UNDERSTANDING THE DIFFERENCE BETWEEN HARD SKILLS & SOFT SKILLS IN PRE-EMPLOYMENT TESTING I remember my first encounter with pre-employment testing. I was terrified and sweating bullets. Having just taken the GMAT, I did not know what to expect, and no one bothered to tell me how, what, or even why I was taking the test. Now, working in the field of human resources, I find that I’m not alone, as frustrated job seekers wonder and worry about the importance, the differences, and the types of testing given during a company’s hiring process. Often times hiring managers are also completely unaware of what it’s all about. Well, I’d like to help change that. HARD SKILLS AND SOFT SKILLS At first glance, your candidate appears to have all of the outlined qualifications to be considered top-notch. Their resume looks great, and their experience checks all of the right boxes off your position qualification checklist. They understand the right software and possess the criteria of technical experience. They list the proper certifications and have completed the necessary training. But how do you measure the immeasurable? The easy-to-identify skill sets – like operating machinery, accounting concepts, or software knowledge — are classified as “hard skills.” A review of your candidate’s resume and education can reveal if he or she has the knowledge to get the job done. But, we know there is so much more to the story. However, testing for “soft skills” isn’t as black and white. Knowing if your candidate has the right soft skills is a gray area, and testing is subjective. Soft skills, sometimes called “people skills,” refer to those qualities that make an excellent employee and can include how they interact with coworkers and build relationships, their workplace professionalism, and their ability to adapt and think creatively to solve problems.
Posted on: Sat, 06 Jul 2013 06:56:52 +0000
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