42 %
Recruitment failures due to lack of technical testing
60 %
Candidates overestimating skills on CV
3-5 years
Lifespan of a tech hard skill
+30 %
Productivity gain with rigorous assessment
Hard Skills vs Soft Skills: Two Complementary Pillars
Hard skills allow you to be hired. Soft skills allow you to succeed and progress. Good recruitment always balances both dimensions according to the role's importance.
Definition of hard skills
Hard skills, or technical competencies, refer to all measurable and objectively verifiable professional expertise acquired through education, practice or experience. They include IT skills, certifications, regulatory qualifications and industry-specific methods.
Unlike soft skills, hard skills can be measured, tested and learnt in relatively standardised ways.
Categories of hard skills by field
| Category | Concrete Examples | How to Verify |
|---|---|---|
| IT skills | Advanced Excel, SAP, Salesforce, Python, Java, React | Practical test, technical case study |
| Language skills | CEFR level (B2, C1), professional writing, technical comprehension | Certified test (TOEIC, TOEFL), written exercise |
| Certifications and Qualifications | PMP, CACES, electrical qualifications, AWS/Google certifications | Verification of official certificate |
| Occupational Skills | IFRS standards, Agile/Scrum methods, sectoral regulations | In-depth questions, simulation exercise |
| Quality/Safety Standards | ISO 9001, HACCP, HSE standards | Technical questions, professional references |
Balance of hard skills / soft skills by role
Recommended allocation by role type
| Critère | Hard Skills | Soft Skills |
|---|---|---|
| Developer / Engineer | 70 % – Critical tech skills | 30 % – Communication, teamwork |
| Sales / Account Manager | 40 % – CRM, sales techniques | 60 % – Listening, persuasion, resilience |
| Manager / Director | 50 % – Industry expertise and management | 50 % – Leadership, emotional intelligence |
| HR / Recruiter | 35 % – HRIS tools, employment law | 65 % – Empathy, communication, judgement |
| Accountant / Controller | 75 % – Accounting standards, software | 25 % – Rigour, results communication |
FAQ – Hard Skills
Can you recruit someone without all required hard skills?
Yes, if the person has absolutely critical skills and strong learning capacity. Assess the time and cost to fill the gap. For a junior or career changer, accepting gaps on secondary hard skills is normal. For a senior, expectations are higher.
How to verify a candidate isn't lying about hard skills?
Use practical tests and in-depth questions. Someone who truly masters a skill can explain how they used it concretely, difficulties encountered and possible alternatives. Be wary of vague or overly theoretical answers. Professional references are an excellent validation method.
Is an expert or versatile profile better for SMEs?
In SMEs with small teams, versatility is often more valuable. For a highly specialised role with complex technical challenges, deep expertise is essential. The ideal is often a T-shaped profile: strong expertise in one area plus broad skills in adjacent areas.
How to manage obsolescence of tech hard skills?
Some hard skills (development, digital marketing) have a 3 to 5-year lifespan. Prioritise learning capacity, invest in continuous training, and value profiles able to adapt. Anticipate tomorrow's skills from today's recruitment.
Objectively assess hard skills with Aurelia
Define a skills reference framework by role, centralise test results and objectively compare candidates on critical criteria.