Hard skills vs Soft Skills: What’s the difference?

When it comes to describing the skills that employees possess, the terms "hard skills" and "soft skills" are often used. Hard skills refer to specific, technical abilities that can be quantified, such as programming languages or financial analysis. Soft skills, on the other hand, are more subjective and difficult to measure, such as communication and problem-solving abilities.

While hard skills are important, recent research in organizational psychology suggests that soft skills may be even more valuable to organizations. A study by the Stanford Research Institute International and the Carnegie Melon Foundation revealed that 75% of long-term job success is based on soft skills, while only 25% is based on hard skills.

Additionally, a study by Deloitte found that soft skills such as creativity, emotional intelligence (EQ), and critical thinking are among the most in-demand skills for employers. These skills are essential for employees to work effectively in teams, adapt to change, and communicate effectively with colleagues and customers.

Furthermore, "human skills" are being seen as a more accurate term to describe soft skills, as it highlights the importance of understanding, relating, and interacting with people in the workplace.

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Our research found a human skill that impacts employee performance and well-being the most. Which one? Read all about it here

Although hard skills are necessary for specific job tasks, soft skills or human skills are increasingly becoming more essential in today's workplace. Organizations should prioritize the development and hiring of employees with strong soft skills to ensure long-term success.