A few weeks ago, a friend asked me to help her with her resumé. It's been a while since she had to put something on paper - kids, family, the usual stuff that often changes the career path. She shared her old resumé asking primarily for feedback from the layout or design perspective. Sure, the layout could use some design adjustments. However, what caught my eye was not the choice of typeface or the lack of white space, which often destroys the clarity of the presentation. Instead, it was the structure, the old-fashioned way of how we all used to present ourselves. First, a list covering the employment history, from the recent to the oldest, then the education, volunteering and professional organizations. All good, but I realized that although her past positions undoubtedly presented a career path, I could not say anything in-depth about her. Her personality, her skills, her interests, her aspirations.  

So I called her and asked what her goal was. What type of work did she want to secure? Then, the discussion drifted into the changes to the job market, employment opportunities and the remote aspect of many currently available positions.

So, what are the best skills one should put on a resumé?

Back in the day, I remember listing all the programs I was fluent with - Photoshop, Macromedia Director, Word - pretty much anything that had to do with doing design on a computer. But now, "computer proficiency" is probably enough. Any office work will require the use of a computer. Even non-office jobs will, at some point, require some form of computing. It is expected, so the only variable is the level of proficiency or domain knowledge - a software developer will have different skills from an office assistant. What else will make a good impression? Obviously, "communication skills." But, is it enough to say "communication skills," or will it be better to list what hides behind this category? Again, this is given - communication skills are necessary for any work. Even the forest ranger or the lighthouse keeper will need to connect with other people. This brings us to "people skills." And again, this is a broad category which could hold many competencies, skills and behaviours, depending on the nature of the role or job. What about "problem solving?" Or "collaboration." 

It comes down to—and this is only my opinion—telling a compelling story. Each one should be unique to the job, unlike the old ways when the specifics of the position could be addressed in the cover letter. So, here we are, entering the world of dynamic resumés. An unpractical solution would be for the applicant to prepare a custom resumé for each job offer. Customization is based on research—an employer needs to be researched before applying. That's just common sense—so in a way, it is an opportunity to externalize or visualize how life may look when the application is successful. But for some, especially people with many competing streams of obligations, it may pose a barrier too high to cross. It would be great if one could point to an address where the employer could get a taste of what skills, competencies, or behaviours a candidate poses and how they have put them to work? A kind of Instagram for skills. 

Let's take this one step further. How about the ability to check a set of skills displayed by a candidate against current openings? Well, that is precisely why we have created Ibbaka Talio. It is dynamic. It is changing along with career changes. Ibbaka Talio can be approached from the company or team level apart from the individual level manifested in the skill map. The skill map is also available at the team or organization level. The idea is to connect people's skills to the work they do. Understanding it allows the company to invest where it will have the most impact.

Check the Knowledge Center to find out more, or perhaps Request a demo of Ibbaka Talio, and one of our consultants will walk you through the platform and the most common use cases. Like, creating a skill profile and a competency model. Or how to measure skill gaps to improve talent mobility. Uncover potential. Put it to work. Create value.