Examples Of Employability Skills That Drive Career Success

Published

examples of employability skills
Table of Contents

Employability skills represent the invisible currency of professional growth, distinguishing candidates who merely meet job requirements from those who thrive in dynamic workplaces. Beyond technical proficiency, these competencies—ranging from adaptability to emotional intelligence—serve as the foundation for resilience, collaboration, and innovation across industries. In an era where automation reshapes roles and global competition intensifies, mastering these skills is not optional but a strategic imperative for both individuals and organizations. This exploration dissects their core components, real-world applications, and the methodologies to cultivate them, ensuring alignment with evolving employer demands.

The distinction between employability skills and traditional qualifications lies in their adaptability; they transcend specific job functions to address the human-centric challenges of modern employment. Whether navigating a crisis in healthcare, leading cross-functional teams in technology, or fostering creativity in design, these skills act as the common denominator for success. By examining industry-specific scenarios, developmental frameworks, and comparative analyses, this discussion equips professionals with actionable insights to bridge the gap between potential and performance. The focus extends beyond mere awareness to practical integration, ensuring readers can translate theory into tangible career advantages.

examples of employability skills

Definition and Core Components of Employability Skills

Employability skills represent the non-technical competencies that enable individuals to secure, retain, and excel in employment across diverse industries. Unlike technical or domain-specific skills, which are industry-dependent, employability skills are transferable and foundational to professional success. They bridge the gap between education and workplace readiness by fostering adaptability, collaboration, and self-management—qualities increasingly prioritized by employers in dynamic labor markets. Research from the World Economic Forum (2023) highlights that 97% of employers consider soft skills and meta-skills as critical for future workforce resilience, often ranking them above hard technical skills in hiring decisions.

The core components of employability skills encompass a spectrum of abilities that enhance employability, productivity, and career growth. These skills are categorized into three primary groups: soft skills (interpersonal and communication abilities), hard skills (technical or job-specific competencies), and meta-skills (higher-order cognitive and adaptive traits). While hard skills demonstrate proficiency in specific tasks, soft and meta-skills drive performance, innovation, and leadership—making them indispensable in roles ranging from entry-level positions to executive leadership.

Structured Breakdown of Widely Recognized Employability Skills

Employability skills are best understood through a structured framework that outlines their defining characteristics, practical applications, and real-world scenarios. Below is a comparative table of the most widely recognized skills, categorized by their functional impact in professional environments.
Skill Name Key Characteristics Workplace Application Example Scenario
Communication
  • Clarity in verbal, written, and non-verbal expression.
  • Active listening and empathy in interactions.
  • Adaptation to diverse audiences (e.g., clients, stakeholders, teams).
  • Presenting ideas in meetings or client pitches.
  • Documenting processes for team reference.
  • Resolving conflicts through constructive dialogue.
A marketing manager delivers a campaign proposal to executives, using data visualizations and concise storytelling to align stakeholders on objectives and timelines.
Teamwork and Collaboration
  • Ability to contribute to collective goals.
  • Conflict resolution and negotiation skills.
  • Leveraging diverse perspectives for innovation.
  • Participating in cross-functional project teams.
  • Facilitating brainstorming sessions.
  • Providing constructive feedback to peers.
A software developer collaborates with designers and product managers to integrate user feedback into a mobile app, ensuring alignment between technical feasibility and user experience.
Adaptability and Resilience
  • Flexibility in responding to change (e.g., market shifts, new tools).
  • Emotional regulation under pressure.
  • Proactive problem-solving in ambiguous situations.
  • Transitioning to remote work during disruptions.
  • Pivoting strategies based on real-time data.
  • Recovering from project setbacks with minimal delay.
A healthcare administrator adjusts patient scheduling protocols during a sudden staff shortage by redistributing workloads and implementing temporary telehealth solutions.
Problem-Solving and Critical Thinking
  • Analyzing complex information to identify root causes.
  • Evaluating multiple solutions based on logic and evidence.
  • Innovating beyond conventional approaches.
  • Debugging technical issues in software development.
  • Optimizing supply chain logistics for cost efficiency.
  • Designing user-centric solutions in product development.
An operations manager identifies inefficiencies in a manufacturing line by analyzing production metrics, then redesigns workflows to reduce waste by 20% while maintaining output quality.
Time Management and Organization
  • Prioritizing tasks based on urgency and impact.
  • Balancing short-term deadlines with long-term goals.
  • Using tools (e.g., calendars, project management software) effectively.
  • Meeting project milestones in fast-paced environments.
  • Delegating tasks to optimize team productivity.
  • Preparing for high-stakes presentations with tight deadlines.
A legal associate manages multiple case deadlines by categorizing tasks (research, drafting, client meetings) and allocating time blocks, ensuring all filings are submitted on time without compromising quality.
Digital Literacy and Technological Proficiency
  • Competency in using digital tools (e.g., CRM, analytics, collaboration platforms).
  • Understanding data privacy and cybersecurity best practices.
  • Leveraging AI and automation for efficiency.
  • Automating repetitive tasks with scripting or macros.
  • Analyzing customer data to inform marketing strategies.
  • Securing company networks against cyber threats.
A financial analyst uses Python to automate monthly reporting, reducing manual errors and freeing time to analyze trends for strategic recommendations.

