EMPLOYER PERSPECTIVES ON SOFT SKILLS...EMPLOYER PERSPECTIVES ON SOFT SKILLS On Top Five of Both...

EMPLOYER PERSPECTIVES ON SOFT SKILLS 2014 SURVEY SUMMARY OF FINDINGS

Washington State Human Resource Council Affiliate of the Society for Human Resource Management

Linda Rider WSHRC Workforce Readiness Director

Senior Project Manager, Seattle Jobs Initiative

Christopher Klaeysen Senior Policy Analyst, Seattle Jobs Initiative

EMPLOYER PERSPECTIVES ON SOFT SKILLS

WHY Examine Soft Skills?



According to Adecco USA (2013)

Out of 500 US Senior Executives Surveyed

44% Think Americans lack soft skills • Communication

• Creativity

• Critical Thinking

• Collaboration

http://www.adeccousa.com/employers/PublishingImages/infographics/watch-the-gaps-infographic.jpg



http://www.cnbc.com/id/101012437#.


http://www.seattlejobsinitiative.com/wp-content/uploads/SJI_SoftSkillsReport_vFINAL_1.17.13.pdf

75% reported that soft skills were more important or

as important as technical skills.

From Seattle Jobs Initiative Soft Skills Report - Jan 2013

The Importance of Soft Skills in Entry-Level Employment and Postsecondary Success

From SJI Soft Skills Report - Jan 2013

Figure 1. Soft Skills Categories (p. 4, SJI report, 2013)

Top Soft Skills reported by employers from

compilation of research Soft Skills categories used in SJI research

Communication Communication

Critical Thinking / Problem Solving Problem Solving / Adaptability

Teamwork / Interpersonal Teamwork / Interpersonal

Professionalism / Work ethic Professionalism / Integrity

Adaptability Reliability

Decision-making

Self-management / Self-direction Self-Direction

Attitude / enthusiasm

Lifelong Learning

Creativity / Innovation Creativity / Innovation

Coordination

Leadership



2014 WSHRC Workforce Readiness Initiative

Partnered with the Performance Skills Coalition

& Seattle Jobs Initiative

• Discover commonalities soft skills definitions

• Employer value placed on soft skills

• Means of assessment in hiring or development

• Training & development methods

• Effects on overall business performance


East9%

West91%

Respondents by Region in State

WHO & WHERE?


Highlights industries represented by survey respondents.

“Other” Specified

Responses


WHY?

Figure 3 56% 44%


QUESTIONS?


