Required Skills vs Preferred Skills: How to Find the Right Candidates for Industrial Placements

Industrial placements are a fantastic way to gain valuable work experience, develop new skills, and build professional networks. However, finding the right candidates for these placements can be challenging, especially in a competitive job market. How can you attract and select the best talent for your industrial placements? One of the key factors is to understand the difference between required skills and preferred skills, and how to use them effectively in your job postings and hiring process.

Required skills are the minimum qualifications or abilities that a candidate must have to be considered for the job. These skills are essential for performing the core tasks and responsibilities of the role, and without them, the candidate would not be able to do the job effectively. For example, if you are looking for a mechanical engineer for an industrial placement, some of the required skills might be:

• A degree or diploma in mechanical engineering or a related field
• Knowledge of mechanical design, analysis, and testing methods
• Proficiency in CAD software and other engineering tools
• Ability to work in a team and communicate effectively

Required skills should be mandatory, measurable, and realistic.

They should reflect the actual needs and expectations of the role, and not be too vague or too specific. They should also be aligned with the industry standards and regulations and be attainable by a reasonable number of candidates in the market. Required skills are the first and most important filter that you use to screen candidates for your industrial placements. If a candidate does not meet the required skills, they should not apply, or else their application will be rejected immediately.

Preferred skills are the additional qualifications or abilities that a candidate can have, that would make them more suitable or attractive for the job.

These skills are not essential, but they are desirable, as they can enhance the candidate’s performance, potential, or fit with the role and the organization. For example, if you are looking for a mechanical engineer for an industrial placement, some of the preferred skills might be:

• Experience or interest in a specific industry or sector, such as automotive, aerospace, or renewable energy
• Knowledge of emerging technologies or trends, such as robotics, artificial intelligence, or 3D printing
• Certification or training in a relevant skill or tool, such as Lean Six Sigma, Project Management, or MATLAB
• Ability to speak another language or work in a multicultural environment

Preferred skills should be relevant, beneficial, and flexible.

They should reflect the value and vision of the role and the organization, and not be too random or too unrealistic. They should also be adaptable and negotiable, depending on the availability and suitability of the candidates. Preferred skills are the second and most selective filter that you use to screen candidates for your industrial placements. If a candidate meets the required skills, but also has some or all the preferred skills, they will have an advantage over other candidates who only have the required skills. However, not having any preferred skills will not affect the candidate’s eligibility or chances of getting the job if they have the required skills.

Desired skills are the optional qualifications or abilities that a candidate can have, that would make them more appealing or impressive for the job. These skills are not necessary, but they are nice to have, as they can showcase the candidate’s personality, passion, or uniqueness. For example, if you are looking for a mechanical engineer for an industrial placement, some of the desired skills might be:

• A hobby or interest related to engineering, such as building models, tinkering with gadgets, or participating in competitions
• A volunteer or extracurricular activity that demonstrates leadership, teamwork, or social responsibility, such as mentoring, coaching, or fundraising
• A personal or professional achievement that highlights creativity, innovation, or excellence, such as winning an award, publishing a paper, or patenting an invention
• A positive or humorous attitude that reflects enthusiasm, curiosity, or resilience, such as being optimistic, inquisitive, or adaptable

Desired skills should be distinctive, genuine, and memorable.

They should reflect the character and culture of the role and the organization, and not be too common or too exaggerated. They should also be authentic and memorable, depending on the personality and potential of the candidates. Desired skills are the third and most subjective filter that you use to screen candidates for your industrial placements. If a candidate meets the required skills, and has some or all the preferred skills, but also has one or more of the desired skills, they will have an edge over other candidates who have similar qualifications. However, having the desired skills is not a guarantee of getting the job, as they are just the icing on the cake, and not the cake itself.

By understanding the difference between required skills, preferred skills, and desired skills, you can create more effective and attractive job postings for your industrial placements and understand if you should be applying to a role or even how to tailor your CV.

You can also use these skills as criteria to evaluate and compare candidates, and to find the best match for your role and organization.

By using required skills, preferred skills, and desired skills wisely, you can widen the pool of candidates, and increase the quality and diversity of talent for your industrial placements.