Comparative Analysis of Employability Skills Across Industries

While employability skills are universally valuable, their emphasis and application vary significantly across industries due to distinct workplace cultures, technological adoption, and collaborative structures. Below is a comparative analysis of how these skills manifest in technology, healthcare, and creative fields, with a focus on transferable traits that transcend sector boundaries.

Employers in technology-driven industries (e.g., software, IT, fintech) prioritize critical thinking, adaptability, and digital literacy as non-negotiable. For instance:

  • Problem-solving is demonstrated through debugging code or optimizing algorithms, often requiring iterative testing and collaboration with engineers.
  • Communication extends to translating technical jargon for non-technical stakeholders, such as explaining AI model limitations to executives.
  • Transferable trait: Innovation mindset—common across tech roles, where employees are encouraged to challenge existing processes (e.g., agile methodologies).

    • In healthcare, empathy, teamwork, and ethical decision-making are paramount due to patient-centric environments:

  • Communication involves clear documentation (e.g., medical records) and bedside manner with patients/families.
  • Adaptability is critical in crisis management (e.g., pandemics) or integrating new medical technologies.
  • Transferable trait: Resilience under pressure—healthcare professionals often juggle high-stakes decisions with limited resources, a skill applicable in fast-paced corporate settings.

    • Creative industries (e.g., design, media, arts) emphasize creativity, collaboration

    examples of employability skills - Ilustrasi 2

    Real-World Applications of Employability Skills Across Industries and Career Stages

    Employability skills are not abstract concepts but dynamic tools that drive performance, adaptability, and leadership in professional settings. Their impact varies across industries, roles, and career stages, shaping how individuals contribute to organizational success. Below, industry-specific scenarios illustrate how these skills translate into tangible outcomes, while comparative analyses reveal their evolution from entry-level positions to executive roles. The following sections demonstrate how adaptability, resilience, and collaboration manifest differently in remote versus in-office environments, alongside a career-stage progression model to highlight skill development over time.

