Hard Skills vs Soft Skills

The skills that a person processes are usually a combination of technical abilities and behavioural competencies. These skills are learned or developed over the course of a person’s lifetime from the very first skill a baby learns, through to skills acquired through education, work / careers, and life experiences. People can learn new skills or enhance their skills through consistent practice, training, and / or continuing learning and education.  

Traditionally we tend to associate skills with work and careers however we are using skills throughout every aspect of our lives, although certain skills may be more or less relevant depending on our life circumstances.

Without skills, very few people would ever come close to meeting their life and / or career goals. Skills are the fundamental building blocks that define an individual’s qualities, capabilities, knowledge, and expertise; they capture what a person can do and how well they can do it. Skill development is crucial as it enables the improvement of abilities, qualities and attributes vital to success in education, work, career and other areas of life.

Skills can be broadly categorised into hard and soft skills and it is helpful to recognise the different categories of skills particularly as it is these skills that employers may look for in job candidates.

In this article we will explore what is meant by the terms hard skills and soft skills, examine why they are important, and look at some examples of where both hard and soft skills are used.

What are hard skills?

Hard skills are skills that can be actively learned and applied. They are technical abilities and knowledge that are often gained through training, practice and education and can be assessed, demonstrated or proven through testing. In other words, hard skills are the practical expertise needed to complete specific tasks.

Hard skills are important to employers, as they indicate that a person is proficient in the practical aspects of the job. Every job will require certain hard skills specific to that role and the industry and/or discipline they operate in. Hard skills cover a vast array of concrete, learned skills and practices; they can be practical skills involving equipment or intellectual skills based on acquired knowledge. Hard skills can be broad and applicable to most workplaces, for example being able to use a computer is applicable to most workplaces, or they can be specific to certain trades and professions such as specific medical knowledge needed for healthcare professionals.

When recruiting, employers are looking for people who have the skills to complete the job duties for the role and who can show how they have used these skills in the past. The acquisition and development of relevant hard skills ensures that employees are equipped to perform well in their specific fields.

Hard skills examples

Quantifiable hard skills can be one of the main things a recruiting employer will look for in a job application and / or CV. They are job-specific, technical competencies required to achieve certain duties and responsibilities in a role, although there can be many crossovers, for example, managerial roles will require some of the same hard skills no matter what field the role is in, and project management skills can be utilised in a variety of roles.

It is difficult to provide a definitive list of important hard skills as they are dependent on the industry and job role. Some of the most in-demand hard skills in today’s employment marketplace include but are not limited to:

• Computer skills – this is an umbrella term for skills such as being able to use programs such as Microsoft Windows and Microsoft Office, social media skills, and software development coding skills in programming languages such as Magento, C#, C++, Java and JavaScript, Python, HTML5, CSS, SQL, NoSQL (databases), Perl, and many others. It can also incorporate digital skills such as using tools such as email, Slack, Zoom, and Microsoft Teams, digital tools such as G-Suite, Office 365, DropBox to create, share and collaborate, digital records, internet research, cybersecurity, IT troubleshooting, etc.
• Design skills – these skills are in high demand and include, print design, typography, graphic design, software design, web design, motion graphics, photo editing, computer-aided design etc.
• Job-specific management skills – another umbrella term for skills such as project management, sales, marketing, HR, finance, business development, budgeting, planning, risk management, change management, knowledge management, data analysis, managing logistics, scrum management etc.
• Writing skills – these are used on a daily basis in almost every organisation and can include, composing emails, research papers, memos, report writing, technical writing, writing proposals, copywriting, content writing, journalism, press releases, scriptwriting, editing, proofreading etc.
• Financial skills –these can include book keeping, accountancy, payroll, taxation, cash-flow, financial analysis, statistical analysis, underwriting, investments, invoicing, debt management, insurance, banking, economics etc.
• Artificial intelligence (AI) – including machine learning, data wrangling, data manipulation, algorithm development, cloud storage, natural language processing, API development etc.
• Academic and professional qualifications, licenses and certifications – these can include 1^st degrees, Masters degrees, PhDs, professional qualifications specific to the role such as HR, Finance, Marketing, Purchasing, Medicine, Law, Engineering, Teaching etc. and licenses or certificates required for specific roles such as first aiders, and/or to operate machinery
• Healthcare skills – an umbrella term for skills such as surgical skills, diagnostic skills, medication prescribing, medication administration, assessing patients, wound care, specialist knowledge of the human body and/or mind, special knowledge of medication and treatments, nursing, etc.
• Construction skills – these can include bricklaying, plastering, carpentry, plumbing, architecture, draughting technical plans or drawings, electrical work, roofing etc.
• Engineering – these can include robotics, prototyping, manufacturing processes,
• Presentation skills – this can include public speaking, product demonstrating, teaching, training, etc.
• Marketing skills – such as, search engine optimisation (SEO), social media marketing, consumer research, conversion rate optimisation, digital marketing, content marketing, branding etc.
• Retail skills – these can include stock control, visual merchandising, product knowledge, commercial awareness, numeracy, sales skills etc.
• Hospitality skills – these can include forecasting venue occupancy, event planning, catering, cooking techniques, food safety and sanitation, health and safety, security, etc.
• Teaching skills – such as subject matter expertise, curriculum development, assessment and evaluation, classroom management, research skills, etc.
• Transportation skills – such as driving, logistics, route planning, shipping documentation, vehicle maintenance, piloting, navigation, etc.
• Foreign languages – businesses often operate in international markets so the need for languages ensures accurate and flawless interactions and translations.

