虽然教诲、学位以及证书对口试中的评分很主要，但人力资源软件供应商iCIMS的一项新研究创造，招聘职员更看重应聘者的软技能。从良好的沟通能力到组织能力，虽然这些无形的品质可能很难被衡量，但它们影响着从生产力到协作的方方面面。
“硬技能是你做的事情，而软技能则是你干事的办法，”iCIMS首席营销官Susan Vitale说。“不幸的是，三分之一的招聘专业人士认为，在过去的五年中，求职者的软技能已经变得更糟了。”
人力资源公司Randstad Professionals总裁Jodi Chavez说，对付应聘者和店主而言，一个好便是每个人都拥有一些软技能。她说：“真正的寻衅在于确定哪些技能是最强的，以及某些特定职位又最须要哪些技能。”“公司可以培训员工的技能技能。但是在另一方面，软技能很难被教会，这便是为什么在低失落业率市场中，公司更该当聘任拥有软技能的员工，然后再培训他们的技能技能。”
如果你正在探求新的事情，以下便是最受招聘职员欢迎的五种软技能：
1. PROBLEM SOLVING办理问题的能力
The most important soft skill was the ability to solve problems, with 62% of recruiters seeking people who can find solutions, according to iCIMS. This soft skill was also the most important for the employee who wants to work in management.
据iCIMS称，最主要的软技能便是办理问题的能力，62％的招聘职员正在探求能提出办理方案的人。这种软技能对付希望从事管理事情的员工也是最主要的。
“Problem solving isn’t practiced as much today as it once was,” says Vitale. “You can go to Google for answers, and we’re not challenged the way we used to be.”
“现在办理问题的办法已不像从前那般须要事事实践，”Vitale说。“你可以到谷歌查找答案，而且我们仍旧也不会被过去的办法寻衅。”
2. ADAPTABILITY 适应能力
The second most important soft skill is adaptability, with 49% of recruiters looking for this trait. This skill was ranked as very important for entry-level positions.
第二个最主要的软技能是适应能力，49％的招聘职员都在探求这种特质。这项技能对入门级别的职位非常主要。
“Larger organizations value problem solving and adaptability the most,” says Vitale.
Vitale说，“大公司最重视办理问题的能力温柔应能力。”
3. TIME MANAGEMENT 韶光管理能力
The third soft skill in demand is an ability to successfully manage time, with 48% of recruiters placing importance on this characteristic.
第三项最须要的软技能是管理韶光的能力，48％的招聘职员很重视这一特性。
“Entry-level workers often come out of the gate being poor at time management, but they can learn strategies on how to run their day,” says Vitale. “It’s most important in smaller organizations, because you have to pivot and wear many hats.”
“入门级事情职员常常一开始不擅于韶光管理，但他们可以学会如何有策略地安排一天的事情，”Vitale说。“在小企业中这一点非常主要，由于你必须在事情中充当不同的角色。”
4. ORGANIZATION组织能力
Being organized is the fourth most sought-after soft skill, with 39% of recruiters ranking it as desirable. It’s often demonstrated in your behavior during the interview process. The most common mistakes, according to the study, include showing up late, forgetting to thank the interviewer, and forgetting the interviewer’s name.
组织能力是第四大最受欢迎的软技能，39％的招聘职员将其列为空想化的一个特质。在口试过程中，这一点常常会通过你的行为表现出来。根据研究，最常见的一些缺点包括迟到，忘却感谢口试官，还有忘却口试官的名字。
5. ORAL COMMUNICATION表达能力
Finally, the ability to speak in public and communicate with others is the fifth most valued soft skill, with 38% of recruiters looking for this skill.
末了，公开拓言并与他人沟通的能力是第五大最有代价的软技能，38％的招聘职员在探求拥有这项技能的人才。
“Good communication skills are, of course, essential,” says Chavez. “Poor communication can lead to misunderstandings and even slow down the workflow, preventing a company from moving forward.”
“良好的沟通技巧当然是必不可少的，”查韦斯说。“沟通不畅会导致误解，乃至会减慢事情进度，阻碍公司向前发展。”
ROLE AND INDUSTRY角色与行业
While soft skills are important in nearly every job, they can be role specific, says Chavez. “In a management position where the role requires one to lead a team, deliver on a project, or drive results, soft skills like emotional intelligence and teamwork are most important,” she says. “However, in roles where someone might work remotely from home, the key soft skills would be adaptability, communication and multitasking.”