    Industry-Specific Scenarios Demonstrating Employability Skills

    Employability skills are industry-agnostic yet highly contextualized—each sector demands unique applications of the same core competencies. The table below outlines 10 real-world scenarios where skills like problem-solving, communication, and teamwork directly influence job performance, productivity, and career advancement.
    Industry Skill Demonstrated Situation Outcome
    Healthcare (Nursing) Adaptability A sudden surge in COVID-19 patients overwhelms a hospital’s ICU. Nurses must quickly repurpose equipment, adjust protocols, and collaborate with cross-functional teams (e.g., IT for telemedicine) to maintain patient care standards. Patient mortality rates decrease by 15% within 3 months due to streamlined triage systems and interdisciplinary coordination. Nurses receive recognition for innovation in crisis response.
    Engineering (Manufacturing) Problem-Solving An assembly line experiences repeated malfunctions due to a faulty sensor in a robotic arm. Engineers analyze production logs, simulate failure scenarios, and design a cost-effective workaround using existing components. Downtime reduces by 40%, and the team avoids a $250,000 replacement cost. The engineer’s solution is adopted as a standard procedure across three plants.
    Education (K-12 Teaching) Emotional Intelligence A student with undiagnosed ADHD disrupts class with frequent outbursts. The teacher identifies behavioral patterns, partners with school counselors, and implements individualized strategies (e.g., fidget tools, structured breaks) without stigmatizing the student. The student’s grades improve by 25%, and classroom disruptions drop by 70%. The teacher’s approach is featured in a district-wide professional development workshop.
    Retail (Customer Service) Communication A customer returns a high-end appliance with no receipt, claiming it’s defective. The associate listens actively, verifies the product’s warranty status, and negotiates a partial refund while escalating the issue to a supervisor for policy review. The customer returns as a repeat buyer and leaves a positive review. The store’s customer satisfaction score improves by 8%, and the policy is updated to include a "goodwill adjustment" clause for similar cases.
    Finance (Investment Banking) Attention to Detail An analyst notices a discrepancy in quarterly earnings reports between two subsidiaries of a Fortune 500 client. Upon deeper review, they uncover a $12M misclassification in deferred revenue, which could trigger regulatory penalties. The bank avoids a $500K fine and secures a $50M audit contract from the client. The analyst is promoted to senior associate within 6 months.
    Technology (Software Development) Creativity A startup’s mobile app crashes under high user load due to unoptimized API calls. Developers brainstorm solutions, including caching strategies and load balancing, but the CTO insists on a "quick fix." The team proposes a hybrid approach combining temporary scaling with long-term architecture improvements. The app stabilizes within 48 hours, and user retention increases by 30%. The hybrid model is adopted as the company’s scalability framework.
    Hospitality (Hotel Management) Resilience During a hurricane, a luxury resort loses power, Wi-Fi, and access to backup generators. The manager maintains guest satisfaction by organizing manual check-ins, distributing flashlights, and coordinating with local vendors for meal deliveries. No major complaints are logged, and 90% of guests extend their stays. The resort’s crisis management plan is revised to include this "human-centered" approach.
    Marketing (Digital Campaigns) Strategic Thinking A social media campaign for a new product fails to meet engagement targets after 3 weeks. The team analyzes data, identifies that the audience prefers video content over static posts, and pivots to a TikTok-focused strategy with user-generated content incentives. Engagement rises by 220%, and the campaign’s ROI doubles. The team’s methodology is presented at a global marketing conference.
    Construction (Project Management) Negotiation A subcontractor threatens to halt work on a high-rise project due to unpaid invoices. The project manager mediates by restructuring payment terms, securing a short-term loan for the subcontractor, and renegotiating milestones to align with cash flow. The project stays on schedule, and the subcontractor becomes a preferred vendor. The manager’s conflict-resolution skills are documented in the company’s risk-management manual.
    Nonprofit (Fundraising) Initiative A small nonprofit’s annual gala raises only 60% of its goal due to economic downturns. The development director identifies a niche donor segment—local tech entrepreneurs—and organizes a separate "Innovation for Impact" event tailored to their interests. The event surpasses the gala’s total by 30%, and the nonprofit secures a 3-year sponsorship from a major tech firm.
    These examples underscore how employability skills are context-dependent yet universally valuable, bridging technical expertise with interpersonal and cognitive abilities to solve complex challenges.

    Resilience in Entry-Level vs. Leadership Roles

    Resilience—the ability to recover from setbacks and maintain performance under pressure—manifests differently across career levels. While entry-level professionals often demonstrate resilience through personal perseverance, leaders exhibit it through systemic problem-solving and team empowerment. Below are contrasting applications of resilience in each role.
    Entry-Level Role (e.g., Retail Associate, Junior Analyst):
    Resilience at this stage is individual-focused, emphasizing emotional regulation and learning from mistakes. For example, a call center representative who receives 50 customer complaints in a day may feel overwhelmed but reframes feedback as opportunities to improve scripts. Their resilience is measured by:
  • Short-term adaptability: Adjusting to shifting priorities (e.g., handling a sudden rush during holiday seasons).
  • Self-motivation: Recovering from a failed task (e.g., a misfiled report) by seeking mentorship or additional training.
  • Emotional stamina: Managing stress without burning out, even in high-pressure environments like healthcare or emergency services.
    • Leadership Role (e.g., Department Head, Director of Operations):
    Resilience here is strategic and collective, involving crisis leadership, resource allocation, and fostering a culture of adaptability. For instance, a hospital administrator facing staff shortages due to a pandemic must:
  • Rally teams: Communicate transparently about challenges (e.g., delayed surgeries) while reinforcing purpose (e.g., "Our patients depend on us").
  • Innovate under constraints: Repurpose spaces (e.g., converting conference rooms to ICUs) and negotiate with suppliers for extended credit.
  • Protect long-term viability: Invest in

    • Methods to Develop and Assess Employability Skills

    Employability skills are dynamic competencies that require intentional development and structured evaluation to ensure alignment with professional demands. Individuals must proactively assess their strengths and gaps, while employers need scalable yet fair methods to validate these skills during recruitment and training. This section provides actionable frameworks for self-assessment, resume integration, employer-led evaluations, and workplace training programs designed to foster skill mastery.

