Is Medium-Lance something for me?
Freelancers enjoy many benefits, such as flexibility and independence. However, there are aspects of a stable job that freelancers might miss, such as a steady income and secondary benefits. Transitioning from freelance to medium-lance offers an interesting solution, allowing you to benefit from both self-employment and the advantages of a permanent position. Whether medium-lance is the right choice for you is something you can discover in this article.
More freelancers are discovering the benefits of medium-lance
Freelancers are increasingly opting for medium-lance because it strikes a good balance between the flexibility of freelancing and the security of a permanent position. Competition is growing, and finding consistent work can be challenging. Medium-lance offers a more stable flow of work and access to larger projects. It also reduces administrative burdens and often includes benefits such as health insurance and pension plans, which are usually unavailable to freelancers. Moreover, medium-lance gives freelancers the opportunity to work in a team environment, promoting social interaction and collaboration without the full obligations of a traditional job.
What should you consider?
When transitioning to medium-lance, freelancers should consider several key factors. Firstly, the flexibility they are used to may be partially restricted, as medium-lance positions often come with more structure and fixed working hours. There may also be less freedom in choosing assignments, as they may be tied to specific projects or teams. While administrative burdens are reduced, this may also come with less autonomy over financial and operational aspects of the work. Lastly, freelancers should recognize that although medium-lance offers more stability and benefits, it also involves committing to an organization’s expectations and goals, which requires a different mindset compared to full freelancing.
How do you transition to medium-lance?
To move into a medium-lance contract, it’s advisable to find an agency that specializes in this type of arrangement. It’s important that the terms are clear and transparent, so you know your base salary, variable income, and the benefits offered, as well as how the compensation is calculated.
Communicate upfront about your need for a balance between flexibility and stability. You should also be prepared to let go of some aspects of full independence, such as complete control over your projects and work hours.
In cooperation with the agency, or on your own, you can look for assignments that match your experience and preferences.
At G-Nius, we offer a medium-lance contract model for IT professionals interested in this work form. We typically operate with a 70/30 revenue split, though this can be adjusted to 75/25 or even 80/20 depending on the situation. We assess each professional’s case individually to determine the most suitable arrangement.
Is medium-lance right for me?
Medium-lance can be an attractive option if you’re a freelancer seeking more stability without fully giving up your independence. It can also be a good first step if you’re not quite ready to make the leap to full freelancing.
To make an informed decision, ask yourself the following questions:
– How important is financial stability to me? Am I willing to give up some flexibility for a steadier income?
– How much freedom do I want to retain in my work? Can I live with less control over my work hours and assignments in exchange for more security?
– Do I feel the need to work within a team? Do I miss the social aspect of working and would I benefit from collaboration within a team?
– How do I handle administrative tasks? Would I prefer having an organization like G-Nius assist me with administrative duties?
– What are my long-term career goals? Does medium-lance fit with my future vision and ambitions, or is full freelancing more aligned with my goals?
These questions will help you clarify what you value in your work and whether medium-lance is the right fit for you. Curious about the possibilities or want more information? Feel free to contact us. Together, we’ll explore whether medium-lance is the solution for you.
Everything You Need to Know About False Self-Employment Among Freelancers
False self-employment among freelancers is a growing concern that the government is increasingly addressing. As of January 1, 2025, stricter enforcement measures will be introduced to clarify the relationships between freelancers and their clients.
In this article, we provide a comprehensive overview of what false self-employment entails, the upcoming changes, and the consequences for both freelancers and clients. It is essential to be well-prepared for these changes to avoid financial and legal risks.
What is False Self-Employment?
As a freelancer, you generally decide where, when, and how you work, while also being entitled to entrepreneurial tax deductions. Being self-employed, you are responsible for paying your own income tax and national insurance contributions, unlike an employee in regular employment.
