You are listening to trinity employments, eight player Matchmaker podcast starring your host and the cofounder of Trinity Employment Specialists, Cory Minter.
Hello and welcome to our show the a player matchmakers. I’m here with Ethan May and we’re always trying to add value to job seekers and employers as they navigate through the employment process. The journey of that, the title of this podcast today is unique soft skills that employers desire in new hires. And so if you are either an employee and you are just wanting to become a better employee, you want to be come more marketable to your current employer or if you’re an employer and you are trying to find someone who’s going to fit well within your team like our Tulsa Staffing, uh, Aka be able to play in the sandbox with all the other kids will then this content might be able to help you. Um, you can see all of our content on our website. If you go to Trinity employment.com you can go to the career center and it’s a dropdown menu and uh, you’ll see our podcast there.
I’m also going to be looking at getting a button just right on the top of our website. Make it really easy. Um, and so Tulsa Staffing believe this content, it’s really important because in today’s world, um, the biggest thing oftentimes is just being able to work well with one another. Steve Jobs said a small team of a plus players can run circles around a giant team of B and c players. And I’ll tell you one of the biggest things, one of the biggest attributes to that entire statement is just being able to work well together and having good soft skills and having everyone on the team having good soft skills is really, really important. Before we get started on this, I would just like to ask, we would love for you to share this podcast with other people that you know who are attempting to improve their interviewing skills or potentially being under employed or if you’re an employer and you know, of someone trying to hire people.
This, the, some of this content is very, very helpful for you. So, um, I want to go ahead and get started. We always start out with some stats. Ethan’s got some stats for us and uh, we’ll get going on the content here. Sure. Yeah, we’ve got some stuff. I really love talking about soft skills. It’s really fun for me, especially as someone who interviews so many people, you really get a good taste of people that have awesome soft skills and you, you really get some people that have almost no soft skills. I’ll bet that you get some colorful soft skills. Yeah. I, yeah, you’re going to coloring book. I really do. It’s Wa you know, you get some people who, you know, it’s like total opposites, you know, a soft skill that I really, really value is knowing when to stop talking. You know, you get some people that will give you an answer.
You ask a question that could be answered in one sentence, the answer it in five sentences, you know, and or I try and start to say something that in an interview and they just interrupt me and they keep going or the interrupt me and then they ask a question they and, and this, you don’t really have that soft skills saying, okay listen, like I, I know you’re trying to say something now I’m going to be quiet and let you talk. You know, so you can all sorts of different things. So I love talking about these and I love looking for him cause sometimes you get people that just have no soft skills whatsoever. But soft skills in and of themselves are incredibly important. I mean a survey by careerbuilder.com they reported that 77% of employers reported that they were seeking candidates with soft skills and 16% of those 77% 16% said that they considered soft skills.
More crucial than actual hard skills, actual skills related to the job specifically. Well there’s a lot of new content that’s out. It’s talking about how important it is to try to find the person, the person that can work with other people. Because you know, I read that quote by Steve Jobs saying that a team of a players run circles around B and c players. Well they’re able to work together and it’s really, really important. You know, and we were sitting here talking about this and getting ready for this. You know, I started thinking about our younger generation and I’ll tell you what my, my kid on the way over here, I just had to go pick them up from school cause my wife, you know, she’s got the foot thing, she had surgery on her. I was like thank you. And just planning that to our listeners.
She says got some shit. Well Ethan knows no one else. Who knows she had surgery on her foot. We’ve got to go. I’m running kids around, all sorts of stuff. But this is what I noticed, man. Paxton is on his iPad immediately. He can’t wait to get on his iPad and he’s playing games, doing all this stuff. And you know, it wasn’t too long ago, but 10 years ago to me doesn’t seem that long ago. To you, that sounds like a big deal to me. It doesn’t seem like it was long ago, I remember when we were doing youth group stuff, I was still working in the youth group at our church and I started noticing people, these kids aren’t talking to one another and they’re certainly not talking to me. Yeah. But they’re texting and I, I began to wonder what is this going to do to the soft skills?
