Soft Skills vs. Hard Skills: Which is more important in recruitment?

In an increasingly competitive world of recruitment, HR needs to understand the balance between soft skills and hard skills in assessing candidates. Many companies focus on technical expertise (hard skills), but without good soft skills, employees can experience difficulties in adapting and working in teams. Then, which one is more important?

What is hard skills and soft skills?

Hard skills

Hard skills refer to measured technical skills, such as:

• The ability to use certain software (for example, excel, python, or photoshop).
• Data and programming analysis expertise.
• Professional certification and formal education.
• Foreign language skills.

This expertise can be obtained through education, training, or work experience. HR usually
Measuring hard skills through certain competency tests or certification in the recruitment process.

Soft skills

Conversely, soft skills include interpersonal and managerial skills, such as:

• Team Communication and Work Ability.
• Leadership and time management.
• Critical thinking and creativity.
• Adaptability and emotional intelligence.

Although difficult to measure directly, soft skills play a crucial role in success
employees in a dynamic work environment.

Soft vs. Hard skills in various industries

The need for soft skills and hard skills in recruitment is very dependent on the industry:

• Technology & IT: Hard skills such as programming, data analysis, and cyber security are more dominant because of technical -based work. However, soft skills such as problem solving are still important to face complex challenges.
• Marketing & Creative: Soft skills such as personal abilities and leadership, creativity, and communication are preferred than technical hard skills such as the use of design software.
• Finance & Accounting: Hard skills such as financial analysis and data management are very important, but soft skills such as accuracy and strategic thinking skills are still needed.
• Management & HR: Interpersonal abilities, leadership, and conflict management are more emphasized than certain technical skills.

According to the study, 89% of recruiters stated that employee failure at work is more often caused by lack of soft skills than hard skills. This shows that although technical expertise is important, the ability to adapt, think critically, and work in teams remains a crucial factor in various industries.

HR strategy in selecting the right candidate

Here are some ways to assess the balance of soft skills and hard skills in the process
selection:

1. Use HR Tools that support holistic assessments

HR can take advantage of AI -based assessments and psychometric tests to identify the objective balance of hard skills and soft skills.

2. Use a case study -based interview

Case studies and work simulations help to uncover how candidates think critically, adapt to challenges, and communicate in a professional environment.

3. Make a reference and background examination

Verify the work experience and reputation of candidates through references from previous superiors or colleagues. This step helps ensure the accuracy of the information delivered by the candidates in the CV and interview.

Conclusion

In recruitment, there is no exact answer about which skills are more important – both adjust the needs of a position and must go hand in hand. HR must also have the right strategy to assess and develop these two skills to build competent teams.