Remember the Goldilocks story; porridge too hot or too cold, bed too hard or too soft? Everything had to be “juuuust right”. Recruiting’s a bit like that. You want your shortlisters to have just the right balance of hard and soft skills. That’s the key to finding the ideal employee.

In recruitment, we take a good look at a person’s hard and soft skills and come up with a bigger overall picture. We’ve found that successful candidates are those who fit both bills. You’ve probably seen it yourself. A person can be absolutely brilliant technically but can’t hold a decent conversation. That could spell disaster if their role is to work with customers and other employees. Or maybe you’ve interviewed someone who seems a born leader and is really motivated to do a spectacular job, but doesn’t have the academic qualifications you know are important for that role.

“Not too soft and not too hard” may come directly from a fairy tale but it’s a good adage to keep in mind when you’re looking for new talent.

Hard skills are taught and learned

Hard skills are the ‘programmable’ side of a person. This is education, experience and proficiency.

• Are they proficient in software that’s used at your company?
• Do they speak another language?
• Are they experts in one or two specific fields?
• Have they won awards for their knowledge or skills?
• Do they have exceptional industry-specific knowledge?
• How have they proven themselves as a superstar in a role similar to what you’re offering?

Now remember, just because someone has rock star hard skills, you mustn’t overlook the soft skills.

Soft skills don’t come from books

These represent the more ‘human’ side of a person. They can’t be quantified and they’re completely subjective, but they matter every bit as much as hard skills. In fact, soft skills can get a candidate over the line at interview stage, even if they’re facing off against someone equally qualified.

• Are they a born leader?
• Are they ‘good with people’?
• Do they have you intrigued/amused/fascinated?
• Have previous employers said they’re great problem solvers or really adaptable?
• Does their sense of ethics and fairness resonate with your company culture?
• Do you find yourself unable to look past them?
• Do they seem ‘magnetic’, charismatic, interested as well as interesting?

A candidate’s soft skills can quite literally be deal breakers or deal makers.

Finding that ‘just right’ person for your vacant position

Think beyond the role and consider who they’ll be working with and how much input they’ll have in the organisation. Choosing someone based purely on either their hard or soft skills could mean missing out on the perfect person. Write up a comprehensive brief including not just the nuts and bolts of what you’re looking for but also who you’re looking for.

As an expert in matching personalities with businesses, I know pretty much instantly what will and what won’t work. I can guarantee that getting your brief right from the very beginning is the key to recruiting success.

Written by Jackie Rahilly