Hard Skills to Look for While Hiring - blog image

6 Must-Have Hard Skills to Look for While Hiring

Kelly Barcelos on February 3, 2024 in Insights

Key highlights

  • 75% of recruiters face a challenge finding skilled workers for their company.
  • Strategic hard skills evaluation reduces turnover and builds a high-performing team.
  • You can select top talent by using Jobsoid for your hiring processes.

Companies strive for excellence in this fast-changing landscape. 75% of employers admit it is difficult to find skilled workers. Their focus shifts from just filling positions to selecting a team with the essential skills required in the industry. However, soft skills are important for a candidate’s cultural fit; strong hard skills show their competency. Hard skills are specific abilities or knowledge that can be easily gained and measured.

Read to learn the significance of hard skills in recruitment. Also, explore what hard skills are, hard skills examples, and how to evaluate them.

What are hard skills in recruitment?

Hard skills are often referred to as technical skills. These are the specific abilities that candidates bring to their roles. They contain various capabilities, from technical skills to industry-specific knowledge. These enable candidates to execute tasks, solve problems, and contribute to their work environment. Hard skills are measurable and form the foundation of a candidate’s qualifications.

Hard skills can vary across industries and roles. For instance, a software developer might need expertise in programming languages. Whereas, a digital marketer requires skills in SEO and data analytics. So, you should recognize the relevance of hard skills to drafting job descriptions.

6 examples of hard skills to look for in a candidate

These hard skill examples highlight skills across different domains. They emphasize that the specific skills of a candidate should align with the position’s requirements.

  1. Technical skills

    Technical skills range from proficiency in programming languages to data analysis. Also, data analysis, one of the technical skills, is the sixth most in-demand hard skill recruiters should look for in a candidate. For example, in an IT role, a candidate should know how to code or troubleshoot software issues.

  2. Marketing skills

    Marketing skills include knowledge of SEO, content creation, and social media management. A candidate with these skills can impact the success of your marketing campaigns.

  3. Computer skills

    Computer skills extend beyond basic knowledge of operating systems. Depending on the role, candidates might need expertise in specific software or tools. These include proficiency in Microsoft Office, graphic design software, or project management platforms.

  4. Project management skills

    As per a study, 1.3 million jobs require project management as a mandatory skill. For roles that involve overseeing projects, project management skills are crucial. These include the ability to plan, execute, and track projects. It may incorporate elements such as budgeting, scheduling, and resource allocation.

  5. Analytical skills

    Analytical skills show the candidate’s ability to analyze data and conduct research. They also include deriving meaningful insights from the data. In fields like finance or data science, a candidate should be able to analyze the data. Also, he or she should be able to interpret complex information.

  6. Language proficiency

    It is the mastery of specific programming languages in technology and software development. For example, a software engineer may be proficient in languages such as Java, Python, or C++. Whereas, a web developer may excel in HTML, CSS, and JavaScript.

How to do hard skills evaluation of a candidate

Evaluating hard skills goes beyond a candidate’s resume. It includes a strategic approach to ensure the skills align with the role’s needs. The following steps guide you on how to conduct a hard skills evaluation:

  1. Define essential hard skills

    Begin by defining the essential hard skills required for the position. You can work with hiring managers and team leaders to create a list of non-negotiable skills. You can also list the skills in order of their priority.

  2. Implement targeted assessments

    You should not only rely on traditional interviews but also include targeted assessments. These include practical exercises, case studies, and more. They provide candidates with an opportunity to showcase their skills.

  3. Take practical exercises

    You can create scenarios that show the challenges the candidate may face. This could involve solving problems, completing coding exercises, or simulating project management scenarios.

  4. Conduct technical interviews

    You should conduct technical interviews to delve deeper into a candidate’s hard skills. You can tailor interview questions to assess specific competencies. This will allow candidates to show their knowledge and problem-solving abilities.

Summing up

As companies evolve and the demand for specialized hard skills grows, you should know how to track these hard skills. By prioritizing hard skills evaluation, you can make informed hiring decisions. It will reduce turnover rates and contribute to your long-term success. So, you can build a high-performing team by recognizing the role of hard skills. You should use Jobsoid in your hiring process to speed up and get the best talent for your company. Sign up and get a free demo.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.