Why Knowing Your Transferable Skills Grows More Important Every Day

We continue to live in very turbulent times, especially in the world of employment. Technology advances and changes have impacted how work gets done. Consumer demand for products that they enjoy using, and ones they do not care to use any more, keeps changing. Added on top of that has been organizations and companies looking to restructure how they get work done in terms of the number of associates that they need. And, in the United States with the advent of the new administration in Washington, the number of workers employed by the Federal government, is changing each day.

Losing one’s job is often very upsetting, especially if one has done the role for a long period of time. There has never been a time when searching for a new job has been easy. In the world of job search 2025, individuals battle computerized scanning tools of resumes and applications, competition both from the local market and from that outside of their immediate job market area, and being questioned if their skill sets are still appropriate for the industry of which they are a part.

We all possess numerous and various skill sets. Some are ones that we may have possessed all our lives, and for which we have a natural talent. Others we may have been trained in at some point in our life, whether through formal schooling or learning while performing our job. While our current employer may be aware of our skill sets and talents, other employers may not be as knowledgeable of what we may offer to their place of employment. As a result, we have both an obligation and a necessity, to be able to both identify, our transferable skills, and be able to communicate them both in our written communication and verbal communication during a job search.

So, just how do we identify and communicate our transferable skills. Just saying to an employer, I have this specific talent or that special talent, does not give the hiring company the confidence they need to offer you a job. You need to have examples of what you have done throughout your career. Better, yet, you need to be able to communicate those examples.

To start off the transferable skills identification process, one needs to ask themselves 3 basic questions. The first question is what was the situation or challenge I was asked to resolve by my past employer? The second question is what were the steps I took to resolve that challenge? The final question is what were the positive results achieved through the work that I contributed to the process? (Additionally, am I able to quantify those results in dollars made by the company, time saved on a process, or perhaps demonstrate how a process that was once manual, was now able to be done in an automated fashion).

Beyond the basic first 3 questions, are you able to build a description which one wants to be able to convey as to how they enjoy doing the work that they have done? Being able to convey details about the work environment, the co-workers with whom you collaborated and motivators to get the project done are additionally important. Applying for a job at another company, and especially in another industry, may raise a situation of “doubt” for the hiring company. Your ability to strongly demonstrate your “transferable skills” through your past accomplishments will be essential in the application and interview processes.

While you could wait until they are searching for a new job, taking the time to identify your transferable skills, it is to one’s advantage to keep a regular log of those accomplishments that they have achieved. Certainly, some will be identified through annual performance reviews. As a project is progressing or is completed, documenting one’s use of their skills to get a major part of a project done is beneficial. If you are given verbal commendations for the work you have done, pay particular attention to the words individuals are saying about your talents. And, if possible, ask others to provide Linked In recommendations of what it is like to work with you.

The world of work will continue to remain turbulent, not just through this year, but frankly it appears as time continues forward. The days of a person doing a job role for one company for a period of 30 to 40 consecutive years is a thing of a past. Knowing who both you are as a professional, and that which you are able to contribute and accomplish for a company’s cause, rests squarely on your shoulders.

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Asking for Help Is Not a Crime! (At Least It Is Not at This Point)

I know many are proud to possess a “Do It Yourself Spirit!” They have a problem to solve, they will look to research how to get it done, get the necessary materials and tools to get it accomplished, and address what they need to fix. There are many who will say that this is part of the American spirit and way of life.

As part of my coaching practice, most of my clients come to me through contract relationships I have with outplacement providers. A company contracts with an outplacement company. Their intention is to provide job search services to those employees they may have to let go, as part of cost cutting initiatives. Among the services the outplacement company offers the employee, (based on the services contracted for by their former employer), are resume writing, webinars on job search strategies and working directly with a career/job search strategy coach. The intent is to assist the job searcher in building a strategy process for their job search.

Some of the clients are happy to have the outplacement benefits. They may have been let go by a company previously, and found that the job search process had a lot of twists and turns they never expected. Others see it as an opportunity to get their materials that help to present them as working professionals strengthened such as resumes, Linked In profiles or cover letters. However, a disturbing number of clients do not make significant use of the services. While a few will outright refuse it, others will put it aside unless they find they really need it. Or perhaps they will look to have a new resume done, but do not choose to build strategy processes working with a career coach. Often when checking back with these individuals’ weeks or months later, they will still be in search, having applied to numerous job openings with little or no success in finding an organization that wants to hire them.

While it is hard for me to speak about the ones that do not take full advantage of the services provided to them, I have of course heard the comments of the ones that have. Among the things the outplacement services have provided them is someone with whom to prepare for interviews and search strategies. Others will say that it assisted them with understanding how not only to create their resume, but how to “tweak” it for a particular job opening. Those clients learn just having one resume is not enough. The need for a resume, that more closely matches the job description is essential in an era where resumes are matched against job descriptions electronically, with a machine deciding if the client is a great match for a company’s job opening.

However, the biggest thing that is often conveyed to me, is the job searcher at least feels “they are not alone in the job search process.” They can comfortably share their feelings at different parts of the search. They can speak to someone who is a part of the job search environment on an ongoing basis to get confirmation that it is not that they necessarily did anything wrong in their approach, but that what they have experienced happens also to other clients. For some clients who do not have an outplacement benefit available to them, or cannot afford a coach, the possibility of having help, and not doing the job search alone, can be supported through job search support groups which may be available to them, through local churches, libraries, or government agencies. Individuals that attend the same groups regularly, become support partners for each other. Many become not only acquaintances during the search process, but stay professional working partners as their careers move forward.

I often say to the clients that are a part of my life, (at least the ones that use the services), a job search is something that should not be done alone. In a world and a market where 75% to 80% of the people that land their next job position do so by either networking with professionals in their network, or reaching out to have conversations with potential hiring companies, the process implies the ability to seek assistance from others. For those that find that uncomfortable, they will have a lot of that “do it yourself alone time,” in the initial preparation steps of their search as they define who they are, and what they offer to prospective employers. However, once reaching the point of Targeting prospective job openings, learning of the needs of companies, and more importantly, continuing to follow-up with those they meet along the way, going it alone disappears from the process.

If you are an individual who is uncomfortable asking for help, remember it is not a sign of weakness. We all have talents and abilities that help serve others. Tapping into others has always been a major part of the job search process, and will continue to be as job markets ever evolve. Also, remember, helping is a two-way street. You may ultimately find yourself as the person supporting those who need help in their search, either at the time you are in job search yourself or somewhere in the future when you are actively working. We are all here to help each other.

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