Preparing for a job interview or negotiating a pay rise can feel daunting, especially as online searches for “job interview tips” have surged by 50%, according to recent data. With competition fierce, candidates and employees are increasingly seeking strategies to gain an edge. One emerging approach, known as “micro-skill stacking,” involves building a combination of expertise, qualifications, and mental attitudes to enhance appeal to both prospective and current employers.
To unpack this concept, Nick Higginson, CEO of Phoenix Health & Safety, and Eloise Skinner, a workplace psychotherapist and careers coach, share their insights on how skills, qualifications, and mindset can elevate your career prospects.
Desirable attitudes employers value
Employers prioritise traits that strengthen teams and organisations. Nick Higginson explains: “Employers are looking for plus traits in new hires that will elevate their team or company. This begins with a sense of positivity and eagerness to get stuck into the role, as well as confidence and demonstrable experience that will outline exactly what you will bring to the role and how you will elevate the company you will be joining.” He emphasises that a proactive and optimistic outlook, paired with clear evidence of capability, sets candidates apart.
Eloise Skinner highlights resilience as equally critical. She says: “There are certainly some high-level skills that would be seen as desirable. This includes a sense of passion, determination and resilience – a mindset that allows a focused progression in the job over time, without losing interest or becoming disengaged.” Together, these attitudes signal long-term potential and commitment.
The power of workplace qualifications
Qualifications can be a game-changer in the job market. Nick notes: “For some roles, having particular qualifications will be an absolute essential requirement. A health and safety professional for example, will require a relevant IOSH or NEBOSH qualification in their area of expertise.” However, even non-essential credentials can impress. He adds: “A role-specific qualification shows a desire to expand your knowledge and skillset in your chosen field, whilst a first aid or fire safety qualification demonstrates that you’re someone who wants to help keep your fellow employees safe and contribute in ways beyond your day to day job role.”
Eloise agrees, stating: “Workplace qualifications demonstrate a level of skill, commitment and determination that I’m sure many employers would value. In general, there are multiple transferable skills from workplace qualifications, so I’d consider it to be an important advantage.” These credentials showcase initiative and versatility, key attributes in today’s workforce.
When qualifications might raise questions
Could qualifications ever backfire? Nick advises focus over quantity: “I wouldn’t say that obtaining qualifications can be negative, but it’s important that you’re focused on expanding your relevant skill set and not just obtaining qualifications because you can. Employers may view a candidate with a wide variety of different qualifications as being indecisive, so it’s important that any qualifications you obtain can clearly be linked to your current role, or positions you’ve held previously.”
Eloise echoes this caution: “One caveat I’d consider is whether the qualification is directly relevant to the job being applied for. For example, if the candidate’s qualifications show a clear interest in a different field, employers might question their passion and commitment to the current role.” Relevance, they agree, is key.
Starting strong as a new hire
First impressions matter. Nick advises: “New hires should arrive with a keen attitude and willingness to get stuck in, but you should also demonstrate the ability to listen and take on important information. Racing ahead without fully understanding what you’re doing will have the opposite effect of making a good impression, and could result in you making easily avoidable mistakes.” Balance enthusiasm with attentiveness, he suggests.
Eloise adds: “Another quality might be a willingness to think creatively, innovatively and with confidence. Often, new hires or junior team members are best placed to give feedback on the organisation from an external perspective, helping the organisation move forwards and develop. The confidence to express one’s own opinion is fundamental to the ability to create progressive change.” Fresh perspectives can drive innovation.
Securing a pay rise
For employees eyeing a salary boost, broader contributions count. Nick says: “Aside from on the job performance, it’s always viewed favourably if you’re someone who can contribute to your team or company in other ways. For example, helping to mentor and upskill junior colleagues, sharing your knowledge and suggestions to improve ways of working. In these ways, you’re demonstrating that as well as being a strong performer, you’re someone who is positively contributing to your organisation.”
Eloise concludes: “One might be a ‘growth mindset’ – the ability for an individual to see themselves on a path to learning & development, being able to receive feedback, and looking to continually improve themselves.” Employers reward those who evolve and uplift others.
