When it comes to hiring, many companies still focus heavily on technical skills and qualifications. After all, technical expertise is crucial, especially in fields like IT, engineering, and healthcare. However, as industries evolve and workplaces become more dynamic, employers are realising that soft skills are just as important—if not more so—than technical know-how. In fact, hiring based solely on hard skills might be limiting your talent pool and missing out on candidates who have the potential to truly excel in your company. So, how can we hire smarter by unlocking the power of soft skills?
Let’s start by defining what soft skills are. These are the personal attributes, behaviours, and communication abilities that shape how individuals interact with others and navigate the workplace. Soft skills include things like adaptability, problem-solving, emotional intelligence, teamwork, and communication. While these might not always be as easy to measure as technical skills, they play a massive role in how well someone fits within a team and handles challenges in the workplace.
The value of soft skills becomes even clearer when we look at how today’s work environments are changing. With remote and hybrid work becoming more common, employees need to be able to communicate effectively and work independently without much supervision. They also need to be adaptable to constantly changing technologies and business practices. Soft skills like time management, self-motivation, and collaboration are essential in these environments. Someone who’s technically proficient but lacks these soft skills might struggle to thrive in a remote or fast-paced setting.
So, how can employers identify candidates with strong soft skills during the hiring process? One effective method is to look beyond the traditional CV and ask the right questions during interviews. Instead of just focusing on technical questions or job experience, try to ask situational or behavioural questions that give candidates the chance to demonstrate their soft skills. For example, asking “Tell me about a time you had to work with a difficult colleague” or “Can you describe a time when you had to adapt to a major change at work?” can give you valuable insights into how candidates handle interpersonal challenges and change.
Another approach is to use psychometric tests or assessments that measure emotional intelligence, problem-solving ability, and personality traits. These tools can help employers understand how candidates are likely to respond in various workplace scenarios, providing a clearer picture of their soft skill set. These assessments can often predict how well a candidate will fit within the company culture and whether they have the interpersonal skills to succeed.
But it’s not just about identifying soft skills during the hiring process—it’s also about nurturing them once the candidate is on board. Companies that focus on developing their employees’ soft skills can build stronger, more cohesive teams and create a positive workplace culture. This can be done through training and development programmes, mentorship, and fostering a collaborative environment. In fact, investing in soft skills development often leads to higher employee engagement, better job satisfaction, and improved performance overall.
When hiring smarter, it’s essential to look for candidates who have a good balance of both hard and soft skills. Someone with strong technical abilities might get the job done, but it’s the candidates who combine those skills with emotional intelligence, problem-solving abilities, and strong communication skills that are more likely to drive innovation and contribute to a positive company culture. By focusing on soft skills, employers can find candidates who not only perform well on the job but also excel in their interactions with colleagues, clients, and the wider organisation.
So, next time you’re looking to hire, consider going beyond the qualifications and the hard skills listed on a CV. Look at how candidates work with others, how they approach challenges, and whether they have the emotional intelligence to thrive in your work environment. By unlocking the power of soft skills, you’ll be able to hire smarter and build a stronger, more dynamic team.