Communication Skills Key for Young

Workers
By Rebecca R. Hastings, SPHR 3/8/2012

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To be successful, young workers need to develop a lot more than job-specific knowledge,
experts say. Of the so-called soft skills needed for success in the workplace, communication
skills are particularly critical.
Communication skills are the most important and the hardest to find, according to China Gorman,
CEO of CMG Group, a talent management consultancy. “Being comfortable one on one with
customers, colleagues and bosses means being comfortable with yourself and confident in your
abilities,” she told SHRM Online.

“Being able to communicate in writing is critical to how far young workers are going to advance,”
according to Mark Bugaieski, SPHR, HR director for Illinois CancerCare. Whether someone is
sending an e-mail or instant message or writing a blog, they are being judged on their
communication ability, he said. “And it must be good to attain success.”

Verbal communication skills were identified as the top “soft” skill sought by employers when
recruiting college graduates, according to the Job Outlook 2011 survey, released Dec. 8, 2010,
by the National Association of Colleges and Employers (NACE).

The ability to speak and write well will make a young person stand out, Gorman agreed, and will
make such individuals more competitive in the job market. “Being able to clearly articulate—
verbally and in writing—your ideas and results to your boss, your customers, your peers and
other colleagues will mean the difference between career growth and career stagnation.”

NACE’s Job Outlook 2012 survey, released Nov. 17, 2011, revealed that employers look at
candidates’ resumes for evidence of written communication skills, leadership and problem-
solving skills and a strong work ethic.

Help Is Available

To help young workers develop communication and other essential skills for the workplace, the
U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) developed Skills to
Pay the Bills: Mastering Soft Skills for Workplace Success, a collection of career
development exercises and activities available free online.

The publication, released Feb. 9, 2012, focuses on six skill groups:

 Communication.
 Enthusiasm/attitude.
 Teamwork.
 Networking.
 Problem solving/critical thinking.
 Professionalism.

An explanation of each skill is included, as well as a series of scenarios and related activities
intended for use by groups of young people learning in a facilitated setting.

Experts agree that the resource covers key areas for young people to develop.

In addition to communication, Gorman highlighted two other skill groups on ODEP’s list that she
finds especially important to those working in her industry:

 Problem solving/critical thinking. “Every manager wants employees who use their heads,”
she told SHRM Online. “And every manager wants a work group that is efficient and
produces expected results. That means we want employees who are always thinking: ‘How
can I do this better, faster, cheaper? How can I exceed customer expectations?’ ”
 Enthusiasm/attitude. “Come to play. Come to contribute. Come to win. And act like you like
it,” Gorman said.

“Attitude is everything,” agreed Sabrina Steinback, vice president of the South Puget Sound
Chapter of the Society for Human Resource Management. But she said age doesn’t matter when
it comes to getting the job done. “It is all about having the right attitude, ability to learn,
willingness to be flexible to changes and [desire] to perform the task to the best of the
employee’s ability,” she explained.

Peter Phelan, senior vice president, human resources, at MediaMath, an advertising technology
firm, agreed that problem solving and critical thinking are key skills for those in his industry
because they are so often in “uncharted waters.”

Yet Bugaieski pointed out one challenge for those teaching and learning about soft skills; he
observed that enthusiasm and attitude “can be coached to a certain extent but not ‘taught’ per
se.”

Judy Lindenberger, president of The Lindenberger Group, an HR consulting and career coaching
firm, placed problem solving/critical thinking skills at the top of her must-have list for young
workers. High school students in honors classes often have opportunities to develop these skills
as they work on group projects, she noted, but the same opportunities might not be available to
others.

Yet Lindenberger said she sees plenty of young people who need to work on their attitude and
professionalism. “Students often come to workshops I present with their cell phones on and leave
frequently to take personal phone calls,” she said. She makes it clear that such behavior is
unacceptable.

“Dressing appropriately, showing up on time and networking with co-workers are all crucial to
finding and keeping a job,” said Kathy Martinez, assistant U.S. secretary of labor for disability
employment policy, in a statement. “For many young people these skills are not intuitive. We
hope educators, human resource professionals, job clubs and faith-based organizations will use
the curriculum to help our youth build the skills to succeed in the workplace.”

Available in English and Spanish as well as large print, Braille, audio tape and disc, Skills to Pay
the Bills was field-tested by youth service professionals and students across the country.

Other Key Skills

Though he said the ODEP list was a great start, Phelan observed that “follow-through is a very
valuable skill that can be surprisingly hard to find.”

Gorman offered suggestions for young workers:

 Be a learner/be a student of the game. “Learn about your industry, your company, your
function, your department,” she advised. “When you’re just starting out, you must be a
sponge. Seek out mentors. Know the skills you need to learn, and volunteer for task forces
and special assignments that will help you learn them.”
 Create a reputation for getting the job done. “Be that person who always exceeds
expectations,” Gorman said. “Be that colleague who makes organizational life easier, not
harder. Be the go-to person in your department. Be positive. Be willing.”

As for what not to do, Gorman cautioned young workers to avoid conveying a “know-it-all”
attitude.
- See more at: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/
communicationskillskey.aspx#sthash.ikbL1lq8.dpuf

Top Ten Reasons Why You Need a Cover Letter

Your cover letter presents your intentions, qualifications, and availability to a prospective employer in
a succinct, appealing format. It's your first chance to make a great impression, a personalized letter
indicates you are serious about your job search. Your resume can give the nitty-gritty of dates, places
of employment, and education but your cover letter must entice the reader to take the extra few
minutes to consider you when faced with hundreds and thousands of candidates for any one job
opening.

