85% of Hiring Managers Can’t Sleep—Here’s Why

Last week, I gave you the lowdown on the World Economic Forum’s Jobs Report.

Now, Hays is taking a crack at it, saying, “Anything you can do, WEF, we can do better!”—and they’ve roped in over 5,000 hiring managers and professionals across Australia and New Zealand to prove their point.

The verdict?

A whopping 85% of hiring managers are lying awake at night, fretting about finding people with the “right abilities.”

And if you’re thinking it’s all cutting-edge technical wizardry and hard skills they’re after, well… kind of, but not entirely.

The real unicorns are those who’ve nailed those “human” skills—specifically communication, teamwork, collaboration, critical thinking, problem-solving, adaptability, flexibility and leadership.

Fancy that, right?

Now I know we’ve heard it all before (maybe even since Jesus was sporting sandals), which is why “skills-based hiring” is taking off.

Employers are caring less about whether you’ve got a flashy degree or specific job titles and more about what you can actually do.

A radical concept, I know.

If you’ve been tuning in here for a while, you’ll know I’ve been banging on about “soft” skills for the better part of a decade.

And, let’s be real: ignoring them on your resume is about as wise as throwing your entire life savings into some unvetted crypto coin.

Not recommended.

The million-dollar (or should I say million-$$) secret is that just listing your job titles and responsibilities isn’t going to wow anyone—especially if you’re eyeing a career transition.

Employers aren’t ghosting you because they hate your face; it’s because you’re not showing off your real superpowers, the kind that involve talking to humans, solving problems, and rallying your mates to get a job done.

So let’s cut to the chase: if you want that shiny new job, you need real, solid evidence.

Your resume? Think of it as an amuse-bouche. The interview? That’s your full three-course meal where you back up all your big talk with detailed examples.

And don’t forget—employers will throw in some tests and psychometrics as well, to double-check you’re as good as you say you are.

The good news?

I know my community has these “human” skills in spades.

Your problem? You’re hiding them like state secrets.

Now, yes, skills-based hiring also means businesses have to rework their entire playbook—rewriting job descriptions, training managers to look beyond the usual credentials.

But here’s the payoff: most who’ve tried it see great results.

So expect more employers to join the bandwagon.

In other words, now’s the time to make sure you’re visibly shining.

~Lisa

Your Q&A

Remember that shiny new NotebookLM fling I mentioned last week?

We’re still going steady (no regrets).

But if you’re glancing at today’s newsletter and thinking, “Wow, that’s a fresh look,” there’s a reason for that: I just went through a major breakup.

No, I haven’t kicked Dave to the curb—don’t panic.

We’re celebrating 16 years of marriage on Thursday, and 20 years together.

This breakup was with something far less charming than Dave: technology.

Specifically, my sweet little double act of Shopify and Klaviyo.

We used to be so in love (well, as much as one can be in love with a shopping cart and an email platform).

But somewhere along the line, Shopify decided to morph into the kind of problem child WooCommerce is—only on steroids.

So, I packed its bags and said: “Don’t let my firewall hit you on the way out.”

Of course, migrating an entire tech stack is about as straightforward as assembling flat-pack furniture without the directions (or Allen keys).

So if you spot anything funky on my site, do me a favour and holler.

I promise I’ll only sob into my tea cup for a few minutes before I fix it.

Next week, my Q&A returns in all its nosey glory.

Thanks for reading.

~Lisa​