Hard skills are technical skills that are studied and learned in order to accomplish certain jobs. Traditionally speaking, these hard skills are what’s listed on your cover letter and resume because they’re what initially get you noticed by hiring organizations.
Soft skills span personal attributes that are non-technical in nature. According to HubSpot’s Sophia Bernazzani, “Soft skills are the combination of people skills, social skills, communication skills, emotional intelligence, and personality traits that make it easy to get along and
Organizations recognize the role of soft skills in determining employee progression and productivity. Yet, the majority of companies do a poor job at developing soft skills within their ranks.
Even though hard skills, or technical skills, can influence hiring decisions, studies suggest organizations place greater value on a candidate’s soft skills.
The term “self-awareness” is often thrown around in regard to personal and professional development. However, do we really understand what self-awareness is, and more importantly, how it relates to individual development?
When it comes to soft skill assessment, organizations tend to rely on traditional methods like assessment centers and personality tests. These methods however, are costly, time consuming, and subjective. In comparison, CapsimInbox is an affordable alternative designed to objectively assess
Before we begin discussing the challenges impacting effective soft skill assessment and development, let’s once again define what constitutes “soft skills.” Soft skills span personal attributes that are non-technical in nature. They reflect important interpersonal and decision-making capabilities that facilitate
The importance of soft skills and their direct correlation to the success of an individual’s professional development is recognized by both educators and hiring organizations. So why do business schools struggle with the assessment and development of soft skills in