When you are applying for a job, the person specification section of the job description should indicate the types of hard skills that the employer is looking for in an ideal candidate. For example when recruiting for a Project Manager, the recruiting employer may list experience of the project methodology PRINCE2 as an essential criteria, or knowledge of using tools such as Tableau, Power BI, and SQL for a Data Analyst. At interview, employers may ask to see qualification certificates and use skill tests and practical assignments to evaluate a candidate’s hard skills and technical abilities.

Why are hard skills needed?

Hard skills are often what make candidates qualified for a role, as they directly relate to the tasks and responsibilities of a particular job. Hard skills are relatively easy to verify through certificates qualifications, tests and assessments. Having and demonstrating them reassures an employer that employees have the expertise and proficiency to perform the core functions of their job efficiently and competently. Having and developing the right hard skills will also dictate how far a person can progress in their career, not having or acquiring the right skills can be limiting to what someone can achieve.

In addition, certain industries or fields have specific standards, regulations or certifications that businesses or organisations have to adhere to, so employing people with the necessary qualifications and skills helps to ensure their compliance. For example, the General Medical Council (GMC) governs the education, qualifications, registration and revalidation of doctors and other medical professionals ensuring their fitness to practise.

What are soft skills?

Soft skills are general attributes that are not specific to a job role or industry as they can be applied to any number of different roles however they are essential skills for all jobs. They include personality traits and interpersonal skills that characterise someone’s professional behaviour and how they relate to others. Soft skills can also include attitude to work, including conscientiousness, the tendency to be organised, responsible, and hardworking, motivation, adaptability, empathy, openness to new experiences, and the ability and desire to learn.

Soft skills are often developed through life experiences, practice, and self-reflection, and can be refined through various methods such as attending training / workshops, coaching, reading, or seeking feedback from others. Soft skills are not just limited to the workplace, they also play a significant role in our personal lives and are a vital component of both personal and professional success.

Although soft skills have more to do with character and behaviour, they can be learned and developed in much the same way as hard skills, although the learning methods may differ. Soft skills are more subjective and not as easily defined and there is always room for improvement and development. For some people these skills may be intrinsic, however for most they are learned behaviours developed over time through repetition and ongoing training.

Soft skills can commonly be referred to as transferable skills, personal skills, or core skills. Soft skills are a major focus of recruitment as they can offer an insight into a person’s approach to work beyond the technical or context-specific aspects of their role. Bloomberg’s analysis of Reed Recruitment’s data in early 2024 reveals that more employers are looking for soft skills over experience and technical skills, noting that mention of excellent communication in job adverts increased by 18 per cent compared to pre-COVID levels.

Soft skills examples

Different employers will value soft skills differently. Some examples of desirable workplace skills include but are not limited to:

• Communication skills – these can include written, verbal and non-verbal communication skills. Being able to articulate thoughts and ideas clearly and concisely are crucial in both personal and professional life.
• Interpersonal skills – these are the skills needed to build and maintain effective personal and professional relationships.
• Initiative – this is the ability to assess and initiate things independently, to be resourceful and work without always being told what to do.
• Teamwork – being able to work collaboratively to achieve a common goal is an important aspect of many different roles.
• Problem analysis – analysing and identifying the root cause of issues, helps to o generate and implement effective solutions to problems.
• Problem-solving – this is the process of achieving a goal by overcoming obstacles by employing a logical and systematic approach
• Critical thinking – this skill involves evaluating evidence, identifying assumptions, recognising biases and drawing logical and evidence-based conclusions.
• Decision-making – this is the ability to make informed and timely decisions.
• Innovation – creating new ideas, products, services or processes is a crucial skill needed by all types of organisation to enable them to develop and grow.
• Adaptability – the nature of work is ever-changing so the ability to adapt and embrace change is a highly sort after skill.
• Time management – this skill is vital for meeting deadlines and achieving business goals.
• Stress management – working in high-pressure situations, remaining calm under pressure and employing coping strategies so that the pressure does not negatively affect health and wellbeing is an important skill to develop.
• Leadership – these are the skills needed to inspire and motivate others to achieve a common goal.
• Creativity – this skill is essential for innovation, process improvement, and finding new solutions to complex problems.
• Emotional intelligence – this is the ability to manage both your own emotions and understand the emotions of people around you.
• Conflict resolution – this skill can help to resolve disputes, build consensus, and promote collaboration in a team environment.
• Negotiation skills – this is the ability to build relationships, resolve conflicts, and achieve mutually beneficial outcomes.
• Persuasion skills – being able to convince others of your ideas and opinions can influence decisions, build consensus, and negotiate win-win outcomes.
• Active listening – this requires mastering many skills, including reading body language and tone of voice, maintaining your attention, and being aware of and recognising others’ emotions and perspective.
• Customer service – these skills are valued across many industries, building strong customer relationships, fostering loyalty, and enhancing the organisation’s reputation.
• Empathy – the ability to understand and share the feelings of another person or group is an important aspect of interpersonal relationships
• Flexibility – being flexible means that you can work effectively in changing or fast-paced environments, handle unexpected challenges, and maintain a positive attitude.
• Reliability – this skill involves being accountable, punctual, trustworthy, dependable and responsive.
• Goal-setting – this involves prioritising tasks, tracking progress, maintaining motivation in the face of challenges, staying focused on goals, and maintaining effective relationships.
• Patience – this is a skill required to remain calm and composed even in challenging situations.
• Presentation skills – this involves effective communication, organisation, and the ability to engage with an audience whether in writing or in person.
• Self-motivation – this is the process that initiates, guides, and maintains goal-oriented behaviours.
• Attention to detail – by utilising this skill, employees notice small details and ensure accuracy which helps to minimise errors and delivers high-quality results.
• Diversity and inclusion – the ability to work effectively with people from diverse backgrounds.
• Resilience – having this skill enables employees to cope with stress and bounce back from setbacks, and to maintain productivity, overcome obstacles, and maintain positive relationships with colleagues.
• Work ethic – this is a personal set of values that determines how any employee approaches their work. Having a strong work ethic demonstrates that an employee is highly motivated and willing to produce consistently high-quality results.
• Trustworthiness – being honest, reliable, truthful and accountable are important aspects of behaviour that are sort by all employers.

