Hard and Soft Skills

Hard and Soft Skills

When I first meet just about all those searching for their next job, there is a definite pre-occupation with what I would call, “the hard skills” of the job search process. Is my resume’ the way it should be? How should I fill out these job application questions? Is my LinkedIn profile strong enough? If not, what do I need to add to it? How should I word this item or that item on my resume’, cover letter, this document, that document? And, yes these are all important aspects, (along with several other staples), that are essential in building your credentials for your job search.

However, what I find does not always get enough attention, (or for some job searchers it never gets any attention), are “the soft skills” of the job search process. What are the “soft skills?” I tend to term them those skills that involve the “people connection” part of the process. Some job searchers can define themselves by the companies where they have worked, or the job titles they have had, but have a terrible time sharing what problems they help address for employers or the skills they bring to the work they perform. They cannot introduce themselves in a 30 second overall introduction. Some have a terrible time carrying on a conversation with others. They will hide behind the fact that they are introverts and speaking to strangers does not come natural for them. However, they will not open themselves up to the fact that what they really need to do is use their ability to ask good open ended questions, be an attentive listener, and actually let others do most of the talking in a conversation, while they listen for the type of skills others are looking. The proportion of time spent on refining the hard skill processes highly outweigh the soft skill processes preparation. And, what is ironic about that is that ultimately whom people who have job openings hire are those with whom they build “a connection,” “a fit,” “someone they connect with whom they not only believe can do the job but would be a person with whom they and their team would enjoy working.”

Yes, hard skills tend to be more “mechanical” in nature. There tend to be “rules or guidelines” around them, (although even these “guidelines” will change from time to time, as processes become mechanized or new tools or approaches are introduced). Hard skills tend to be more impersonal, come under the headline of “your must haves,” as they are an expected part of the process.

Soft skills on the other hand have more “art” to them than science. They require perceptiveness on the part of the individual. They may have to be applied differently depending on the personality type of the person with whom you are interacting. Soft skills can frustrate many, especially those who have a difficult time connecting with those who have a different personality type than they. There are those in job search who will say, “Soft skills have nothing to do with the skills I bring to the job,” when often they are the ones that a company needs to keep or interact with a customer, to get various departments to do their part to deliver a project, or help solve problems or issues when they appear insurmountable to more rigid type personalities.

Again, the need for hard skills and soft skills in a job search is a balance. If you have found you have done a lot of work around getting your written communications perfect, studying different interview questions you may be asked and rehearsing suggested answers, or can recite every job you have had and what the duties are of the job, then you are very well prepared with the hard skills. It is now likely time that you work on how you will verbally present yourself so others know the skills you bring that are transferable, the value you bring to the table, and look to make connections with others. And, if on the other hand you happen to be blessed to be in the minority who find it easy to connect with strangers on a personal level and are easily liked by others, but they can’t seem to understand how you may fit into their organization, you may need to go back and refine how you are presenting your work history, bring out in writing those accomplishments that you have that pique their interest and be able to express what you have done from a perspective of the value you bring to an organization. While most of us would like to concentrate on only one side of the equation, it is really a balance that you need to strike to open up those next opportunities you want to come your way.