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qualities employers vs skills employers

Both phrases are correct, but they have slightly different meanings. 'Qualities employers' refers to the personal characteristics or attributes that employers look for in candidates, while 'skills employers' refers to the specific abilities or proficiencies that employers seek. The choice between the two depends on whether you want to emphasize personal traits or specific abilities.

Last updated: March 29, 2024 • 879 views

qualities employers

This phrase is correct and commonly used in English. It refers to the personal characteristics or attributes that employers look for in candidates.

This phrase is used to refer to the personal traits or qualities that employers value in potential employees. It emphasizes characteristics such as honesty, reliability, adaptability, and teamwork.

Examples:

  • Honesty and integrity are qualities employers often seek in job candidates.
  • Adaptability and flexibility are qualities employers value in a fast-paced work environment.
  • Teamwork and communication skills are qualities employers look for in collaborative settings.
  • Punctuality and professionalism are qualities employers expect from their employees.
  • Leadership and problem-solving abilities are qualities employers appreciate in potential hires.
  • Support services should therefore include good-quality assistance to employers, in particular SMEs.
  • We would like to see a reform of the European Works Councils, in order to enable us to say that the quality of employer-employee relations in Europe is part of our development strategy.
  • Through the Europass, educational institutions and employers will obtain transparent information on the progress and quality of student work experience and specialist practice.
  • This social dialogue offers employers a guarantee that their requirements, too - as regards employment, social services, safety and quality - will be included in a social agreement.
  • Effort should be made to identify feasible demand policies that target changing employer behaviour in ways that promote the achievement of Lisbon objectives of more quality, sustainable employment throughout Europe.
  • Marian-Jean Marinescu: Taxes, labour contracts, relationships between employers and employees, the quality of services, the safety of transports, citizens' rights and security.
  • They must be good employers, delivering services and products of a high quality, because otherwise they will lose credibility and they will lose out in the market.
  • All of these statements, accolades and findings are an incentive for Migros to continue to pursue its commitment to good, sustainable workplace quality. The quality of our workplace must always be so high that employees make a conscious decision to choose Migros as their employer.
  • Quality jobs, health care, housing and education are indeed basic rights, which, if they were binding upon employers and states, would be able to offer protection against social exclusion.
  • When women are not obliged to take up part-time work by employers, they are often forced to work part time as a result of the lack of high-quality care provision for children or elderly parents.
  • They shall ensure that the vacancy information is of a high enough quality to allow job-seekers to search and make an informed decision about applying for a suitable job, and that employers receive applications from the most appropriate applicants.
  • Yet there is a knock-on effect on the whole urban population as poor quality of life, high crime rates and pollution drive out employers and make life, even in the more attractive parts of town, a misery.
  • Dealing with areas identified by self-evaluation helps to ensure high quality training provision, thus meeting the expectations and interests of the partners involved (both participants in training and employers).
  • Has it assessed the quality of the controls carried out by Member States at workplaces with a view to ensuring that employers actually implement the provisions of Community legislation? 3.
  • In this context, I proposed that we appeal to the European Commission, Member States and employers to invest in lifelong learning and improve the quality of education for young people, in particular as regards the needs of local and regional jobs markets.
  • The objective of the draft Directive is to ensure the protection of temporary agency workers and to improve the quality of temporary agency work by ensuring that the principle of equal treatment is applied to temporary agency workers and by recognising temporary work agencies as employers.
  • Public, social and private employers should be strongly encouraged to improve existing jobs and create new quality jobs (offering sufficient income levels, good labour conditions and training/education).
  • If we manage to adopt it definitively, it will provide a good framework not only for employers and employees but also for education and training providers, as it will open up this space and as a result will bring pressure to bear for improvements in quality.
  • Calls for all stakeholders, especially educational institutions, employers, employees and unions, to engage in formal dialogue with a view to ensuring that vocational education is of high quality and geared to the current needs of the labour market;
  • Considers that workers rights, dialogue between the social partners - workers and employers - and adequate social protection preventing in-work poverty should be at the core of employment quality and thus also of the job quality concept;

Alternatives:

  • qualities sought by employers
  • attributes employers value
  • characteristics employers desire
  • traits employers look for
  • qualities that employers value

skills employers

This phrase is correct and commonly used in English. It refers to the specific abilities or proficiencies that employers seek in candidates.

This phrase is used to refer to the specific abilities or proficiencies that employers value in potential employees. It emphasizes skills such as technical expertise, communication abilities, problem-solving skills, and industry knowledge.

Examples:

  • Strong communication skills are essential for candidates to possess, as they are skills employers highly value.
  • Technical proficiency in programming languages is a key skill employers often look for in IT professionals.
  • Problem-solving abilities and critical thinking skills are skills employers seek in candidates for analytical roles.
  • Industry-specific knowledge and experience are skills employers prioritize in job applicants.
  • Leadership skills and the ability to work in a team are skills employers appreciate in potential hires.
  • With that aim in mind, we will present an EU skills panorama which will not only tell us what skills employers are looking for now but will also forecast what skills will be needed in the future.
  • This has fanned speculation that a "mismatch" between workers' skills and employers' needs is a significant factor behind the elevatedunemployment rate.
  • This will enable students to acquire the qualifications and develop the skills required by employers.
  • This prevents potentially positive matching of the skills needed by employers and the available supply of them.
  • The competitiveness of enterprises is dependent on the skills of employer and employee, as well as on the stability of the currency and on the low level of inflation associated with it.
  • Such partnerships can improve productivity, reduce skills gaps and provide employers with incentives to educate and train their workforces.
  • Therefore a number of tools have been developed on a voluntary basis, to help citizens better present their qualifications, skills and experience and employers better appreciate what applicants can actually do.
  • I can be the most skilled person in the world, but if everyone else at my firm lacks skills, my employer is going to find it more difficult to introduce new technology, new production techniques.
  • Our new EU Skills Panorama, which will be operational in 2012, will help to forecast not only the skills that employers need today, but also those required in the future.
  • The trick will be to ensure that migrants are given the chance to acquire the skills that European employers need, and that they have the chance to move in a safe, legal, and orderly fashion.
  • and gain more systematic recognition for volunteering at EU level and in the Member States by policy makers, civil society organisations and employers for skills and competences developed through volunteering.
  • Continuous training by definition, benefits not only drivers but also employers, as it enhances employees' professional skills.
  • encourage employers and employees to contribute towards skills development;
  • We know that even now, some employers are struggling to fill vacancies because they cannot find people with the right skills.
  • Short-term measures have been announced to support individuals and employers to develop their skills during the downturn.
  • Employers must be able to appoint the right person with the right skills.
  • One example of good practice appears to be the creation of Sector Skills Councils (SCC) on the basis of agreements between employers, educational institutions and other interested parties within individual sectors.
  • With the help of the EQF these barriers should be removed and employees and employers placed in a position to make better use of their skills.
  • Within the proposals, there appears to be an assumption that the Commission will be able to specify areas of skills shortage by just meetings with employers and academics.
  • Moreover, when they return, migrants play an increasingly important role as economic catalysts, becoming employers or promoting small businesses, and transmitting new skills and technologies.

Alternatives:

  • skills sought by employers
  • abilities employers value
  • proficiencies employers desire
  • competencies employers look for
  • skills that employers value

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