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Dit is waarom en hoe je de soft skills van je sollicitanten en werknemers kunt meten
Wat maakt een ideale werknemer? Welke vaardigheden bezit hij/zij die anderen niet bezitten? Heel lang keken hr-professionals voor het beantwoorden van deze vraag voornamelijk naar het belang van intelligentie. Intelligentie is namelijk de grootste voorspeller voor werksucces.
Andere, ‘zachtere’ factoren zijn echter ook van belang, wat steeds meer wordt erkend door hr-professionals en de wetenschap. Denk hierbij aan overtuigend spreken, samenwerken, en planvaardigheden. Dit soort vaardigheden worden ook wel ‘soft skills’ genoemd, en wegen steeds zwaarder in het selectieproces.
Tijdens een selectieassessment is het tegenwoordig heel normaal de soft skills van een sollicitant worden gemeten. Volgens onderzoek van LinkedIn zijn soft skills tegenwoordig zelfs minstens zo belangrijk als hard skills tijdens het werven.
Ook in leiderschap is deze trend zichtbaar, blijkt uit onderzoek van de Harvard Business Review. Op c-suite niveau wordt steeds minder wordt gevraagd om financiële en administratieve competenties en steeds meer om sociale vaardigheden. Maar waarom eigenlijk?
In dit artikel zullen we stilstaan bij de vraag wat soft skills zijn, waarom ze belangrijk zijn voor jouw organisatie, en hoe je deze kan meten bij je sollicitanten en werknemers.
Wat zijn soft skills?
Grofweg zijn soft skills de vaardigheden en vermogens die je helpen goed te communiceren en samenwerken met anderen. Denk daarbij aan emotionele intelligentie, aanpassingsvermogen, of creativiteit. Het kenmerkende van soft skills is dat je ze kunt inzetten in meerdere contexten. Hard skills daarentegen, zijn specifiekere vaardigheden, zoals programmeren, en zijn vaak niet nuttig binnen de meeste functies.
Waarom zijn soft skills relevant?
De afgelopen decennia volgen de technologische innovaties elkaar steeds sneller op. Zo ook op de werkvloer. Hierdoor wordt er een steeds groter beroep gedaan op het aanpassingsvermogen van werknemers. De hard skills van vandaag zijn morgen niet altijd meer belangrijk. Maar het vermogen nieuwe vaardigheden op te doen, deze te internaliseren en te gebruiken in het samenwerken met anderen wel. Daarom worden soft skills een steeds belangrijkere factor in het selectieproces.
Zeker in het bepalen welke mensen leiders worden, spelen soft skills een belangrijke. Naarmate je hogerop komt en leiding moet geven aan meer mensen, worden sociale vaardigheden nog belangrijker dan ze al waren. Het vermogen je in te leven in anderen en dit te tonen zal bijvoorbeeld in grote mate bepalen of je een succesvolle leider kan zijn. Zonder deze vaardigheid zullen werknemers zich minder gezien en gewaardeerd voelen. Cruciaal dus als om te excelleren als leider. Alleen hoe kun je bij een kandidaat de soft skills achterhalen?
Hoe kun je soft skills meten?
Over de jaren zijn er verschillende methodes en tools ontwikkelt om soft skills te meten. Maar deze zijn niet allemaal even valide. Zo had Thomas Edison (naast de uitvinder van de gloeilamp ook de bedenker van het sollicitatiegesprek) er een handje van om sollicitanten mee te nemen naar een restaurant om daar soep met ze te eten. Hier observeerde hij op welk moment de sollicitanten zout en peper aan hun soep toevoegde. Iedereen die dat deed zonder eerst de soep te proeven, werd door hem afgewezen, omdat zij volgens hem niet nieuwsgierig genoeg waren om eerst te checken of de soep niet al op smaak was. Een absurde en pijnlijke reden om op af te worden gewezen... Gelukkig zijn we inmiddels honderd jaar verder en kunnen hr-professionals tegenwoordig leunen op de volgende drie tools.
Assessments
De afgelopen decennia zijn selectie assessments steeds populairder geworden op hr-afdelingen. Onder andere omdat ze organisaties ertoe in staat stellen om op objectieve basis soft skills te meten. De meeste assessments bevatten een persoonlijkheidstest, waaruit de soft skills van een kandidaat naar voren komen. Door via online assessments soft skills te meten, breng je het hele pallet aan soft skills van de sollicitant in kaart. Hierdoor kun je gericht met de sollicitant nagaan welke soft skills aansluiten bij de vacature of welke juist nog ontbreekt.
Sollicitatiegesprek
Het sollicitatiegesprek vormt vandaag de dag een standaardonderdeel van het selectieproces. Dit is een goede manier om de sociale en communicatieve vaardigheden van een kandidaat te peilen. De resultaten van het assessment in het sollicitatiegesprek kunnen daarnaast als springplank worden gebruikt. Maakt het assessment duidelijk dat de sollicitant laag scoort op essentiële soft skills? Grijp hier op terug in het sollicitatiegesprek! Zo kun je alle kandidaten kritisch tegen het licht houden.
Cv
Het cv is om meerdere redenen nuttig in het selectieproces. Allereerst geeft dit een overzicht van de werkgeschiedenis van een kandidaat. Dit geeft een indruk van welke soft skills een kandidaat al vaker heeft moeten gebruiken. Iemand die bijvoorbeeld veel horeca-ervaring heeft, zal vermoedelijk getraind zijn in communicatieve en sociale vaardigheden. Ook kunnen kandidaten op hun cv zetten wat hun verantwoordelijkheden waren binnen een bepaalde functie. Dit geeft opnieuw een inkijkje in de soft skills die ze eerder hebben moeten opdoen.
