Companies are increasingly recognising the significance of soft skills and technical expertise in the rapidly evolving job market. This shift is particularly evident in industries facing talent shortages.
A notable example is Bristol Myers Squibb (BMS), which, about 18 months ago, made a concerted effort to develop cell therapies. This field requires a unique set of specialised skills and experience. As BMS aimed to enhance its capabilities in cell therapy, it encountered a significant challenge: very few applicants possessed direct experience working with this innovative method.
Cell therapy is relatively new, which involves extracting specific cells from a patient, re-engineering them to combat diseases like cancer, and reinfusing them back into the patient.
To tackle this issue, BMS adopted a skills-based hiring approach emphasising soft skill assessments as a critical component of its recruitment strategy. This method prioritises candidates’ abilities and competencies over traditional metrics like formal education and direct work experience. By focusing on what individuals can bring to the table rather than their educational qualifications, BMS broadened its talent pool significantly.
Soft skill assessments can help the organisation understand the following key attributes of a candidate or employee to prepare themselves or the candidate for the realities of working with them:
- Adaptability: Where new technologies and methods are constantly being developed, adaptability is crucial. Soft skill assessments can help identify candidates who are flexible and eager to learn.
- Problem-Solving: Certain positions present complex challenges. Candidates with strong problem-solving skills can be more effective in navigating these situations, even if they come from non-traditional backgrounds.
- Collaboration and Communication: Positions may require teamwork across various disciplines. Assessing a candidate’s interpersonal skills ensures they can work effectively with others, share ideas, and communicate clearly essential traits in forming a collaborative environment.
- Cultural Fit: By incorporating soft skill assessments into the hiring and promotion processes, companies can determine how well candidates align with the organisation’s values and culture. This alignment reduces turnover and fosters a more cohesive and overall more positive workplace.
In addition to conventional pre-employment screening processes, soft skill assessments are invaluable when considering employees for promotions or internal transfers.
Individuals who excel in their current roles may not necessarily possess the soft skills required to excel in leadership or specialised positions. Using soft skill assessments can help identify potential leaders who will thrive in new roles.
- Identifying Leadership Potential: As companies look to fill leadership positions, understanding their employees’ ability to motivate and manage teams is essential. Soft skill assessments can help pinpoint those who possess the necessary interpersonal skills.
- Facilitating Professional Development: Assessing soft skills allows organisations to create tailored employee development plans. By identifying areas for improvement, companies can equip their staff with the skills needed to succeed in future roles, benefiting both the employees and the organisation.
- Enhancing Company Performance: When employees who are promoted or transferred possess strong, soft skills, the likelihood of successful transitions increases, leading to improved team dynamics and overall company performance.
The importance of soft skill assessments in employee screening, promotions, and transfers cannot be overstated. This is particularly true in industries that face rapid change and technological advancement. A proactive hiring strategy, focusing on skills can open new pathways to talent, allowing organisations to build an adaptable, collaborative workforce that aligns with their values.
By integrating soft skill assessments into recruitment and advancement processes, companies can ensure they are filling positions with qualified individuals and fostering an environment where employees can grow, innovate, and excel—ultimately leading to a higher likelihood of organisational success.
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