And I’m wondering if that’s becoming more and more valuable to employers because in our electronic and digital world, you know, it’s not just the younger generation. My goodness. I mean everyone is texting. Some people much would prefer to text then to talk. Yeah. You know, actually, and I’m not doing, not saying this just to counter you are to defend my generation, but I feel in interviews, the people that struggle the most with soft skills are, is a little bit of the older generation. Those people that aren’t picking up on those social cues and not talking or talking too much are the older in my opinion. Well my experience personally. Well listen you, you’ve had a lot more experience interviewing people so that that very well may be be valid. I just, I was just wondering, even back then I was like, what does this mean?
Sure. Moving forward. Yeah, I see it a lot in my generation. They never want to, you know, they don’t want to answer the phone, you know, like ever someone calls, they don’t want to answer, you know, I just texted me or something. That’s a lot easier. Um, I feel that I have a lot more trouble, um, when I’m just trying to call candidates that have applied. The people that don’t answer but then will call me back soon for the most part are the younger generation. Um, whereas the middle aged or older generation will usually answer the phone right away. It’s like the younger generation wants to wait for voicemail seal. It was about, see if it was worth the phone call and call me back. I was reading something not too long ago. I thought this was interesting. Domino’s did a study and they were saying that like peop people of a certain generation and below. I couldn’t remember the age group, but I mean I’m sure it included millennials.
Everyone’s really everyone. Yeah, I got to, I got a funny story to tell you about a speaker that I heard today was great, but um, but anyway, uh, good grief. I just lost my Domino’s, Domino’s, they did a study and so and so anyway, people of that generation below didn’t even want to get on the phone to order a pizza. And so they were trying to solve that problem that they didn’t want to be talking to someone to order a pizza because, and when they found out why, you know, on a list of things why it was because of nervousness and they just didn’t, they didn’t enjoy talking to someone. I thought it was funny. Yeah. Like, I mean, if you seen anything, if you’ve seen this, well, I’ll tell you this man, I ordered a pizza last night and I didn’t call. I ordered it via like a, my wife does that all the time.
Yeah, I did that literally last night. To me it’s not nervousness to me that was a little bit more just like convenience, you know, I was doing something at the same time and uh, and I was just doubled the real quick do that on my phone while I was trying to get something figured out. But well the speaker today that at this event that I went to, he was talking about how people process things. Yeah. And he was talking, he, he ran a, showed us a video where you’re supposed to count all the people going into a house and all the people going out of the house. It was a digital thing. Okay. You’re trying to keep track of it to see if you can come up with the number. And he said, all right, who has the number four. Okay. And only like four or five people raised their hands.
And he said, statistics say you’re underneath 40 years old. And all of them were underneath 40 years older. So it was like, it was like a digital house where you, you’d see people go in and then you try and figure out, okay, only two people came out. So there’s two more people in there that it’s just happening too fast. And then one came in. Okay, that makes sense. And it’s happening really fast. And so this, so his whole point was, he said, because people, because people of your generation and below have been so accustomed to computers, you’re able to track multiple things. Whereas people who are generally 40 and older, yeah. There they were just trained a complete different way. They learned a complete different way, you know? And it was, it was just interesting. He was trying to show how people, people think differently and he was trying to bring it up the point that we ought not to just rip on what specific generation, but he even said it this way.
He was saying, he was like, yeah, but, but you know, everyone knows that we hate the millennials and Gen Xers are great. Right. That’s true. That’s how everyone thinks. But you know, um, like it’s funny, we kinda got actually super often, but it actually kind of ties in a little bit talking about millennials because I have another stat just about something that’s really important. I’m actually kind of pulling it from one of our action points. I actually items later. But um, the millennial branding survey, they did a survey and they revealed that 43% of employers want to hire employees who are a great cultural fit. And one of the things that that is so important about soft skills is that ability basically to, you know, you had said earlier when we were getting ready for this, you said all these soft skills, basically these are things that will make you someone that people enjoy working with essentially.