De afgelopen jaren is echter ook het nadeel van het cv naar voren gekomen in het selectieproces. Uit onderzoek is namelijk naar voren gekomen dat alleen maar selecteren door een cv discriminatie tegen minderheden in de hand werkt. Het is daarom aan te raden het cv te combineren met een assessment en sollicitatiegesprek.
Conclusie
Door veranderingen op de arbeidsmarkt zijn soft skills steeds belangrijker geworden op de werkvloer. De hedendaagse werknemer moet meer dan ooit in staat goed te communiceren en samen te werken. Werkgevers reageren op deze trend door vroeg in het selectieproces de soft skills van kandidaten te achterhalen. Door een assessment, sollicitatiegesprek en cv-screening te combineren, krijg je het compleetste beeld van de soft skills van je kandidaten.
Can game-based assessments promote diversity in the recruitment process?
Yes, game-based assessments can promote diversity by focusing on skills and behavior rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds an equal opportunity to demonstrate their potential.
What is a game-based assessment?
A game-based assessment is a testing method that uses game mechanisms to evaluate candidates' skills, competencies, and personality traits. During these games, various aspects such as problem-solving ability, cognitive capacities, and behavior under pressure are assessed interactively.
What are the advantages of game-based assessments?
Game-based assessments can offer an interactive and engaging experience for candidates, which may contribute to a more positive perception of the application process for certain groups. For employers, these assessments provide deep insights into both cognitive and behavioral qualities in a way that traditional tests may not offer. Additionally, they can reduce the likelihood of socially desirable behavior, as candidates in a game environment often respond more authentically and spontaneously.
How reliable are game-based assessments compared to traditional tests?
If well-designed, game-based assessments can be just as reliable, and in some cases even more reliable, than traditional tests because they measure a wide range of behavioral indicators and cognitive skills in a dynamic setting. However, there is a significant difference in quality among various game-based assessments, so it’s important to be mindful of this.
How does a game-based assessment work?
In a game-based assessment, candidates participate in interactive games designed to measure specific skills and behaviors. During the game, not only the final result is analyzed, but also how the candidate makes decisions, responds to challenges, and handles different scenarios. These observations provide insights into their thought processes and behavior patterns.
Are game-based assessments scientifically validated?
The major disadvantage of game-based assessments is that they are relatively new, meaning many have not yet been thoroughly researched by independent researchers. Many companies cite their own studies, but these are rarely independently validated. Without independent research, you cannot be certain of the reliability of game-based assessments. Be aware of this when selecting the most appropriate assessment.
How can game-based assessments contribute to a better candidate experience?
This varies greatly depending on the target group. Due to the playful and interactive nature of game-based assessments, some groups of candidates experience less stress than with traditional tests. Research shows that certain groups (particularly candidates over the age of 35) tend to experience more stress from a game. Additionally, studies have found that men generally perceive games more positively than women.
Can you practice game-based assessments?
Although you can familiarize yourself with the type of games used, game-based assessments are difficult to practice specifically. They are designed to measure natural reactions and authentic behavior, so repetitive practice has less influence on the outcome than with traditional tests.
Will game-based assessments replace traditional tests in the future?
It is likely that game-based assessments will play a larger role in future recruitment processes, but a complete replacement of traditional tests is uncertain. Both methods can complement each other and be used depending on the specific requirements of the role and the company's preferences.
How are the results of a game-based assessment analyzed and interpreted?
The results of a game-based assessment are analyzed based on predefined parameters such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms automatically collect and process the data to provide an objective and reliable assessment of the candidate's competencies and skills.
What skills are measured in a game-based assessment?
Game-based assessments measure a wide range of skills. For example, they evaluate a candidate's problem-solving ability, adaptability, decision-making under pressure, collaboration, and emotional intelligence. Depending on the specific design, cognitive skills such as memory, attention, and pattern recognition may also be assessed.
How long does a game-based assessment take?
The duration of a game-based assessment varies but usually lasts between 15 and 60 minutes. This depends on the complexity of the game and the number of skills being measured. These assessments are often shorter and more interactive than traditional tests, which can contribute to a more enjoyable candidate experience.
Are game-based assessments suitable for all roles?
Game-based assessments are particularly suitable for roles where cognitive flexibility, creativity, problem-solving ability, and interpersonal skills are crucial. For highly technical or specialized roles, additional tests or evaluations may be needed to measure specific knowledge and expertise.
What is the difference between a game-based assessment and a gamified assessment?
The difference between a game-based assessment and a gamified assessment lies in the extent to which game techniques are integrated. In a gamified assessment, traditional tests are enhanced with game elements to increase engagement, while in a game-based assessment, the game itself is the primary tool for evaluation. In a game-based assessment, candidates are assessed based on their interaction within the game, which is designed to measure specific competencies.
FAQ
How can I improve my company’s retention rate?
The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.
What are the benefits of growth opportunities for employee retention?
Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.
What are the key factors that influence employee retention?
Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.
Why is employee retention so important for organizations?
Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.
Which recruitment strategies help improve retention?
Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.
How can a good onboarding process contribute to higher retention?
An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.
What is the role of company culture in retaining employees?
Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.
How can leadership and management style influence retention?
Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.
What is the importance of recognition and rewards for employee retention?
Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.
What role does work-life balance play in improving retention?
A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.
How do I measure the success of my retention strategy?
The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.
What does increasing retention mean within a company?
Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.
What are the costs of a low retention rate?
A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.
How can I increase employee engagement?
To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.
How can technology help improve employee retention?
Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.
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