What are hard skills?
Hard skills are the technical abilities needed to complete a job. They can often be quantitatively measured and are typically acquired through education, training, or experience. Hard skills are often job-specific and technical in nature, such as proficiency in programming languages, operating machinery, accounting principles or statistical analysis.
How hard skills compare to soft skills
While hard skills are technical abilities someone learns as part of a job, soft skills relate more to how a candidate executes the work. They often come from a candidate’s natural qualities, personality traits and talents, such as being empathetic or creative. However, soft skills can also be learned over time.
When compared to soft skills, hard skills are also often easier to measure or quantify. For instance, you can check for fluency in a foreign language or assess an accountant’s ability to complete financial documents correctly. It’s not always as easy to measure soft skills like creativity or adaptability.
Common soft skills that recruiters may see on many resumes include:
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Emotional intelligence
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Written and verbal communication
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Empathy
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Teamwork
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Problem-solving
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Creativity
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Time management
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Flexibility
Why are hard skills important?
When candidates have the hard skills required for the open position, they can often hit the ground running quickly. While they still need to complete your company’s onboarding process, they may not need as much training to learn the technical aspects of the job. Seeing hard skill examples on their resume can help you gauge how prepared they are to handle the job successfully.
In some fields, hard skills are essential for safety. An electrician needs the hard skills required to wire a panel correctly to avoid electric shock and fires. A forklift driver needs to know how to operate the machine safely to avoid crashing or dropping a heavy load. Nurses require the hard skills to insert an IV, perform CPR and administer medications correctly to protect patients.
Evaluating hard skills during the hiring process does more than let you compare applicants, it also ensures that candidates can perform job duties safely and successfully. If two candidates are equal in other ways, having them take an assessment on an essential hard skill could show you which person has a slight edge.
Examples of hard skills
Although not comprehensive, the following list of hard skills can help you better understand what they are. You can also use this list as inspiration when writing job descriptions.
Information Technology
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Programming Languages (Python, Java, C++)
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Database Management (SQL, NoSQL)
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Cybersecurity (Network security, ethical hacking)
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Cloud Computing (AWS, Azure, Google Cloud Platform)
Finance and Accounting
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Financial Analysis (Analyzing financial statements, budget forecasting)
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Accounting Software (QuickBooks, SAP, Oracle Financials)
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Taxation (Tax regulations, tax preparation)
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Audit (Internal and external auditing processes)
Healthcare
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Medical Coding (ICD-10, CPT coding)
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Clinical Procedures (Phlebotomy, medication administration)
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Electronic Health Records (EHR) (Epic, Cerner)
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Patient Care (Assessment, care planning)
Engineering
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CAD Software (AutoCAD, SolidWorks)
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Project Management (PMP, Six Sigma)
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Circuit Design (Designing and testing electronic circuits)
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Mechanical Engineering (Thermodynamics, fluid mechanics)
Marketing
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SEO/SEM (Search engine optimization, search engine marketing)
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Data Analytics (various analytics tools, Tableau)
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Content Management (CMS platforms like WordPress, Joomla)
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Social Media Marketing (Managing and growing social media presence)
Human Resources
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Talent Acquisition (Recruiting and hiring processes)
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HRIS Systems (Workday, SAP SuccessFactors)
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Employee Relations (Labor laws, conflict resolution)
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Compensation and Benefits (Designing and managing packages)
How to assess hard skills
You know what hard skills you expect from job candidates, but how do you figure out if they have them? There are several evaluation methods to help you accurately gauge if a candidate has the desired skills and competency level. Below are some ways to assess hard skills in candidates and employees.
1. Resume review
Resumes give candidates the chance to share the hard skills they have that relate to the job. Look for concrete examples of hard skills along with data that help quantify them. For instance, an applicant for a data entry or administrative assistant job might list their typing speed as a measurement of their typing skills. A sales candidate might include the size of a lead database they managed to highlight their proficiency in CRM systems like Salesforce.
Using applicant tracking software can help you screen large numbers of resumes to find the hard skills you’re looking for. These software programs offer automated screening tools, such as keyword searches, to help you identify applicants for the interview phase.
2. Interview questions
Asking targeted interview questions about hard skills can give you a better idea of the applicant’s proficiency levels. You might ask the candidate to tell you about specific situations where they used hard skills related to the job.
You can also ask how they would handle hypothetical situations based on hard skills. For example, you might ask a plumber how they would repair a frozen pipe. They should be able to walk you through the process, outlining the safety precautions they would take and the tools they would use to fix the issue.
3. Formal assessments
Because hard skills are attributes you can often easily measure, using formal assessment tools during the hiring process can help you evaluate candidates. Indeed’s skills tests cover a wide range of topics in many industries, making it easy to assess applicants. Choose premade assessments that evaluate the hard skills that are most important to the role. When applicants complete the testing, you can compare their results and get a sense of how strong they are at the particular skills.
4.Work simulations
Another way to evaluate hard skills is by including work simulations or role-playing in the screening process. Instead of talking about their skills during an interview, they show you their abilities by putting those skills into action.
When hiring a customer service representative, you might have the candidates take a practice call. For a teaching position, they might instruct a mock lesson. A candidate for a marketing position might develop a mini marketing campaign. In these scenarios, you can either watch the person’s skills as they use them or see the finished product.
5. Reference checks
Past supervisors or co-workers likely have insight into an applicant’s hard skills as they relate to the position. Ask about specific hard skills when you chat with references. You might also verify the details the candidate tells you in the interview. For instance, if they say they have advanced Microsoft Excel skills, ask their references to confirm their proficiency level.
6. Credential checks
A background check can also help evaluate an applicant’s hard skills. Successfully completing a degree in a particular career field means the candidate completed the required coursework and should have a good command of the skills. Certifications and licenses for specific careers often require exams and field experience, which allows the candidate to gain hands-on hard skills. Check with the credentialing agency to make sure the candidate actually earned the credential and that it’s still in good standing.
FAQs about hard skills
How can employees gain new hard skills?
Learning hard skills can come through many formal and informal methods. Formal learning might happen through college programs, credential programs and organized training sessions. An example of hard skills in informal learning is self-teaching. Other methods of gaining hard skills include mentorship programs, hands-on training, apprenticeships, books, online classes and trial and error.
What should you do if an applicant lacks important hard skills?
Because employees can learn hard skills, an applicant who’s missing certain hard skills list for the position could still succeed. Look at the overall picture when considering a candidate who doesn’t have all of the hard skills you expect. Do they have other beneficial traits that could help your company? If so, you might offer them the position with the agreement that they need to complete training or otherwise learn the missing hard skills.
Are hard skills more important than soft skills?
Hard and soft skills both matter when hiring employees. Hard skills give them the tools to handle their tasks, and soft skills help them do those tasks well. For example, a highly trained expert, like a doctor, often requires strong communication skills to discuss issues with patients. An engineer would benefit from a collaborative mindset to enhance teamwork.