One of the aspects of what I do in life is to interact with real people in the Jewish community who are seeking employment. I work with employers and recruiters to find out about jobs and hiring trends. They give me feedback on my referrals and provide their observations as to expectations of organizations and hiring managers.

In the last five years, since the crash, I have learned many lessons and I encourage job seekers to take a look at what some of those things are, listed below. I think parents, day school administrators and guidance counselors should pay attention, too.

Here is my “Top 10 List”:

Technological skills are now part of every job and all job seekers have to possess them. At minimum, it means being connected through a smart phone and perhaps owning a tablet. It means using email, and knowing basic web navigation. In many cases, it means staying up to date with the latest systems used within a given industry. This includes hardware and software. Not being well versed in technology or being reluctant to use it will not help an applicant. If you have a chance to take one or two programming classes and can learn how to code, I highly recommend doing so. It will either set you apart from your peers, or keep you on par with them.

Jobs have changed. There are many new job titles out there that did not exist 20 years ago. Some are specializations; some might be new tech jobs. Others are old jobs that have been rebranded. Today, a Human Resources officer might be called a Chief People Officer. Jobs that carry roughly the same responsibilities as 20 years ago will most likely be performed differently today. Technology is one reason; consolidation, legislation, or social initiatives may account for other changes. For example, a construction manager is responsible for overseeing building projects. But now, he must also be aware of “green” and sustainability concepts that have affected the construction industry. In business, well-publicized security breaches in retail and banking have increased the focus on cyber security.

Preconceived profiles. Hiring managers want to find their ideal candidate based on a preconceived profile. They will only see candidates who have 90% or more of their wish list on their resumes. They are not hiring based on potential, but on the here and now. They give preference to those who have been-there-done-that and require a minimal learning curve or training. That is why it is so important for job seekers to read job descriptions carefully and limit applications to jobs for which they qualify.

Those evaluating resumes will favor someone with relevant experience. People officers will seek people with experience in quantity and quantity [quality?]. While a degree might also be required, in most cases, the degree alone will not substitute for experience. Companies are seeking people with knowledge of industry-standard systems technology. Your experience is expected to be recent and full time. For example, resumes  that contain a college degree and three years of full-time corporate experience will often be considered before those of people with advanced degrees who do not have the recent experience.

Written communication skills are key to almost every professional job, yet I have observed a decline in both the content and format of work products. Spelling is important. Subject-verb agreement is important. Quality writing stands on foundations built by high school teachers. It is reinforced by writing papers in high school and college, and includes knowing the time and place for different writing styles. Some settings call for technical writing, others will allow for a more casual style. But with tools like Word, as well as taking the time to ask others for critical feedback, writing skills can be improved.

Social skills are always going to be relevant. This means being polite and gracious, as well as having respect for others. In some cases, having appropriate social skills could be the decisive factor in landing or keeping a job. One of the challenges today is to know how to blend social skills with technology. This means knowing when the human touch is needed. Another challenge is setting the appropriate boundaries using technology.

The top five attributes employers look for: agility, adaptability, international experience, the ability to become part of a team and having the latest certifications and training—or at least a willingness to learn and generate results. The last point is critical. Learning doesn’t end with a degree—one needs to immerse oneself in lifelong learning. You might need to develop new skills, change jobs or even change careers multiple times in your life, so you have to be open to learning new things.

Employers and recruiters will tend to favor experience with companies that are familiar to them. Employers prefer individuals with a solid and consistent employment history. That is seen as an index of work ethic and success. Once on the job, employers will get a sense of whether an employee is punctual and cares about the organization. They get a sense of this through requests for time off, in terms of frequency and for what purpose. They will also observe whether you work well in a team. [heading of this section isn’t relevant to what follows]

Networking is a major method of finding jobs today. Networking includes effectively navigating the internet, social media (e.g., LinkedIn) and traditional ways of meeting helpful people and establishing professional relationships. Some of this takes initiative. Some of this means developing the social skills you need to be able to cultivate and enhance relationships appropriately.

Siyata d’Shemaya. As observant Jews, we all need and benefit from Hashem’s caring for us. Sometimes we are fortunate to have an unusual or unexpected opportunity put in front of us. But, despite assistance and guidance from Hashem, a lead must be researched to confirm that it is both real and realistic for you. Being able to move out of your comfort zone is going to be essential if you are looking for ways to create a path of continuous career and life growth.

Parents should have “jobs” conversations with their children and revisit the topic regularly. Parents should also research what educational paths are available to their children. This often involves making difficult choices and supplementing the educational status quo. The goal is twofold: To have children take ownership of the issue while they are young, and for parents to empower ownership as their children emerge into adulthood and independence.

But the plan does not stop there. Even as adults, the landscape is often changing. Stability is sometimes elusive. The “new normal” might be recreated every few years rather than every few centuries. This requires constantly keeping an eye on what is here and now and what is next.

Elly D. Lasson, Ph.D. is Executive Director of Joblink of Maryland.

By Elly D. Lasson, Ph.D.