A New Credential For “Soft Skills” Won’t Solve The Hiring Challenge

There’s been a lot of talk about the declining predictive value of college degrees. Employers are finding that applicants with stellar academic credentials can’t always perform on the job.

That’s given rise to a search for evidence of so-called “soft skills,” like how people get along with others, communicate, solve problems, think critically, and work in teams, that aren’t typically part of the college curriculum.

Those are certainly critical competencies needed to get things done in a work environment. But labeling them as “soft skills” only serves to demean and weaken attempts to raise awareness of their importance. Some commentators have suggested that employers should look for certificates that prove the person engaged in courses or activities that featured the “soft stuff.” Some colleges have responded by offering an “experiences transcript.”

But checking for another new credential isn’t going to solve the problem of hiring people who look good on paper, but can’t perform on the job.

What employers really need are applicants who are ready, willing and able to: 

• Enter a new situation with unfamiliar challenges and constraints…
• Work collaboratively with others…
• Where the road ahead may not be clear…
• On a project of uncertain duration…
• To achieve an objective that relates to someone’s needs other than their own.

Think about these skills in comparison to those needed in any kind of course of study. Employers have come around to the realization that proficiency in test taking or coursework — in any subject — is no indication an applicant can do what’s needed on the job. They’re finding a person can be “only book smart” in communications, problem solving and critical thinking  just as he or she can be in math, economics or science.

One big reason is that a student can do well in college — whether it’s regular coursework or “experience work” — with only a very personal, individualistic — even selfish — perspective and motivation. By contrast, in the work environment good things happen only when one is willing and able to subordinate his or her personal agenda in favor of the goals and objectives of the organization and commit fully to meeting customers’ needs.

Perhaps most of all, success in the workplace requires the ability and willingness to dedicate large amounts of energy, enthusiasm and effort when the subject matter is not “all about me.”

That’s particularly tough in today’s constantly evolving workplace, with shifting objectives and challenges, players coming and going, working together in close proximity as well as remotely, often never meeting face-to-face. This requires a particular kind of empathy, sensitivity and commitment.

Like a lot of other things it’s hard to test for, but you know it when you see it. Start by thinking about what works in your organization now. Look at the folks who seem to be “doing it right.” Then you’ll be better able to recognize it in applicants’ resumes, interviews and references. Here’s a starter list: