10 Tips for Putting Soft Skills at the Heart of Hiring


It’s all very well to say ‘Put soft skills at the heart of your hiring process’ but sometimes people need a little help knowing what to do and where to start. Here are my 10 top tips to help you really make a success of using soft skills analytics in your hiring process:

1. Take the time to really think about what kind of personality you need

What kind of personality, skills and person do you need? This helps you know what to look for and the candidates to know if they should apply or not. Some organisations have hundreds of people applying for just one job, but the job descriptions can be so bad that lots of those people aren’t right. Then hours are wasted sifting through CVs and running tests, all because someone didn’t set the right profile at the beginning of the process.

2. Highlight those soft skills when designing the job description and advert

Make it clear what you are looking for. Ensure candidates can see what kind of personality is needed and what competencies are needed. Try to oming empty phrases such as “great team worker” If you copy the job description from the competition on a job board – rethink point 1.

3. Don’t just look at the here and now, in terms of skills

Look at a person’s potential – do they have the right soft skills (good motivation, initiative and communication skills, for example) so that they can grow into a role? Are you hiring for potential and attitude?

4. Think about how the candidate will fit, personality wise, with the rest of the team

Do they fit well to their future manager? Will they make a good cultural fit in the organisation? These are important questions and if you have three great candidates, how they will fit in with their colleagues and boss could be the deciding factor. A good screening software helps you here.

5. Really look at the candidates

Don’t just look at what you want and need. Always keep in mind that there’s a person on the other side. Employer branding is so critical these days and making sure candidates have a good experience, whether they get the job or not, is an important part of that.

6. Be more human than resources

Technology should allow you to have more time to devote to what is most precious and important, so have systems in place that help you to focus on the human stuff, rather than just processes. HR has become far too process driven – onboarding people, processing CVs, etc. Let systems do this because they actually do it better than humans can. Then HR can focus on the human side of HR instead. We still need quality interviews, for example.

7. Make interviewing people who are not a good fit something of the past

With softfactors, you should only be interviewing people who are a good fit. And good fit means not only skills, education and experience but also the right personality, competencies, motivational drives, etc. At softfactors, we have found that a soft skills pre-screening and assessings reduces the amount of time spent interviewing by 50% or more.

8. Give candidates feedback about their fit early

It is part of ensuring there is a good candidate experience. With softfactors testing, candidates receive near instantaneous online feedback about how the test went. Especially younger applicants (not only generation Y – but also) are expecting a direct, immediate and personized feedback.

9. Combine data with gut feeling at interview

Don’t rely on just one, but both together – data and gut feeling. At the end of the day, it’s a person to person thing. And an interview is often a shining performance for one or two hours (on both sides) so using data for your interview helps you detect and read a person – along with your great interview skills.

10. Use the information you have gathered for onboarding and development

Don’t let it just go to waste once the hiring decision is made. People development can start with hiring. The software highlights a person’s gaps, their strengths and weaknesses. This enables organisations to formulate development plans for new hires at the very beginning of the employer-employee journey. Onboarding starts with pre-screening and people development too: that is why we developed softfactors.

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50+ Online Sources for HR Managers

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Inspired by recent HR and HR Tech related selections from William Tincup and Tim Sackett as well as those previously done by Sabrina Son from TINYpulse and Hagi Trinh from Recruitee, The HR Tech Weekly® generated its’ own list of online sources for HR Managers.

It has taken us just several minutes to write it down and therefore we consider it as our primary reading list. There are different types of web-based sources in here excluding just Social Media accounts, which in itself are the powerful media tool.

The list is not exhaustive for sure. It can easily be expanded up to 100 or 200 and still would not be complete as there are thousands of them, really. Numbering is not related to any ranking and done in an alphabetical order.

It should be treated as a good start for someone’s journey to the fascinating world of Human Resources, HR Technologies, Recruitment and People Development, and be helpful not only for dummies but also for ‘advanced users’ to keep their bookmarks in order.

Also we consider important to note that this is our proprietary choice, and here we go:

