How to Assess Soft Skills

In this guide, we delve into the types of soft skills employers should look for in the modern workplace and consider techniques to assess job candidates’ soft skills.

 

What are soft skills?

 

Soft skills refer to an individual’s personal characteristics and attributes that enable them to work well with others and contribute positively to an organisation. Also referred to as interpersonal or people skills, soft skills are most commonly sought after in customer service, sales and management roles, but can bring value to many different roles and organisations.

 

Soft skills v hard skills

 

In contrast to soft skills, hard skills focus on a person’s technical abilities. Hard skills are usually trained and learned over time with consistent practice. They also tend to be specific to job functions, such as coding, graphic design and data analysis. Hard skills are easier to measure and assess through testing, which also makes it easier to certify someone’s competency in them. In contrast, measuring soft skills is much more challenging since they have to do with unique personality traits and character.

 

Role of soft skills in recruitment

 

It’s easy to dismiss soft skills as less important than hard skills. After all, anyone can say that they’re well organised and a good team player; far fewer can build a website from scratch or speak three languages.

However, soft skills are a valuable area of candidate assessment for employers since these skills are typically inherent to a person’s character and as such are more difficult to learn and teach.

In practice, you would expect job candidates to possess the basic hard skills to perform the role effectively, and if necessary, hard skills can be taught with time and investment. But candidates with the necessary soft skills to make them a cultural fit are much harder to find.

Soft skills can therefore be a deal-maker or deal-breaker during recruitment and selection.

 

Examples of soft skills

 

The soft skills you are looking for when recruiting will depend on factors such as your organisational culture and the role in question. Common examples of soft skills at work today include:

 

Work ethic

The value of work ethic is an umbrella for other important workplace personality traits, like teamwork, reliability, and honesty. An employee with a great work ethic is diligent, reliable and trustworthy. When there’s a deadline, they can be trusted to meet it—or communicate when they can’t.

 

Communication

Communication skills are important in most industries and job settings. Great communication is not just about speaking well and conveying s message clearly, but also about practising active listening and responding meaningfully. This is key to healthy workplace relationships, whether with colleagues, potential clients, or existing customers.

 

Initiative

When problems arise, an employee with good initiative will proactively look to resolve them, rather than wait until someone else tells them to do it.

 

Leadership

Leadership skills, and the ability to delegate, guide and inspire, benefit many kinds of roles, not just those with management responsibilities.

 

Presentation skills

Delivering a successful presentation is about more than just having visually pleasing slides. It’s important to know how to articulate key points in a way that keeps the audience engaged throughout the presentation and achieves the presentation objective.

 

Emotional intelligence

Emotional intelligence refers to the ability to manage your own emotions in response to those of other people. This can play a major role in workplace interactions, especially in avoiding misunderstandings. The better someone understands themself and those around them, the better they will be able to manage and build positive working relationships.

 

Teamwork

The ability to work in a team is important for most jobs, allowing people to accomplish tasks faster and more efficiently than tackling projects individually. Cooperating together on various tasks reduces workloads for all employees by enabling them to share responsibilities or ideas.

 

Problem-solving

Even with perfect communication in place, problems always arise in the workplace. As such, problem-solving dexterity is crucial at work. Problem-solving skills are a set of soft skills to use in difficult, unexpected, or complicated matters that arise in the workplace. Problem-solving skills include empathy-based skills like open-mindedness and communication-based skills like listening, creativity, research, and teamwork.

 

Mental flexibility

Flexible employees flawlessly embrace new tasks and new challenges with open-mindedness and without a big fuss. They use common sense to identify when something might not be working and allows the individual to pivot and welcome unexpected changes as positive, learning-based opportunities.

Flexibility is patience in the face of problems—like a delayed deadline, an unexpected hiccup, or a colleague unexpectedly needing guidance or assistance.

 

Critical thinking

Critical thinking is using creativity and foresight to achieve tasks and reach goals in the most efficient ways. Thinking critically means being willing to analyse facts to form a sound judgment. Often, this also means second-guessing your opinions (and the opinions of others). This is particularly useful for making unbiased, and – therefore – professional decisions.

One of the best aspects of critical thinkers in the workplace is that they typically welcome change and improvement with open arms. Critical thinking is the key to keeping any workplace at the forefront of all that’s happening—or about to happen.

 

Negotiation

Negotiation is a discussion with the objective of reaching an agreement. This discussion involves strategy, persuasion, and give and take to resolve the issue at hand in a way that both parties find adequate. Effective negotiation should result in all parties arriving at a compromise through a productive, educational conversation—ideally without conflict or tense argument.