However, false self-employment occurs when a freelancer appears to work independently but is, in fact, in a disguised employment relationship. This happens when a freelancer works under the authority of a client and performs tasks similar to those of an employee. In such cases, the freelancer does not enjoy the associated labor rights.
How to Identify False Self-Employment
False self-employment can be identified by several characteristics:
– Long-term assignments with one client: This may indicate dependency and a possible disguised employment relationship.
– Lack of entrepreneurial risk: If you do not risk income loss or make investments, you may be working under conditions similar to employment.
– Performing the same tasks as permanent employees: If you, as a freelancer, perform the same duties as employees, with no significant differences in responsibilities or working conditions, this could be a sign of false self-employment.
A useful way to check whether you are truly working as a freelancer or potentially falsely self-employed is by using the checklist from the Tax Authority. This checklist helps you gain insight into your situation and identify potential risks.
Practical Example
An IT program manager has been working exclusively for the same organization for three years, with a fixed work schedule and assigned projects. This situation may be classified as false self-employment, especially if the manager has no other clients and follows the same working conditions as the company’s internal staff.
What Are the Consequences for Freelancers?
False self-employment can have significant financial and social consequences:
– Financial impact: The lack of employee rights, such as sick pay, holiday pay, and pension contributions, can lead to long-term financial uncertainty.
– Social impact: Freelancers in a false self-employment situation may feel isolated and insecure due to the lack of access to social safety nets.
Tips to Avoid False Self-Employment
1.Have multiple clients: Diversify your client base to avoid dependency on a single party.
2.Make clear agreements about your independence and document them in a contract: Ensure that your contracts clearly state that you work as a freelancer, with specific agreements about the nature of the work and the absence of supervisory relationships.
3.Be alert to situations where your client tightly controls your work: This could be a signal of false self-employment. Set clear boundaries and maintain control over how you perform your work.
What Are the Consequences for Clients?
Clients who hire falsely self-employed freelancers risk fines and additional tax assessments if the Tax Authority determines that there is a disguised employment relationship. This can cause both financial damage and reputational harm.
Example of a fine: A company hired a freelance software developer for several years, who became fully integrated into the team and worked under the direction of a project manager. After an inspection by the Tax Authority, it was determined that this was a case of false self-employment. The company received a substantial back tax assessment and a fine.
Legislation: What Will Change?
The laws and regulations surrounding self-employment and the hiring of freelancers are designed to protect both freelancers and employers. From January 1, 2025, the government plans to crack down on false self-employment by ending the enforcement moratorium. This means the Tax Authority will intensify checks on disguised employment relationships.
Additionally, the government is working on the “Clarification of Employment Relationship Assessment and Presumption of Employment (VBAR)” bill, which aims to protect freelancers and encourage employers to offer fair employment contracts.
Future Developments in IT
The IT sector is rapidly changing with the rise of technologies such as artificial intelligence and cloud computing. This offers opportunities for freelancers but also increases the risk of false self-employment.
The growing demand for specialized IT professionals may lead to long-term work relationships that resemble employment contracts. With stricter enforcement starting in 2025, clients and freelancers need to be aware of these risks.
Organizations must review their contracts and work methods to comply with new regulations, while freelancers should diversify their clients and make clear agreements to avoid false self-employment.
Do You Have Questions or Need Advice on False Self-Employment?
False self-employment is a complex and important topic. It can have financial and legal consequences and affect the future of both freelancers and clients. Therefore, it is crucial to stay informed and take the right steps to prevent false self-employment.
Are you a freelancer or client and want to learn more about false self-employment? Contact one of our Business Managers. They are ready to help you with all your questions and concerns about self-employment and employment relationships. This way, you will be prepared for the changes coming in 2025.
How do I justify my hourly rate as a freelancer?
As a self-employed entrepreneur (freelancer), setting your hourly rate is a crucial aspect of your business operations. The right rate ensures that you not only cover your costs but also receive fair compensation for your expertise and efforts. But what should you consider when justifying your hourly rate? In this blog post, we discuss the essential steps you can take to justify your hourly rate.
