By Jeff Green, Founder & President, XpanseHR
In today’s workplace, technical know-how is no longer enough. Employers are increasingly recognizing the value of soft skills – those personal, interpersonal, and communication abilities that help individuals work well with others and thrive in a team.
While soft skills are hardly a new concept, they’ve become more crucial than ever. Originally coined in the 1970s, these skills have always complemented technical expertise, helping people navigate the nuances of working with and leading others.
But now, skills like communication, teamwork, and adaptability are playing a much larger role in determining success.
Why the Shift Towards Soft Skills?
In the past, employers emphasized hard skills – the specific, technical abilities required to perform a job. They were straightforward to measure and often aligned closely with job performance. But as workplaces evolve with advances in technology, AI, globalization, and changing employee expectations, soft skills have become just as critical.
Today’s employees need more than technical skills to succeed. They must be able to think critically, communicate clearly, and adjust to rapid change–all while collaborating with a diverse set of people across different environments. These skills are essential for leading teams, solving complex problems, and driving innovation in a world that’s constantly changing.
The Skills Most in Demand Today
As the workplace evolves, so do the skills that employers seek. Qualities like adaptability, creativity, leadership, and problem-solving are now more valuable than ever.
Where loyalty and following authority once mattered most, companies today need employees who can think on their feet, approach challenges with fresh ideas, and collaborate to find solutions to complex, interconnected problems. Other key skills like communication, teamwork, time management, critical thinking, and emotional intelligence round out the list of the most sought-after soft skills in today’s job market.
Yet, despite their importance, these traits can be hard to come by. A LinkedIn study revealed that 92% of talent professionals believe soft skills are just as important, if not more so, than technical ones. But 89% of employers said finding candidates with the right balance of both is a challenge.
How to Pinpoint the Skills You Need
The first step in hiring for soft skills is understanding which ones will best support your organization’s goals. This will vary depending on your company’s size, culture, and specific needs.
For example, in a remote work setting, strong communication and self-discipline are critical. In a fast-paced startup, adaptability and a growth mindset may top the list.
Take a look at your top performers and think about the soft skills that make them successful. What do they bring to the table that makes a difference? You might also notice gaps in your current teams where certain soft skills could make all the difference. Hiring for these skills can help close those gaps and build a stronger, more well-rounded team.
How to Hire for Soft Skills
Once you’ve identified the soft skills you need, integrate them into your hiring process. Start by focusing on three to five core soft skills that are essential for the role and make sure they’re clearly highlighted in job descriptions. This sets expectations and signals to candidates that you’re looking for more than just technical qualifications.
Throughout the hiring process, pay close attention to how candidates communicate and interact. Body language, punctuality, engagement, and organization can offer valuable insights into their soft skills. During interviews, asking behavioral questions allows you to see how they apply their soft skills in real-life situations.
Technology can also help. Tools like video interviews and assessments can give you deeper insights into candidates’ communication styles and collaboration abilities. Don’t forget to check references, too – asking about a candidate’s soft skills can give you a fuller picture of their strengths.
Building Balanced Teams
Hiring for soft skills is about more than just filling a position – it’s about building balanced, high-performing teams. Each person brings a unique set of strengths, and when these are combined thoughtfully, they create a dynamic and resilient team.
For example, pairing someone who’s strong in critical thinking with a colleague who excels in emotional intelligence can lead to a more collaborative and effective team. The right mix of soft skills helps your team tackle challenges, work together seamlessly, and drive better outcomes.
For instance, pairing someone with strong critical thinking skills alongside a team member with high emotional intelligence can result in a more dynamic and resilient group.
Hiring Beyond the Job
Hiring for soft skills isn’t just a trend – it’s essential in today’s competitive job market. By identifying the skills that matter most to your organization and weaving them into your hiring process, you’ll build stronger, more adaptable teams that can thrive in an ever-changing workplace. And in the end, it’s these skills that will help your organization stay ahead, no matter what the future brings.
About Jeff Green: Jeff Green, Founder and President of XpanseHR, is an accomplished HR leader specializing in the complexities of people management and organizational development. He partners with businesses to align their talent with their strategic goals, helping to build a strong foundation for long-term success.
