What do you do if your transferable skills are overlooked during a layoff?

Look beyond the elements of your past professional roles that conform with a narrow definition of analytical skills and consider the relevance of accomplishments that required creative problem-solving. These accomplishments might include the successful reframing of a work challenge or assignment as an analytical undertaking with useful results.

I am not quite sure what the question means by 'overlooked'. There are many ways to demonstrate a specific skill. So, if it is overlooked in one context or role, just tied it back to another role. For example, you worked with external clients at Company A, you got laid off and you feel your skills are overlooked. At a previous Company B, you worked with internal clients only. You can tie those experiences together.

Consider pursuing additional training or certifications to further develop your transferable skills. Look for courses, workshops, or online resources that specialize in areas where you want to enhance your expertise. Networking with professionals in your field can provide valuable insights into which skills are most in demand and where to focus your efforts. Stay adaptable and open to learning new things to increase your marketability and resilience in the job market.

Prepare for interviews by: 1. Learning about the company. 2. Understanding the job requirements. 3. Practicing common interview questions. 4. Thinking of examples to showcase your skills. 5. Dressing appropriately. 6. Arriving early. 7. Bringing extra copies of your resume. 8. Being polite and enthusiastic. 9. Asking questions about the role and company. 10. Following up with a thank-you email.

Be specific about initiatives you might introduce to the organization. If you have programs that worked well with other organizations, share what you did and what competencies supported your success. Link your ideas to the organization's business goals and position yourself as a partner to their growth.

It this happens after the final decision has been taken particularly if the layoff has been announced with names affected, then it’s too late to get the overlooked competencies known and noticed. If not, then a formal communication not only to your superior but to HR need to be made outlining the competencies with clear examples using probably the “STAR” method: S-situation, T-ask, A-ction(s), R-esult(s). Additionally, a one-on-one meeting with your manager and then with the HR department head may be of value.