Hard Skills vs. Soft Skills: Why Both Matter in Today’s Workforce (and How to Hire for Them)

What Are Hard Skills vs Soft Skills?

Think of hard and soft skills as two sides of the same coin. In this way, it’s not so much hard skills vs soft skills as it is hard skills and soft skills. Hard skills are the technical abilities required to perform a role, while soft skills shape how work gets done.

Together, they drive individual and team success. Hard skills might get a project across the finish line, but it’s the soft skills that ensure collaboration, adaptability, and culture-building along the way.

Let’s break these down and see how they work together.

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What Are Hard Skills? 

Hard skills are measurable, teachable abilities that candidates gain through training or experience. They’re what allow someone to perform specific job functions and are often tied directly to the technical requirements of a role. When you’re evaluating candidates, understanding the role of hard skills vs soft skills can clarify the technical expertise needed to succeed in the position.

Think of hard skills as the foundation: they’re critical to getting the job done. For example:

• In IT, a developer needs to know programming languages like Python or Java.
• In marketing, expertise in tools like Google Analytics or SEO strategies is likely non-negotiable.
• In finance, proficiency in accounting software or financial modeling tools is key.

If someone has the technical know-how, they’re off to a strong start—but hard skills alone don’t tell the full story.

What Are Soft Skills? 

Soft skills are the interpersonal traits and emotional intelligence that enable employees to collaborate effectively and adapt to challenges. Balancing hard skills vs soft skills ensures that employees can handle both the technical demands of their roles and the dynamic, human aspects of workplace interactions.

Examples of soft skills include:

• Communication: the ability to clearly articulate ideas and actively listen to others 
• Problem-solving: staying resourceful and creative when faced with obstacles
• Teamwork: collaborating effectively with colleagues from diverse backgrounds
• Adaptability: rolling with the punches when priorities shift or new tools are introduced
• Conflict resolution: handling disagreements constructively, and finding win-win solutions

Soft skills are what turn a group of technically skilled individuals into a cohesive, productive team. They foster trust, encourage innovation, and help maintain a positive workplace culture. For example, a customer service professional with strong communication and empathy can turn a frustrated client into a loyal advocate. Similarly, a project manager with adaptability and leadership skills keeps teams motivated and on track during unexpected changes. 

Hiring for soft skills ensures you bring on employees who are not only skilled but also adaptable, coachable, and ready to contribute to the bigger picture. 

Why Do Both Hard Skills and Soft Skills Matter? 

Hard skills and soft skills aren’t competing priorities—they’re a dynamic duo. While hard skills ensure technical tasks are completed accurately, soft skills foster collaboration, creativity, and growth. Together, they help businesses meet goals more efficiently and create a thriving workplace culture.

Importance of Hard Skills in Today’s Workplace

Hard skills form the backbone of job performance. These technical abilities enable employees to complete tasks with precision, meet industry standards, and ensure operational success. Without the necessary hard skills, employees simply wouldn’t have the tools to execute their responsibilities.

Consider these examples:

• Graphic designers need mastery of design tools like Adobe Photoshop or Figma to create compelling visuals that sell ideas.
• Data analysts rely on statistical software like SQL or Python to sift through mountains of information and pull out actionable insights.
• Chefs must know specific cooking techniques and food safety standards to whip up recipes.
• Tradespeople, like electricians or plumbers, need certifications and technical know-how to ensure their work is safe and up to code.

Hard skills provide the foundation that allows employees to hit the ground running in their roles. They’re measurable, demonstrable, and necessary for achieving job-specific goals.

The Importance of Soft Skills in the Workplace

Soft skills are harder to pinpoint, measure, and demonstrate. Unlike hard skills, you can’t attach a certification to empathy or create a portfolio of adaptability. Yet, these intangible traits are what make teams thrive and businesses grow. Soft skills enable employees to build relationships, solve problems creatively, and navigate workplace dynamics with ease.

For instance, empathy and clear communication are essential for resolving issues and building trust with clients. A calm, understanding customer service professional can turn a frustrated caller into a loyal customer.

Success in sales often depends on active listening, negotiation skills, and the ability to form genuine connections with potential customers. A salesperson who can understand a client’s unspoken concerns and address them effectively will always close more deals.

Here’s another example: Effective leadership requires emotional intelligence to inspire teams, navigate conflict, and adapt to changing priorities. A great leader doesn’t just set goals—they empower their team to meet them, even in the face of unexpected challenges.

Soft skills also play a key role in creating a positive workplace culture. Employees with strong interpersonal skills are more likely to:

• work well with others, building trust and rapport across teams
• embrace new ideas, contributing to innovation and continuous improvement
• adapt to change, helping organizations navigate challenges with resilience

Imagine a workplace where people genuinely listen to each other, adapt to shifting needs, and solve problems as a team. That’s what strong soft skills bring to the table.

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How to Assess Hard Skills During the Hiring Process

Assessing hard skills is like checking under the hood before you buy a car: You’re looking for evidence that the candidate has what it takes to get the job done.