查韦斯说，只管软技能险些在每一项事情中都很主要，但不同的职位有不同的技能哀求。“对付管理职位，该角色须要领导一个团队，交付项目或推动结果，像情商和团队互助这样的软技能最为主要，”她说。“然而，在有些可能须要员工在家远程事情的岗位上，关键的软技能则是适应能力，沟通能力和多任务处理的能力。”
The iCIMS study found that certain fields look for soft skills more than others, such as people who work in customer service, human resources, and sales/marketing. For technical jobs, they aren’t as vital. Nearly 1 in 5 of recruiters for IT jobs think soft skills are more important than hard skills, and 24% of recruiters weigh soft skills over hard skills for R&D jobs.
iCIMS的研究创造，某些领域比其他领域更方向于探求拥有软技能的人才，比如客户做事、人力资源和发卖/市场营销等行业。对付技能事情来说，这些软技能并没有同样主要的地位。近1/5的IT招聘招聘职员认为软技能比硬技能更主要；在研究与开拓的事情上，比起硬技能，也只有24％的招聘职员更看重软技能。
“I want my doctor to have hard skills first and soft skills next,” says Vitale. “But if they’re lacking in soft skills, I might not return.”
“我希望我的年夜夫先有硬实力，然后再有软技能”，维塔勒说。“但是如果他们缺少软技能，我可能不会再回来找他就诊。”
HOW TO CONVEY YOUR SOFT SKILLS如何传达你的软技能
While we all have soft skills, demonstrating them during the job application process can be a challenge. “They don’t come across on a resume because there’s no certification,” says Vitale.
虽然我们都有软技能，但是要想在事情申请的过程中展示这些可能是一项很大的寻衅。“这些软技能不能涌如今简历上，由于它们没有办法被认证，”Vitale说。
Be sure to highlight your strengths by using searchable keywords in your job description. “Whether a candidate lists their soft skills all together or breaks them out under the individual positions in which they honed them, it’s essential to include them somewhere,” says Chavez.
请务必在职位描述中利用可搜索的关键字来强调自己的上风。查韦斯说：“无论应聘者是将他们的软技能列在一起，还是将它们分别罗列在以往培养出这些特质的不同职位上，最主要的是一定要在简历中席卷这些内容。”
Recruiters will also use the screening processes to look for soft skills, so be prepared. Prior to an interview, come up with a short list of your strongest soft skills and be ready to share a few specific examples of when you showcased them in the workplace, Chavez suggests.
招聘职员也会利用筛选流程来探求软技能，以是应聘者应做好准备。查韦斯建议，在采访之前，应聘者可以列出一份自己最强的软技能清单，并准备好分享几个在事情场合中能表示这些技能的具体例子。
“For instance, talk about a time when your communication skills clarified a misunderstanding, or discuss how your leadership style came into play when they took charge of a negative situation and turned it into a positive one,” she says. “Candidates must also emphasize their ability to work well with others and should refrain from speaking poorly of a previous or current employer or company, as it will never reflect positively on them.”
“例如，谈谈你的沟通技巧澄清了误解的一次经历，或者谈论你的领导风格是如何将悲观的事情氛围转为积极的氛围的，”她说。“应聘者还必须强调他们与他人互助的能力，并且不应该对之前或当前的店主或公司做出不好的评价，由于这永久不会对他们产生积极的影响。”
Don’t be afraid to ask a recruiter which soft skills the organizations values most, adds Vitale. “Most employers fall down when it comes to transparency, and they aren’t saying out of the gate what they want,” she says. “Not all call them soft skills; sometimes they describe core competencies or workplace culture.”
维塔尔补充说，不症结怕向招聘职员讯问公司最重视哪些软技能。她说：“大多数店主并不能坚持绝对地不透明，他们一开始还不会说出他们的哀求，”她说。 “并非所有人都称这些技能为软技能；有时他们也会描述它们为核心竞争力或职场文化。”
In the end, candidates need to be cheerleaders for themselves, says Chavez. “Shift the conversation to highlight your soft skills even if an interviewer does not specifically ask,” she says.
查韦斯说，末了，应聘者须要为自己叫嚣助势。她说：“纵然口试官没有特殊哀求，你也可以将发言转向强调你的软技能。”