It’s the SOFT skills that are HARD

It’s been bugging me for a while.

The term ‘soft skills‘.

Often thrown in as an afterthought. Even mentioned with a slight smirk in some cases.

As if  ‘soft skills‘ are nebulous. Not real. Fluffy even. Or, at best, less critical.

Time for a re-think.

Take recruitment as an example (what else:?)

What’s a hard skill in recruitment?

I am sure there are several ways to articulate it, but usually, it refers to things like working the database, constructing a Boolean search string, or following a system.

These ‘hard’ skills are typically focused on specific tasks and processes, such as the use of tools, equipment, or software.

All good. All important

But what of the so-called ‘soft’ skills? You know, the lightweight ‘fluffy stuff’.

Asking great questions. Listening to understand. Not making assumptions. Influencing outcomes. Resolving conflict. Building trust and credibility. Countering a counteroffer. Calming post-acceptance wobbles. Selling retainers. Coaching clients on the market and an improved process.

Do you think these are ‘soft’? As in ‘easy’?

I can’t speak for every job or profession, but I suspect it to be the same as I believe it is in recruitment.

It’s the SOFT skills that are HARD

Hard to learn. Hard to replicate. Hard to coach. Hard to excel at.

And it’s the soft skills that determine success too.

If a person has a moderate level of intellect, enough to learn the hard skills, I always hire on the ‘soft’ skills, or at least the potential to master them, because that’s where the magic lies.

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