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Employers value 'Social and Emotional Skills' but struggle to recruit for them
Editorial by Christian Saint Cyr
National Director / Canadian Job Development Network
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For decades employers have talked about the fuzzy notion of a ‘good fit’ when recruiting workers, but have relied on observation, intuition and a gut feeling to try to evaluate whether people could be a good fit.
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If they’re asked to define a ‘good fit’ employers will talk about an employees ability to intuit customer needs, work well with colleagues, drive team energy and positively receive and implement employer feedback feedback.
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These social and emotional skills (SES) play a vital role in navigating the complexities of the modern workplace. As artificial intelligence (AI) continues to reshape industries and automate routine tasks, employers are recognizing the significance of fostering SES in the workforce.
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To help us better understand this, The Conference Board of Canada has partnered with The Future Skills Centre to create a new report titled, ‘The Heart of the Matter: Understanding Hiring Demand for Social and Emotional Skills’.
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According to the report, SES, often referred to as “soft skills” or “21st-century skills,” are the abilities that help people understand and manage their own emotions, as well as recognize and influence the emotions of others. These skills are crucial for successful interpersonal interactions and for navigating various social contexts.
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Almost all the employers the researchers spoke with said that SES are equally if not more important than technical skills. Knowledge-based job postings data also show an increased hiring demand for SES in knowledge-based sectors across Canada.
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These are the top five SES employers indicated are key for success in their organizations:
- Communication
- Empathy
- Collaboration
- Listening
- Emotional intelligence
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According to the report, artificial intelligence, remote work, and an increased focus on workplace mental health are shaping the types of SES employers value and the way employees apply these skills in the workplace.
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Although employers say they highly value SES, almost half said they lacked clear definitions or competencies of these skills. This is particularly true for small businesses, 64 per cent of which weren’t using clear definitions.
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It’s clear employers need socially and emotionally skilled talent. But SES are more important for some roles than others, and the specific SES needed varies depending on the role. Job postings should highlight the most valued skills for a given position. They should also reflect the appropriate balance between SES and technical skills relevant to each role.
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Interviews are the most common way employers assess SES. But they admit that interviews are not the most effective method. Employers describe interviews as “artificial” and say that since interview questions are often routine, it can be hard to accurately gauge candidates’ skills.
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Instead, employers should consider using the following:
- Skills-based assessments such as work samples, role-playing scenarios, and simulated job tasks or activities
- Psychometric tools or measurements
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The report encourages employers to determine how they will evaluate candidates’ skills prior to the assessment, and test a range of skills.
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To help mitigate bias in interviews, the report encourages employers to consider techniques such as:
- Use structured interviews where candidates are asked a set of predefined questions
- se diverse interview panels
- Train hiring managers on SES and the different ways they may be demonstrated
- Focus on objective skill requirements in job postings, and avoid language like “good cultural fit”
- Offer alternative interview formats (e.g., in-person, virtual, phone, one-on-one, panel)
- Provide interview questions in advance
- Review SES requirements for bias, such as masculine language, that may prevent candidates from applying
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In establishing the Canadian Job Development Network, one of our cornerstone beliefs is that job developers should establish themselves as ‘subject matter experts’. Research such as this provides a strong foundation in this.
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A career development organization could develop an SES Training Course where you train employers in understanding the value of social and emotional skills in their workplace, how to recruit for these skills and how understanding these skills can drive recruitment, evaluation and staff development.
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We’ll be discussing the value of social and emotional skills at our #MotivatingMondays meeting of the Canadian Job Development Network, Monday June 17th at 8:30am Pacific; 9:30am Mountain; 10:30am Central; 11:30am Eastern; 12:30pm Atlantic and at 1pm in Newfoundland. Visit: www.MotivatingMondays.ca on Monday to join the session LIVE.
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