What rate can I hire you for?
One of the first questions clients will ask is what your hourly rate is. It’s helpful to maintain a rate range with a minimum and maximum rate. This gives you the flexibility to negotiate depending on the complexity and requirements of the assignment. Also, ask yourself if you are willing to take on a challenging project that falls below your desired rate. Sometimes such a project can be valuable due to the experience or network you gain.
Determine your costs
Before you can set an hourly rate, it’s wise to calculate your monthly costs. Consider all fixed expenses (such as insurance, rent, and licenses) and variable costs (such as travel and marketing). By mapping out these costs beforehand, you know what you need per month to break even. You can then calculate the minimum hourly rate needed to cover your expenses.
Building your hourly rate
Determining your hourly rate shouldn’t be arbitrary. Don’t just look at what others are charging; base your rate on your own expertise and value. Also, consider whether you base your rate on previous assignments or on the specific requirements and value of the new project at hand.
Return on Investment (ROI) is an important aspect: how much does your contribution save the client in costs, improve their revenue, transform, or professionalize their operations? The faster you are up and running due to your knowledge and experience, the higher the value you provide. Can you also demonstrate proven results? This gives clients more confidence in your added value.
Short-term versus long-term strategy
When setting your rate, it’s important to think about your long-term strategy. How much of your rate is based on the current scarcity in the job market and how much on the added value you offer? If you know you have to compete with five others for the same role, would you still ask for the same rate? A sustainable strategy takes into account your market position in the long term and not just current trends.
Do you want to increase your hourly rate in the long term? Then it’s important to consider this now. You can do this by investing in your own development, such as taking training courses or obtaining certifications.
The role of a staffing agency
As a freelancer, you can choose to work with a staffing agency or arrange your own assignments. Do you work with random agencies depending on who offers the role, or do you have fixed partners you collaborate with? And how much can a staffing agency earn per hour from you, and what should they do for that? It’s important to be clear about the value they add so you can establish fair compensation for all parties involved.
By considering and answering these questions, you can justify a well-founded hourly rate as a freelancer. This not only helps in attracting the right assignments but also in building a sustainable and successful career as a freelancer.
Extra tips
Make a Rate Calculation: Based on the factors above, you can calculate an hourly rate. This can be done using a handy online tool or by calculating it yourself.
Be Transparent About Your Costs: This can help you gain your clients’ trust.
Regular Evaluation: Regularly evaluate your hourly rate and adjust it if necessary. The market is constantly changing, and you must be able to adapt.
Be Flexible: It’s not always possible to stick to your initially intended hourly rate. In some cases, it may be necessary to lower or raise your rate. Be flexible in this but always ensure you make a profit.
Offer Discounts for Large Assignments: This can help you attract new clients and increase your revenue.
Setting your hourly rate is an ongoing process. By analyzing your costs, researching the market, and determining your value, you can establish a rate that works for both you and your clients. Stay flexible and confident, and don’t be afraid to adjust your rate if necessary. Do you need help or have more questions on this topic? Feel free to contact us.
How do we implement upskilling at G-Nius?
At G-Nius, we highly value the development of our employees. Therefore, we strongly focus on upskilling, supporting our people in continuously improving and expanding their skills. In this article, we explain how we apply upskilling within our organization. From monthly progress meetings to attending courses and knowledge sessions, we offer various opportunities for personal and professional growth.
What is upskilling?
Previously, we wrote a blog post about upskilling. Upskilling is the process by which employees acquire new skills or improve existing ones to enhance their competencies and employability. This is essential in a rapidly changing job market where technological innovations and evolving business strategies constantly impose new demands on workers.
Progress meetings as a basis for development
At G-Nius, we place great importance on the development of our employees. Monthly progress meetings with each employee help determine their current status and well-being. In these meetings, we always ask: “How can we support you?” This ensures that we can continually respond to the needs and ambitions of our staff.
