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Filling the soft-skills gap

机译：填补软技能缺口

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Yes, you need to hire people who have or can learn the required technical skills. But no, that doesn't mean you can ignore soft skills in your hiring. Every day in our work, the stories managers tell us about good hires gone bad (and bad hires gone worse), are almost always stories about failures in the soft skills, not the hard skills. Nine times out of 10, an unsuccessful hire fails due to soft skills, not hard. Never forget, one very good hire is much better than three or four or five mediocre hires. How can you build in soft skills criteria systematically in every aspect of your staffing strategy and hiring process? Step 1. For every position, build a profile and job description that includes not just the key hard skills for that role, but also the key soft skills. Once you identify the high-priority soft skill behaviors for each position, name them yourself. Describe them in detail. Build those criteria into the basic job requirements in no uncertain terms from the very outset. Be prepared to turn away candidates who do not meet these soft skill criteria just as you would turn away candidates without the necessary hard skills. Or else, if you are forced to hire people without the required soft skills, make sure you have a plan in place to address those soft skill gaps from the first day of employment.
机译：是的，您需要雇用拥有或可以学习所需技术技能的人员。但是，不，这并不意味着您可以在招聘中忽略软技能。在我们工作的每一天，故事经理都会告诉我们有关好员工变坏（而坏员工变坏）的故事，几乎都是关于软技能而不是硬技能失败的故事。在十分之九的员工中，不成功的录用是由于软技能而不是硬技能而失败的。永远不要忘记，一个非常好的员工比三个或四个或五个平庸的员工要好得多。您如何在人员配置策略和招聘过程的各个方面系统地建立软技能标准？步骤1.对于每个职位，建立个人资料和职位描述，不仅包括该职位的关键硬技能，还包括关键软技能。一旦确定了每个职位的高优先级软技能行为，就可以自己命名。详细描述它们。从一开始就毫无疑问地将这些标准纳入基本工作要求。准备拒绝不符合这些软技能标准的候选人，就像您拒绝没有必要的硬技能的候选人一样。否则，如果您被迫雇用没有必要的软技能的人，请确保您已制定计划来解决从就业第一天开始的那些软技能差距。

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  • 来源
    《Accounting today》 |2015年第9期|65-65|共1页
  • 作者

    BRUCE TULGAN;

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