In today’s transforming work environments, what they see as the makeup of a successful employee goes beyond what they put on a resume. Technical skill is still a factor, but many companies are reporting that it is in fact the human elements—communication, adaptability, emotional intelligence, and team alignment—that play a key role in long-term success. Also as a result, they are seeing recruitment practices in Australia change, which in turn puts more value on cultural fit and soft skills when it comes to choosing new team members.

This change is beyond a hiring trend; what they are seeing is a response to more basic issues within the organization that have been brought on by changes in technology, hybrid work models, and a greater focus on team collaboration. In which some teams are very much looking at how they can work together more effectively and in which the ability to engage with each other, to listen, problem-solve, and build out those key relationships has become as important as any technical skill set.

Many organizations are reporting that technical skill is not enough for great team performance, says Sarah Ross, the National Communication Manager at Drake International. They see that employers are putting more value on communication skills, flexibility, and how a person will fit into the team culture. This is also a factor in why businesses are to a greater extent using Drake International’s digital talent solutions, which they use to identify candidates that bring the right mix of skills and company fit.

Why Resumes Don’t Tell the Full Story

Resumes are a good place to start in any hiring process; they do, however, often fall short by not reporting out on how a candidate will perform in the real world. For example, they see through them a person’s background and qualifications, but they don’t get an idea of how that person will work as part of a team in stressful situations, resolve issues that come up in the office, which colleagues they will fit in with, or how they adapt to new tasks and environments. These dynamic behaviors very much play a role in team success and office culture as well as, over time, how well a candidate does in the role.

Many companies report that some of their best technical talent do very well at first, then hit a wall in their role because they lack in the area of people skills, which is an issue they did not pay enough attention to in the past. As teams grow to be more of a coming together of different functional groups and also more geographically dispersed, what they are seeing is that what is required is clear communication, building of relationships, and showing of empathy.

This is that businesses are moving away from a sole focus on credentials and into a more comprehensive evaluation.

Soft Skills Are Now Core Skills

Soft skills—for a long time played a backseat to technical skills—are now at the forefront of hiring decisions. They see that in:

• Emotional intelligence

• Adaptability

• Teamwork

• Problem-solving

• Communication

• Resilience

These issues of skill play out in how a new team member does in their first few months, how quickly they get up to speed in the work environment, and how they put in to achieve what the organization is trying to. They see that which candidates bring to the table—an open approach, a team player attitude, and the ability to grow from feedback—often plays out to be more valuable over time than that which has great technical talent but closes off to input from others.

Also, as machines take over routine tasks, which they do best, what is left out for humans is creativity, leadership, and empathy.

Cultural Fit Drives Retention and Engagement

Cultural fit is the same as soft skills. When employees’ values, communication style, and work preferences align with that of the organization, they are more likely to be engaged, productive, and dedicated to their role. Also a large factor in turnover, which is of great importance to businesses for that which brings consistency and stability.

Poor cultural fit also leads to issues like miscommunication, conflict, and low morale, which in turn results in higher recruitment costs. That is why companies are putting forward cultural compatibility as a top priority early in the hiring process instead of finding out misalignment after the new employee is on board.

Cultural fit isn’t about bringing in people that think exactly the same; it is about identifying individuals who buy into what the organization stands for, who buy into the work culture, and who will in turn add to that which makes the environment great.

Why Recruitment Partners Matter More Today

As issues of what companies look for in candidates are changing, many companies are approaching recruitment partners that have the expertise and the tools to get at deep-seated behavioral traits, not just technical skills.

Experienced recruitment partners can offer:

• Structured behavioral interviews that present real-life situations.

• Psychological and aptitude tests, which look at traits like communication style, emotional regulation, and problem solving.

• Market reports on growing skills demand and what candidates want.

• Screening for a mix of soft skills and technical abilities.

By including these methods, employers see a full picture of each candidate, which in turn improves hiring accuracy and long-term results.

How Drake Australia Is Improving Hiring Choices

As organizations are looking beyond what is put forth in a resume, many are turning to recruitment experts for help, which is what Drake Australia does very well; they position themselves as a knowledgeable partner in this space, which is to help employers identify well-rounded candidates who also will do well in the overall team environment.

With a great deal of attention to behavioral assessment, interpersonal skills, and culture fit, Drake Australia works with businesses to build out teams that are not only technically skilled but also very collaborative and resilient and that align with their client’s culture. This balanced approach they find helps clients to increase engagement, reduce turnover, and see improved long-term results.

Looking Ahead

In Australia they see that hiring practices are a changing picture. As workplaces become more dynamic and interlocked, employers are putting forward different things that they see as the value of what is put forward in a resume. They are to a great degree seeing cultural fit, adaptability, and communication skills come forth as what is essential to the success of a sustainable workforce.

For companies looking to hire better and develop stronger teams, they see the value in working with recruitment experts that have a grasp of these changing priorities.