There is space and freedom to broaden and enrich knowledge through webinars or by attending knowledge sessions, trade fairs, and events. We believe that continuous education is essential for professional growth, so we strive to offer various learning and development opportunities.
Collaboration and feedback for team improvement
Additionally, colleagues always work together to help each other when needed. A few years ago, we introduced the 361° feedback form. Every six months, all colleagues provide feedback to themselves and each other, highlighting areas for improvement. We have found that this approach provides new insights and strengthens team cohesion. This way, we can also help each other achieve goals by understanding what the learning points are.
Training and courses
In addition to the above points, we also offer training and courses. For example, last year, our recruiters took a course through Recruiters University to enhance their existing recruitment skills. This helped them perform better and work more efficiently.
Currently, we are looking into a suitable training or course for our marketing team, as they have expressed a desire to gain more knowledge about recruitment marketing. Before joining G-Nius, both of our marketers worked in retail marketing. While some marketing principles are universally applicable, many skills are specific to our industry. Therefore, we want to give them the opportunity to expand their skills with new marketing expertise relevant to recruitment.
Upskilling for professionals
The IT world is a dynamic environment where technical developments can follow each other rapidly. It is important for our professionals to have up-to-date knowledge. We, as an employer, encourage and facilitate the pursuit of education and courses to acquire this knowledge. This enables us to better meet the needs of our clients and support professionals in their personal and professional development.
Investing in growth and development
At G-Nius, we see upskilling not as a one-time investment but as an ongoing process that contributes to the growth and success of both our employees and our organization. Therefore, we continuously invest in the development of our people so that they can keep growing and excelling in their field.
Would you like to know more about how we implement upskilling or are you interested in working at G-Nius? Feel free to contact us! We are also always open to tips on how we can further improve upskilling within G-Nius.
The Battle Against the Shortage of Recruiters
The shortage of recruiters has become a pressing issue within the labor market. More and more organizations are being confronted with the challenge of finding and retaining suitable candidates for crucial positions. This problem affects the growth of companies and the economy as a whole. In the Netherlands, this phenomenon is particularly noticeable in sectors such as IT, engineering, and healthcare, where the demand for qualified personnel is high, and the supply is lacking.
Impact on Companies
For organizations, the shortage of recruiters brings significant challenges. One consequence is that the recruitment process is delayed. This can lead to disruptions in operational efficiency, such as projects remaining stagnant or developments not being implemented. Additionally, a lack of qualified recruiters can lead to an increased workload on existing HR teams, which can result in higher turnover rates and reduced employee engagement.
Causes of the Recruiter Shortage
Changing Labor Market Dynamics
A major cause of the recruiter shortage is the shift within the labor market. The rise of new industries and technologies, as well as new laws and regulations, has led to an increased demand for specialized skills among professionals. Moreover, many sectors, such as IT, face a significant shortage of professionals. As a result, suitable candidates are frequently approached, causing traditional recruitment strategies to fall short often. Recruiters now need to have in-depth knowledge of specific sectors to operate effectively.
War for Talent
The increasing competition for talent has made it more difficult for organizations to attract qualified recruiters. Professionals are aware of their value in the labor market and often choose employers that excel in their recruitment processes and employee experience. This puts extra pressure on organizations to distinguish themselves as attractive employers and develop effective recruitment strategies.
Solutions and Recommendations
Investing in Technology and Automation
A promising approach to addressing the shortage of recruiters is by investing in advanced technologies and automation solutions. By utilizing AI-driven recruitment software, companies can streamline the recruitment process, from identifying potential candidates to conducting initial screenings. This reduces the workload of recruiters and allows them to focus on strategic tasks such as building relationships with candidates.
Developing Internal Talent Pools
Building internal talent pools can be an effective way to compensate for the shortage of external recruiters. By investing in the training and development of current employees, companies can identify potential candidates within their organization and prepare them for future roles. This not only saves costs on finding new professionals but also strengthens employee engagement and loyalty.
