Hard Skills vs. Soft Skills

Glossary of HR Terms Hard Skills vs. Soft Skills

What are Hard Skills vs. Soft Skills?

Hard skills are measurable, technical abilities that can be taught and tested, such as coding, data analysis, accounting, or operating machinery. Soft skills are non-technical, interpersonal, and behavioral abilities like communication, teamwork, adaptability, and problem-solving. Together, they form the foundation of an employee’s ability to succeed in a role.

Why it matters

Employers increasingly recognize that both hard and soft skills are essential for long-term success. While hard skills prove a candidate can perform specific tasks, soft skills often determine how effectively they collaborate, lead, and adapt to change. Striking the right balance between the two helps organizations hire, develop, and retain well-rounded talent.

Where it fits in the HR stack

Hard and soft skills are evaluated across multiple layers of the HR stack. In talent acquisition, they are assessed through résumés, pre-employment assessments, and interviews. Within learning and development, they are strengthened through training programs that build both technical expertise and behavioral competencies. In performance management, organizations track how employees apply these skills in their daily work. Finally, in succession planning and career development, hard and soft skills are aligned with future roles to prepare employees for long-term growth.

Common use cases/Examples

  • Testing hard skills like Excel modeling, Java programming, or financial reporting during recruitment.
  • Assessing soft skills such as leadership, conflict resolution, or emotional intelligence through interviews or behavioral assessments.
  • Creating balanced job descriptions that highlight both technical requirements and interpersonal competencies.
  • Offering upskilling and reskilling programs that blend technical training with communication or leadership development.
  • Using people analytics to identify skill gaps across teams.

Examples of companies that use it:

  • Tech companies like Google and Microsoft, which assess hard skills in coding challenges and soft skills in collaboration exercises.
  • Enterprises such as Deloitte and PwC, which design leadership development programs emphasizing both technical expertise and soft skills like communication.
  • SMBs and startups focusing on adaptability, creativity, and teamwork in addition to role-specific skills.

FAQ

It depends on the role. Technical jobs may require stronger hard skills, while leadership and customer-facing roles often rely more on soft skills. Most organizations seek a balance of both.

Through certifications, tests, technical assignments, or demonstrations of ability (e.g., coding challenges or language proficiency exams).

Through behavioral interviews, 360-degree feedback, psychometric assessments, and observation of interactions in real or simulated scenarios.

Yes. While some people may have natural tendencies, soft skills like communication, leadership, and adaptability can be developed through training, coaching, and practice.

As automation and AI handle more technical tasks, human-centric skills like collaboration, critical thinking, and empathy are increasingly vital for innovation and long-term success.