According to LinkedIn, over 80% of new hires don’t work out. However, many employers are desperate to find quality talent. In fact, 75% of employers are reporting difficulties in filling roles. In response, many businesses are rethinking the way they recruit, train, and retain staff.

Specifically, there’s been a shift away from accolades-based hiring in favor of a skills-based approach. Generally, these strategies focus on two sets of abilities, which are known as hard and soft skills. Learn the differences between hard skills vs. soft skills so you can integrate this concept into your talent acquisition strategy.

What Are Hard Skills?

Hard skills are the technical abilities and knowledge someone needs to perform specific tasks. Individuals often acquire them through formal education, training programs, or on-the-job-experience. These abilities are measurable and can be demonstrated through certifications or portfolios.

Most importantly, hard skills are directly tied to job performance. Consider them non-negotiables during your candidate screening process.

Examples of Hard Skills

Some common examples of hard skills include:

• Programming Languages: Proficiency in languages such as Python, Java, or C++
• Project Management: Skills in managing projects
• Foreign Language Proficiency: The ability to speak, read, and write in a secondary language
• Data Analysis: Competence in using statistical tools and software to analyze data
• Graphic Design: Proficiency in design software

Hard skills may also include physical capabilities, such as welding or woodworking. Again, they are non-negotiables. If you are hiring someone to weld, they have to possess the appropriate certifications and abilities.

What Are Soft Skills?

Soft skills are personal attributes and interpersonal abilities that determine how a person works or interacts with others. These skills can enhance personal interactions and career prospects, contributing to workplace harmony and efficiency. Unlike hard skills, this set of talents is more about emotional intelligence and personality traits.

Examples of Soft Skills

Some important types of soft skills include:

• Communication: The ability to clearly express ideas and effectively listen to others
• Teamwork: The capacity to work collaboratively with others toward a common goal
• Adaptability: Being able to adjust to new challenges
• Problem-Solving: Finding solutions to hurdles in a creative and effective manner
• Leadership: Inspiring and motivating others to achieve their best

While you must screen for hard skills, you cannot overlook the importance of these soft skills. Someone may be a great programmer or efficient project manager, but if they can’t work as a cohesive part of your organization or solve problems on the fly, they may struggle.

What’s the Difference Between Hard and Soft Skills?

When it comes to hard skills vs. soft skills, the key difference lies in their nature and application. Hard skills are technical, teachable abilities that are often job-specific. They can be quantified and assessed through tests or practical tasks.

Soft skills, on the other hand, relate to an individual’s personal qualities and interpersonal abilities. They are subjective, harder to measure, and play a crucial role in fostering positive work relationships and environments.

Which Set of Abilities Matters More?

You are probably wondering if hard skills or soft skills matter more. The truth is that both are important and priority varies by position. Hard skills might get someone hired, as they are often the qualifications required during the selection process. However, soft skills are what set individuals apart and impact teamwork, customer interactions, the ability to adapt to changing work environments, and the ability to lead.

Employers are increasingly recognizing the value of non-job-specific abilities that reflect a person’s emotional intelligence. However, without the essential abilities, an employee may not be able to perform their job effectively.

Instead of prioritizing one category over the other, strike a balance so you can identify the most well-rounded candidates.

Adopting Skills-Based Hiring

If you want to make skills a foundational part of your hiring strategy, consider partnering with a staffing company. The right partner will assist with everything from sourcing talent to vetting candidates so you can reduce the rate of mis-hires and create a more skilled workforce. Break the hire-to-fire cycle and use skills-based methods to drive your business forward.