The importance of hiring for soft skills and how to assess candidates’ soft skills using online tools and behavioural assessments

Soft skills are personality traits and behaviours that help employees interact with others and succeed in the workplace. Unlike technical skills or “hard” skills, soft skills are interpersonal and behavioural skills that help you to work well with other people and develop your career.

Some examples of soft skills are communication, teamwork, problem-solving, adaptability, creativity, and work ethic. These skills are often considered to be a complement to hard skills, which refer to a person’s knowledge and occupational skills.

Why are soft skills important for hiring?

Soft skills are important for hiring because they can have a significant impact on the performance and productivity of employees. According to a study by Harvard University, Carnegie Foundation, and Stanford Research Center, 85% of job success comes from having well-developed soft skills while only 15% comes from technical or hard skills.

Moreover, soft skills are more difficult to teach than hard skills. While hard skills can be acquired through formal education and training programs, soft skills are often innate or developed through experience and practice. Therefore, hiring managers should look for candidates who already possess strong soft skills that match the requirements of the job role and the culture of the organization.

How to assess candidates’ soft skills using online tools and behavioural assessments?

Assessing candidates’ soft skills can be challenging because they are not easily measurable or observable. However, there are some online tools and behavioural assessments that can help hiring managers evaluate candidates’ soft abilities more effectively.

Online tools such as video interviews, gamified assessments, personality tests, situational judgment tests (SJTs), and online portfolios can provide insights into how candidates communicate, collaborate, solve problems, adapt to changes, and showcase their creativity.

Behavioural assessments such as behavioural interviews (BIs), role-playing exercises (RPEs), case studies (CSs), group discussions (GDs), presentations (Ps), and simulations (Ss) can measure how candidates demonstrate their soft skills in realistic scenarios that mimic the work environment.

Here are some tips on how to use these online tools and behavioural assessments:

– Define the key soft skill(s) required for each job role based on the job description

– Choose an appropriate online tool or behavioural assessment that matches the skill(s) you want to assess

– Design clear instructions and criteria for evaluating candidates’ responses

– Provide feedback to candidates on their performance

– Compare candidates’ scores across different tools or assessments

By using these methods, hiring managers can identify candidates who have strong potential for success in their organizations based on their soft skill competencies.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

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It is difficult to predict with certainty what the top trends in leadership hiring will be in 2023, as they may be influenced by a variety of factors such as technological developments, economic conditions, and societal trends.

However, based on my extensive experience in leadership hiring am listing my top 10 potential trends in leadership hiring in 2023:

1. Increased use of artificial intelligence and machine learning: As technology continues to advance, organizations may increasingly use artificial intelligence and machine learning to identify and evaluate potential leaders.
2. Focus on digital skills: As the business landscape becomes increasingly digital, organizations may place a greater emphasis on leaders who have strong digital skills and are able to navigate and lead in a digital environment.
3. Emphasis on sustainability and social responsibility: Organizations may continue to prioritize sustainability and social responsibility in their leadership hiring, as they seek leaders who are committed to driving positive environmental and social impacts.
4. Remote work: With the widespread adoption of remote work due to the COVID-19 pandemic, organizations may continue to prioritize leaders who are able to effectively lead and manage teams remotely.
5. Diversity and inclusion: Organizations may continue to focus on diversity and inclusion when hiring leaders, as diversity in leadership can lead to better decision-making and improved business outcomes.
6. Soft skills: In addition to technical expertise, organizations may continue to place a high value on leaders who have strong soft skills, such as communication, collaboration, and problem-solving.
7. Adaptability and flexibility: With the unpredictable nature of the business landscape, organizations may seek leaders who are able to adapt and be flexible in the face of change.
8. Agile leadership: Organizations may seek leaders who are able to lead in an agile manner, as this approach can help organizations respond to change and uncertainty more effectively.
9. Cross-functional leadership: As organizations seek to be more agile and responsive to change, they may prioritize leaders who have cross-functional skills and experience and are able to lead and collaborate across different functions and teams.
10. Data-driven decision-making: Organizations may continue to seek leaders who are able to use data and analytics to inform their decision-making, as data-driven approaches can lead to better outcomes.