How Companies Value Soft Skills in the Recruitment of Young Graduates
- Hélène Zapata
- Mar 19
- 2 min read
Updated: Apr 8
In response to the challenges of today's and tomorrow's job market, recruiters are placing increasing importance on soft skills—these interpersonal and behavioral competencies that complement technical expertise and are inherently transferable. This trend is particularly evident in the recruitment of young graduates who, lacking extensive professional experience, must stand out through other qualities, such as their ability to integrate, collaborate, and adapt to unforeseen circumstances.
A Shift in Employer Expectations
While technical skills remain an important selection criterion, companies are now seeking candidates who can adapt to changing environments, work effectively in teams, and solve complex problems.
A LinkedIn survey found that 92% of recruiters believe soft skills are just as important, if not more, than technical skills.
Key Soft Skills by 2030 (World Economic Forum):
Emotional intelligence, which enables individuals to understand and manage their own emotions as well as those of others, fostering a harmonious work environment.
Adaptability, essential in a world where jobs are rapidly evolving due to technological advancements and AI.
Interpersonal communication, which facilitates collaboration and the effective exchange of ideas.
Critical thinking and problem-solving, crucial skills for innovation and decision-making.
Integrating Soft Skills Assessment into Recruitment Processes
Recognizing the growing importance of soft skills, companies are increasingly incorporating specific methods to evaluate them early in the selection process.
Simulations, case studies, and assessment centers: Instead of relying solely on degrees and past experiences, recruiters use practical exercises to observe candidates’ responses to real-world challenges. For instance, a team conflict simulation can assess stress management and mediation skills.
Structured interviews: Using the STAR method (Situation, Task, Action, Result), these interviews require candidates to illustrate their competencies through real-life experiences, providing a more reliable insight into their working style.
Psychometric assessments: Some tests evaluate personality traits or cognitive aspects to identify candidates' soft skills, thought processes, and intellectual drivers, ensuring alignment with company culture.
The Role of Psychology in Analyzing Soft Skills
Work and organizational psychology provide valuable insights into how soft skills are developed and assessed.
Albert Bandura's Social Learning Theory suggests that soft skills can be cultivated through experience and social interactions.
Daniel Goleman’s Emotional Intelligence Theory highlights the importance of self-awareness and self-regulation in professional performance.
Edward L. Deci and Richard Ryan’s Self-Determination Theory demonstrates that soft skills are linked to fundamental psychological needs such as autonomy, competence, and social belonging.
A Key Factor for Young Graduates’ Future
For young graduates, developing and showcasing soft skills is crucial to enhancing their employability.
Far from being mere “personal qualities,” these transferable competencies have become a strategic asset in a job market where collaboration, adaptability, and communication are essential.
Through training programs, volunteer experiences, internships, and personal initiatives, young professionals can strengthen these skills and highlight them during interviews. While degrees may open the door to job opportunities, it is ultimately soft skills that allow individuals to thrive and succeed in the long run.
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