Well in that, that’s the people who get promoted. Um, if you’re, if you’re listening to this and you’re like, you’re listening for it, for content on how to become a better employee was in one of the things is be likable. Yeah. When your supervisor likes you and when the people that you work around you, when they like you, man, everything works better, the team works better together in just having one person off, uh, is, is, is such a big, big deal, you know, and so what we want to do is we want to go through some of these and, and really just keep in mind that these are traits of people that generally are going to get promoted. They’re probably going to be very successful in just anything that they do, anything that they set their mind to, they’re going to be able to get along with people, work hard and get it done well.
So, um, so let’s go ahead and get started real quick. The first one is being dependable and we meet every, every week. Cindy has us meeting with new employers and when they’re saying, well, what is it you’re looking for? We want somebody to pin, we’ll show somebody show up. I think 80% of a job anymore in today’s culture is showing up to work. Yeah, definitely. You know, and, and not, it’s kind of hard to say when you talk about soft skills as well. So easily you can think like a man. I’m just not innately a really outgoing person. I’m not innately this type of person. It might be hard, but man, if we’re going through these things, being dependable debt as a very easily learned or taught skill, you know, being dependable, being there on time, making sure that you’re staying on top of your work, those are all things that you can build out of habit and, and are probably the most important thing to your job or these little skills.
Well, and another thing with every one of these, it works with all personality types, you know? So I think that it, it, you know, even when I was younger I was just like, well, I’m not this or that or the other, you know, and so I can’t do this, that or the other. And I just don’t, I just don’t see that, that to be true for any of these, any of these skills. Yeah, I agree with. Yeah. Not at all. The next one is just solving problems. Let me tell you something very important is that when someone hires you, really what they’re wanting is they’re wanting you to be able to solve problems and be aggressive in trying to solve a problem every, every day. Today I’ll bet you money if I went back there and started talking to our staff, Tulsa Staffing had some serious problems we needed to solve.
In fact, I just signed a document where we’re trying to solve a problem. You know, and when you’re an employer, the biggest thing you want is you want people to be able to solve a problem. Yeah. And you’re not even having to solve like the biggest problems that you got to solve this company’s huge problem and make them, you know, all of a sudden go from a company’s losing money to companies who’s making millions of money really is just that critical thinking. Being able to, you know, when things come up in your day that aren’t as their planned, you’re able to take them, roll with them and, and figure them out. That’s super huge. And so employers should ask candidates about a time where they had to overcome a challenge in the work in the workplace and begin to try to figure out, you know, that it’ll help.
It’ll help them manage manager to gauge the employee’s ability to solve problems and see how they go about doing it. I think it’s really important to do that. The next one is just fitting into the company culture. I mentioned it earlier, be able to being able to play in the sandbox with all the other kids. I know it, I know it sounds ridiculous, but when you’re managing a team, especially a team, you know, we’re nine people in, in this office, it’s very much like managing a sandbox. You know, if someone gets cantankerous, you know, it throws off everybody else and, and it’s just really important. I think that that’s one of the most important hiring things. They’re in it. And it says here that the millennial branding survey revealed that 43% of employers want to hire employers, employees who are going to be a good cultural fit.
And that’s what we sell when we go talk to people. Yeah, that was the stat that I read earlier. Um, it’s so important and, and you know, cultural fit, I mean, that’s, if an employer like is valuing, valuing work and fun, you know, than the employee themselves will, will value that and value the employers management of their work time when there’s also that time of, hey, listen, like I want you to fit in and feel like part of the crew. I mean, yesterday we, uh, Tulsa Staffing played Bingo here in the office because we hit a certain amount of hours that we are aiming for. So we took a little bit of time at the of the day we all played Bingo, we had a lot of fun and that is an employee. I can tell you, it makes me really value the times. Then when you or Cassie, my manager is saying, Hey, listen, let’s talk about work. We need to get work done right now because I know that you value how I feel in the office and the fun that we have and I don’t know, it makes me desire to work harder during those working times. Does that make sense? Yeah, yeah, it does. It does. I think, you know, in different cultures want different things. Yeah. I mean, good grief. I mean we, it’s tough to figure out what everybody wants, you know, and how random is it? Did a being okay.