Knowing how to negotiate well is particularly important for roles that focus on reaching agreements and closing deals. Sales positions are a common example.

 

Organisation & time management

Strong organisation and time keeping skills apply to all roles and levels. They ensure optimal productivity, high-quality work and on-time delivery.

 

How to assess soft skills

 

Employers can evaluate a candidate’s soft skills using a variety of methodologies during the recruitment process.

Communication skills, for example, can start to be assessed from the cover letter and CV. A well written, error free cover letter and CV is a good indication that the candidate is articulate, while verbal communication skills can be assessed at the interview stage.

It also helps to ask certain questions during an interview, specifically looking for evidence of the desired soft skills. Behavioural interview questions are those that are based on real life experiences, as opposed to hypothetical situations. These questions are probably the most effective way to evaluate the above soft skills during an interview.

By asking for real life examples, you’ll get more insight into how well the candidate works under pressure, how they communicate and their work ethic. Some examples of behavioural interview questions include the following:

 

• Describe a time when you had a problem with a supervisor and what you did to resolve it.
• Tell me about a time when you had difficulty getting others to work together on a critical problem and how you handled it.
• Tell me about the best leader you have worked with, why you felt this way, and what you learned from that person.
• Describe a problem you faced that was almost overwhelming and how you got through it.
• Have you ever made a mistake? How did you handle it?
• Ask your candidate to describe a time they independently identified a problem in the workplace and the steps they took to correct it.
• Have you handled a difficult situation with a client or vendor? How?

 

Finally, check the candidate’s references. How candidates’ current and former colleagues speak of them can say volumes. Make sure you call for references and don’t forget to look for recommendations on LinkedIn profiles too.

Paying attention to soft skills before and during your interview will mean you’ll benefit in the long run, with a new hire who is a good fit for the role in real life, not just on paper.

 

Soft skills training

 

Training your employees in such soft skills can greatly benefit your organisation. There are many ways to develop soft skills, such as taking courses, reading books, and practicing in real-world situations.

There are a few best practices you can follow to ensure that the development opportunities you provide for employees help them achieve professional growth. Here’s a step-by-step guide to follow when planning a soft skills training program and overseeing its implementation:

 

Issue a skills assessment to identify training needs

Before you plan your soft skills training, issue an assessment to organizational employees to identify any skills gaps and define their needs. In this assessment, you can ask employees to reflect on their current skill set and what tasks challenge them. From here, employees can set goals for themselves and summarise the career growth they hope to achieve. This assessment can help you map out your training, engage employees and allow them to invest in the training process.

 

Ask managers for their input about skills gaps

In addition to issuing a skills assessment to employees, it may be helpful for you to ask managers for their input about their team members’ skill gaps. Managers may be able to provide deeper insight into what competencies their teams currently lack and what type of training can help them achieve more in their roles. You can use this insight and the information you gain from the skills assessment to determine exactly what type of training may benefit employees the most.

 

Decide what resources might benefit your team most

With a clear idea of what skills employees need to work on developing, you can begin to evaluate the resources at your disposal to facilitate their growth. For example, you can consider whether your organization has the funds to hire external training professionals who can host regular development sessions and workshops for employees. Alternatively, if your organisation prefers internal training programs, think about what learning and development opportunities you can initiate that might offer similar benefits to employees.

 

Consider using a learning management system (LMS)

As you determine what resources are available to you in developing your soft skills training, you may implement a learning management system (LMS). These systems can help simplify processes for HR teams, as they facilitate, deliver and track employee learning initiatives. Some LMS products even help employees set their own goals, monitor their progress and track any achievements they make in terms of their development. Such systems can be a suitable option for small organisations that are unable to oversee in-depth, independently run training programs themselves.

 

Create a training schedule that you can adhere to

After determining what resources and approaches you want to use in your soft skills training, create a schedule that you can adhere to throughout the development process. Consider setting dates for follow-up skills assessments, tests and employee self-evaluations so you can measure the success of your initiative against benchmarks you predetermine. Having a schedule to follow can help you monitor employee progress and keep yourself accountable for facilitating their development.

 

Provide employees with opportunities for practice and reflection

Whatever type of training you decide to implement, it’s important to provide employees with opportunities to practice their skills and reflect on their growth throughout the development process. You can ask managers to assist with this task, as it can be beneficial for employees to have the chance to employ their newly learned skills on the job so they can evaluate their own progress and identify areas that could still benefit from improvement. Employees can participate in reflection activities by either filling out follow-up self-assessments or speaking with their manager about their growth.