  1. 42 Hire: https://42hire.com
  2. BambooHR Blog: http://www.bamboohr.com/blog
  3. Bersin by Deloitte: http://bersin.com
  4. Boolean Black Belt: http://booleanblackbelt.com
  5. Boolean Strings: http://booleanstrings.com
  6. Bounty Jobs Blog: http://blog.bountyjobs.com
  7. CIPD | Chartered Institute of Personnel and Development: http://www.cipd.co.uk
  8. Crelate Blog: https://www.crelate.com/blog
  9. DDI® | Development Dimensions International: http://www.ddiworld.com
  10. Elucidat Blog: https://blog.elucidat.com
  11. Entelo Blog: http://blog.entelo.com
  12. Fistful of Talent: http://fistfuloftalent.com
  13. Glassdoor for Employers: https://www.glassdoor.com/employers/blog
  14. Google re:Work: https://rework.withgoogle.com
  15. HireVue Blog: https://www.hirevue.com/hirevue-blogs
  16. HR Bartender: https://www.hrbartender.com
  17. HRD | The HR Director: https://www.thehrdirector.com
  18. HR Grapevine: http://www.hrgrapevine.com
  19. HR Magazine: http://www.hrmagazine.co.uk
  20. HR Morning: http://www.hrmorning.com
  21. HRN Blog: http://blog.hrn.io
  22. HR Open Source: http://hros.co
  23. HR Tech Fest: http://techfestconf.com/hr
  24. HR Technology® Conference & Exposition: http://www.hrtechconference.com
  25. HR Tech World Congress: https://hrtechcongress.com
  26. HR Trend Institute: http://hrtrendinstitute.com
  27. HR Zone: http://www.hrzone.com
  28. Human Resource Executive Online®: http://www.hreonline.com
  29. Jibe Blog: https://www.jibe.com/blog
  30. People Matters: https://www.peoplematters.in
  31. Recruitee Blog: https://recruitee.com/blog
  32. Recruiting Blogs: http://www.recruitingblogs.com
  33. RecruitLoop Blog: http://recruitloop.com/blog
  34. SHRM® | Society for Human Resource Management: https://www.shrm.org
  35. Skeeled Blog: http://blog.skeeled.com
  36. Social-Hire: http://www.social-hire.com
  37. Social Talent Blog: http://www.socialtalent.co/blog
  38. Sourcing Wizard: http://www.thesourcingwizard.com
  39. Steve Boese’s HR Technology: http://steveboese.squarespace.com
  40. Talent Board: http://www.thetalentboard.org
  41. Talent Culture: http://www.talentculture.com
  42. The HRIS World: http://www.thehrisworld.com
  43. The Human Resources Social Network: http://www.hr.com
  44. The Savage Truth: http://gregsavage.com.au/the-savage-truth
  45. The Tim Sackett Project: http://timsackett.com
  46. TINYpulse Blog: https://www.tinypulse.com/blog
  47. TLNT | Talent Management and HR: http://www.eremedia.com/tlnt
  48. Xenium Blog: http://www.xeniumhr.com/blog
  49. #HRTechTank: http://hrtechtank.com
  50. #HRU | HR Unconferences: http://www.globalhru.com

Featured link: Firing Line with Bill Kutik®

Supplementary reading:
The HR Tech Weekly® | Official Website: https://hrtechweekly.com
The HR Tech Weekly® Blog: https://blog.hrtechweekly.com
The HR Tech Weekly® Digest: http://digest.hrtechweekly.com
HR Tech Online: https://hrtechonline.com 
HR Tech Magazine: https://hrtechmagazine.com

Startups – The end or beginning of a great story?

Written by Avisha Verma | Originally published at People Matters.

Recent layoffs by Zomato & TinyOwl suggest strategy overhauling is the biggest need for continuous and successful growth.

Avisha Verma, Content Associate at People Matters

Over the past few years, Indian economy has been flooded with startups – some of them braved the storm and established themselves as trends, while others face the reality check with failures. More than successes, the entrepreneurs behind these startups faced issues which they couldn’t deal with, and their business ventures closed even before they could gain foothold in the market.  Investors in the food-based ventures were upbeat about the entire online food business. But the recent layoffs in the biggest app-based Zomato and then TinyOwl increasingly show that startups are dealing with major strategic mistakes. Fancy words like funding, growth or success stories are not helping these ventures anymore. While startups hire with great gusto, they are also quick with firing employees. It’s time that these ventures make a reality check. Addressing issues and finding solutions to the mistakes will help the startups tide over the difficult times.

Cost cutting is the major reason why startups often lay off employees. The same is echoed by Tanuj Khandelwal, Co founder of TinyOwl said, “the elimination of certain positions in the company have been made on a strategic level, to increase efficiency, productivity and re-direct our diverse talent to focused departments, providing the best innovative offerings to our customers. We appreciate the contributions of all the employees in making TinyOwl an amazing growth story. We see this development as a positive move towards growth, and will continue to hire informed talent across the country, to provide our customers a seamless food ordering experience.” The word which Khandelwal emphasised is ‘hire informed talent’. It has been startups biggest problem – hiring everyone and anyone when the business is being established – in order to attract investments. Once the investments are in place, the strategic team look for loopholes to close. And that’s when they realise the futility of employing a certain number of people. Mistakes like poor job descriptions that attract lesser potential candidates are often hired in a hurried interview process. To ensure efficiency in recruiting the right candidate for the right job, a consistent interview process must be created, as clear job descriptions attract quality candidates.

Zomato on the other hand have a different reason to offer. Dipender Goyal, Zomato CEO, said, “slow economies or small markets cast their shadow on operations as opposed to the ‘Full Stack’ sectors. Therefore they require smaller operations in these areas, fewer people will be the requisite. In these areas of ‘enterprise’, they will mainly concentrate on transactional businesses pertaining to mainly booking reservations and advertisement. Thus they will be cutting costs and stabilizing their businesses in this sector region.” Once the ventures start to expand, the company gives less importance to employee training. Since the startups run on operational costs most of the time, or till they see the face of profit, employee training is least of their concern. But what these ventures fail to realise is, providing new opportunities of growth for employees and ensuring the new recruits also learn the tools of business in the right possible way will have a far greater impact on the companies’ growth and success stories.

A number of startups have bucked the failure tag, and have raised funds to continue their business. So, is the trend of startups going to end soon? Well, going by the number of new businesses being established every single day, it seems not. But the point is, these layoffs are surely indicating the need for major overhaul in the processes how a startup works. Needless to say, correcting wrong strategies mid-way or in the earlier days are much better than continuing with the wrong ones.

The reasons given by the two chiefs of the startups Zomato and TinyOwl will be a benchmark for other new ventures to think over successful and workable strategies for preventing layoff and sustain the business for a very long time.

Topics: Leadership, Learning & Development, Culture

Source: Article: Startups – The end or beginning of a great story? — People Matters