{"id":19440,"date":"2020-03-03T12:58:53","date_gmt":"2020-03-03T11:58:53","guid":{"rendered":"https:\/\/kooku.de\/recruiting-blog\/soft-skills-vs-hard-skills\/"},"modified":"2025-07-02T13:21:06","modified_gmt":"2025-07-02T11:21:06","slug":"soft-skills-vs-hard-skills","status":"publish","type":"post","link":"https:\/\/kooku-staging.digitalagenten.com\/en\/recruiting-blog\/soft-skills-vs-hard-skills\/","title":{"rendered":"Soft skills vs. hard skills: What really matters?"},"content":{"rendered":"

Whereas in the past, <\/span><\/b>grades, school, university<\/span><\/b>–<\/span><\/b>or <\/span><\/b>vocational qualifications <\/span><\/b>and acquired qualifications the decisive factors <\/span><\/b>and qualifications earned were the main deciding factors <\/span><\/b>hen hiring a candidate, nowadays completely different skills are increasingly coming to the fore: so-called soft skills.<\/span><\/b> This is also reflected <\/span><\/b>in the job advertisements. <\/span><\/b>Hardly any job ad comes to<\/span><\/b>day without t<\/span><\/b>he requirements<\/span><\/b> Ability to work in a team<\/em>, <\/span><\/b>high level of initiative<\/em> or <\/span><\/b>Communication skills<\/em>. <\/span><\/b>But not always these <\/span><\/b>Attributes are easy to <\/span><\/b>measure. there<\/span><\/b>fore<\/span><\/b> it is worthwhile for <\/span><\/b>recruiters and companies <\/span><\/b>often to take a closer look at the resumes<\/span><\/b> of potential<\/span><\/b> candidates<\/span><\/b> <\/span><\/p>\n

 <\/p>\n

What are hard skills? <\/span><\/b> <\/span><\/h2>\n

Hard skills are technical abilities that are acquired, for example, in the course of vocational and university training, in advanced training, courses, seminars or similar. <\/span>In addition to grades, these also include, for example <\/span>language or <\/span>PowerPoint knowledge. <\/span> <\/span><\/p>\n

 <\/p>\n

What are soft skills? <\/span><\/b> <\/span><\/h2>\n

In contrast to hard skills, soft skills comprise personal, social and methodological skills. <\/span>However <\/span>they are much more difficult to test<\/span> than hard skills<\/span>. <\/span>Soft skills are often divided into <\/span>personal values (e.g. fairness, respect, reliability), personal characteristics (e.g. composure, patience, friendliness), individual abilities (e.g. critical faculties, listening skills, enthusiasm) and social skills (dealing with other people: Ability to work in a team, empathy, communication skills)<\/span>.<\/span> <\/span>However, the transitions between the different categories are fluid, so no soft <\/span>Skill<\/span> can be assigned exclusively to one category. <\/span> <\/span><\/p>\n

 <\/p>\n

What are examples of soft skills?<\/span><\/b> <\/span><\/h2>\n

Examples of soft skills abound. Soft skills, which are especially important for work and career, are also called business skills. These include: <\/span> <\/span> <\/span><\/p>\n

    \n
  • Communication skills<\/span> <\/span><\/li>\n
  • Charisma<\/li>\n
  • Load capacity<\/span> <\/span><\/li>\n
  • Empathy<\/span> <\/span><\/li>\n
  • Flexibility<\/span> <\/span><\/li>\n
  • Intercultural competence<\/span> <\/span><\/li>\n
  • Adaptability<\/span> <\/span><\/li>\n
  • Presentation Strength<\/span> <\/span><\/li>\n
  • Ability to work in a team<\/span> <\/span><\/li>\n
  • Assertiveness<\/span> <\/span><\/li>\n<\/ul>\n

     <\/p>\n

    How do I recognize <\/span><\/b>the different<\/span><\/b> skills? <\/span><\/b> <\/span><\/h2>\n

    Hard skills are usually relatively easy for companies to identify. The grades on the report card indicate whether a candidate’s strengths lie in mathematics, German or chemistry. Foreign language skills can also be quickly tested, for example by spontaneously switching languages during an interview. <\/span>Furthermore show <\/span>certificates <\/span>e.g. <\/span>about taking Excel courses, programming courses<\/span> <\/span>etc.<\/span>,<\/span> <\/span>which professional skills a candidate has to demonstrate. <\/span> <\/span><\/p>\n