Collaborating with Specialized Agencies
For organizations that quickly need qualified candidates or temporary expertise, collaborating with specialized agencies can be a strategic move. These agencies have extensive networks and expertise to respond quickly to the needs of organizations, especially in highly competitive sectors.
Organizations Are Increasingly Excluding Freelancers
In recent years, we have observed a continued increase in the number of freelancers. However, we hear more frequently from the market that large companies are disadvantaging freelancers. In this blog post, we explore the potential causes of this trend.
Current situation and Trends
We observe that large organizations are increasingly reluctant to collaborate with freelancers, a sentiment echoed in the market. This phenomenon, where major players disadvantage freelancers, appears paradoxical, especially during a time of labor market shortages. Excluding a significant portion of the talent pool can lead to difficulties in filling vacancies, which in turn hampers productivity and the progress of projects.
Reasons for Excluding Freelancers
There are several reasons why large companies are increasingly choosing not to work with freelancers.
1. Risk of False Self-Employment
Large companies want to avoid the risk of freelancers being classified as false self-employed by the Tax Authorities. This means that the freelancer should actually be treated as a regular employee. The company would then still have to pay wage tax and social security contributions, just like for regular employees. This can lead to additional costs and administrative burdens for the company.
2. DBA Law
The Deregulation of Labor Relations Assessment Act (DBA) causes much confusion about how clients and freelancers can work together. Despite the enforcement of this law, introduced in 2016, being postponed multiple times, the uncertainty remains. This makes large companies more cautious about hiring freelancers. They are afraid of making mistakes in assessing labor relations and want to avoid problems with the Tax Authorities. This has led to a decrease in the number of assignments given to freelancers by large companies.
3. Complexity and Administration
Hiring freelancers brings administrative burdens and legal complexities, such as drafting proper contracts and complying with regulations. Large companies often find this too complicated and therefore prefer to hire employees or collaborate with staffing agencies. These agencies then take responsibility for the administration and rules around hiring personnel, which means less hassle for the company.
4. Costs
Sometimes freelancers are considered more expensive than permanent employees, especially if the assignment is long-term. Companies want to save costs by offering permanent contracts or using cheaper labor. In this way, they try to reduce their expenses and stay within budget.
5. Changes in HR Policy
Some large companies are adjusting their personnel policies and want a more stable and controllable group of employees. This means they prefer permanent employees over temporary workers like freelancers. This way, they can better plan and ensure the continuity of their operations.
Advantages of Working with Freelancers
Despite the mentioned challenges, collaborating with freelancers offers significant benefits for companies:
1. Specific Expertise
Freelancers can provide specific expertise and skills that may not be available within the company. This allows the organization to flexibly respond to changing project requirements and temporary needs without the obligation to hire permanent staff.
2. Cost Efficiency
For short-term and specialized projects, freelancers can be cost-efficient as there are no long-term commitments like those with permanent employees.
3. Flexibility
Freelancers can adapt quickly and are often more flexible than permanent staff. This is ideal for companies that need to respond swiftly to market changes.
4. Innovation and Creativity
Freelancers bring new ideas and innovations that can enhance the company’s dynamics. Their fresh perspectives can stimulate innovation and creativity within the company.
Solutions for Collaboration
To improve collaboration between large companies and freelancers, companies can consider the following steps:
1. Use of Standard Contracts
Use standard contracts approved by the Tax Authorities to clarify the employment relationship and prevent false self-employment.
2. Legal Advice
Engage legal advice to ensure clarity on employment relationships and follow the correct procedures when hiring freelancers.
3. Sector-Specific Approach
Understand the differences between sectors and adjust the hiring strategy accordingly. In sectors such as IT, the demand for freelancers remains high due to rapid technological advancements and the need for specific skills. Firms specializing in a particular industry can assist in this regard.