    Self-Assessment of Employability Skills

    A systematic self-assessment helps individuals identify their strongest employability skills and pinpoint areas needing improvement. This process involves introspection, external feedback, and practical exercises to bridge skill gaps. Below is a step-by-step guide to conducting a thorough self-assessment, including exercises to validate findings.

    Step-by-Step Self-Assessment Guide
    Employability skills can be categorized into cognitive (e.g., problem-solving), interpersonal (e.g., communication), and intrapersonal (e.g., adaptability) domains. To assess these effectively:

    1. Define Skill Domains
      Begin by listing the core employability skills relevant to your career stage or industry. Use frameworks such as the World Economic Forum’s Future of Jobs Report (2023) or the U.S. Department of Labor’s National Career Readiness Certificate (NCRC) as references. Example domains include:
      • Cognitive: Critical thinking, creativity, analytical reasoning.
      • Interpersonal: Teamwork, emotional intelligence, negotiation.
      • Intrapersonal: Resilience, time management, self-awareness.
      • Technical-Adjacent: Digital literacy, cross-functional collaboration.
    2. Rate Current Proficiency
      Assign a score (e.g., 1–5 scale) to each skill based on self-perception. Use the following criteria:
      1 (Novice): Limited understanding; requires guidance.
      3 (Intermediate): Can apply with moderate success but struggles under pressure.
      5 (Expert): Consistently demonstrates mastery; adapts to complex scenarios.
      Document specific examples for each rating (e.g., "Scored 4 in teamwork: Led a project with 5 stakeholders, resolving conflicts through active listening").
    3. Gather Peer and Supervisor Feedback
      Request evaluations from colleagues, mentors, or managers using a structured feedback form. Include:
      • Skill-specific observations (e.g., "How often does the individual demonstrate adaptability in changing priorities?").
      • Comparative feedback (e.g., "Rate this skill relative to peers in similar roles").
      • Suggestions for improvement.
      Exercise: Conduct a 360-degree feedback session where peers, supervisors, and subordinates provide anonymous input. Tools like Google Forms or SurveyMonkey can standardize responses.
    4. Journal Real-World Applications
      Track skill usage over 30 days by documenting:
      • Situations where a skill was applied (e.g., "Used negotiation to secure a vendor discount").
      • Outcomes and lessons learned (e.g., "Outcome: Saved 10% on costs; Lesson: Prepared data-driven arguments beforehand").
      Template for Journal Entries:
      Date: [DD/MM/YYYY]
      Skill Focused: [e.g., Problem-Solving]
      Context: [Brief scenario]
      Actions Taken: [Steps taken to apply the skill]
      Result: [Outcome and impact]
      Reflection: [What worked? What could improve?]
    5. Identify Gaps and Create an Action Plan
      Compare self-ratings with feedback and journal insights. Prioritize gaps using the Eisenhower Matrix:
      Urgent & Important Not Urgent but Important
      Skills critical for immediate role performance (e.g., technical adaptability for a new software tool). Long-term career skills (e.g., leadership for future management roles).
      Develop a SMART action plan for each gap:
      Specific: Clearly define the skill (e.g., "Improve public speaking").
      Measurable: Set milestones (e.g., "Deliver a 5-minute presentation to a team monthly").
      Achievable: Break into smaller tasks (e.g., "Join Toastmasters; practice with a mentor").
      Relevant: Align with career goals.
      Time-bound: Set deadlines (e.g., "Achieve intermediate level in 6 months").
    6. Reassess Periodically
      Repeat the process every 6–12 months or after significant career transitions. Use pre- and post-assessment metrics to measure progress (e.g., "Improved teamwork score from 3 to 4 based on peer feedback").