I think the funnest thing was that you’re using gummy worms to mark your evidence markers, mark your numbers and popcorn. I’m using those lifesavers, almost having a good time. You know, it was fun and it felt like Tulsa Staffing all fit together as a family, as a culture. That is so special, man. I appreciate you bringing that up. You know, voicing a pin. The next one is voicing opinions while being open to feedback. And you know, I always tell people always want your ideas but also being open to the feedback. If you don’t understand it 100%, you know, um, I think that’s really important. The next one that we’re talking about is being flexible and focused. And I think especially when you’re onboarding someone, it’s so important to be, to be flexible. You never know what can be thrown at you. And you know, as a, as a business owner, a small business, especially man, we get thrown some curve balls sometimes and we just really want our employees be flexible and understand.
We’re trying to do the very best we can. Try to manage this and having a flexible staff is so helpful. It’s so helpful for us as well. In staffing, you know, for example, I’ve got my day kind of lined up, all right from this time to this time I’m going to be doing this and this and this from this time this Ellis. Then I get a call from a manager and there’s an emergency and then I’ve got a worker who’s calling in seconds. All of a sudden we’re getting so sidetracked here and if you can’t find people that are flexible and can roll with it, roll with the punches kind of and stay focused, then they won’t be productive at work, which hurts the business and and all in all then not a good fit for the company. Yeah. The next one Tulsa Staffing have is being creative and innovative.
I think for any, a player team that Steve Jobs was talking about in that quote that I read earlier, um, man, being creative and innovative is probably one of the most important thing. A key attributes of a great, great team member is just being creative. And sometimes you can just practice being creative and trying to think outside of the box. And so I think doing that, it makes you very valuable employee when you’re, when you’re able to bring fresh ideas. Oh, definitely. Again, that’s another thing people can say, man, I’m just not a very creative person. Well, these are teachable, learnable things, you know, and sometimes it just starts from the very basics of man today, everyday I’m, I’m gonna, I’m going to look at something and say, is there a way I could have done that differently? And that’s creativity in even if you have to force yourself to do it, that’s still creativity.
Yeah. Well, being creative and innovative, Abi will most likely lead to developing new work processes that, that become more efficient. Um, but the biggest thing, uh, and this is, this is the last one that we have here. I think this is the number one thing that people should take, especially for your employee is just taking initiative. Um, without initiative. Really nothing ever happens for you. And I don’t know what the percentage is but I’m sure we could look it up real quick online or something. But uh, I would, I would be willing to say that 80 to 90% of those that are really successful, like really, really successful. They take initiative all the time and they do it without being spurred. They do it without being told that they, they just, they just get it done. That’s just such a great attribute to have. Yeah.
Taking initiative as well as an employee. So many, like I hear so many people say is they’re looking for a job that they are looking for a place where they going to have growth. I can stick with the company for a long time. The people that grow with the company or the people that take initiative to work harder to try new things, to do new things, to say, you know, I bet that’s a task that I can get done now. So that, you know, Corey, you say all the time and a player is someone that when you ask them to get something done they say already did it. And so that comes by taking initiative and trying to think how, how can I kind of be one step ahead and be working harder so I can be a little bit more successful? Yeah. I mean, and I would, I would love, this is just a question that I want to try to solve.
So I’m going to try to do a topic about this particular thing. I want to know if there’s, if there are any stats talking about how much more on average an individual makes when they consistently show initiative. Yeah, I would be interested in that. So what, we’ll try to do a topic on that, but um, until then Tulsa Staffing need to, we need to cut this, cut. This one. Tulsa Staffing, we are around run it, run a little long, and we, we, we, Tulsa Staffing, we, we chased some rabbits a little bit. It was good. It was way out in left field. Yeah, Tulsa Staffing really got off. But listen, if trinity can help you in any way, we would love to, we’d really love to. We’re honored that you visit us here today and please go to our website. You can visit all the positions that we have online and we have a lot of good content that help employees find great positions as well. You can visit us online or you can reach us by phone at nine one eight, six two, two, two, five, eight, eight.