Evaluating Hard & Soft Skills in the Hiring Process - Part 2

In the first part of this series, we discussed the value of hard skills and soft skills. Now, it’s time to know how to measure them in relation to the positions you are looking to fill. Help your organization get the best people by knowing how to watch out for these essential skills.

Measuring Hard Skills: Using Quantifiable Date

Measuring hard skills is the easiest part of the assessment process, especially when using quantifiable data. For example, you can measure an applicant’s knowledge of a specific piece of software or computer program by seeing how well they can teach the program to someone else.

Quantifiable data can help you assess applicants across a wide range of skills and to help you measure the extent to which they possess those skills.

You can assess things like:

  • How well can the applicant issue command in a particular software program?
  • How well can the applicant troubleshoot a computer network?
  • What sort of IT certifications can the applicant produce?
  • How well can the applicant write and format computer code?
  • How proficient can the applicant work with a particular operating system?
  • How well can the applicant produce a video editing sequence?

Measuring Soft Skills: Using Analysis and Observation

Measuring soft skills is more of a subjective measure and does not always have quantifiable results. To measure an employee’s soft skills, you have to rely on analysis and observation.

When using analysis and observation to gauge an applicant’s soft skills, make sure that you look at how well they interact with others, how well they work in a team, and how they approach problem-solving.

Soft skill testing can include questions like:

  • How well can the applicant solve problems with their team?
  • How well can the applicant approach problem-solving?
  • How well can the applicant produce a detailed and accurate work plan?
  • How well can the applicant produce work to a team’s standards?
  • How well can the applicant work in a team?
  • How well can the applicant handle the pressure?
  • How well can the applicant handle conflicts between team members?
  • How well can the applicant handle working without a deadline?

Interviewing for Hard Skills

To assess an applicant’s hard skills at the interview stage, it’s best if you start by asking them about their experience. The more experience they have, the clearer it is that they possess many of the hard skills that are required for the role.

Once you have assessed their experience, you should ask questions that allow you to gauge the extent to which they possess the hard skills you need to succeed.

Interviewing for Soft Skills

Interviewing for soft skills is similar to assessing their hard skills, except that you have to pay more attention to their behavior and how they interact with others.

For example, you can ask them how they would react in certain situations. If they react in a non-professional manner, they may not be the right person for the job.

Final Thoughts

If you’re looking for ways to attract the best employees, you can use the tips outlined in this article to your advantage. Just make sure that you search for employees with the necessary hard and soft skills that are needed to help your business succeed.

Are you looking for a career skills assessment for your recruitment process? Kandio is an assessment test software that allows you an unbiased screening for your candidates. Book a free demo today to see how we can help you test and assess your company’s applicants.

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