In the world of HR, soft skills are just as important as technical skills. They’re the intangible skills that help us navigate the workplace, manage relationships and get results. These skills – from communication and teamwork to problem-solving and adaptability – are what separate good HR professionals from great ones. 

Understanding and developing these competencies will make us more effective in our HR roles. They help us connect better with colleagues, improve workplace culture and lead with empathy and insight. Let’s get into what these skills are and why they’re essential in today’s HR world. 

Understanding Soft Skills in HR 

For individual and organisational success, soft skills are key in Human Resources (HR). We’ll get into what they are and why they’re essential in HR. 

Definition and Importance 

Soft skills in HR are the range of interpersonal skills that help us interact with each other and other stakeholders effectively and harmoniously. These include communication, empathy, teamwork and leadership. Because they’re intangible, they can seem impossible to measure; but their impact on the workplace is huge. 

The value of soft skills lies in building relationships in the workplace, team collaboration and better conflict resolution. These competencies help HR professionals manage personnel matters better, leading to higher employee satisfaction and retention rates. Plus, developing soft skills in HR helps drive strategic initiatives by getting the buy-in and trust of the workforce. 

How They Differ from Hard Skills

Hard skills are technical skills or expertise required to do a specific job function, soft skills are about personal interactions and character traits that impact our ability to work and interact with others effectively. For example, hard skills in HR might include knowledge of payroll systems, employment law, and recruitment strategies, whereas soft skills include skills like negotiating, problem-solving, and influencing.

The difference is key as hard skills can be learned and measured more easily through certifications and tests like CIPD courses. Soft skills require continuous practice and are developed over time through real-world experience. Both are important but soft skills are the glue that holds teams together so are critical for HR management.

Avado’s CIPD course Level 7 Advanced Diploma in Strategic People Management, for example, teaches about advanced employment law in practice which focuses on the major principles underpinning employment law.

Key Soft Skills for HR Professionals 

Soft skills are key in HR, alongside technical skills to be effective in all HR functions. They’re essential for building relationships, navigating the workplace and supporting personal and organisational growth.

Communication Skills

Communication skills are essential for HR professionals as it’s the flow of information, ideas and feedback across all levels of the organisation. HR professionals need to be proficient in verbal and written communication to communicate policies, have sensitive conversations and create an open dialogue culture. Clear communication reduces misunderstandings and helps to maintain a harmonious work environment.

Emotional Intelligence

Emotional intelligence (EI) is the ability to understand and manage your own emotions and those of others. In HR, high EI means better leadership, better team dynamics and better decision-making. HR professionals with high EI can read emotions and use that to guide their interactions, handle employee issues with care and create a positive workplace culture.

Conflict Resolution

Conflict resolution skills are key for HR professionals as they often act as mediators in workplace disputes and misunderstandings. These skills involve identifying the root cause of the conflict, listening to all parties involved and facilitating a constructive conversation to get to a mutually acceptable solution. Conflict resolution creates a healthier work environment and helps maintain professional relationships which are key to business success.

Avado’s CIPD Level 3 Foundation Certificate in People Practice for example goes over the very fundamentals of human resource practice, this includes an introduction to the core behaviours for people professionals, focusing on ethical practice to create value. It considers how certain ways of thinking and acting should be universally consistent, even in new and challenging situations, to promote a sense of well-being and inclusivity in the organisation.

Developing Soft Skills in Your HR Team

Soft skills are key in HR, improving interpersonal relationships and operational efficiency. Here we look at how to develop these skills in your HR team.

Training Programs and Workshops

Running training programs and workshops are great ways to develop soft skills in HR. Many organisations run workshops on key areas like emotional intelligence and communication. These interactive scenarios provide a safe space for HR professionals to develop and practice their skills.

For example, workshops that simulate communication scenarios help participants practice their responses and develop conflict-resolution skills. Emotional intelligence training can also help HR professionals develop empathy which is key to managing diverse workplace dynamics and creating a supportive culture.

On-the-Joint Job Experience

Practical experience is key to embedding soft skills in an HR team. By putting team members in situations where they have to apply their soft skills (e.g. conflict resolution or teamwork) they will learn how to apply those skills in real life.

Mentorship programs can also play a big part in this development, pairing less experienced HR professionals with experienced mentors. Through regular check-ins and feedback, mentees can learn from real-life examples and gain insight into managing complex interpersonal dynamics. This type of learning is embedded in the day-to-day activities of the HR function so continuous growth and skill application under different work scenarios.

Evaluating Soft Skills During Hiring

Assessing soft skills during the recruitment process is key to identifying candidates who will improve interpersonal relationships and operational efficiency in HR roles. Here we look at how to do this.

Interview Techniques

In interviews open questions allow candidates to show off their soft skills. Asking candidates to describe past experiences where they used specific soft skills like communication or teamwork will give you insight into their skills and working style. Another technique is situational questions where candidates must explain how they would handle a hypothetical scenario.

This measures decision-making, empathy and adaptability. You need to have a structured yet flexible approach so that all candidates are assessed against the same criteria for consistency and fairness.

Behavioural Assessment Tools

Behavioural assessment tools are key to measuring HR soft skills. These tools which include personality tests and situational judgement tests provide quantifiable data on the traits that are important in HR such as emotional intelligence and leadership qualities.

Using tools like the Myers-Briggs Type Indicator or the Occupational Personality Questionnaire can help you identify candidates whose personality fits your company culture and the role. If used well these tools will complement the data from the interview and give you a full picture of each candidate’s potential for HR roles.