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Troy Behrens' previously published columns

Troy Behrens, Ed.D., is executive director of SMU's Hegi Family Career Development Center. He writes "Career Learning" for SMU Parents online.

Where's the Consistency?

The differences – and similarities – among what managers expect, what employees need and what jobseekers anticipate.

Previous Columns

The Secret Salary

A Little Communication Goes a Long Way

Sundaes, Cookies and One Sharp Ax

Brand You: Feel the Passion

What Employers Want New Graduates to Know

Making a Summer Internship Count

Interview Questions, Part IV: It's Practice Time!

Interview Questions, Part III: Tricks and Other Stumbling Blocks

Interview Questions, Part II: Your Plans and People Skills

Interview Questions, Part I: Do's and Don'ts

Finding a Summer Internship: There's Still Time

Lessons From a Career Fair

Where's the Consistency?

Simple Steps to a Semester Career Plan

Acing an Out-of-State Interview

Anatomy of a December Job Search

Going Global

If a student were to ask 10 career counselors this question: "What skills are necessary for success in the workplace?" – chances are that student would hear 10 different answers. In order to reduce confusion and try to dispel some myths, I ran an informal study of students who were recently offered a job, new employees who were students as little as 18 months prior, and seasoned hiring managers. Quite simply, I asked them the question, "What skills are necessary for success in the workplace?" – and guess what happened? That's right – lots of different answers!

The reasons the answers differ is that the skills needed at one phase of the "career-success formula" are quite a bit different from those at another stage. For example, the skills a student must possess to get a job offer from an employer will differ greatly when it comes time for that student to perform on the job 12 months later.

With that said, lets explore these 'situational' skills in depth.....

This study's purpose was to learn about the technical and interpersonal skills required for job-search success according to recent “new hires” (those who had been offered a position but had not yet started the full-time job), college hires who have been on the job at least 18 months, and managers who have been hiring college students for 10 years or more.

Each of the three groups answered different questions focusing on how they progressed through school and became accomplished employees. The responses were just as diverse and unique as the companies for which they work. Participants were randomly selected from three global, Fortune 40 college recruiting programs. Participation from students, new hires and managers was voluntary.

The student survey

It was rather surprising to find that fewer than half of the students surveyed had even set foot in their campus career center. Of the 52 students who responded, only 10 had used career center resources, and only two were hired through these offices. Six of the students were hired through nepotism (had a relative on staff) and said they had no reason to use the career center.

Of the students that did use their career center, most mentioned the helpfulness of the résumé workshops, mock interviews, online job descriptions, and presentations from alumni who told their stories of going through the job search process. Only 26 students attended a job fair or interviewed on campus; the most important career center tool they mentioned was the online database of open positions and the ability to ascertain what employers were looking for. Most of the students who didn’t receive assistance sent their résumé to a corporate manager themselves, or gave one to a friend or relative already working for the company.

What does it take?

The survey asked the students which personal qualities they thought were necessary to make a successful transition from college to the working world and how these skills have helped them in beginning their career. The top 10 responses are as follows:

Good writing and communication skills – the top priority regardless of your career choice
Leadership skills
Time management skills
Confidence, but not overconfidence
Willingness to start at the bottom
Studying the company ahead of time to save time in training
Treating your classes like you are at work
Openness to a wide variety of opportunities
In an interview, show that the company is #1 on your list and know in advance what you will likely be doing
Willingness to work in teams

One student stated, “Even though you have a degree, it doesn’t mean you’re in the door. A lot of students rejoice after finally obtaining a degree and assume jobs will come looking for them, even those who have never worked a day in their life.”

Another commented on how college does not prepare you for all job conditions. “Graduating as an engineer provides you with a lot of technical foundations to adapt to the tasks of assigned work, but what the academic curriculum does not do is prepare you for a working environment in which verbal and written skills are probably more important than the technical savvy you gain in the classroom.”