 

Implement a schedule for regular feedback opportunities

As you refine your training program and finalise its development, try to implement a schedule that offers employees the opportunity to engage in feedback processes regularly. It can be helpful for employees to hear from their peers and supervisors as they take part in professional development initiatives and practice applying their new skills. From here, employees can use the feedback they receive about their performance to set new goals, optimise their strategies and make shifts in their approaches to foster success.

 

Need Assistance?

 

For expert advice, contact our HR specialists. 

 

Soft Skills FAQs

 

What are soft skills, and why are they important for UK employers?

Soft skills refer to personal attributes and interpersonal abilities that enable individuals to work effectively with others. They are important for UK employers because they enhance communication, teamwork, and problem-solving, which are crucial for business success in any industry.

 

How can employers assess soft skills during the recruitment process?

Employers can assess soft skills through behavioural interview questions, role-playing scenarios, and by observing how candidates interact with others during the interview process. Additionally, psychometric assessments and references can provide insight into a candidate’s soft skills.

 

Can soft skills be developed, or are they innate?

Soft skills can definitely be developed and enhanced over time. While some individuals may naturally possess strong soft skills, training and experience play a significant role in honing these abilities. Employers can support this development through targeted training programmes and ongoing feedback.

 

Why are soft skills becoming more important in the UK job market?

As the UK job market evolves, there is an increasing emphasis on collaboration, adaptability, and emotional intelligence. With the rise of remote working and cross-functional teams, soft skills are critical for effective communication and maintaining productivity in diverse work environments.

 

What are the most sought-after soft skills in the UK?

The most sought-after soft skills in the UK include communication, teamwork, adaptability, problem-solving, and leadership. These skills are essential across various industries, from healthcare and finance to retail and technology.

 

How can employers encourage the development of soft skills in their workforce?

Employers can encourage the development of soft skills by offering training workshops, providing mentorship opportunities, and fostering a workplace culture that values and recognises these skills. Regular feedback and performance reviews focused on soft skills can also motivate employees to improve.

 

Is it possible to measure the impact of soft skills on business performance?

It is possible to measure the impact of soft skills on business performance. Employers can track metrics such as employee engagement, customer satisfaction, and team productivity to gauge the effectiveness of soft skills within their organisation. Additionally, qualitative feedback from clients and colleagues can offer valuable insights.

 

What role do soft skills play in remote working environments?

In remote working environments, soft skills such as communication, time management, and self-motivation become even more critical. They help maintain collaboration, ensure clarity in virtual communications, and enable employees to manage their workload effectively, despite the lack of physical supervision.

 

Glossary

 

 

Term	Definition
Soft Skills	Personal attributes and interpersonal abilities that enhance an individual’s ability to interact effectively with others.
Hard Skills	Specific, teachable abilities or knowledge that can be measured, such as technical skills or professional expertise.
Behavioural Interview	An interview technique that focuses on how a candidate has handled past situations to assess their soft skills.
Psychometric Assessment	Tests used to measure a candidate’s mental capabilities, personality traits, and other soft skills during recruitment.
Emotional Intelligence	The ability to recognise, understand, and manage one’s own emotions and the emotions of others in interpersonal interactions.
Role-playing Scenario	A simulation exercise used during interviews or training to assess and develop soft skills by acting out workplace situations.
Adaptability	The ability to adjust to new conditions, roles, or environments effectively and with a positive attitude.
Teamwork	The collaborative effort of a group to achieve a common goal or complete a task efficiently and effectively.
Communication	The process of sharing information, ideas, and feelings through speaking, writing, or other mediums in a clear and effective manner.
Leadership	The ability to guide, inspire, and influence others towards achieving a common goal or vision.
Remote Working	A work arrangement where employees perform their job duties from a location outside the traditional office environment, often from home.
Mentorship	A professional relationship where a more experienced individual provides guidance, support, and advice to a less experienced person.
Employee Engagement	The level of an employee’s commitment and connection to their organisation, which can influence their work performance and satisfaction.
Customer Satisfaction	A measure of how products or services provided by a company meet or exceed customer expectations.
Performance Review	A regular assessment of an employee’s job performance, often focusing on both hard and soft skills, to provide feedback and set future goals.
Workplace Culture	The shared values, beliefs, attitudes, and behaviours that characterise an organisation and influence its work environment.