In today’s rapidly evolving business landscape, technical skills are no longer the sole differentiator when hiring. The ability to collaborate, communicate effectively, and solve problems creatively – often referred to as soft skills – have become essential for success. Spurred further by the post pandemic need to work across geographies and rapid tech disruptions like AI, soft skills are becoming a business priority.
Yet while its relative importance across different sectors has risen, hiring for soft skills remains a challenge. From lack of clarity to untrained recruiters and patchy use of HR tech, all hamper HR’s ability to hire people with the right soft skills. We talk to Anjali Raghuvanshi, Chief People Officer & Senior Director. Business Innovation, Randstad India, a talent company, to explore her views on the changing talent landscape and how she is enabling Randstad address the need for soft skills.
Q1. When it comes to hiring for soft skills, it’s often pitted against hard or technical skills consideration. Is there a need for HR leaders to create the right balance between the two?
In my experience, the most important factor when hiring isn’t finding someone with a perfect match on technical skills. Instead, it’s about achieving a balance between technical skills and soft skills.The world of work is constantly changing. Skills that are in high demand today might be outdated in just a few years. Focusing solely on a 100% technical skill match can put you at a disadvantage in the long run. This is where soft skills become crucial.Soft skills, like collaboration and the ability to learn quickly, are essential for success in today’s workplace. Someone with strong soft skills can adapt to new technologies and changing environments much more easily. They can also contribute more effectively by working well with others and solving problems creatively.
Q2. What approach would you suggest HR leaders take while addressing this gap?
Here’s a hiring approach I recommend that focuses on a balance between technical and soft skills
Aim for a 60% match on technical skills. This ensures the candidate has a solid foundation to perform the job effectively.
Dedicate the remaining 40% to assessing soft skills. Look for skills that complement the company culture and the specific needs of the role. For instance, a collaborative environment might need a team player, while a role focused on innovation might benefit from someone who challenges the status quo.
By using this balanced approach, you can increase the chances of hiring someone who will be successful in the long run. However, it’s important to educate hiring managers who might be more focused on a “plug and play” solution that prioritises technical skills alone. HR professionals can play a key role in helping hiring managers understand the importance of soft skills and how they contribute to long-term success in today’s dynamic work environment.
Q3. Soft skills today have emerged as a key priority in 2024. Can you elaborate on which soft skills are most important for Randstad?
When hiring for skills, soft skills become even more critical. Some of the most important soft skills we look for include:
Collaboration: In today’s world, successful work requires teamwork and collaboration. Individuals who cannot work effectively with others and contribute to the larger picture are not ideal candidates.
Curiosity: A curious mind is essential in today’s fast-paced environment. People who are curious and ask questions are more likely to stay relevant and adaptable.
Courage: We value individuals who are courageous enough to speak their minds and challenge the status quo. This can lead to innovation and positive change within an organisation.
Problem-solving: Everyone makes mistakes, but it’s important to be able to identify and solve problems effectively.
Inclusivity: Diverse thinking and inclusivity are essential for strong leadership. Leaders who value different perspectives create a more positive and productive work environment.
Empathy: The ability to understand and share the feelings of others is important for building strong relationships and fostering a positive work environment.
Authenticity: Being genuine and authentic is key to building trust, which is essential for any successful organisation.An important factor to consider while prioritising soft skills is company culture. Even the most technically skilled person might not be successful if they don’t fit the company culture. Someone with excellent communication skills and a willingness to adapt will be much better positioned to thrive in a specific work environment.
Q4. Thank you for outlining those soft skills.What are some major challenges that you face while hiring for the right soft skills, and how are you addressing them?
The major challenge is the complexity of human behaviour. A 30-minute interview can be deceiving, and unlike technical skills that can be assessed with tests, soft skills require a more nuanced approach.
There are, however, methods to address these challenges. Psychometric assessments can provide insights into personality and behaviour. Gaming simulations can also be used to assess soft skills in a simulated environment. These simulations can reveal how a candidate reacts under pressure and whether they are a problem-solver or a collaborator.
While technology offers solutions, there are also ethical considerations. Companies must be mindful of how much personal information they collect about candidates. There is a balance to be struck between assessing suitability and respecting individual privacy.
The best approach is a combination of methods, including traditional techniques like multi-layered conversations and behavioural questions, alongside newer tools like psychometric assessments and game-based simulations. By using a variety of methods, companies can improve their chances of hiring candidates with the right soft skills for the job.
Q5. The Talent Acquisition landscape has been evolving to keep pace with business demands. How do you balance using new assessment tools to hire the right soft skills with ensuring a fair and robust experience for all candidates?
In the talent acquisition space, there’s a constant influx of new assessment tools. While this offers possibilities, it also raises concerns about responsible use. As an equitable organisation, we have a duty to ensure fairness for all candidates. This means being very thoughtful about the tools we bring in.For managing large volumes, tools like predictive analysis and forecasting are invaluable. They help us identify job opportunities and make them accessible to a wider talent pool. Additionally, technical assessments, often chat-based to minimise human intervention, are useful for efficiently filtering candidates based on technical skills.Technology also helps us tackle situations like fraud. We have zero tolerance for this and use technology to help prevent it from happening to our candidates. It enhances candidate experience to a great degree. Despite advancements, the biggest challenge in the Indian market remains ensuring everyone gets a callback. We’re actively working on solutions to bridge this gap.We’re constantly exploring new technologies not just in their direct impact but also other areas like recruiter training. We’ve implemented tools that assess recruiter conversations with candidates. This provides feedback to ensure high-quality interactions and avoids candidates feeling neglected.