SOFT SKILLS: IN THEIR OWN WORDS

• Interpersonal / Emotional Intelligence • Team Building / Teamwork

• Communication • Self Management • Intangible Nature of Soft Skills

Most defined soft skills with these terms

EMPLOYER PERSPECTIVES ON SOFT SKILLS Soft Skill Competency Ratings by Industry

Comm-

unication

Creativity/

Innovation

Adapt-

ability

Profession-

alism /

Integrity Reliability

Self-

Direction

Teamwork/

Inter-

personal

Professional, Scientific &

Technical Services (27) 3.63 3.41 3.56 3.67 3.78 3.44 3.85

Manufacturing (23) 2.91 2.83 2.87 2.83 2.83 2.70 2.91

Healthcare & Social

Assistance(22) 3.14 3.00 2.95 3.45 3.68 3.09 3.91

Government (19) 3.42 3.26 3.26 3.42 2.95 2.84 3.11

Education (10) 3.70 3.60 3.20 3.80 3.20 3.22 4.00

Other Services (9) 3.44 3.56 3.44 3.56 3.22 3.44 3.78

Retail Trade (8) 4.00 3.25 3.38 3.13 3.50 3.13 4.00

Finance & Insurance (7) 3.57 2.86 3.14 3.57 3.86 3.14 3.71

Information (7) 4.00 4.00 3.86 3.86 3.86 3.71 3.86

Wholesale Trade (4) 3.25 3.50 3.50 3.75 4.00 3.75 4.25

Accommodation & Food Svcs (3) 2.33 2.67 2.67 2.00 1.67 2.00 2.33

Admin., Supp., Waste Mgmt, &

Remediation (3) 1.67 2.33 2.00 2.00 1.33 2.00 2.00

Transp. & Warehousing (3) 3.00 2.67 3.00 3.67 3.00 2.67 3.33

Real Estate, Rental & Leasing (2) 4.00 4.00 4.00 3.50 4.00 3.50 3.50

Utilities (2) 3.00 3.00 2.50 3.50 3.50 3.50 3.50

Arts, Entertainment, Rec (1) 3.00 2.00 2.00 2.00 2.00 3.00

Construction 4.00 5.00 4.00 4.00 4.00 4.00 5.00

Crops & Animal Production (1) 4.00 5.00 4.00 4.00 4.00 4.00 5.00

EMPLOYER PERSPECTIVES ON SOFT SKILLS Importance of Soft Skills By Industry

More

Important

As

Important

Less

Important

Professional, Scientific & Technical Services (33) 36% 55% 9%

Government (26) 15% 69% 15%

Healthcare & Social Assistance (24) 13% 79% 8%

Manufacturing (23) 4% 74% 22%

Education (11) 27% 73% 0%

Other Services (10) 20% 70% 10%

Retail Trade (9) 22% 67% 11%

Information (8) 0% 100% 0%

Finance & Insurance (7) 14% 86% 0%

Wholesale Trade (4) 0% 100% 0%

Accommodation & Food Services (4) 50% 50% 0%

Transp. & Warehousing (3) 0% 100% 0%

Admin, Supp., Waste MGMT, Remediation (3) 50% 50% 0%

Real Estate, Rental and Leasing (2) 50% 50% 0%

Utilities (2) 0% 100% 0%

Arts, Entertainment, Rec (1) 0% 100% 0%

Construction (1) 0% 100% 0%

Crops and Animal Production (1) 0% 100% 0%


• The majority of industries rate the soft skills of their entry-level employees as “Average”.

• Industries across the board feel that soft skills are “More” or “As Important” as technical skills. Only 10% of respondents feel they are less important.

• Manufacturing firms are an outlier. Soft skills were rated lower than in other sectors (“Fair”), and more respondents felt they are less important than technical skills.

• Softs skills are especially viewed as essential by the Professional Services and Education sectors. Of these respondents, 36% and 27% viewed them as more important than technical skills, respectively.


QUESTIONS?

Greatest Impact on Hiring Decisions COMMUNICATION

RELIABILILTY

1) Effective Oral Communication 4.27 1) Attendance - regular and on time 4.34

2) Listens Actively 4.03 2) Dependable - follows through, turns work in on time 4.51

3) Effective Written Communication 3.68 3) Communicates re: expectations, deadlines, setbacks 4.35

TEAMWORK/INTERPERSONAL PROBLEM SOLVING/ADAPTABLE

1) Performs well in a team 4.44 1) Accepts change without problem 4.13

2) Gets along with others 4.46 2) Manages stress well 4.17

3) Positively resolves conflict in timely manner 4.30 3) Willing to entertain different approaches 4.19

4) Acknowledges others in pos. & appropriate manner 4.24 4) Identifies and analyzes problems 4.24

5) Respects the cultural values of others 4.34 5) Takes effective and appropriate action 4.35

6) Displays appropriate manners in variety of settings 4.20

PROFESSIONALISM/INTEGRITY CREATIVITY/MOTIVATION

1) Effective relationships with customers 4.58 1) Is able to see and communicate a vision 3.52

2) Accepts critique and direction 4.16 2) Not afraid to try new things 3.70

3) Stays within ethical boundaries 4.62 3) Strives to improve the status quo 3.84

4) Trustworthy 4.53 4) Imaginative, curious 3.53

5) Accountable for actions 4.51 5) Asks good questions 3.90

SELF-DIRECTION

1) Takes initiative 4.15

2) Sets realistic goals 3.93

3) Anticipates next steps appropriately 4.04

4) Evaluates processes and situations 4.03

Absent Soft Skills Most Likely to Lead to Disciplinary Action

COMMUNICATION

RELIABILILTY

1) Effective Oral Communication 2.94 1) Attendance - regular and on time 4.22

2) Listens Actively 2.66 2) Dependable - follows through, turns work in on time 4.09

3) Effective Written Communication 2.73 3) Communicates re: expectations, deadlines, setbacks 3.59

TEAMWORK/INTERPERSONAL PROBLEM SOLVING/ADAPTABLE

1) Performs well in a team 3.76 1) Accepts change without problem 3.02

2) Gets along with others 3.93 2) Manages stress well 3.07

3) Positively resolves conflict in timely manner 3.69 3) Willing to entertain different approaches 2.90

4) Acknowledges others in pos. & appropriate manner 3.54 4) Identifies and analyzes problems 2.98

5) Respects the cultural values of others 4.04 5) Takes effective and appropriate action 3.40

6) Displays appropriate manners in variety of settings 3.72

PROFESSIONALISM/INTEGRITY CREATIVITY/MOTIVATION

1) Effective relationships with customers 4.04 1) Is able to see and communicate a vision 2.20

2) Accepts critique and direction 3.42 2) Not afraid to try new things 2.30

3) Stays within ethical boundaries 4.44 3) Strives to improve the status quo 2.33

