What are Soft Skills in Hiring?
Definition, top skills and why they matter in recruitment
For years, recruitment has focused on gauging hard skills — technical knowledge and abilities. However, there’s a growing recognition that soft skills — interpersonal abilities, communication, and emotional intelligence — are equally, if not more, crucial for success in the modern workplace. This article delves into why soft skills matter during recruitment and how to cultivate them in your organisation and hiring practices.
What are soft skills?
Soft skills, also known as interpersonal skills or people skills, are personal attributes, personality traits, communication abilities, social graces, and other capabilities needed to navigate the work environment and interact effectively with others.
Hard skills vs soft skills: Why do soft skills matter alongside hard skills?
While hard skills (technical knowledge, certifications, and qualifications) ensure a candidate can perform job-specific tasks, soft skills determine how effectively they can work with others and adapt to challenges. Unlike hard skills, which are job-specific technical abilities, soft skills are transferable and applicable across various roles and industries. Also, note:
Hard skills are teachable; soft skills are ingrained. Technical skills can often be learned through training, but soft skills like emotional intelligence require deeper behavioural shifts.
Soft skills enhance hard skills. A technically proficient employee with poor communication may fail to execute projects successfully, whereas an employee with strong interpersonal skills can maximise their technical knowledge through collaboration.
HR professionals must assess both to ensure a holistic evaluation of candidates.
Why are soft skills important in hiring?
In the context of HR, understanding and promoting soft skills is vital for talent acquisition and development. HR managers must assess these skills during the hiring process to ensure candidates not only fit the technical requirements but also align with the company’s culture.
1. Drive better team collaboration
Employees with soft skills, such as empathy, adaptability, and conflict resolution, contribute to a more harmonious and productive workplace. Conversely, a technically skilled individual who struggles with communication or teamwork can disrupt a team’s dynamics.
2. Adaptability in a rapidly changing workplace
The modern workplace demands adaptability. Hires with strong soft skills can navigate uncertainty, embrace change, and remain resilient in the face of challenges. They also adapt to new environments better and build relationships, leading to higher job satisfaction and retention.
3. Leadership potential and career growth
Soft skills often indicate potential for managing and leading other team members. Attributes like good communication, decision-making, problem-solving, motivation, and emotional intelligence are critical for future leaders within your organisation.
4. The cost of overlooking soft skills
Hiring for technical expertise alone may result in misaligned cultural fits. Employees who lack soft skills may struggle with engagement and collaboration, leading to higher turnover rates and recruitment costs.
Top 6 soft skills to look for when hiring
While the specific soft skills needed may vary depending on the role, here are some of the most important ones to consider:
1. Communication skills
The ability to articulate ideas clearly, listen actively, and adapt communication styles to different audiences is essential in any role. Both written and verbal communication are necessary for meaningful dialogue and effective interaction with colleagues and clients. It is imperative in roles that require teamwork, customer interaction, or leadership.
2. Problem-solving and critical thinking
It included the capacity to analyse problems, identify solutions, and make sound decisions. In a competitive marketplace, employees who can think on their feet and approach challenges with innovative solutions are invaluable.
3. Adaptability and resilience
It is the ability to adjust to changing circumstances and be flexible with solutions when facing any new situation. The ability to navigate change and bounce back from setbacks is critical in fast-paced, ever-evolving industries.
4. Teamwork and collaboration
It is the ability to work effectively with others, share responsibilities, and contribute to group efforts to achieve common organisational goals. Employees with strong teamwork skills foster positive working relationships and drive collective success. When hiring, look for individuals who can collaborate effectively, respect diverse perspectives, and support their colleagues.
5. Emotional intelligence or emotional quotient (EQ)
EQ is the ability to understand and manage one’s own emotions and empathise with others. It encompasses self-awareness, empathy, and the ability to manage interpersonal relationships effectively. EQ is a key determinant of leadership potential and workplace harmony.
6. Time management and organisation
It is the ability to prioritise multiple tasks, manage time effectively, and meet deadlines to drive overall business goals.
How to assess soft skills during the hiring process?
Evaluating soft skills can be challenging, as they’re less quantifiable than hard skills. However, HR professionals can incorporate the following strategies into their recruitment processes:
1. Behavioural interviews: Ask questions that explore how candidates have handled specific situations in the past and demonstrated key soft skills in real-life scenarios. For example, “Describe a time when you resolved a conflict at work within a team.”
2. Situational judgement tests (SJTs): Present candidates with hypothetical scenarios and ask how they would respond. With this, you can check their problem-solving, decision-making, and interpersonal skills.
3. Work sample tests and group interviews: Design tests that require candidates to demonstrate specific soft skills, such as communication or problem-solving. Observe how candidates interact with others in a group setting.
4. Simulation or role-playing exercises: Imitating daily tasks or collaborative exercises can reveal candidates’ adaptability, communication style, and teamwork abilities.
5. References or background checks: Contact previous employers or colleagues to gather insights into candidates' soft skills, interpersonal strengths, and weaknesses.
6. Personality assessments: Use validated personality assessments to gain insights into a candidate’s personality traits and behaviour.
Developing and nurturing soft skills in your existing team
While hiring for soft skills is crucial, it’s also essential to invest in developing these skills within your existing team. Here’s how you can do it:
• Provide training programs: Invest in workshops and e-learning courses focused on communication, conflict resolution, teamwork, and leadership development.
• Encourage mentorship and coaching. Pair employees with experienced mentors or coaches who can help them develop interpersonal skills and emotional intelligence.
• Create a feedback culture: Provide regular feedback and incorporate soft skills into performance reviews. Regular review sessions encourage employees to reflect on their interactions and identify areas for improvement.
• Foster collaboration with team-building activities: Encourage cross-functional team projects to strengthen cooperation, communication, and interpersonal dynamics.
Whether you’re hiring for leadership roles or entry-level positions, focusing on attributes like communication, adaptability, and emotional intelligence ensures a better cultural fit and reduced turnover. By prioritising soft skills alongside hard skills during the hiring process and investing in their development within existing teams, HRs and hiring managers can build stronger, resilient, collaborative teams that thrive in a dynamic business landscape.