In the Sunday, July 20th, 2008 Denver Post Jobs section, there was an article by Nora Caley that stated 53% of Chief Financial Officers would hire a candidate with fewer technical skills if they had strong soft skills. (Survey was by Robert Half Management Resources)
That means candidates with great personal and communication skills have an advantage. Why is that? Well, once a person is hired their ability to work with the people around them is of greater importance than their technical skills. The desire to learn, motivate and communicate with others is what drives business forward. If you can't grease the wheels of the machine, the machine stalls out.
The bottom line is that soft skills like great communication and interpersonal skills are harder to teach. Anyone can learn to become more proficient at MS Word or other computer programs, not everyone can learn quickly to be self motivated, empathetic, or a great listener.
Most people do not know how to test for soft skills because they are not as easily defined. There are specialized tests for emotional intelligence out there but the Sure Hire Assessment does two things.
First, it identifies what drives a persons' motivation and how they communicate. Second, it allows anyone to learn those traits and develop a greater awareness of soft skills.
Management will understand a persons soft skills and be able to adjust their approaches to have better soft skills management themselves in dealing with the candidate.
Overall, it is a win win for all parties. We can even teach your human resource department how to use our process in their hiring procedures. The Sure Hire Assessment will identify the soft skills a candidate has and you will have the best information possible about the candidate when you make your hiring decision, or your money back.
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