Overall most students agreed that being personable and having exceptional communication skills were most significant when looking for a job.

What recent hires say

I also received responses from 59 current employees that have been participants in their company’s college recruiting programs. I wanted to get their input on what worked and what didn’t when they were in school looking for a job, and possibly share this information with current students. I also wanted to find the skills that have helped them progress and reasons why they have stayed interested in their careers and the company.

The new employees were asked how their formal education has helped them get the position they have today. Most agreed that their college degree helped them greatly in attaining the technical knowledge and training needed for a career, with another employee stating, “I use 2 percent of the technical knowledge gained (in high school and college), the rest is reading, writing, arithmetic and people skills.”

Where have you been?

Other responses mentioned the helpfulness of entering the military or going to a community college after high school. The reputation of the college attended was also an important factor when looking for employment.

Here are their top 10 bits of advice to current students about the skills and behaviors they should bring to get a position with a reputable company:

Communicate effectively
Manage your time well
Focus on customer service
Ask lots of questions
Accept change
Manage stressful situations
"Job shadow" a veteran staff member
Network
Practice interviewing
Have patience in the hiring process

“Don’t be afraid to ask questions! Don’t think that the ‘veterans’ will look down on you for asking a question; ignorance can be cured, but you have to try.”

Learning the ropes

Others stated the importance of being willing to learn on your own time and do whatever it takes to get the job done. Learning the basics of the company and the position in the beginning can be rough, so learn about each ahead of time and know that “detailed oriented people do very well in the real world.”

I asked them to describe the skills that have helped them with their transition into the workforce. The most common response was interpersonal skills, a crucial aspect of most jobs within an organization. Also, knowing as many troubleshooting skills as possible will be a major advantage for anyone looking for a job. Others said one should get involved in day-to-day operations up front and work with a senior employee to develop the right techniques to succeed. Being able to demonstrate your understanding will give you credibility, and keeping your manager informed on your progress is important as well.

As it is very common for a person to change jobs and careers multiple times in a working life, the survey asked for input as to what has kept these employees interested in their companies since leaving school. One commented on her company’s strong commitment to education and the frequent training opportunities available. Another new hire said his company “has a variety of jobs, good pay, rewards hard work and dedication, and has a global reputation.”

“I have had dozens and dozens of offers, but when you begin to compare apples to apples, and talk about the real things that are important to you and where you can go within this company, my company always came out on top.”

Others said that they have never felt tied down to a position and, since technology is always changing, there is always something new to learn. “In the 11 months that I have been with this company I have changed jobs two times...it really comes down to your motivations and ambitions and the direction you want to take. To put it simply, there is no reason to leave a company with all of the opportunities that exist.”

Advice from the managers

Distributing a survey to managers across North America was a great opportunity to find out what they are looking for in hiring students, give them an opportunity to share some advice, and discuss the management techniques they use to retain employees. After surveying 66 hiring managers, the data yielded an interesting mix of answers to some rather straightforward questions.

The question was “Which personal qualities do you look for in hiring a college student and what other characteristics should one possess in order to succeed on the job?” Their top 10 answers were as follows:

Personable
Upbeat
Not intimidated to ask questions
Analytical thinking
Doesn’t need continuous supervision
Firm but not overbearing
Prior work experience
Goal-driven
Willing to take on the unknown
Punctual

Many managers stressed that they stay away from students with no previous work experience. It was interesting to note that nearly all of the managers – many of whom had backgrounds in engineering, manufacturing, research and finance – were much more concerned with the student’s people skills than the technical skills needed for the job.

Get excited

Secondly, the managers were asked to list just one quality that can set a student apart from other applicants. No surprise, there were 56 different responses – however, attitude and communication skills seemed to be the common thread to all of them. This also supports the earlier comment from one of the students: “Having a degree doesn’t mean you automatically have a job.” You must have excitement for the job to work well with others.

