Every successful endeavor, be it professional or personal, stands on the foundation of interpersonal dynamics. Drawing on our experience, we’ve learned that technical proficiency, while paramount, is not the sole determinant of success. In the current era, where the world is not merely connected but hyper-connected, mastering soft skills has become as vital as honing technical skills. This article will delve into the crucial arena of soft skills assessment, exploring its necessity, benefits, and the tools at our disposal to effectively evaluate these skills.
Understanding Soft Skills
Before delving into the assessment of soft skills, it’s imperative to grasp what they are. Soft skills encompass a wide range of interpersonal traits and behaviors, including communication, leadership, teamwork, problem-solving, emotional intelligence, and adaptability, to name a few (Robles, 2012). These are non-technical skills that affect how we interact with others, handle tasks, and adapt to change.
Soft skills are often dubbed as ‘people skills’ and are paramount to nurturing healthy relationships and creating an impactful impression. They may seem intangible, but their impact is far-reaching. From driving team collaboration to securing clients and resolving conflicts, soft skills act as the linchpin to success in any endeavor.
The Need for Soft Skills Assessment
Employers have increasingly recognized the critical role of soft skills in determining an individual’s performance and the overall success of a company. A 2018 LinkedIn survey showed that 57% of employers value soft skills more than hard skills when hiring (LinkedIn, 2018). Moreover, a study by CareerBuilder found that 77% of employers believe soft skills are as important as hard skills (CareerBuilder, 2014). These numbers underline the fact that the professional world values soft skills and seeks ways to assess them effectively.
Soft skills assessment is an intricate process due to their intangible nature. Unlike hard skills, which are measurable and directly related to job performance, soft skills are subtle and subjective. Hence, assessing soft skills requires a more nuanced approach.
However, the effort invested in assessing these skills pays off in myriad ways. Soft skills assessment allows organizations to hire candidates that align with their work culture, improving overall job satisfaction and reducing turnover rates. It also supports better team collaboration and fosters a more conducive work environment.
Methods for Soft Skills Assessment
Due to our practical knowledge, we have observed a diverse range of soft skills assessment tools being utilized to gauge these important attributes effectively. Some of the most common methods are:
- Behavioral Interviewing: Behavioral interviews focus on past experiences to predict a candidate’s future behavior. The premise is that past performance is indicative of future behavior. By asking questions about how a candidate handled specific situations, employers can gain insights into their soft skills.
- Situational Judgement Tests (SJTs): SJTs present candidates with hypothetical work-related scenarios and multiple-choice answers to assess how they would react. It’s a useful tool to measure a candidate’s problem-solving abilities, decision-making skills, and adaptability (McDaniel et al., 2001).
- Psychometric Tests: Psychometric tests measure a range of skills and attributes, including personality traits, aptitude, and intelligence. The Myers-Briggs Type Indicator (MBTI) and the Big Five Personality Test are popular examples of this type of assessment (Rammstedt & John, 2007).
- 360-Degree Feedback: 360-degree feedback collects anonymous feedback about an employee from peers, supervisors, subordinates, and sometimes clients. This comprehensive feedback helps to identify strengths, weaknesses, and areas of improvement (DeNisi & Kluger, 2000).
- Role Play: Role-play exercises can be designed to assess specific soft skills such as negotiation, persuasion, and conflict resolution. These exercises provide a safe environment to exhibit and observe soft skills in action (Bell & Kozlowski, 2010).
- Soft Skills Questionnaire: A soft skills questionnaire is another popular method to evaluate an individual’s soft skills. These questionnaires typically consist of a series of statements that the individual rates according to their level of agreement. This method, while seemingly simplistic, can provide a valuable baseline for soft skills evaluation.
Soft Skills Assessment Tools in the Digital Age
As the world increasingly embraces digital technology, new tools have been developed to facilitate the assessment of soft skills. These tools provide innovative methods for soft skills evaluation that can yield reliable results.
- One such tool is Artificial Intelligence (AI). AI-powered assessment tools use natural language processing and machine learning algorithms to evaluate candidates’ responses to interview questions. These tools can measure variables like word choice, tone, and body language to assess soft skills like communication, problem-solving, and emotional intelligence (Barends, 2017).