Here are five talent assessment tools for measuring hard skills:

1. Technical Tests

Technical tests offer real-world scenarios to evaluate a candidate’s expertise. For example, a software developer might complete a coding challenge, while a marketer could create a mock campaign strategy. These tests ensure candidates have the skills to perform the job effectively.

2. Portfolios

Portfolios let candidates showcase their work. For example, a graphic designer might present their best ad campaigns, while a software developer could share code repositories that highlight technical skills.

3. Certifications

Certifications validate technical expertise and industry knowledge. Credentials like a CPA for accountants or a PMP for project managers are a handy shortcut to verify technical expertise. For roles in trades or IT, look for certifications like HVAC licensing or AWS credentials.

4. Work Simulations

Work simulations mimic on-the-job tasks to see candidates in action. A customer service applicant might respond to a sample client issue, or a financial analyst could interpret a dataset. These exercises provide valuable insight into a candidate’s problem-solving abilities.

5. Recruitment Technology

Recruiting software streamlines hard skill evaluations with standardized assessments. For example, Wizehire’s platform offers skill tests tailored to specific industries, ensuring you can efficiently and consistently evaluate technical competencies.

How to Assess Soft Skills During the Hiring Process

Soft skills are trickier to measure because they’re less about what someone knows and more about how they approach people and problems. But don’t worry—it’s not as mysterious as it sounds. With the right techniques, you can uncover those qualities that make someone a team player, a problem solver, or an empathetic leader.

Here’s how to dig into soft skills during the hiring process:

1. Ask Behavioral Interview Questions

Behavioral questions reveal how candidates handle real-world scenarios. For example:

• “Tell me about a time you resolved a team conflict. How did you approach it?”
• “Describe a moment when you had to adapt to unexpected changes at work.”
•  “Share a time when you had to pivot quickly to meet a deadline or handle a new challenge.” 

These questions provide insight into a candidate’s communication, problem-solving, and teamwork skills.

2. Try Role-Playing Exercises

Role-playing exercises simulate workplace interactions to assess how candidates respond under pressure. For instance, a customer service candidate could resolve a sample client issue, or a manager might navigate a hypothetical team conflict. These exercises uncover adaptability, empathy, and decision-making skills.

3. Use Personality Assessments

Personality assessments identify traits like communication style, adaptability, and emotional resilience. For example, Wizehire’s DISC+ assessments help uncover whether a candidate’s strengths align with your team’s needs and workplace culture.

4. Ask Cultural Fit Questions

Cultural fit questions explore how well a candidate aligns with your company’s values and work environment. For example:

• “What type of team dynamic helps you perform your best?”
• “Can you share an example of a work culture where you thrived?”

These questions help you find candidates who will integrate seamlessly with your team.

Wize Tip: If candidates struggle to answer open-ended questions with examples, it may indicate they’ve spent little time reflecting on interpersonal communication.

Finding the Right Balance 

To find the right balance of hard skills vs soft skills, consider the requirements of the role.

• A data analyst might need a 70/30 split, with more emphasis on hard skills like data modeling.
• A customer success manager, on the other hand, might require a 40/60 split, emphasizing soft skills like communication and empathy.
• A project manager often lands at a 50/50 balance, requiring both the technical skills to manage budgets and timelines and the soft skills to lead teams, resolve conflicts, and keep everyone motivated.

By prioritizing both hard and soft skills during the hiring process, you’re not just filling a role—you’re building a well-rounded, resilient team that’s equipped for success. 

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How Wizehire Can Help Evaluate Soft and Hard Skills

Wizehire’s platform helps you find candidates who excel in both hard and soft skills. Our customizable job descriptions highlight the skills your role demands, while DISC+ assessments identify interpersonal strengths. Plus, use our pre-built interview templates to streamline evaluations and hire with confidence. 

Job Descriptions

When creating your job description for an open position, take time to think through the soft skills necessary for the job. Highlighting these skills can attract candidates with strong interpersonal abilities, even if they lack some of the technical expertise. This approach broadens your pool of applicants and may draw in individuals who are eager to learn and grow.

Wizehire’s customizable job description templates help hiring managers define both technical requirements and interpersonal traits in job postings. This ensures clarity and attracts the right candidates.

Pre-Screening Assessments

Pre-employment assessments are recruitment tools that allow employers to evaluate candidates for desired skills, personality traits, and capabilities. These assessments provide insight into the soft skills that are not necessarily documented in résumés and on cover letters. 

 Wizehire’s behavioral assessments identify candidates with the soft skills needed for team collaboration and cultural fit. 

Interview Templates

Pre-built interview questions help assess both technical proficiency and interpersonal traits, streamlining the evaluation process. (Check out a few interview templates here.)

These features make it easier to identify candidates who not only meet the technical demands of the role but also align with your company culture.

Wize Words

Balancing hard and soft skills is the key to building resilient teams and a strong workplace culture. Ready to simplify your hiring process? Let Wizehire’s tools and expert guidance help you find the perfect fit for your team.

Jocelyn Baker

Jocelyn Baker is a freelance writer, an editor, and a former political reporter who specializes in business management. She has written thousands of articles and edited dozens of books about recruitment, leadership, and governance. She focuses on simplifying complex topics into implementable strategies.