They also mentioned what not to do, specifically during interviews. The majority of managers told of students who are too cocky and demanding and want to know primarily what the company can do for them. Body language is the most important part of an interview – appearing nervous, not making eye contact, chewing gum and wearing unprofessional attire are major turnoffs. Talking about what you don’t want to do, lacking knowledge of the company, and “telling a manager what you think they want to hear and not digging from within to give an open and honest response” are common student interviewing mistakes.

This survey was a great way to get advice from managers – and pass it on to students who are still in school. "Get involved in extracurricular activities" was the most common response. Students accomplish the most development of communication skills by putting themselves in situations that involve people of different lifestyles.

Nearly all the managers mentioned learning concepts that aren’t taught in the classroom, and the importance to practice speaking in front of others. Students also should take classes that require them to form opinions and create something new. It is also important to get to know the teachers and professors and do something to leave a positive impact on the school. “Challenge yourself to overcome your fears. Put yourself in a situation you aren’t comfortable with, work hard at it, and it will do great things for your confidence.”

If you stay...

Finally, the managers were asked to list any management strategies they have used to retain employees, and things students can expect from a supervisor once they are hired. Being honest, upfront, and using one-on-one meetings are most important. Managers should also lead by example, reward employees with things besides money, and try to set up events outside of the office that are non-work related.

One manager also stressed the importance of having a mentor: “Find your best employee who loves to teach and put the new person with them. The employee first has to want to train and be responsible for the success of the new person. We are trying to get new employees to be the best they can be as fast as possible, so what better way than to try and clone your best people?”

Some mentioned they look for long-term hires – students looking for stability – and are sure to give a lot of information on the position up front so the student knows right away what will be expected of him or her. “An employee’s impression of our company will be determined in their first year. If we set them up to succeed, train them and fill them with positive successes in that first year, then they will remain with the company.”

So once again, how do those perceived required skills compare?

MANAGERS' TOP TEN:

Personable
Upbeat
Not intimidated to ask questions
Analytical thinker
Doesn’t need continuous supervision
Firm but not overbearing
Prior work experience
Goal-driven
Willing to take on the unknown
Punctual

NEW HIRES' TOP TEN:

Communicate effectively
Manage your time well
Focus on customer service
Ask lots of questions
Accept change
Manage stressful situations
"Job shadow" a veteran staff member
Network
Practice interviewing
Have patience in the hiring process

JOB CANDIDATES' TOP TEN:

Good writing and communication skills
Leadership skills
Time management skills
Confidence, but not overconfidence
Willingness to start at the bottom
Studying the company ahead of time to save time in training
Treating your classes like you are at work
Openness to a wide variety of opportunities
In an interview, show that the company is #1 on your list and know in advance what you will likely be doing
Willingness to work in teams

At first glace, these three lists seem to have very little in common. Sure, effective communication can be found in all three lists, sort of. And sure, time management is important to all three groups...kind of. What does it tell us when there are seemingly no overwhelmingly solid skills that rank #1 or #2 on all three lists?

It tells us that "situational skills" are critical at different phases of life, work, and school. These skills must be developed to meet the challenges of that phase, then the skills must be built upon and sharpened to continue the positive growth and success a student and new employer desire.

For example, when you look at the three lists, a student is asked to have confidence, but not too much confidence. This can be interpreted as humility. If we follow this "confidence" skill to the list for the new hire, you can see that a critical skill is ask lots of questions. This skill is easier for those who are humble, lack arrogance and are curious. And, of course, a skill like this is critical to survival in a new career – which can be built upon a solid foundation of humility (a critical skill from the students list).

Finally, once we get to the list that hiring managers believe are critical skills, our student's humility and our new hire's curiosity become a combination of the two: Don't be intimidated to ask lots of questions. It's the old "know it all" complex that many of us fall prey to from time to time.

By really examining the skills on all three lists and attempting to follow them from one phase to the next, you should be able to make complete sense of these lists...even if they don't match up point for point.

>> Visit the Hegi Family Career Development Center online.