- Gamification is another tool gaining traction in soft skills assessment. By incorporating game elements into the assessment process, employers can create an engaging and interactive experience for candidates while evaluating their soft skills. For example, virtual reality-based games can simulate real-life situations, providing an opportunity to observe candidates’ problem-solving skills, teamwork, and adaptability in action (Hamari et al., 2016).
- The use of online soft skills assessment platforms is also on the rise. These platforms offer a variety of assessment options, from questionnaires and behavioral interviews to interactive games and scenario-based tests. One such example is ‘Pymetrics’, a platform that uses neuroscience-based games to measure various cognitive and emotional traits (Pymetrics, 2021).
The Challenge of Soft Skills Assessment
While soft skills assessment is important, it is not without its challenges. The subjective nature of soft skills can make them difficult to measure accurately. Moreover, cultural differences, personal biases, and the risk of dishonest responses can also pose significant challenges to accurate soft skills evaluation.
One approach to overcoming these challenges is to use multiple assessment methods. A study by Schmidt and Hunter (1998) found that using a combination of methods, such as interviews and psychometric tests, significantly improves the accuracy of personnel selection decisions. Additionally, using standardized assessment tools can help mitigate bias and provide more reliable results.
Soft Skills Assessment and Continuous Improvement
Assessing soft skills is not a one-time exercise; it’s a continuous process of improvement. A soft skills survey, for example, can be a starting point for individuals and organizations to recognize the areas they excel in and those that require improvement. Regular feedback and training programs can then be implemented to foster the growth of these crucial skills.
Conclusion on Soft Skills Assessment
The world is changing, and with it, the skills needed to thrive in it. As such, the importance of soft skills assessment cannot be overstated. Equipped with the right tools and methods, individuals and organizations can tap into the power of soft skills, unleashing potential, and driving success. So, invest in the art of soft skills assessment, for it is an investment in success and growth.
Remember, soft skills might seem soft by name, but their impact is anything but that. They are the silent strength that can turn potential into excellence and vision into reality. Harness this strength, assess it, nurture it, and let it propel you towards greater heights.
References
Barends, A. J. (2017). “The use of artificial intelligence in employment decision making: some ethical considerations.” SA Journal of Human Resource Management, 15(1), a937.
Bell, B. S., & Kozlowski, S. W. (2010). “Toward a theory of learner-centered training design: An integrative framework of active learning.” In S. W. J. Kozlowski & E. Salas (Eds.), Learning, training, and development in organizations (p. 263–300). Routledge/Taylor & Francis Group.
CareerBuilder. (2014). The Shocking Truth about the Skills Gap. CareerBuilder.com.
DeNisi, A.S., & Kluger, A.N. (2000). “Feedback effectiveness: can 360-degree appraisals be improved?” The Academy of Management Executive, 14(1), 129-139.
Hamari, J., Shernoff, D. J., Rowe, E., Coller, B., Asbell-Clarke, J., & Edwards, T. (2016). “Challenging games help students learn: An empirical study on engagement, flow and immersion in game-based learning.” Computers in Human Behavior, 54, 170-179.
LinkedIn. (2018). The Skills Companies Need Most in 2018 – And The Courses to Get Them. LinkedIn Official Blog.
McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M. A., & Braverman, E. P. (2001). “Use of situational judgment tests to predict job performance: a clarification of the literature.” Journal of Applied Psychology, 86(4), 730.
Pymetrics. (2021). About us. Retrieved from www.pymetrics.com
Rammstedt, B., & John, O. P. (2007). “Measuring personality in one minute or less: A 10-item short version of the Big Five Inventory in English and German.” Journal of research in Personality, 41(1), 203-212.
Robles, M. M. (2012). “Executive Perceptions of the Top 10 Soft Skills Needed in Today’s Workplace.” Business Communication Quarterly, 75(4), 453–465.
Schmidt, F. L., & Hunter, J. E. (1998). “The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.” Psychological bulletin, 124(2), 262.