Conclusion
In the future, we are likely to see a further shift in how large companies handle freelancers. Due to increasing pressure and risks related to false self-employment and legal complexities, companies will be more inclined to opt for alternatives such as permanent employees or contracting through agencies. However, the advantages of working with freelancers cannot be overlooked.
Working with Freelancers?
Are you unsure about the benefits of working with freelancers for your organization or team? We are happy to help you make a choice that aligns with the desires, needs, and culture within your company. Curious about the possibilities? Ask a question without obligation or make an appointment directly with one of our colleagues via our contact form.
Inclusion and diversity in the workplace
In today’s society, striving for inclusion and diversity in the workplace is essential for a healthy and progressive company culture. Promoting an environment where all employees feel valued, respected, and heard benefits not only individuals but also organizations as a whole. In this article, we delve deeper into the importance of inclusion and diversity in the workplace.
What is inclusivity
Inclusivity refers to creating a work environment where all individuals, regardless of their background, identity, or characteristics, feel welcome, valued, and respected. It goes beyond just complying with anti-discrimination laws and regulations and entails ensuring that every individual has equal opportunities to thrive and contribute to the organization’s success.
What is diversity
Diversity refers to the variety of people in an organization based on different characteristics such as gender, age, ethnicity, sexual orientation, religion, disability, and cultural background. Embracing diversity involves appreciating and respecting differences as a source of strength and growth rather than division.
Why is inclusion and diversity important in the workplace?
Inclusion and diversity in the workplace go far beyond mere compliance with legal requirements. It’s about creating an environment where all employees, regardless of their background, feel valued and respected. This has numerous benefits, including:
Increased Innovation: Diverse teams bring different perspectives and ideas to the table, leading to more innovative solutions and products. Employees feel heard and energized, resulting in more creative input and engagement. This makes organizations stronger and more resilient, enabling them to be more adaptable to changing market conditions.
Enhancing Productivity and Job Satisfaction: An inclusive work environment promotes a sense of belonging and engagement among employees. When employees feel valued and respected, they are more motivated to contribute to the organization’s success. This not only results in higher productivity but also improved job satisfaction and lower turnover.
Attracting and Retaining Talent: Organizations that embrace diversity become more attractive to talent from various backgrounds and demographics. This enables them to attract a wide range of skills and talents, giving them a competitive advantage in the job market. Furthermore, organizations known for their inclusive culture are better able to retain talent, leading to long-term growth and stability.
Inclusion and diversity in the workplace at G-Nius
At G-Nius, we work with a team consisting of colleagues from diverse backgrounds and generations. We are proud of this! We harness the strength and talent of each individual to become stronger as a team. Moreover, this gives us the opportunity to better serve our professionals and clients. We notice that potential remains untapped when different generations do not (want to) work together. We also assist managers in understanding younger generations who come for job interviews, thereby preventing mismatches.
Do you want to know more about bridging the gap between different generations? Listen to our Podcast (in Dutch). In episode 4, we talk to Viona Terleth, a specialist in uniting generations in the workplace.
How do I become visible on LinkedIn?
Looking for a freelance assignment, a new job, or an internship? Make sure you’re visible on LinkedIn. The social platform for professionals offers an excellent opportunity to present yourself to a global network of peers and potential employers. But how do you stand out in the crowd? Here are some valuable tips to increase your visibility on LinkedIn:
Optimize your LinkedIn profile
One of the first steps to becoming visible on LinkedIn is to have a comprehensive and polished profile. Ensure that your profile is fully filled out and optimized for keywords relevant to your industry. A clear profile picture and a catchy headline emphasizing your expertise immediately grab attention.
Share valuable content
Regularly post updates and articles that are interesting to your target audience. This can range from industry updates and tips to personal insights and successes. By sharing valuable content, you establish yourself as an authority within your field.
Be active in groups
Join relevant LinkedIn groups and actively participate in discussions. By sharing your expertise and answering others’ questions, you not only increase your visibility but also build valuable relationships with other professionals.
