It seems like companies are finally taking more notice of that after the Great Resignation—if LinkedIn’s 2023 list of the most in-demand job skills is anything to go by. This year, the top two skills in the U.S. are leadership and management, highlighting organizations’ need for supervisors with the ability to collaborate effectively and efficiently.
But what does it have to do with the average worker? Monitoring your most in-demand skills can put you ahead of the curve with recruiters and hiring managers. And that can be important with many companies implementing layoffs and hiring freezes. While many of the job cuts are limited to a few industries — especially technology — if the U.S. goes into recession this year, it could lead to even more job losses.
The 2023 LinkedIn skills most in demand in the US are:
- Management
- Leadership
- Customer Service
- Communication
- sales
- Research
- Project Management
- Marketing
- Analytical skills
- Team work
“The list is perfect for where we’ve been in the country over the last three years,” said LinkedIn career expert Andrew McCaskill. fortune. “The world of work is really changing over time and to see the top skills on the list include things like communication, customer service, sales, project management, research, and analytical skills – that’s what I’m saying that companies have been doing. They’re hiring an incredible number of people and now they’re think: How do we make sure our culture at work is one that people want?
The ability to retain the right people comes down to having good managers and leaders, as well as good communication skills throughout the organization, McCaskill said. “Especially with people who are hybrid, remote, and in the office, you have to raise the level of what we often think of as soft skills,” he says, adding that these traits can make or break a company—especially. at an uncertain time.
Hybrid work environments also make these skills a priority, as having this combination of soft skills ensures workers can connect effectively with colleagues. Now, employers are thinking about how to build teams that will be able to communicate and adapt and be resilient, McCaskill said.
Since the beginning of the pandemic, McCaskill said that hiring managers and companies should not be looking for job candidates with a specific degree or a specific school listed on their résumé—or a specific company they work for. In fact, more than one large company has reduced or eliminated degree requirements in open positions. “Today, more recruiters and managers are looking for skills – and employers are paying more attention to everyone’s skills in this tight labor market.”
“What we’ve learned from the last three years is that whether you change jobs or not, our jobs change,” he said. Virtually all industries have been transformed by technology, new ways of working, and the global pandemic. Being a job-seeking candidate who can bring soft skills to the table can help some employers feel more confident and say this is an adaptable person.
Leveraging your skills
Younger workers without direct management experience shouldn’t be rushed, McCaskill said. You don’t have to supervise your direct reports to have and build management and leadership skills, he added. Part of organizing is managing – and almost every worker has the opportunity to accomplish this, no matter what level.
Managing is all about helping make your manager’s job easier, McCaskill says. This might look like asking smart questions, keeping your manager on track to deliver, making sure you meet deadlines, and making sure they have all the assets they need to succeed.
Low-level workers may acquire leadership skills. Younger workers, for example, can learn leadership skills from leading college projects. But you can take that experience and use it in other situations in the future – whether it’s the way you communicate or the time management skills you learn.
Review the skills you already have, including the new skills you gained from whatever your most recent job was—and then show how you put them to use, McCaskill says. Show examples of how you have been a good team player, organized, or communicated effectively in difficult situations.
“Part of it is being able to talk about these skills in the right way,” McCaskill said. Managers are looking for problem solvers. So when you get a manager or recruiter on the phone, make sure they understand the skills you have to solve problems effectively and that you can clearly do that in your new role.
Focusing on skills also gives employees more opportunities to pivot. The most in-demand skills are transferable across a variety of jobs and industries. So when looking for a new opportunity, whether it’s internal or external, don’t just consider applying for the next level of your current job, said McCaskill. Think about the different skills you have to offer and how they can be applied to other jobs, other industries. Food servers, for example, have almost 70% of the skills needed to be in a customer service role, according to 2022 research by LinkedIn.
“If you break down jobs into the skills needed, career paths for people open up, and you start to be able to think about capacity in a way that you have not thought about before,” says McCaskill.
Learn how to navigate and strengthen trust in your business with The Trust Factor, a weekly newsletter that examines what leaders need to succeed. Log in here.