Recruiting based on soft skills

Filling vacancies is becoming increasingly difficult. The list of bottleneck professions is not getting any shorter. And the number of candidates for these professions is only getting scarcer.
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How do you go about recruiting on the basis of soft skills? How do you then proceed as an organization to find the right candidate? Who do you need to fill the position?

It’s time to get out of the old system of recruiting. You can keep looking for the candidate with the right degree and with several years of professional experience. But I fear that this will be a very long search process that yields little results.

So why don’t we approach the ‘problem’ of scarcity of candidates differently? Why don’t we look at the ‘problem’ as an opportunity? We can continue to whine and complain, but this negative attitude isn’t going to bring us candidates out of the blue. It takes a lot of time and energy, and is not going to be productive.
It’s time to turn our thinking around and approach the problem positively as a challenge. We are going to take action ourselves and be proactive.

How do we get started?

The first step is to clarify the position that needs to be filled. What does a candidate need to fill this position?

And no, we are not talking about the diploma here. Skills for a job can be learned. What is more important is the attitude of a candidate. The ‘soft skills’ that someone possesses reflect more on someone’s personality. These skills we begin to form from an early age through our experiences and upbringing. They prepare us for life, and how we deal with events and new situations. This also forms part of a person’s emotional intelligence. We must remember that someone with a top performance in a job does not always have the highest IQ. It is the emotional intelligence that ensures that a person has the drive and resilience to perform.


One very significant soft skill is: adaptability. After all, we live in a fast paced changing world. New technologies are constantly emerging. This causes many organizations to have to think further and adapt quickly to keep up with these changes. If an organization needs to adapt, it is important that the employees are able to do so as well. With this change comes the opportunity for employees to be retrained or upskilled to do the adjusted job. A person with strong soft skill adaptability will be more flexible to learn and work in new teams. They are more resilient to take on this challenge and they will come out stronger as a result. An employee who understands the importance of being adaptable is an employee you should nurture.

Communication skills

Good communication is the basis of a strong relationship. This also reflects to working relationships. An employee who possesses the right communication skills will fit better into the team. Without this skill set, it becomes difficult to bond with colleagues, encourage others or lead a team. Good communication also includes being empathetic with colleagues. And above all, actively listening to others. Good communication makes for higher productivity in the workplace.

Problem-solving thinking

New ideas, innovation and out of the box thinking. In this fast paced changing world, there is no time to stand still. And certainly no time to cling to old workings. Organizations need employees who are solution-oriented thinkers. People who don’t just shove problems out of the way but effectively work out a solution.

It is difficult to discover the right soft skills in a candidate. By asking the right questions in a job interview you can find out if a candidate possesses these qualities. We are happy to take on this task! If you have more questions about this, contact us without obligation.

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