Personality Profiling and Soft Skills Assessment Important in Recruitment Process
Written by Geoff Newman on 4/15/2011
A survey of more than 5,000 British business owners has shown that soft skills, such as good communication and networking abilities, often make the difference between success and failure for candidates in the recruitment process.
The survey was carried out by Virgin Media Business, and showed that 85 per cent of bosses cited a 'can-do' attitude and soft skills as a key attribute they look for in a new recruit, with academic credentials and professional qualifications lagging far behind with just 27 and 28 per cent respectively.
Only 25 per cent of employers said that they prioritised a candidate's computer skills when they were scanning CVs, with basic office-level IT skills assumed as a given skill by most employers.
Virgin Media Business's director of customer service, Phil Stewart, said that he was of the same opinion that soft skills had paramount importance when it came to deciding on new hires.
"The job market is saturated with an influx of applicants; from university-leavers competing for a small pool of graduate schemes, to a host of 18 year-olds entering the job market for the first time, having been put off university by the rise in tuition fees," he said.
"Businesses are spoiled for choice, giving employers carte blanche to hold out for workers with the right personalities that can set them apart from competitors."
Geoff Newman, chief executive with online recruitment agency Recruitment Genius recognises the importance of attitude and personality, but also the difficulty in accurately assessing.
“There are so many personality assessment products on the market, suitable for every budget and role imaginable. However many employers tend to prefer gut instincts, inevitably leading to them hiring people similar to themselves. This not only presents a diversity issue, but is also not the correct strategic approach to hiring staff.”