Soft Skills in Recruitment: Why Evaluate Them?

The techniques or strategies used during recruitment are constantly evolving. Among all of these, we have Soft Skills, which need no introduction. Companies rely on Soft Skills, which are competencies they evaluate to make the right choice. What do soft skills represent? How can they be evaluated? Learn more in the rest of this article.

Origin of Soft Skills

Soft skills were still unknown to everyone about fifty years ago. Technical skills, also called hard skills, were the only competencies taken into account during recruitment. Whether you were an executive or a worker, it was necessary to master the tasks corresponding to your position (know-how took priority over everything else). However, starting in the 1970s, things truly began to change. This was partly due to the American military, through officer Paul Whitmore. In the midst of the Vietnam War in 1968, he asked himself questions about how to increase the performance of American soldiers. They certainly received good training, but they were not at maximum capacity. The solution lay in the way the military team was led. This was an aspect that was not taught in the American military. It was only in 1972 that Paul Whitmore used the expression Soft Skills at the Armed Forces Command Congress. So what do soft skills come down to? Soft skills: definition.

The Different Types of Soft Skills

For someone who wants to adapt to the professional world and have good relationships with their colleagues, developing your soft skills should be one of your main concerns. Several types of soft skills exist.

1. Communication skills: ability to communicate clearly and effectively, to listen and understand others, to resolve conflicts, and to work as a team.
2. Conflict resolution skills: ability to find impactful and innovative solutions in a relatively short time.
3. Leadership skills: ability to lead, motivate, and inspire others in order to achieve objectives.
4. Time management skills: ability to organize, prioritize, and obtain favorable results.
5. Negotiation skills: ability to negotiate and obtain favorable results.
6. Decision-making skills: ability to make rational decisions and assume the consequences of actions.
7. Conflict management skills: ability to understand and resolve conflicts constructively.
8. Personal development skills: ability to recognize one's weaknesses and strengths, as well as to develop all aspects of one's personality.

Note that certain soft skills are highly sought after during the recruitment process. Candidates who demonstrate them during the job interview have a better chance of being selected for the position. Discover the top 10 most sought-after soft skills.

Difference Between Soft Skills and Hard Skills

Soft skills and hard skills are both competencies. Indeed, they are complementary. One cannot function without the other. A person who possesses interpersonal skills will find it easier to accomplish their tasks by drawing on their technical skills (hard skills). The real difference lies in how a person acquires them. Hard skills are technical competencies obtained through training certified by a diploma or through previous experience. The method of using these skills is also included. As for soft skills, they are behavioral competencies, naturally acquired, that can be developed throughout life. They are used in almost all situations and in the professional environment. Soft skills enable better communication among colleagues within the same company, finding effective solutions, and better managing periods of tension. In other words, they are human skills that are not taught in any school. No tool is capable of reproducing them. To evaluate soft skills in candidates, recruiters can conduct a personality test and a psychometric test. How personality quizzes and tests work depends on each company and the elements it wishes to highlight.

How to Evaluate Soft Skills

Why focus on soft skills in recruitment? Objectively evaluating soft skills is not a simple task. Also called behavioral competencies, soft skills are aptitudes based essentially on emotions and relationships, making them difficult to assess. Their development is necessary, and on a regular basis. Certain methods exist to evaluate them. Job interviews are a very popular method for evaluating candidates' soft skills. Interviews can be designed to specifically evaluate soft skills, and recruiters can ask specific questions to assess candidates' competencies. Psychometric tests are another commonly used method to evaluate them. They can be designed to measure interpersonal skills, time management, and problem-solving. Group interviews are also a commonly used method. In a group interview, candidates are invited to work together to solve a problem or complete a task. Recruiters can then observe how candidates interact and work together to evaluate their soft skills.

How to Highlight Your Soft Skills During a Job Interview

To highlight their human skills during a job interview, candidates must first learn about the soft skills sought by the recruiter. Certain soft skills are necessary for specific positions. Once the candidate is aware of them, it is easy to highlight them in relation to the desired profile. This also allows them to be sure the position suits them and that working in this environment would be beneficial. It is therefore essential to be able to identify your soft skills in order to better showcase them. The recruiter is facing several candidates, and the choice can fall on anyone. If, for example, the ability to manage time, speak in public, or negotiate are among the skills the recruiter is looking for, and you don't have them, another candidate may be selected even if you have the same degrees. Thousands of candidates can have the same skills and the same degrees. Soft skills create the difference among candidates and make the recruiter's job easier. Showcasing them in an interview first and foremost means showcasing the candidate, which is important for them and beneficial for the company.