Hard skills vs. soft skills

This guide helps L&D and HR professionals define the hard and soft skills needed for each role, and helps employees identify and showcase the right skills on their CV or resume.

When hiring new talent or considering internal promotions, it’s essential to pinpoint the exact skills each role demands. Some of these are technical skills that can be taught, while others, like emotional intelligence or communication, are more innate and developed over time.

For L&D and HR professionals, clearly defining hard skills in the role specification ensures candidates understand the technical requirements. Just as important are soft skills, which should be detailed in the person specification to reflect the interpersonal strengths needed for success in the role.

This guide is also a valuable resource for employees. You will learn how to differentiate between hard and soft skills, making it easier to showcase your strengths on resumes, CVs, or during performance reviews.

In this guide, you will discover:

• What are hard skills?
• What are soft skills?
• What’s the difference between hard skills and soft skills?
• Examples of hard skills vs. soft skills
• How to develop hard and soft skills

What are hard skills?

Hard skills are the specific, teachable abilities required to carry out certain tasks or roles. These are typically learned through education, training, or hands-on experience, and they are usually measurable and easy to verify.

Examples of hard skills include proficiency in programming languages for software developers, or mastery of design tools and principles in fields like interior or web design. These skills can be assessed through practical tests, certifications, or on-the-job performance.

Even widely used tools like Microsoft Word and Excel fall into this category. Competency can be demonstrated through certifications or simply by applying them in daily tasks.

Each role demands a unique mix of hard skills, and developing the right ones is key to success in any profession.

What are soft skills?

Soft skills are personality traits, social competencies, and abilities that support effective interpersonal interactions and task management. Sometimes called human skills, they are essential for collaboration, communication, and leadership in the workplace.

hese abilities are often rooted in natural personality traits and social instincts but can also be developed through experience and professional growth.

Unlike hard skills, soft skills are harder to measure, especially during hiring, because they are less visible and more context dependent. While assessment tools and personality tests exist, they may not always reflect real-world behavior.

Personal interactions and day-to-day performance offer the clearest insights into someone’s soft skills.

Certain soft skills, like punctuality and teamwork, are universally valuable across roles. Others, such as leadership, strategic thinking, and communication, are critical in specific positions.

Although they don’t come with certifications, soft skills are revealed through actions. A natural leader will step up and guide others without prompting. A reliable colleague will consistently meet deadlines and communicate proactively.

By recognizing and developing soft skills within their teams, organizations can improve collaboration, strengthen team dynamics, and build a more resilient, high-performing workforce.

What’s the difference between hard skills and soft skills?

The key distinction lies in their nature: hard skills are learned, technical, and task-specific, while soft skills are more closely tied to personality and interpersonal behavior.

Hard skills, such as coding, data analysis, or accounting, are typically acquired through formal education or training. They are measurable and easy to assess through exams, certifications, or on-the-job performance.

Soft skills, such as leadership, communication, and adaptability, are harder to quantify. While they can be improved with practice and feedback, they are often influenced by a person’s natural tendencies and emotional intelligence.

As professionals advance in their careers, especially into leadership roles, they need to develop both. Technical expertise alone isn’t enough; Strong interpersonal skills are essential for managing people, influencing decisions, and navigating complex workplace dynamics.

It is also important to remember that not every employee will excel in both areas. While versatility is valuable, different roles demand different skill profiles. Some require deep technical expertise, while others depend more on strong communication or collaboration.

Understanding the balance between hard and soft skills helps organizations place the right people in the right roles and helps employees target the areas they need to grow.

Examples of hard skills vs. soft skills

There are countless hard and soft skills across different industries, so here we will highlight just a few:

Now that you know the difference between soft and hard skills, it’s time to analyze which ones your organization needs, and start planning your next steps.

How to develop hard and soft skills?

How to develop hard skills

For HR and L&D professionals (developing employees’ hard skills):

• Identify skill gaps: Conduct skill gap analyses to determine which technical skills are lacking across teams or roles. Use performance reviews, assessments, and LMS data to inform your approach.
• Design training programs: Create and implement targeted training programs through your LMS. Combine digital learning, in-person workshops, and blended methods for greater engagement.
• Support certifications: Encourage and sponsor professional certifications that align with business goals and industry standards.
• Enable on-the-job training: Offer practical development opportunities through job rotations, cross-functional projects, and peer learning.
• Promote continuous learning culture: Foster a learning culture that values growth by providing ongoing access to online courses, knowledge hubs, and industry events.

For employees (developing your own hard skills):

• Self-assess and set goals: Understand which technical skills your role or career progression requires. Use manager feedback and self-assessment tools to identify areas for growth.
• Take relevant courses: Enroll in online or in-person training through platforms like Valamis, Coursera, Udemy, or LinkedIn Learning to gain new skills or enhance existing ones.
• Professional training: Attend workshops and seminars to gain hands-on experience and learn from industry experts.
• Earn certifications: Pursue industry recognized credentials to validate your skills and improve employability.
• Apply what you learn: Reinforce learning by practicing skills on the job or through side projects. Practical application builds both competence and confidence.

How to develop soft skills

For HR and L&D Professionals (developing employees’ soft skills):

• Identify key soft skills: Determine the critical soft skills soft skills needed for each role, such as leadership, communication, teamwork, and emotional intelligence.
• Design targeted development programs: Create workshops, mentoring, and coaching initiatives focused on enhancing soft skills. Use tools like the career development plan template to structure these programs.
• Foster a feedback culture: Encourage continuous, constructive feedback between peers and supervisors to support ongoing soft skills growth./li>
• Use role-playing and simulations: Incorporate interactive exercises that let employees practice and refine soft skills in a safe, supportive environment.
• Promote networking and collaboration: Organize events and projects that build interpersonal skills through real-world interaction and teamwork.

For employees (developing your own soft skills):

• Self-assess and seek feedback: Reflect on your current soft skills and ask for feedback from colleagues, mentors, and supervisors to identify growth areas.
• Take soft skills courses:Engage in training focused on communication, leadership, and teamwork via your company’s LMS, online platforms, or local providers.
• Find a mentor or coach: Work with someone experienced who can guide your development, offer feedback, and model strong interpersonal skills.
• Practice in realistic scenarios: Use role-playing and simulations to build confidence and improve your techniques in a risk-free setting.
• Network and collaborate: Participate actively in networking opportunities and team projects to sharpen your communication and relationship building abilities.
• Read and learn: Explore books, articles, podcasts, and other resources on personal development and effective interpersonal skills. Authors like Dale Carnegie and Stephen Covey provide valuable insights.
• Develop mindfulness and emotional intelligence: Practice mindfulness to boost self-awareness and emotional regulation, key factors in managing interpersonal interactions effectively.
• Commit to continuous improvement: Regularly seek feedback, reflect on your interactions, and adapt your approach to grow your soft skills over time.

By focusing on both hard and soft skills development, HR professionals can build a more agile and capable workforce, while employees enhance their overall competence and career opportunities.

Further reading:

• Employee Development Methods: Explore our in-depth article on employee development methods to learn which approaches work best for different skill sets and specific competencies.
• Leadership Development Plan: Leadership is a unique skill set that requires targeted development. Our leadership development plan guide offers practical strategies and templates tailored to building strong leadership capabilities.
• Skills Matrix: Looking for a way to map, manage, and track employee skills and gaps? Learn how to use a skills matrix to gain clear visibility into your workforce’s capabilities and development needs.