Today’s digital revolution, which has accelerated at lightning speed since the pandemic began, has spurred a global workforce transformation that is driving massive shifts in remote work, e-commerce, and automation. By 2030, over 17 million workers will need to completely change occupations and learn how to transfer skills as they embark on a new career path.
As job seekers cross over into different industries and roles, many are struggling with how to translate their current skill sets into well-paying positions. 43% of employers are saying that soft skills are hard to find and even harder to train.
That’s why more organizations are offering innovative tools and support to help applicants develop and leverage technical and soft skills that companies are looking for.
Online gaming translates into skills
Tapping into online gaming, which gained even more popularity during the pandemic, opens a vast potential talent pool with unique capabilities. Initiatives like ManpowerGroup’s Game to Work campaign, winner of a recent Shorty Award, demonstrate that time spent in front of the TV or computer screen playing the latest video games builds an array of skills that apply directly to the workplace – and not just technical ability. Gamers develop critical thinking, collaboration, and communications skills that they can leverage on their resumes and in the workforce.
The Games Skills Translator tool allows candidates to enter the specific games they play, their experience and skill level and the amount of time they spend gaming. It then translates the data into workplace skills that applicants can add to their resumes, discuss in job interviews, and share with potential employers.
Translating military skills to civilian jobs
For armed forces veterans, transitioning from military to civilian roles may seem like a particularly daunting task with many highly specialized job roles that seem challenging to translate to a civilian role. Two-thirds of military vets in the U.S., for example, say they faced a difficult transition to civilian life due to economic uncertainty and the reality of leaving a highly disciplined environment for a less structured civilian role. UK and European veterans face similar challenges, finding that extended periods of military service made them less comfortable with job searches and skills adaptability.
The good news is that many organizations find veterans to be some of the best hires due to their ability to collaborate, problem-solve, and thrive under pressure. The key is helping veterans understand how to best translate skills learned during military service to civilian jobs.
In the UK, Right Management has been the Ministry of Defence’s official provider of resettlement services through its Career Transition Partnership (CTP), which has helped over 250,000 veterans find jobs over the past 20 years. The CTP supports job candidates in their transition to civilian life and connects them to companies like Amazon, Barclays, Jaguar Land Rover, and BAE Systems.
“The working landscape has changed beyond all recognition since we started, with an ever more transient marketplace and technology, along with social media, driving change at pace. Despite this, CTP has stayed at the forefront of delivery, continually adapting to meet the needs of our service leavers,” said David Duffy, Contract Director for Career Transition Partnership, Right Management Ltd.
Ex-Captain Anthony Ross served for eight years as an Infantry soldier in the British Army and now works as a General Manager for Cloud2, an IT Solutions Provider. As part of his CTP transition process, he attended a management workshop, met with a career consultant, and completed a project management course that helped prepare him for his new role.
“In addition to the skills I developed in building teams, personnel management, planning and decision-making have been used and developed further throughout my role,” Ross said.
The Australian Department of Defence supports 5,500 permanent Australian Defence Force (ADF) Members annually as they transition to civilian life with special help for members who are medically transitioning with complex biopsychosocial circumstances. Through the Transition for Employment (T4E) program, delivered across the Navy, Army and Airforce via Right Management, the program provides vocational outcomes centered on attaining meaningful engagement or employment with career coaching and specialist employment services directly aligned to a member’s sense of purpose.
Creating an equal opportunity environment
Communicating to applicants that everyone can participate and demonstrate their skills, no matter their gender, ethnicity, or cultural background is an important part of the transition process. This is especially crucial as today’s active-duty military in most countries is more racially and ethnically diverse. There are also more women serving in the military than ever before.
Over the past ten years, the Australian military has also improved diversity in the ranks via a diversity focus of the Defence Force Recruiting (DFR) program, a public-private collaboration between the Australian Defence Force (ADF) and ManpowerGroup. Through the DFR’s recruitment programs, as diverse applicants transition into their new military roles, they learn their unique cultural and racial backgrounds provide key strengths and perspectives that the ADF values and needs. As a result, the Australian military has been able help diverse applicants throughout the country achieve greater representation across more than 300 roles and 7,000 plus jobs each year for the Army, Navy, and Airforce.
For job seekers who receive the support they need, understand how their skills relate, and have equal opportunities for open positions, the sky is the limit. For more information on managing career transitions and skills assessment, visit Right Management.