4) Trustworthy 4.23 4) Imaginative, curious 2.09

5) Accountable for actions 4.04 5) Asks good questions 2.18

SELF-DIRECTION

1) Takes initiative 2.84

2) Sets realistic goals 2.67

3) Anticipates next steps appropriately 2.88

4) Evaluates processes and situations 2.85


Impact on Hiring

Decisions

Specific Soft Skill Competency Soft Skill Category Absence >> Disciplinary

Action

1 Stays within ethical boundaries Professionalism/

Integrity 1

2 Effective relationships with customers Professionalism/

Integrity 6

3 Trustworthy Professionalism/

Integrity 2

4 Accountable for actions Professionalism/

Integrity 7

5 Dependable - follows through, turns work in on time Reliability 4

6 Gets along with others Teamwork/

Interpersonal 8

7 Performs well in a team Teamwork/

Interpersonal 9

8 Communicates regarding expectations, deadlines, setbacks Reliability 12

9 Takes effective and appropriate action Problem Solving/

Adaptable 15

10 Respects the cultural values of others Teamwork/

Interpersonal 5


Absence >> Disciplinary

Action

Specific Soft Skill Competency Soft Skill Category Impact on

Hiring Decisions

1 Stays within ethical boundaries Professionalism/

Integrity 1

2 Trustworthy Professionalism/

Integrity 3

3 Attendance - regular and on time Reliability 11

4 Dependable - follows through, turns work in on time Reliability 5

5 Respects the cultural values of others Teamwork/

Interpersonal 10

6 Effective relationships with customers Professionalism/

Integrity 2

7 Accountable for actions Professionalism/

Integrity 4

8 Gets along with others Teamwork/

Interpersonal 6

9 Performs well in a team Teamwork/

Interpersonal 7

10 Displays appropriate manners in variety of settings Teamwork/

Interpersonal 16


#1 & #1) Stays within ethical boundaries (Professionalism/Integrity)

#3 & #2) Trustworthy (Professionalism/Integrity)

#5 & #4) Dependable - follows through, turns work in on time (Reliable)

On Top Five of Both Lists



Combined Ratings: (Impact on Hiring & Absence Likely to Lead to Disciplinary Action)

1 Stays within ethical boundaries Professionalism/ Integrity

2 Trustworthy Professionalism/ Integrity

3 Effective relationships with customers Professionalism/ Integrity

4 Dependable - follows through, turns work in on time Reliability

5 Accountable for actions Professionalism/ Integrity

6 Gets along with others Teamwork/ Interpersonal

7 Attendance - regular and on time Reliability

8 Respects the cultural values of others Teamwork/ Interpersonal

9 Performs well in a team Teamwork/ Interpersonal

10 Communicates regarding expectations, deadlines, setbacks Reliability



Combined Ratings: (Impact on Hiring & Absence Likely to Lead to Disciplinary Action)

1 Stays within ethical boundaries Professionalism/ Integrity

2 Trustworthy Professionalism/ Integrity

3 Effective relationships with customers Professionalism/ Integrity

4 Dependable - follows through, turns work in on time Reliability

5 Accountable for actions Professionalism/ Integrity

6 Gets along with others Teamwork/ Interpersonal

7 Attendance - regular and on time Reliability

8 Respects the cultural values of others Teamwork/ Interpersonal

9 Performs well in a team Teamwork/ Interpersonal

10 Communicates regarding expectations, deadlines, setbacks Reliability

4

3

3


QUESTIONS?


Figure 8


WHY?

Partnership in 2014


1. How do we find and adequately assess whether or not job

candidates possess the appropriate soft skills?

2. Once hired, what is the responsibility of both employers and

employees to develop the requisite soft skills necessary?

3. What are the most effective strategies for training and

developing employees to perform and behave in ways that are

crucial to organization productivity?

4. What systemic and/or organizational challenges are evident in

a) how we have worked to accomplish these objectives to date,

and b) how we can better address these objectives in the future?

Implications for HR Professionals


A majority of professionals spend less than five hours each week

addressing soft skill deficiencies ...

And a minority of employers report proactively addressing

these reportedly crucial skill needs…

Cause for concern.

Final Thoughts


More work is needed to identify

a) how best to develop essential soft skills in employees (proactive training and one-on-one coaching)

b) how to develop a talent pipeline that brings candidates to our doors with crucial soft skills well developed.

Final Thoughts


QUESTIONS?


For Report, go to: http://wastatecouncil.shrm.org/workforce-readiness

WSHRC 2015 Workforce Readiness Initiative

We are continuing our collaboration with the Performance

Skills Coalition in 2015.

We are co-developing a “toolkit” and recommended

guidelines for soft skills development programs for HR,

training and workforce professionals.

THANK YOU! For more information about Performance Skills Coalition meetings or

projects, go to the LinkedIn page at:

https://www.linkedin.com/groups?home=&gid=3849993

Linda Rider

WSHRC Workforce Readiness Director (206) 595-6295

[email protected]

Washington State Human Resource Council Affiliate of the Society for Human Resource Management

EMPLOYER PERSPECTIVES ON SOFT SKILLS...EMPLOYER PERSPECTIVES ON SOFT SKILLS On Top Five of Both...

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