The main problem is not the lack of knowledge, but the lack of ability to apply it in practice.
— The latest labor market analyzes show that employers do not complain about the lack of candidates, but about the lack of specific competences. Especially those that are practically used at work. The ability to persuade, argue and influence the decisions of others becomes one of the key competencies in the role of an expert, leader and anyone working in a project environment – confirms Anna Muszyńska-Jurków HR Director at Payback Polska.
He adds that the growing complexity of work means that not only access to information is important, but also the ability to interpret and use it sensibly. And that is already a challenge.
— We encounter situations where candidates have extensive knowledge but are unable to prove it. Many competences and skills are declared at a high level and in fact are mostly theoretically developed, while the value we are looking for is their practical application.
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Competencies that guarantee an increase in salary
Competencies of the future are a combination of several areas of knowledge. Although there is a lot of talk about soft skills today, experts emphasize that people who combine several types of skills gain the most today.
According to OECD research, one of the competencies most strongly associated with salary growth is: the ability to influence the decisions of others. In OECD countries, its use is associated with an average salary increase of approximately 6%. In Poland – up to 7%.
Competencies related to information processing are also highly valued: reading comprehension, problem solving, independence in performing tasks and efficient use of information and communication technologies. Their use at work can increase hourly wages by 4-5 percent, regardless of education level.
As Agnieszka Krzemień from Right Management Talent Solutions emphasizes, in a world increasingly supported by artificial intelligence Employers today pay primarily for responsibility and the ability to think independently. Readiness to learn and flexibility in developing new skills are becoming increasingly important.
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Competences worth their weight in gold? We lack the basics
Interestingly, the most fundamental skills also appear among the skills sought by employers.
Joanna Lipińska, Talent Acquisition Business Partner at ADP Polska, points out that companies are still looking for employees who are good at reading comprehension, mathematical reasoning Whether solving tasks independently. Meanwhile, according to various data even one in four adult Poles may have serious problems with understanding more complex texts in practical situations.
Unfortunately, the development of these competences is not supported by digital habits – quick browsing of content or mindless reliance on ready-made answers generated by AI tools. This makes the skill more and more important critical thinking and combining information from various sources.
What is not visible during recruitment
From a recruitment perspective, the key today is not so much what a candidate declares in his CV, but how he is able to present his competences. As Dominika Balińska from Manpower emphasizes, companies today expect specific examples of the practical application of competences. If a candidate declares the ability to solve problems, he or she must be able to give an example and present the entire process – what data he analyzed, what decisions he made and what effects it brought. Candidates have a big problem with this.
This also applies to digital competences. Knowledge of tools is not enough – what matters is whether the employee understands why he needs this skill. Can he use them to automate processes, improve work and make better business decisions?
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How to effectively develop the competences of the future? The key is in practice
Experts agree: the development of competences is less and less about collecting certificates. The key is to use them regularly in practice.
According to Anna Muszyńska-Jurków, the best results come from working on specific projects, development tasks, and participation in internal initiatives.
It's similar with presentation skills, meeting facilitation, feedback, negotiations — these are “muscles” that only develop through regular use. — You need to seek new experiences in your daily work, try new things, take on challenges and draw conclusions from the results – even if not everything goes well at the beginning – he emphasizes.
The culture of learning in an organization is equally important. According to Agnieszka Krzemień, labor market expert at Right Management Talent Solutions, companies that encourage experimenting, asking questions and drawing conclusions from mistakes develop employees' competences faster and more effectively. In such environments, learning is a natural part of everyday work, not a one-time training.
— The most important questions worth asking yourself today are not: “What courses should I take?”, but: “Which of my competencies are actually visible in my work and how can I show them even better?” – sums up Anna Muszyńska-Jurków.