    More difficult than filtering out hard skills is identifying soft skills. While a cover letter can already tell you if a candidate is creative<\/span> <\/span>and the interview can also show whether the candidate is more introverted or extroverted. <\/span>or extroverted, but many soft skills are difficult to find out from an interview alone, because hardly anyone would say about themselves that they are not a team player or not <\/span>r<\/span>esilient<\/span>. <\/p>\n

    Therefore, it is usually worthwhile for companies <\/span>a <\/span> closer look at the resume. Even though many candidates and companies<\/span> <\/span>Hobbies or voluntary activities may not seem necessary on a CV at first glance, but they can provide important information about soft skills. <\/span>Does the candidate play a team sport? <\/span>Then<\/span> probably a team player. <\/span>Is he perhaps even a captain? <\/span>Then he is used to taking responsibility <\/span>and a strong leader. <\/span>Does he play an instrument? <\/span>Then he is more likely to be a creative candidate. <\/span> <\/span><\/p>\n

    Some companies want to know exactly and find out which skills<\/span>what skills their candidates bring with them. <\/span>Possible tools for this are psychological tests and assessment centers. <\/span>Depending on the company <\/span>and position, the assessment <\/span> Center can be structured quite differently. From simple mental arithmetic tasks to <\/span>the processing of case studies <\/span>alone or in a team, everything is conceivable. Both hard and soft skills can be tested. <\/span><\/p>\n

    A new recruiting trend in this context is the so-called <\/span>Gamification<\/span>.<\/span> Instead of monotonous selection procedures, recruiters rely on a playful modern assessment center, which is based on video games. <\/span>However, this<\/span>is<\/span> still a marginal phenomenon<\/span>. <\/span>L<\/span>ccording to Tim Weitzel, Professor of Information Systems at the University of Bamberg<\/span> 2.5 % of the top 1,000 companies currently offer such <\/span>recruitment<\/span> games<\/span> – and the trend is rising. <\/span>A positive side effect: not only are different skills tested, but depending on the situation, an insight into the company can also be provided<\/span> and promote your own company. <\/span> <\/span><\/p>\n

    Psychological tests are also <\/span>are now widespread in application procedures<\/span>. The <\/span>B<\/span>e favorite is the <\/span>Myers-Briggs type<\/span>ni<\/span>ndicator, in which <\/span>which divides people into 16 different personality<\/span>types can be classified. The fan<\/span>d the <\/span>Ruhr University Bochum <\/span> in a survey of 120 companies in 2016. Behind it follows<\/span>the DISG model, which identifies four personality types, each of which is<\/span> assigned a specific color.<\/span>How meaningful such tests are, however, is still disputed today. <\/span> <\/span><\/p>\n

    However<\/span>, it should be noted<\/span> that<\/span> for both the company<\/span> and the candidate<\/span>, the assessment center<\/span> means<\/span> a lot of effort.. Therefore, it should be carefully considered in advance if<\/span> an<\/span> extensive<\/span> assessment center for the<\/span> advertised position is really necessary or if perhaps a<\/span> smaller<\/span> task is enough<\/span>, for example to test the creativity.<\/span> <\/span><\/p>\n

     <\/p>\n

    Which skills are more important? <\/span><\/b> <\/span><\/h2>\n

    Both hard skills and soft skills have their importance.<\/span>importance<\/span>however <\/span>however, it cannot be said that one of the two is more important. <\/span>The skills an employee must have depend heavily on the position and the corporate culture<\/span>. <\/span>Companies and recruiters should therefore carefully consider which skills are<\/span> important for a job profile to be filled<\/span> are<\/span> what should be paid attention to. However, in most cases it is the case that <\/span>the <\/span>technical expertise, i.e. t<\/span>he<\/span> hard ski<\/span>lls<\/span> alone are not sufficient without the soft skills.<\/span> <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

    Whereas in the past, grades, school, university–or vocational qualifications and acquired qualifications the decisive factors and qualifications earned were the main deciding factors hen hiring a candidate, nowadays completely different skills are increasingly coming to the fore: so-called soft skills. This is also reflected in the job advertisements. Hardly any job ad comes today without […]<\/p>\n","protected":false},"author":16,"featured_media":20890,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[902,378,918,904],"tags":[915,905,914],"class_list":["post-19440","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-interim-recruiting-en","category-on-our-own-account-en","category-recruiting-agency","category-recruiting-consulting","tag-candidate-experience-en","tag-faq-en","tag-kooku-insights"],"yoast_head":"\nSoft skills vs. hard skills: What really matters?<\/title>\n<meta name=\"description\" content=\"Want to find out more about soft skills & hard skills? 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