We understand the importance of finding the right candidate for the job. While technical skills and experience are crucial, we also stress the significant value of soft skills when assessing candidates for employment.
Soft skills refer to a candidate's personal attributes, such as communication skills, emotional intelligence, and ability to work well with others. These skills are important because they enable individuals to work effectively in a team, communicate their ideas clearly, and adapt to changing situations.
But why exactly could they be more important than technical skills?
They enhance job performance.
While technical skills are crucial for job performance, soft skills can make all the difference in how well a person performs in their role. For instance, an employee with strong communication skills will be better equipped to collaborate with colleagues and clients, ultimately leading to a more successful outcome.
They promote a positive workplace culture.
Employees with powerful soft skills can create a positive work environment that promotes teamwork and collaboration. These individuals are more likely to contribute to a positive workplace culture, which can lead to increased productivity and job satisfaction.
They improve customer relations.
In many roles, employees interact directly with customers or clients. In these situations, having good soft skills can make a significant difference in how well the individual can represent the company. For example, an employee with strong interpersonal skills will be able to build stronger relationships with clients, leading to increased customer satisfaction and loyalty.
They lead to better retention rates.
Employees with strong soft skills are more likely to stay with a company for the long term. This is because they can build stronger relationships with colleagues and feel more engaged. As a result, companies are likely to see lower turnover rates and better retention of top talent.
So, how can you assess a candidate's soft skills during the hiring process? Here are a few tips:
Ask behavioural questions
During the interview, ask candidates to provide examples of situations in which they demonstrated soft skills. For instance, you might ask them to describe a time when they had to resolve a conflict with a colleague or when they had to adapt to a challenging situation.
Conduct reference checks
When speaking with a candidate's references, ask them about the individual's soft skills. For example, you might ask if the candidate was a team player or if they communicated effectively with others.
Use assessment tools
There are a variety of assessment tools available that can help you evaluate a candidate's soft skills. For example, you might use a personality test or emotional intelligence assessment to gain insight into the candidate's personal attributes.
While technical skills and experience are important, soft skills are equally crucial when assessing candidates for employment. By prioritising soft skills in the hiring process, companies can build a more effective and collaborative team that is better equipped to meet the challenges of the modern workplace.