20 most asked questions around soft skills
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Too often in hiring and managing employees do we only look at hard skills. But it's the softer skills that employees deal with daily. Here are the top 20 questions around soft skills in the workplace.
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20 most asked questions around soft skills
- 1. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Soft Skills Workplace ANSWERING THE 20 ABOUT MostAsked Questions in the
- 2. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Rusty Lindquist V P H C M S T R A T E G Y & I N S I G H T S B A M B O O H R @ r u s t y l i n d q u i s t r u s t y @ b a m b o o h r . c o m w w w . l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t Michelle Reed C H I E F M A R K E T I N G O F F I C E R S K I L L S U R V E Y @ r e e d m i c h e l l e 1 3 m r e e d @ s k i l l s u r v e y . c o m w w w . l i n k e d i n . c o m / i n / r e e d m i c h e l l e 1 3
- 3. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Why is there so much clamor today around soft-skills?
- 4. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance * Source: CareerBuilder Flexible 51% Self Motivated 66% Strong Work Ethic 73%Dependable 73% Positive Attitude 72% Team-Oriented 60% Organized 57% Works Well Under Pressure 57% Effective Communicator 56% Confident 46% Hiring managers want more
- 5. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance of newly hired employees will fail within 18 months * Source: “Hire for Attitude” Forbes, January 23, 2012 † Source: “Hiring for attitude: Research & tools to skyrocket your success rate” Mark Murphy, Leadership IQ, 2012 for lack of soft skills – such as professionalism or ability to get along with others Resign yourself to this reality 89%46%
- 6. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance According to CareerBuilder: 77% of employers believe that soft skills are just as important as hard skills. Almost 20% said they were more important than hard skills.
- 7. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance What is the difference between hard skills and soft-skills?
- 8. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Hard Skills Skills that are learned to perform a specific job function and are more easily identifiable and quantifiable. Mostly about “what you know” VS Soft Skills Skills that are less tangible, and more associated with one’s traits or personality, that determine how we interact. Mostly about “how you act”.
- 9. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance EQ Emotional intelligence (EQ) is the “something” in each of us that is a bit intangible. It affects how we manage behavior, navigate social complexities, and make personal decisions that achieve positive results. Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships. Travis Bradberry Author, Emotional Intelligence 2.0
- 10. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Soft Skills: What are they?
- 11. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance What are the most important soft skills, and why?
- 12. Professionalism Interpersonal Skills Problem Solving and Adaptability Personal Value Commitment Managing Others Leadership True Predictors of Success Proficiency in a short list of competency areas, which focus on soft skills, are the true predictors of success in almost every job.
- 13. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How do soft-skills impact culture?
- 14. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance
- 15. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Soft Skills: Cultural Fit
- 16. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Following a national survey of job seekers and HR professionals, 43% said that “cultural fit” was the single most important determining factor when making a new hire. “The Multi-Generational Job Search” -Millennial Branding & Beyond.com
- 17. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How can you use soft- skills to assess cultural fit?
- 18. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Should you test for soft-skills when hiring? If so, how?
- 19. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How do soft-skills impact employee performance and productivity?
- 20. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance 18th Century 19th Century 20th Century 21st Century Agricultural Age (farmers) Industrial Age (factory workers) Information Age (knowledge workers) Conceptual Age (creators and empathizers) Affluence Technology Globalization High Low Abundance Automation Asia Dan Pink A Whole New Mind
- 21. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance "HR today sits smack-dab in the middle of the most compelling competitive battleground in business, where companies deploy and fight over that most valuable of resources— workforce talent." -Matthew D. Breitfelder HBR: “Why did we ever go into HR”
- 22. –Ram Charan Best-selling Author, World-renowned Business Advisor
- 24. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Are soft-skills even more important than hard skills? If so, when?
- 25. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance What other outcomes do soft-skills impact?
- 26. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance
- 27. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Soft Skills: An Economic Necessity
- 28. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Studies have shown that a high emotional quotient (or EQ) boosts career success, entrepreneurial potential, leadership talent, health, relationship satisfaction, humor, and happiness. It is also the best antidote to work stress and it matters in every job — because all jobs involve dealing with people, and people with higher EQ are more rewarding to deal with. -HBR
- 29. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance While leaders need analytical competencies such as those associated with strategy, finance and all the planning processes, research on Emotional Intelligence suggests it is increasingly the "soft" skills that differentiate those who are highly successful from those who just get by. - “What makes a leader” HBR “
- 30. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse. - Tom Perrault, Chief People Officer “
- 31. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Can you measure soft- skill competency? If so, how?
- 32. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How do you identify (and record) soft-skills in your existing employees?
- 33. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Should soft-skill development become part of our professional development curriculum?
- 34. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance What is the impact of millennials on soft-skills in the workplace? Do they have more or less than their older counterparts?
- 35. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How do soft-skills relate to or impact diversity?
- 36. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Can you hold people accountable for soft- skills? If so, how do you avoid subjectivity?
- 37. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How do you identify soft-skills needed for a job? For a department?
- 38. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Should you talk about soft-skills on a job description? If so, how?
- 39. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance How do you check for soft-skills when calling references?
- 40. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Feedback related to past work performance is the single best predictor of future job success
- 41. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance “When the criterion was academic achievement or job performance, other-ratings yielded predictive validities substantially greater than and incremental to self-ratings.” Connelly & Ones, 2010, p. 1092 “Nothing in the science of prediction and selection beats observing actual performance in an equivalent role.” Peter Cappelli, Director, Center for Human Resources, The Wharton School
- 42. Job Specific Insights from References Better Compliance More Informed Hiring Decisions A different approach
- 43. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Studies and published reports are proof!
- 44. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Follow BambooHR and SkillSurvey on social media: bamboohr.com/blog | skillsurvey.com Thank you!