    Resume Bullet Points to Highlight Employability Skills

    Traditional resumes often list job duties rather than demonstrating employability skills. Structuring bullet points to reflect behavioral evidence (actions + outcomes) enhances readability and aligns with applicant tracking systems (ATS). Below is a comparative table illustrating weak vs. strong examples, along with the rationale behind effective phrasing.

    Template for Skill-Focused Resume Bullet Points

    Structure: [Action Verb] + [Skill Demonstrated] + [Context/Challenge] → [Quantifiable Result]
    Skill Weak Example Strong Example Why It Works
    Problem-Solving Resolved customer issues. Diagnosed and resolved 30+ recurring customer complaints by analyzing call logs and implementing a tiered escalation protocol, reducing resolution time by 40% and improving NPS scores by 15 points.
    • Uses a specific metric (30+ complaints) to quantify impact.
    • Describes the process (tiered escalation) and tools (call logs).
    • Links to business outcomes (NPS improvement).
    Teamwork Collaborated with team members. Led a cross-functional team of 8 designers and developers to launch a mobile app 2 weeks ahead of schedule by facilitating daily stand-ups and delegating tasks based on individual strengths, resulting in a 95% on-time delivery rate.
    • Shows leadership within collaboration.
    • Includes team size and roles for context.
    • Highlights efficiency gains (2 weeks ahead) and process improvements (stand-ups).
    Adaptability Adapted to change. Pivoted project scope mid-execution after client feedback revealed misalignment with market trends, restructuring the deliverables to focus on data-driven insights and securing a 20% increase in client retention for the revised deliverables.
    • Describes the trigger (client feedback) and response (restructuring).
    • Quantifies business impact (20% retention increase).
    • Avoids vague language; specifies how adaptability was applied.
    Communication Wrote reports. Developed and delivered a 50-slide executive presentation

    Employability Skills vs. Academic and Technical Skills: Differentiation, Overlaps, and Strategic Prioritization

    Employability skills and technical skills serve distinct yet complementary roles in career development. While technical skills provide the specialized expertise required to perform job-specific tasks, employability skills—often termed "soft skills"—enhance adaptability, collaboration, and leadership across roles and industries. This section clarifies their interplay, debunks common misconceptions, and offers frameworks to align skill development with professional goals, ensuring job seekers and professionals leverage both sets effectively.

    The distinction between employability and technical skills is critical for career planning, as employers increasingly prioritize candidates who can not only execute tasks but also navigate dynamic work environments. Below, a comparative analysis highlights their differences in longevity, measurability, and employer priorities, followed by strategies to integrate academic skills into employability frameworks and prioritize skills based on industry demands.

    Comparative Analysis of Employability and Technical Skills

    Employability and technical skills differ fundamentally in their application, sustainability, and role in career progression. The following table contrasts their characteristics, emphasizing how each contributes to professional success.
    Skill Type How It’s Learned Value Over Time Example of Overlap
    Employability Skills
    • Developed through experiential learning (e.g., internships, team projects, mentorship).
    • Enhanced via structured training (e.g., workshops, certifications in leadership or communication).
    • Refined through self-assessment and feedback (e.g., 360-degree reviews, personality assessments).
    • High longevity: Remain relevant across industries and career stages (e.g., adaptability in tech vs. healthcare).
    • Compound value: Skills like emotional intelligence or problem-solving become more valuable as complexity of roles increases (McKinsey, 2020).
    • Resilience to automation: Less susceptible to obsolescence compared to niche technical skills (World Economic Forum, 2023).
    • Project Management: Technical (e.g., Agile certification) + Employability (e.g., stakeholder communication).
    • Data Analysis: Technical (e.g., SQL, Python) + Employability (e.g., translating insights for non-technical stakeholders).
    • Customer Service: Technical (e.g., CRM software) + Employability (e.g., active listening and conflict resolution).
    Technical Skills
    • Acquired through formal education (e.g., degrees, bootcamps) or on-the-job training.
    • Updated via continuous learning (e.g., online courses, vendor-specific certifications).
    • Often role-specific (e.g., surgical techniques for healthcare, blockchain development for finance).
    • Variable longevity: Some skills (e.g., coding languages) evolve rapidly, requiring frequent updates (Stack Overflow, 2022).
    • Industry-dependent value: High demand in emerging fields (e.g., AI/ML) but may decline in saturated markets (e.g., legacy COBOL programming).
    • Automation risk: Routine technical tasks (e.g., data entry, basic coding) are increasingly automated (Deloitte, 2021).
    • Software Engineering: Technical (e.g., JavaScript frameworks) + Employability (e.g., pair programming and debugging collaboration).
    • Laboratory Research: Technical (e.g., PCR techniques) + Employability (e.g., hypothesis-driven teamwork).
    • Financial Modeling: Technical (e.g., Excel, R) + Employability (e.g., presenting findings to executives).
    Employer Priorities
    • Employers rank employability skills as top criteria for hiring (75% of executives surveyed by LinkedIn, 2023), especially for roles requiring innovation or leadership.
    • Technical skills are gatekeepers for entry-level positions but not sufficient for advancement (Harvard Business Review, 2022).
    • Hybrid roles (e.g., "Technical Product Manager") demand balanced proficiency in both skill sets, with employability skills determining promotability (Gartner, 2023).
    Employers increasingly value employability skills due to their role in fostering innovation, team cohesion, and organizational agility. However, technical skills remain essential for job performance, particularly in specialized fields. The overlap between the two—such as in project management or data analysis—demonstrates that career success hinges on integrating both skill sets strategically.

