Soft skills analysis

Are you hiring a master of productivity or a headache with legs?

The information contained in a CV is only a small portion of the data needed in order to make an informed choice of candidate for a given position. Total experience working with various technologies tells us little by way of the positive impact we can expect from a given person on our company. Total working experience with various technologies inform us about the positive impact we can expect from a given person on our company. Armed with this knowledge IT companies increasingly pick candidates with less working experience but who are better suited to their needs in terms of soft skills or even selected personality traits, putting a candidate’s suitable predispositions and desire to learn over their already-acquired experience. Armed with this knowledge, IT companies are increasingly looking for candidates with less working experience but who are better suited to their needs in terms of soft skills or even selected personality traits, putting a candidate’s suitable predispositions and desire to learn over their already-acquired experience. Why do they do this? What kinds of competencies can be analyzed prior to hiring a new employee? Why do they do this? What kind of competencies can be analyzed prior to hiring a new employee?

The cost of recruiting the wrong specialist

Well known researcher, Dewitt Latimer, estimates that the costs of replacing a worker who was fired or decided to quit the organization due to a wrong hiring decision are close to the biannual salary of that worker, with most being intermediary costs such as recruitment, time spent by other employees introducing them to the job, the time in which their assigned tasks remain uncompleted or realized in an inefficient manner. In the case of an experienced IT specialist these costs amount estimates around 100 000 PLN.

The remaining consequences

Even if an employer decides to keep on the person that turned out to be ill-suited to the position, they open themselves up to losing out on the lowered efficiency of the employee’s work, a higher risk of cost-generating mistakes on behalf of the worker, and in some cases the loss of clients. A person, who through his attitude, undermines the organization’s internal culture also contributes to the reduction of efficiency and commitment, and even to increase the rotation of other employees.

What can we gain?

By analyzing the soft skills of a candidate we make significant opportunities and dangers of hiring them too soon, alongside with their weaknesses, which we can then supplement. By ignoring this step we risk hiring an individual completely unsuited to a given role within a team, or in other cases, losing a very promising candidate to a different company.

Which competencies to analyze?

As an example, a programmer’s effectiveness is determined by his skill in communicating and collaborating with his other team members. For a tester, inquisitiveness and patience when bugtesting are priceless. A frontend specialist requires the ability to put themselves in the shoes of a regular user. All these skills, although very important, are neither readable on a CV, nor detectable during a standard job interview.
Hunt4IT adapts to emerging trends. That is why we provide our clients with a wide range of tools for analyzing soft skills and personality traits at the recruitment stage, alongside with candidates’ efficiency in creating high-quality code and problem-solving. We encourage you to look into our offer. IT recruitment done in cooperation with us will end in success.