- 46. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance BambooHR Receive a free job posting on our ATS and full HRIS for one week. We will contact everyone within the next few days to set this up. Download our free eBook: Communicating Compensation: Your guide to tackling tough conversations about pay SkillSurvey
- 47. bamboohr.com skillsurvey.com How Soft-Skills Power Organizational Performance Rusty Lindquist V P H C M S T R A T E G Y & I N S I G H T S B A M B O O H R @ r u s t y l i n d q u i s t r u s t y @ b a m b o o h r . c o m w w w . l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t Michelle Reed C H I E F M A R K E T I N G O F F I C E R S K I L L S U R V E Y @ r e e d m i c h e l l e 1 3 m r e e d @ s k i l l s u r v e y . c o m w w w . l i n k e d i n . c o m / i n / r e e d m i c h e l l e 1 3 Questions?
Notas do Editor
- BambooHR (welcome)
- BambooHR (intros)
- SkillSurvey
- We all know that in today’s environment, it’s no longer enough to be a functional expert. - Hiring managers are looking for something more than basic core competencies to get a job done. They’re looking for personal qualities, habits, attitudes, and social graces that make someone a good employee and compatible to work with. According to CareerBuilder, these are the top 10 soft skills today’s managers want to see in candidates. Competencies such as a positive attitude, being team-oriented, the ability to work well under pressure, and being self-motivated A new study “The Growing Importance of Social Skills in the Labor Market” highlighted in a recent New York Times article found that the fastest growing jobs in today’s workplace involve both a high degree of thinking and social or soft skills.
- Unfortunately, it doesn’t appear that we’re doing a very good job at identifying these soft skills during the hiring process. A study conducted by Leadership IQ tracked 20,000 new hires and found that 46% of them failed within the first 18 months of employment. But even more surprising than the failure rate, was that when these new hires failed, - 89% of the time new hires failed, it was for attitudinal reasons—low levels of emotional intelligence, motivation and temperament… SOFT SKILLS.
- SS In fact, according to CareerBuilder, 77% of employers believe that soft skills are just as important as hard skills. And almost 20% said they were more important than hard skills. CareerBuilder
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- SS So we’ve discussed the 6 competency areas which are true predictors of success and the importance of them being identified for each position. professionalism, interpersonal skills, problem solving and adaptability, and personal value commitment. And then managing others, and leadership for those in management or leadership position We also discussed the critical nuances in understanding the different soft skills that are job specific.
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- BHR In a recent article in HBR, it showed that employees with a high emotional quotient (or EQ) have more career success, entrepreneurial potential, leadership talent, health, relationship satisfaction, humor, and happiness. It is also the best antidote to work stress and it matters in every job — because all jobs involve dealing with people, and people with higher EQ are more rewarding to deal with. (-HBR)
- BHR In fact, While leaders need analytical competencies such as those associated with strategy, finance and all the planning processes, research on Emotional Intelligence suggests it is increasingly the "soft" skills that differentiate those who are highly successful from those who just get by. This shift in emphasis is largely due to a series of fundamental changes in organizations over the past decades. (source) - Carole Robin, David Bradford
- BHR Tom Perrault, Chief People Officer recently said in his HBR article is this: What can’t be replaced in any organization imaginable in the future is precisely what seems overlooked today: liberal arts skills, such as creativity, empathy, listening, and vision. These skills, not digital or technological ones, will hold the keys to a company’s future success. And yet companies aren’t hiring for them. This is a problem for today’s digital companies, and it’s only going to get worse. HBR
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- SS Research has proven that feedback related to past work performance is the SINGLE best predictor of future job success. Past performance will give you the predictive insight you need to understand how candidates will perform in the future. This will help you hire better people who perform well, stay for years and contribute to overall business success Frankly, The future of your organization depends upon understanding the past performance of your job candidates
- SS - A study published by Dr. Brian Connelly and Dr. Deniz Ones shows that when assessing job performance, ratings from others were substantially more predictive of success than self-ratings. - And Peter Cappelli from The Wharton School says, “Nothing in the science of prediction and selection beats observing actual performance in an equivalent role.” So feedback related to past work performance is the best predictor of future job success… how can we get this information about our candidates?
- SS Use A different approach that’s gaining momentum in talent acquisition today is using technology to obtain online automated reference responses. This new approach is job specific and we just talked about how and why that is important. And because this new approach involves automated technology, there’s a big difference between having hiring managers all across the organization reaching out and talking to references, as opposed to using a standardized, compliant survey where every reference for every candidate for a position is responding to the same set of questions. These technologies also provide a great deal of insight that can be use by both HR teams and hiring managers alike to inform hiring decisions. Better hiring decisions lead to stronger teams who contribute more to your businesses.
- SS Findings from 12 separate studies were summarized for publication in the peer-reviewed scientific journal “International Journal of Selection & Assessment” titled Web-based Multisource Reference Checking. This particular study tracked more than 34,000 hew hires over a 21 month period after they were hired. The information captured in the online reference checking was compared with the candidates’ on the job performance. - And the results illustrate that web-based, multisource reference checking is, in fact, consistent, is proven to predict turnover, and it’s compliant…there are no statistical differences in results based on race, gender, or age. Will be happy to provide a link to this resource in our follow up for those of you who have IO’s on staff.
- Keep your eye on the prize: Don’t do it just to say you have a reward & recognition program because you think you should. Think about what you’re really going to do and how it’s truly going to help your people and your company. Are you bought in?
- BHR Which is why, according to Bersin, Right now, perhaps more than in the last 20 years, human resource jobs are some of the most important roles in business, forcing HR to up their game. And part of upping our game, is learning to identify, recruit by, and develop soft skills, and not just hard skills.
- BambooHR (intros)