The best hard and soft skills to recruit for

Recruiting the right talent isn’t about ticking boxes on a checklist of qualifications. You need to identify the perfect combination of technical expertise and interpersonal abilities to create a team that can perform and collaborate effectively.

In this article, Remote shares the best hard and soft skills to look for when recruiting, why balancing these skills is critical, and how you can refine your hiring strategy to build top-performing teams.

What are hard skills and soft skills?

Hard skills are specific, teachable abilities or knowledge sets that are acquired through education, training, or hands-on experience. These skills are often quantifiable and can be demonstrated through certifications, degrees, or measurable performance outcomes. 

Hard skills are often job-specific and required for certain tasks within a role. Examples of hard skills include programming, engineering, technical writing, and data analysis. 

Soft skills are non-technical skills that help you interact effectively with other people and work better. Unlike hard skills, soft skills are often developed through personal experiences, reflection, and practice in real-life situations.

Soft skills help build a harmonious and productive work environment, making them just as valuable as hard skills. Examples of soft skills include emotional intelligence, communication, problem-solving, and leadership.

Hard skills that recruiters should prioritize

Smart recruiters prioritize hard skills required for a team or role. These often include proficiency in tools and technologies, like software development for tech roles, financial modeling for finance professionals, or CAD software expertise for engineering positions. Data analysis, digital marketing, cybersecurity, and cloud computing are increasingly in demand across industries. 

Recruiters prioritize hard skills required for a role because they ensure candidates can effectively perform the core tasks of the position. You can evaluate a candidate’s hard skills through technical assessments, certifications, or work samples.

Examples of hard skills by industry

Examples of hard skills vary widely by industry but are specific to the technical demands of each field. Here are some examples of the specialized hard skills required for popular industries. 

Information Technology

Hard skills required for Information Technology (IT) professionals include:

• Programming Proficiency You need an IT professional who is proficient in programming languages such as Python, Java, and SQL. IT professionals with these hard skills can help your organization with software development, database management, and system automation.

• Cloud Computing Skills IT professionals should be able to deploy, configure, and manage cloud services while ensuring security and efficiency. Recruit for professionals with proficiency in platforms like Amazon Web Services (AWS), Microsoft Azure, or Google Cloud. Technical understanding of Docker and Kubernetes also shows your candidate can manage  cloud-based environments.

• Cybersecurity Knowledge To protect your organization from cyber security threats, recruit IT professionals who have hard skills in firewall configuration, data encryption, and vulnerability assessment. Familiarity with frameworks like ISO 27001 or NIST and certifications like Certified Information Systems Security Professional (CISSP) or Certified Ethical Hacker (CEH) also support your candidate’s cybersecurity skills.

Marketing

Marketing professionals require a diverse set of hard skills to design, execute, and optimize campaigns that resonate with your organization’s target audience. Here are examples of hard skills to recruit for in Marketing: 

• SEO and SEM Search Engine Optimization (SEO) and Search Engine Marketing (SEM) drive online visibility, meaning your marketing efforts reach the right audience. Recruit for candidates with these hard skills to strengthen your company's brand.

• Data analytics Recruit for marketers who can make data-driven decisions. Proficiency in tools like Google Analytics, Tableau, or HubSpot means your marketers can track website traffic, user behavior, and campaign performance to market your services to customers.

• Content creation Recruit ‌professionals who know how to create compelling content that engages your audiences. Hard skills include writing persuasive copy, producing videos, designing graphics, and managing content distribution on diverse platforms.

Soft skills that recruiters should look for

While technical expertise ensures that employees can perform specific tasks, team members with soft skills work more effectively. In fact, soft skills are harder to train compared to hard skills, so it’s important to recruit candidates with strong soft skills from the beginning. 

If you are an ambitious company growing globally, look for adaptability and problem-solving skills in your candidates. People with these soft skills enjoy new challenges and technologies, and effectively pivot strategies under pressure. 

Behavioral interviews are a good way to assess the soft skills of a potential team member. For example, you can ask a candidate how they contributed to an organization's success as an interview question.

Examples of soft skills to recruit for in candidates 

Soft skills are even more valuable because they are transferable across roles and industries. Here are some examples of soft skills of people who can thrive in dynamic environments, build strong relationships, and drive long-term organizational success.

Communication and collaboration

Candidates with strong communication skills convey their ideas and feedback clearly, effectively, and courteously. Communication skills include both spoken and written communication, meaning your candidates are well-versed in presentations, emails, and cross-functional projects. 

Miscommunication or a lack of collaboration can lead to project delays, reduced productivity, and costly misunderstandings. Look for candidates who can help and work with others to make sure your organization can reach its goals as a team.  

Emotional Intelligence

Emotional Intelligence (EI) is the ability to recognize, understand, and manage one's own emotions while empathizing with others. This includes soft skills like empathy, self-awareness, and interpersonal sensitivity.

Employees with high EI excel at resolving conflicts, providing constructive feedback, and fostering a positive team atmosphere. They are better equipped to handle stress and adapt to changing situations, making them assets in leadership roles or customer-facing positions. 

Critical thinking and problem-solving

Critical thinkers approach challenges methodically, weighing options and anticipating potential outcomes before making decisions. Problem-solving complements critical thinking by driving action, whether through innovative strategies, creative solutions, or practical fixes. Candidates with these soft skills are adaptable and resourceful, able to navigate uncertainty and address problems proactively.

Building a recruitment strategy around hard and soft skills

With smart recruitment tactics, you can find well-rounded candidates who can excel in both technical tasks and interpersonal dynamics.

For example, you can craft clear job descriptions that attract candidates with strong hard and soft skills. For each role, be specific about the hard and soft skills required for success, and prioritize what you are looking for in a recruit. 

Better yet, Remote Talent helps you attract and recruit top global talent all in one place. If you are opening your talent pool to international employees, use precise location and time zone details in job listings to cut down on mismatched applications. You can also revise job descriptions with AI to attract the best candidates with the soft and hard skills that you are looking for.

To start hiring top candidates with strong hard and soft skills, start a free trial with Remote Talent today.

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