candidates to thorough screening, background checks, and interviews, to make sure they meet the preset requirements. In most cases, the shortlisted interviewees, will include what they think is relevant, in their resume—sometimes they might omit some crucial skills they have learned from the former employer that could be useful to the new organisation.
With the competitive nature of the commerce world, many employers from time to time will take their employees to seminars, workshop, and short courses, to better the way they deliver products or services.
In the US, 80% of the people in the workforce are obtaining extra skills while working and most of them are transferable. Probably you might be wondering what a transferable skill is. The latter term refers to an ability that is relevant and can be applied in different disciplines in life, for instance, leadership and management.
This begs the questions how can employers recognise these transferable skills learned externally or internally, and how can they put them into use for the betterment of their organisations. Of course, with the increase in fraud cases some employees might lie about their abilities, so here are some tips on how an employer can identify and put into use transferable skills.
1. Using eLearning Platforms
In the recent past, eLearning had its fifteen minutes of fame in the major and minor media outlets. Nonetheless, most of the people do not know how it works. Sit tight, while I shed some light on how this new development can help you and your employees acquire new skills whilst allowing you to identify and put them to use.
By joining eLearning online platforms like Qintil LMS, as an employer you will be able to manage, find, track, and deliver training within a single platform. Additionally, by use of this method, employees can be able to store their licenses, certificates, skills, and achievement in one place and can share them with you when the need arises. The system will help you monitor your employee’s progress career-wise helping you to make executive decisions.
2. Conducting a Training Needs Analysis
By use of this technique, an employer can explicitly tell what sort of skills that his/her employees possess and more importantly what new skill they need. For this method to be effective, it must be the first step to undertake in the training process. This helps to determine the gap between employee skills and needs of training.
3. Use of Employment and Professional Reference
A wise employer should ask a potential employee to provide a list of at least one reference from the previous employers. This process will help them to verify information provided such as skills gained from the previous workplace, duration they worked there, and why they left. Additionally, by undertaking the process the employer can identify some of the employee hidden talents and skills that can be put to use in their organisations.
4. Employment History
Analysing an employee’s history such as the company they have worked for, the ranks they possessed, and how much they were earning can indirectly shed some light to the employer/manager on what level of skill a certain individual might possess. For instance, if Mr. John worked as a supervisor in the previous job, then you can tell that he possesses good leadership skills.
With that in mind, it is important to understand an employee’s abilities in order to fully utilize their talents for the benefits of your organisation. To do so, Qintil is a good place to start. Sign up today and live a fulfilling life in your workplace.