View the output from our psychometric assessments by downloading sample reports below.
Soft skills are any skill or quality that can be classified as a personality trait or attribute. These individual skills and behaviours such as creativity, empathy, critical thinking and interpersonal skills shape the way we work, act and interact with others. The importance of soft skills have been increasing significantly in recent years due to technological development.
Soft skills are far more indicative of future job performance compared to hard skills. Soft skills play a significant role in how a person approaches work related tasks, builds relationships and communicates with their colleagues and other stake holders. Therefore it’s vitally important to be able to assess them accurately.
Using a formalised and psychometrically valid method of soft skill assessment is the most effective way to assess your candidates for soft skills.
Did you know?
A recentstudyby Deloitte stated thatsoft skill intensive jobs will grow 2.5x fasterthan other jobs, andby 2030 soft skills jobs will make up 63% of all jobs.
The ‘skills gap’ problem
According to a report on different types of skills in the job market, a large proportion of job postings are dedicated to describing soft skills, and place high value upon them.
However, these are often skills which candidates do not receive additional training or support with once placed in a role.
This results in what we call askills gapwhere skills are being overemphasised in the recruitment process, but under supplied (or not accurately identified) from the talent pool.
The hard demand for soft skills
There is a gap between business demand for soft skills and their presence in the workforce.
According to LinkedIn survey92% of talent professionals and hiring managers say that soft skills matter as much or more in recruitment than hard skills. 89% say that bad hires typically lack the right soft skills.
The research clearly points out that while hiring managers always have certain demands for hard skills and job experience, soft skills are the key drivers for success. The challenge is how to accurately measure and identify them in candidates.
Did you know?
Soft skills have been shown to significantly predict job performance and are linked to increases in both employee performance and business revenue?
Why soft skills matter?
Soft skills are personality traits that shape the way we work, act and interact with others. These skills represent a range of different abilities and attributes that are often necessary for success in a particular role.
Soft skills are becoming more and more vital in the workplace. The reason for this is because they are highly transferrable and can be applied to numerous situations in a number of different roles. As society continues to grow digitally, soft skills will become more and more vital in the workplace.
By measuring soft skills we get a result that demonstrates how the individual will perform in a specific role. Key insights about how an individual interacts with colleagues, performs work related tasks, communicates and builds relationships are not always easy to discover during an interview or by looking at a CV. It is though in fact crucial when it comes to finding the perfect match
Predict job performance
One study found that soft skill acquisition through training significantly predicted job performance, with a high and lasting impact.
Personality counts
A study into personality dimensions and job performance found that ’emotional stability, extraversion, openness to experience and conscientiousness were related to task performance and creativity.’
Role differences
A meta analysis found that the specific soft skills that are predictive of job performance vary between sector and job role.
What can we measure?
At Clevry we combine data, technology and psychology to measure and assess candidates soft skills to find only the most suitable hires that will seamlessly fit into your organisation.
Personality
Personality related soft skills link to performance because they determinehowwe do the job. Hard skills only determine if we can meet the basic functional or technical demands of the job.
Mental Firepower
People with high general ability are thought to have common sense. They use this soft skill to decide the best way to do the job.
Emotional Intelligence
Emotional Intelligence measures how skilled we are at understanding and managing our emotions, and the emotions of those around us.
Values & Motivations
We perform well when our values and motivations match the rewards, challenges, and goals in the job. These soft skills determine whether we want to do the job.
View the output from our psychometric assessments by downloading sample reports below.