    Common Misconceptions About Employability Skills and Their Refutations

    Employability skills are often misunderstood, leading to underinvestment in their development. Below are three pervasive misconceptions, each countered with evidence-based explanations to clarify their teachability, measurability, and strategic importance.
    Misconception 1: "Employability skills are innate talents—you either have them or you don’t."

    Refutation: Research in psychology and organizational behavior confirms that employability skills are highly malleable and can be developed through deliberate practice. For example:

    • Emotional intelligence (EQ): A meta-analysis by Joseph and Newman (2010) found that EQ can improve by up to 25% with targeted training, comparable to gains in technical skills.
    • Communication: Studies on Toastmasters International members show that structured public speaking practice reduces anxiety and improves clarity by 30% over six months (Journal of Communication Education, 2019).
    • Adaptability: Military and corporate resilience training programs (e.g., Navy SEALs’ "Stress Inoculation Training") demonstrate that adaptability is a skill honed through exposure to controlled challenges (American Psychological Association, 2021).
    Employability skills thrive on feedback loops and repetition, much like technical skills, but require a focus on self-awareness and behavioral change.

    Misconception 2: "Employability skills are too vague to measure or assess objectively."

    Refutation: While employability skills lack standardized metrics like coding exams, they are assessable through validated frameworks and behavioral indicators. Methods include:

    • 360-degree feedback: Used by 90% of Fortune 500 companies to evaluate leadership and collaboration (Deloitte, 2020). Tools like the Multifactor Leadership Questionnaire (MLQ) quantify traits such as inspirational motivation.
    • Work simulations: Assessments like the SHL Occupational Personality Questionnaire (OPQ) correlate with job performance metrics (e.g., teamwork scores predict project success rates by 22%, per SHL’s

      Employability skills are not static attributes but dynamic tools that evolve with professional trajectories, from entry-level adaptability to leadership influence. Their mastery demands self-awareness, deliberate practice, and an understanding of industry nuances—whether in remote collaboration or in-person innovation. As the workplace continues to redefine its boundaries, these competencies will remain the bedrock of employability, distinguishing those who merely occupy roles from those who shape them. By adopting a proactive approach to skill development—whether through self-assessment, employer-designed evaluations, or structured training—individuals can future-proof their careers against disruption. The ultimate takeaway is clear: success in the modern workforce is not solely about what one knows, but how effectively one applies it.

      FAQ

      example of employability skills for college and career readiness?

      Q: What are some key employability skills that help students prepare for college and future careers?

      non examples of employability skills?

      Q: What are some common traits or abilities that do not count as employability skills?

      5 examples of employability skills?

      Q: Can you list five strong employability skills that employers look for in candidates?

      3 examples of employability skills?

      Q: What are three basic employability skills everyone should develop?

      two examples of employability skills?

      Q: What are two simple but powerful employability skills that stand out to employers?

      4 examples of employability skills?

      Q: Could you provide four practical employability skills with real-world examples?

    Leave a Comment

    Comments are moderated before appearing. The data you submit is processed according to the Privacy Policy of api-staging.safecast.org.