Soft Skills vs. Hard Skills: What Do Employers Look For?

A company receives job applications for a marketing role from two types of candidates. One has the perfect resume with vast technical credentials. The other has fewer certifications but has led a cross-functional product launch under a tight deadline.

At first glance, the applicant with proven hard skills appears to be the right fit. But hiring managers can look for candidates with people skills mainly, because they know hard skills can be taught. 

So the hard-skills vs. soft-skills debate is clear. Both are equally important. What makes the difference is knowing when to highlight each skill type in your resume and interviews.

This guide explains their definitions, the impact on your job application, and how to balance them on your resume. 

What are Hard Skills?

Hard skills are technical abilities someone can learn by education or practice. 

They are often certifiable and include:

• Programming languages like Python or Java.
• Financial modeling.
• Graphic design, for example, using Adobe Suite.
• Data analysis.
• Project management tools like Jira or Asana.

When you submit an application, it usually goes through the Applicant Tracking System (ATS). The ATS  scans for targeted keywords that match the recruiter’s search terms. If some or all of the terms match, the software pushes your application to the top of the candidate pool for recruiters to view.

The target words change, depending on the industry and timeline. Your current technical skills could be irrelevant in the near future, which also means the demand for roles can change. One way to be more useful is to constantly upgrade your skill sets based on the current market and technological trends.

A classic example of this is AI literacy, which wasn’t a prerequisite for jobs in the past. But now, it’s a mandatory hard skill required for most jobs.

What are Soft Skills?

Soft skills show how you communicate with people and solve problems at work. These abilities are commonly inherent. However, with some practice, you’ll be able to use them in your workplace. 

They can also take more time to build than hard skills. It makes sense, given 92% of employers say soft skills matter as much as hard skills. It’s why most favor applicants with stronger soft skills, such as emotional intelligence, teamwork, leadership qualities, etc.

Interviews are the right place for hiring managers to assess your cognitive intelligence. You might receive an on-the-spot practical problem-solving challenge with questions like The customer is angry because of a delay, how would you respond?

Sometimes, the question could be about your past work situation. For example: Tell me about a time you handled rigid deadlines.

Hard Skills vs. Soft Skills: Every Component Compared

Hard skills show you have sufficient knowledge to get the work done. Soft skills demonstrate how you work with other teammates to complete the job.

Here’s a side-by-side comparison.

Table: Hard vs. soft skills: Key differences

Practical tests, along with your portfolio, can help evaluate your hard skills. You can always learn these skills through courses and practice. However, soft skills reflect through your experience, feedback, and references. They are also evaluated through your communication performance during interviews.

To distinguish these skillsets, many job postings come with mandatory requirements (hard skills) and a nice-to-have qualities segment (soft skills). 

Soft Skills vs. Hard Skills: Which Skills Do Employers Value More?

A majority of employers are satisfied with job applicants who meet the basic technical requirements. Having soft skills is an added benefit, depending on the job title and stage of the hiring process.

Hard skills are more prominent during the initial screening period, especially with the ATS. But recruiters want to see how actively you listen, your teamwork capabilities, and your social intelligence. 

According to NACE research 2026, 70% of employers use skills-based hiring practices rather than rely on college degrees and job titles. And lack of soft skills can be traced back to 89% of bad hires in a company (LinkedIn Global Talent Trends Report).

Let’s review an example to emphasize the above point:

Coding ability is the minimum entry requirement for a software engineer role. The trait that sets senior candidates apart is the confidence to explain technical jargon to a non-technical review team and to manage junior team members.

How to Show Both Skills on Your Resume?

Hard skills for a resume can completely look different than soft skills for the same job. When you have to include both, you must be careful about how you present them.

We’ve compiled the following tips to help you showcase your skill sets:

1. Include a hard skills section: Highlight the tools and software you know. Include any certifications under Technical Skills. Ensure a few keywords match the job description.
2. Mention behavioral traits: Your soft skills must be a part of the Experience segment and not a standalone list. Write a few sentences about how you used them in your job. For example, say you led a team of six people to redesign a product.
3. Use a resume builder:  It can help you make a skills section that’s easy to scan. You can use ATS-friendly templates from BetterCV, Canva, or Google Docs.
4. Tailor your resume: Make it fit the job description you’re applying for by including the relevant keywords. 

Make the Most of Your Skills

Your resume shows your technical strengths. But employers evaluate your behavioral abilities only during the interviews. When your resume has both, it’s easier for recruiters to determine a cultural and technical fit. 

Before your next application, make sure you explain your abilities and that the skills match the current role.

Key Takeaways 

• Hard skills are things you can measure and learn. Soft skills are about how you work with people.
• Hard skills get your resume past the ATS. Soft skills decide if you get the offer.
• List soft skills as achievement bullets under the Experience section. 
• Include the keywords from the job description.
• The strongest resumes include hard skills in a separate segment and soft skills as part of the experience.

FAQ

What are some examples of hard skills vs. soft skills?

Examples of hard skills are:

• Programming (Python, Java).
• Accounting (CPA).
• Graphic design (Figma, Photoshop).
• Data analysis (SQL, Tableau).
• Foreign languages.

Soft skill examples include:

• Communication.
• Problem-solving.
• Leadership.
• Adaptability.
• Time-management.
• Teamwork. 

A key difference is that hard skills can be tested, while soft skills are observed.

Are soft skills more important than hard skills?

Hard skills and soft skills are equally important on your resume. The former will help you pass the initial screening for the role. The latter decides if you’ll be successful in getting the job offer. 

Many recruiters know that soft skill gaps account for most hiring failures. It can further vary based on the industry and seniority level. 

How many skills should you include in a resume?

About 8-12 hard skills and 3-5 soft skills are the sweet spot. Have a separate technical skills list. Soft skills are better listed as part of your Experience section. Also, leave room for brief explanations for each skill.

Can you learn soft skills, or are they natural traits?

With some practice, you can develop your soft skills. 

For example:

• Work on the feedback to improve communication abilities. 
• Strengthen your leadership qualities by managing different projects and people.
• Dealing with challenges can elevate your problem-solving skills.

While soft skills can be built, they are harder to certify. It’s why employers evaluate them through your past experience and interview performance.