As computing jobs continue to proliferate, it is necessary to understand what traits and skills graduates need to succeed long term. This entails not only defining what employers expect from job applicants, but also what gaps they observe from recent hires. Moreover, it requires consideration of the cultural wealth that individuals contribute to the workplace, and how hiring practices may affect populations minoritized in computing - women, Blacks/African Americans, and Hispanics/Latinxs. This paper describes the results of a systematic literature review conducted to explore the hard (technical) and soft (non-technical) skills assessed during the hiring process, and to examine which are considered tantamount for professional success. In addition, we seek to understand how the inherent capital of different populations may be leveraged during the hiring process, and long term in the workplace. Our study presents an anti-deficit approach for the imperative of improving diversity in computing, and to bridge the gap between cultural backgrounds, academic curricula, and the needs of industry. These findings are intended to inform pedagogical practice, potential employers, and to encourage students to persevere despite the challenges inherent in the hiring process in computing.