When you are applying for a job, the person specification section of the job description should indicate the types of soft skills that the employer is looking for in an ideal candidate. For example, if we again take the example of when recruiting for a Project Manager, the recruiting employer may list soft skills such as time management, interpersonal skills, team working and attention to detail as essential criteria for the role.

Why are soft skills needed?

Soft skills are the skills we use to communicate, build relationships, approach work and life, manage our time effectively, solve problems, and much, much more. Developing soft skills is crucial in today’s job market where employers value employees who can demonstrate a range of interpersonal and transferable skills to complement their hard or technical skills that together can help the organisation to thrive. LinkedIn’s analysis of job listings, recruiter messages and the skills possessed by recent hires found that soft skills reign supreme for UK employers in 2024, making up most of the top 10 most in-demand skills.

Whilst most roles across a variety of industries will require a mix of hard and soft skills, there are roles such as those in customer services where employers rely primarily on an employee’s soft skills.

Soft skills enhance a person’s employability and can make all the difference when it comes to the interview stage. Candidates who lack the requisite hard skills for a role will rarely make it to the interview stage, so soft skills can become what will differentiate one qualified candidate from another. Hiring managers place a great deal of importance upon whether a prospective candidate has the appropriate soft skills to fit into their organisation, develop productive relationships, deliver results and add value to the organisation.

Many soft skills are highly practical, such as efficiency, prioritisation, organisation and time management and these are all traits that are becoming increasingly critical for remote and hybrid workers. Remote home workers in particular need to have the discipline to structure their day, and to be highly effective within a set time frame to deliver work within deadlines and to avoid blurring the line between work and home life and risking a work/life imbalance.

Soft skills are not only useful at work; they are generally invaluable in your personal life too. The same skills that enable workers to operate successfully in an organisation are transferable to develop successful interpersonal relationships in everyday personal interactions.

Hard skills vs soft skills

As we have seen, hard skills are the role-related qualifications, experience and abilities that are necessary to complete tasks, whereas soft skills are personal qualities, traits, behaviours, and interpersonal attitudes that have a bearing how you work. In employment, hard skills and soft skills are not mutually exclusive. Both are vital in order to perform well at any job. People will almost always need both the hard skills to perform the technical aspects of their role as well the soft skills that affect how they work and which gives them the ability to interact effectively with others.

Whilst both types of skills are often interconnected, there are differences in how both sets of skills are assessed, hard skills can be assessed and verified quantitatively through certifications and tests. Soft skills, however, are harder to quantify and are assessed qualitatively, often through behavioural interviews and assessments, observations, or feedback.

Final Thoughts

Looking to the future, many of the highly technical parts of work are becoming increasingly automated, or are being replaced by technological tools such as artificial intelligence (AI). However, currently AI cannot replicate soft skills such as emotional intelligence, creativity or leadership, so highly developed soft skills will become even more sort after by employers in the future to complement the technological advancements that may replace the need for some hard skills.

As the role of AI grows, the importance of soft skills is increasing across industries. Rather than replacing humans, AI will enhance human capabilities and these human qualities are crucial for navigating the complexities of modern work environments, where ambiguity, interpersonal relationships and ethical considerations play a central role.

Technical hard skills will still remain important in many workplaces, however developing and enhancing soft skills will be critical for organisations to remain competitive and viable. LinkedIn’s 2023 Talent Trends Report found that 70% of companies are now focusing more on soft skills training for their employees.