Network actively
Expand your network by actively adding people who are relevant to your field. Send personalized invitations and don’t forget to add a personalized message explaining why you’d like to connect.
Use Rich Media
Utilize visual elements such as images, videos, and presentations to make your profile and posts more attractive. Visual content grabs more attention and can help reinforce your message.
Be consistent
Consistency is essential for strong visibility on LinkedIn. Make sure you’re regularly active on the platform, both by posting new content and by responding to comments and messages from others.
By applying these tips, you’ll become more visible on LinkedIn and distinguish yourself as a leading professional in your field.
More tips?
Would you like more tips on how to present yourself through personal branding? Then listen to our podcast (in Dutch) here.
Difference between soft skills and hard skills
“Soft skills” and “hard skills” are terms that are often used, and we too are using these terms more and more. What are the differences between these two concepts? In this article, we delve deeper into the distinction between soft skills and hard skills, their importance, development, and application in various contexts.
Soft skills
What are soft skills?
Soft skills refer to the personal attributes and social abilities of people. These skills enable you to communicate effectively, collaborate, and solve problems. They are not directly measurable and are more related to personality, emotion, and character. They are also called ‘personal skills’ or ‘people skills’.
Examples of soft skills
Examples of soft skills include:
- Communication skills: Being able to communicate effectively with others, both orally and in writing.
- Empathy: Understanding the feelings and perspectives of others and responding to them.
- Teamwork: Being able to work well with others, resolve conflicts, and contribute to a positive team dynamic.
- Creativity: Generating new ideas, thinking outside the box, and coming up with innovative solutions.
- Problem-solving ability: Identifying problems, analyzing them, and finding effective solutions.
- Time management: Planning tasks efficiently, setting priorities, and meeting deadlines.
Why are soft skills important?
Soft skills are crucial in professional and personal environments because they form the basis for successful interactions with others. They contribute to a positive work environment, improved relationships, and effective leadership. Employers are increasingly valuing soft skills when selecting candidates. It describes how you deal with others, your work, and certain situations.
Hard skills
What are hard skills?
Hard skills, unlike soft skills, refer to measurable and specific skills that can be learned through training and education. These skills are often technical in nature and can be easily tested or measured.
Examples of hard skills
Examples of hard skills include:
- Programming skills: Specific knowledge and skills in programming languages such as Python or Java.
- Graphic design: Skills in graphic design, including knowledge of design programs such as Adobe Photoshop, Illustrator, or InDesign.
- Language skills: Mastery of one or more foreign languages.
- Technical skills: Skills in technical maintenance, repair, or installation of equipment, machinery, or systems.
- Data analysis: Skills in collecting, analyzing, and interpreting data to identify trends, patterns, and insights.
- Project management: Mastery of project management knowledge, tools, and techniques for planning, executing, and managing projects.
Why are hard skills important?
Hard skills are important for performing specific tasks and functions within an organization. These are the skills you have invested a lot of time and energy in learning. For these skills, you often have a diploma or certificate that proves that you possess this skill. Whether it’s programming skills in the IT sector, medical expertise in healthcare, or technical knowledge in the construction sector, hard skills enable people to perform tasks accurately and solve problems.
The importance of both soft skills and hard skills
The importance of both soft skills and hard skills cannot be emphasized enough. Both types of skills complement each other and are essential for success in various aspects of life, both professionally and personally.
It is the combination that enables someone to stand out in the job market. Employers are not only looking for candidates with strong technical skills, but also for people who have the necessary interpersonal skills to communicate effectively, collaborate, and solve problems. By developing both soft skills and hard skills, individuals can position themselves as valuable team members, effective leaders, and successful professionals.
Employers often still place too much emphasis on only hard skills when selecting candidates for a specific position, because these skills are directly relevant to the tasks that need to be performed. By as an employer looking at both types of skills and looking more at the person behind the resume, a better match can often be made. This is also called skills-based hiring.
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