How to assess skills in today’s workforce

When people talk about skills they often refer to them in 2 distinct categories; soft skills and hard skills. 

Hard skills refer to the technical, job-specific abilities that are easily quantifiable and usually learned through formal education or training, such as programming, data analysis, or project management. These skills are essential for task-oriented roles and often serve as baseline qualifications for specific jobs.

In contrast, soft skills encompass interpersonal and behavioural traits like adaptability, emotional intelligence, and collaboration. They are critical for navigating complex workplace dynamics and fostering positive relationships within teams.

Combining hard and soft skills assessment enables companies to get a fuller picture of a candidate’s fit, not only for specific tasks but for long-term contributions to organisational culture and success.

The increasing focus on skills-first hiring requires balancing hard and soft skills to ensure employees have the foundational knowledge needed for the role, alongside the interpersonal attributes necessary for team cohesion and growth.

Hard skills ensure that a candidate can meet the technical demands of a role, while soft skills often dictate the candidate’s ability to adapt, communicate, and engage effectively. Together, they enable a holistic approach to employee success, productivity, and leadership potential.

Key skills employers should evaluate

Employers today seek a blend of technical and behavioural skills to match the demands of a dynamic work environment. Here’s a breakdown:

• Technical Proficiency:
  Core competencies relevant to the role, such as software skills, data literacy, or technical knowledge specific to the industry.
  
• Adaptability:
  The ability to learn quickly and handle change, crucial for roles in fast-evolving industries.
  
• Analytical Thinking:
  Often blending hard and soft skills, this skill combines critical thinking with data interpretation, enhancing decision-making.
  
• Collaboration and Communication:
  Effective teamwork is essential, especially as remote work increases reliance on digital communication.
  
• Emotional Intelligence:
  Important for relationship-building, customer engagement, and fostering a positive work environment.

Assessing skills in a balanced way

1. Structured Interviews:
   
   • Behavioural Questions:
     Ask candidates to share specific instances where they demonstrated critical thinking, problem-solving, or adaptability. Focus on situations that highlight their approach to challenges.
     
   • Technical Questions or Problem-Solving Tasks:
     Present candidates with hypothetical problems or real-world scenarios related to the role. This can reveal not only their technical skills but also their problem-solving style and adaptability under pressure.
     
     
2. Skill-Specific Assessments:
   
   • Psychometric Tests:
     Personality questionnaires, cognitive ability tests, and emotional intelligence tests provide insight into interpersonal and behavioural tendencies.
     
   • Technical Assessments:
     Skills assessments, coding challenges, and case studies gauge proficiency in role-specific skills, from IT tasks to data analysis.
     
   • Simulation Exercises:
     Role-specific simulations allow candidates to demonstrate hard and soft skills in a controlled environment. For example, a sales role might include a mock sales pitch, allowing assessment of communication, persuasion, and product knowledge.
     
     
3. Peer Evaluations and Team-Based Exercises:
   
   • Simulated teamwork activities can provide insight into a candidate’s collaborative skills and adaptability within a group. Team-based challenges highlight how well candidates integrate feedback, handle conflicting viewpoints, and contribute to shared goals.
     
   • Consider utilising group interviews or collaborative challenges for roles requiring significant teamwork, especially in industries like consulting or creative fields.

Tools and technologies for skills assessment

Modern HR platforms offer a variety of tools for skills assessment:

• Online Assessment Platforms: Tools like the Clevry platform and LinkedIn Talent Insights combine data and psychology to evaluate soft skills, aligning personality and values with organisational culture.
  
• Skills-Based Tests: Role-specific tools, such as coding platforms for tech roles or language proficiency tests for global positions, offer reliable metrics for hard skills.

Bridging the skills gap

The demand for skills—both hard and soft—often outpaces supply. By focusing on skills-based training and development post-hire, organisations can cultivate the competencies needed for current and future roles. Creating personalised development plans can help employees build both technical and interpersonal skills, leading to increased job satisfaction and performance.

Creating a skills-first culture

A skills-first approach empowers employees and promotes growth by recognizing and developing talents beyond traditional role boundaries. Fostering a culture that values continuous learning encourages employees to build both hard and soft skills, preparing them to adapt and thrive in a rapidly changing workforce.

The bottom line

Assessing both hard and soft skills can enhance hiring outcomes, ensuring that candidates are not only technically prepared but also culturally aligned and adaptable. Using a combination of psychometric testing, technical assessments, and behavioural interviews can help organisations make more informed hiring decisions, fostering a team capable of thriving in both current and future roles. 

By leveraging a skills-first approach, companies can bridge the gap between business needs and workforce capabilities, ultimately enhancing productivity, innovation, and employee satisfaction.

Speak to the team to find out how we can help.