1. Do you really need a cover letter?

You bet! Just as you would never just show up unannounced at a prospective employer's door, your
resume should Never just appear solo on a decision- maker's desk. Your cover letter is your first
opportunity to introduce yourself, present your qualifications, and show the search committee you are
a potential candidate for the advertised position.
2. Personalize it to the company.
Anyone can reproduce a "canned" cover letter and hope for the best. Instead, take a few minutes to
personalize your letter by showing that you are really serious about working for the companies you
are contacting. State the reason that you are interested in working for that particular company.
Mention a department, a new project the company is involved in, an acquisition the company has
made. Show that you have done your homework. Address the cover letter to a specific individual
whenever possible.

3. Why are you sending your resume and cover letter?

Cover letters should be clear and to the point. Include the specific job title, two to three reasons why
your experience makes a good fit, and a brief outline of career highlights.

4. Highlight your strengths!

You may be a great person and never call in sick, but prospective employers really want to know why
they should consider you for this position. Brag a little! Give a few facts, list relevant skills, and state
accomplishments on your present or most recent jobs that will be impressive. Increased overseas
sales by 93%? Negotiated new financial leases/loans? Implemented new training programs which
reduced staff turnover by 15%?

5. State your intentions and qualifications right up front.

If you expect a senior personnel manager or recruiter to wade through a mish-mash of information on
your cover letter before understanding why you are sending your resume, chances are, it will never
happen.

6. What makes you different?

Emphasize your skills, talents, and experiences to show how you would be a valuable addition to the
team. If you have relevant volunteer or professional experience include it briefly in your cover letter.
Example: An accountant who serves as volunteer treasurer for a nonprofit community health
organization; an international sales rep who has lived in Europe and Asia and speaks several
languages.

7. No negative information!
Never include personality conflicts with previous employers, pending litigation suits, or sarcastic
remarks in your cover letter. If you are bad-mouthing your present place of employment, interviewers
may fear a repeat performance if they hire you.

8. When should you include salary/relocation information?

The rule of thumb is to always include salary requirements and/or salary history in the cover letter if a
prospective employer requests it. For example: My salary requirements are $60,000-$75000
(negotiable). Or: My current salary is $53,000 at XYZ corporation. To eliminate this information from
your cover letter may justify your resume getting tossed out. Never include salary and relocation
information on your resume, only address this information in your cover letter.

9. Action Steps to Take

Take a proactive approach in your cover letter. State the fact that you are available for a personal
interview; give your home, work, e-mail, and/or cell phone numbers where you can be reached; note
that you will follow up by phone (where possible) to provide any additional information required.

10. Be direct!
A professionally written cover letter and resume can open the doors to your next position on the
corporate ladder, as well as a new career in a different field. A clean, error-free presentation
combined with strong phrasing and solid facts will encourage the reader to review the attached
resume and call you in for an interview.
How do you answer the job interview
question: ‘What can you do for us that other
candidates can’t?’
The right way to answer questions about what makes you unique or
special is not to badmouth the competition.

Caroline Zaayer Kaufman

Answering the question, “What can you do for us that other candidates can’t?” can
put you in a pickle in an interview. You want to sound impressive, but not conceited.
And it’s not like you even know the other candidates!
It may help to know what the interviewer is getting at. “Tough questions like this are
an attempt by an interviewer to uncover how the candidate problem solves and
thinks on his feet,” says Todd Horton, who has over 15 years of HR experience for
companies such as IBM and Honda, and is the CEO of the Cambridge,
Massachusetts company KangoGift.com.

Use this dialogue to help you prepare for this common job interview curveball.

Keep it about yourself

Just because you’re explaining what could makes you the better man or woman for
the job, don’t make the mistake of talking badly about others. The truth is, you don’t
know the other candidates, so keep the focus on your strong points, not their
weaknesses.

“The absolute wrong way to answer that question is to appear to be bragging,” says
Barry Maher, consultant and author of “Filling the Glass.”

Also avoid speaking negatively about others who aren’t candidates. Don’t badmouth
past co-workers who didn’t work very hard in an attempt to make yourself look good,
says Steve Gibson, director of jotform.com.

Your answer should start with an acknowledgement that you aren’t trying to dis the
competition, which will reflect well on your character.

You say: “‘I have no idea what the other candidates you’re considering might be
able to do. My guess is you’re looking at some top people, but let me tell you what I
can do for you and why I think I have a unique set of qualifications that I hope would
make me the best candidate for the job.”

Describe your strengths

To correctly answer this question, you need to be able to comfortably describe your
strongest attributes.

“Enter the interview with an understanding of what you bring to the table,” Horton
says. “What are the one or two things that make you special?”

Your strengths may be a specific set of skills or experience you gained in another
industry or position. Describe some part of your experience, then detail a few strong
skills from that experience, he adds.

Be careful not to sound too cliche, says Lisa Baker-King, a San Antonio based
business consultant. Don’t list attributes that you’re expected to have such as, “I’m
great with people,” “I have a strong work ethic,” or “I have a great attitude,” she says.
Be precise about your skills and experience.

You say: “My experience at Righteous Records taught me the importance of

streamlining communication among all members of the team for any type of project. I
am able to organize and maintain a cohesive, smooth process to keep all members
up-to-date and on board with a project from start to finish.”

Apply your answer to the company

In your next sentence, you’ll want to show how your skills and experience can benefit
the company you hope to work for.

Hopefully, you’ve researched the company you’re applying for so that you can tie
your special skills directly to the job, says Danny Groner, a manager of New York-
based stock photography company Shutterstock. “Show that you're up to speed on
the issues and topics that the hiring managers are grappling with. That way, they'll
know you can slide right in from day one and lead the solutions.”

You say: “You’ve mentioned to me the challenges this department has had getting
projects done on deadline and with high quality control, with all stakeholders
satisfied with the end result. My experience at Righteous Records proves that I can
help the department accomplish this goal.”