A Hard look towards importance of Soft-skills


Based on researches conducted by Harvard University, the Carnegie Foundation and Stanford research Center, it is concluded that 85% of one’s success at work-place is due to well-developed soft-skills and only 15% is attributed to technical or Hard skills.

Soft-skills and competencies are hard to measure and this problem has affected the whole talent management process. It has increased the practice of using hard-skills for decision making over the years. For example, when job descriptions talk about hard-skills, it is very specific; but when they mention soft-skill requirements, they are very vague. 

SkillOasiSis an innovative idea to bring soft-skills and competencies at the forefront of decision-making process and strategic thinking. SkillOasiS is a talent management platform that connects growth-seekers-Experts-Institutions (corporate and Academic both) with quantified score of soft-skills as the main value proposition to all 3 stakeholders. By introducing AI-ML based tools and data-analytics around quantified soft-skill scores we aim to increase efficiency and effectiveness of Talent identification, acquisition and development process. 

When we start developing the concept of SkillOasiS, it was driven by exploring some hypothesis with ‘what-if’s –

  • What-if >>> 2nd page of everyone’s resume is a graphical representation of his/her quantified soft-skill scores, instead of writing self-proclaiming adjectives or indirect descriptions on a 1-page resume
  • What-if >>> an exercise can be done with recruiters for measuring soft-skills of their talent pool and then that data is used to benchmark candidates for shortlisting, instead of leaving the judgment (instead of measuring) of candidates’ soft-skills for recruitment managers
  • What-if >>> companies can use above data of soft-skills of their talent pool to make decisions regarding Training & Development programs also, instead of making people sit in training sessions based on hard data points like – their designation or years of work-experience.
  • What-if >>> this data can help soft-skill trainers, coaches and HR consultants to plan their modules and courses customized to people at different level of soft-skills.

More such scenarios can be built around lack of a robust system that can analyse soft-skills and competencies of employees year around in a standardized data format by removing biases and Halo/Horn errors. And this is what we are trying to achieve through our SkillOasiS project. We are building an online eco-system that can handle these issues in more proactive manner. A professional online service platform that we really need.



  1. Very relevant point for every organisation to view and for every individual knowledge worker at every level to track. I believe there are the steps here; 1) recognising the 85% factor 2) wanting to know where one stands today 3) taking inputs to grow the soft skills thru continuous learning and monitoring.

  2. Wow! This is Great! I really appreciate this initiative. I’m sure many people will appreciate this project if it reaches to their knowledge. Try and figure out the best way to promote it. This will be a big help to people. You can get in touch for any kind of needs for promotion / strategy planning / operational / analysis and much more…

  3. Good to come across the vital point of…”85% of one’s success at work-place is due to well-developed soft-skills and only 15% is attributed to technical or Hard skills…” and the least emphasis given to the same as far as Indian corporate ecosystem is concerned. Good to see a concept zeroing into the same.
    Would love to catch up with you soon
    Best Wishes !

  4. Nice to see the article and appreciate the initiative undertaken by you to meet the industry expectation in line with the above findings.

    I may not comment on 85% & 15% as it may very with few +- % but essence of the research is true.

    My personal opinions are as under :-

    The above study is basically on KSA (Knowledge, Skills & Attitude/Abilities.)

    Reason for lower % of hard skill contribution towards success in professional career is just because of educational system whereas we focus more on theoretical aspect (upto graduation level) and lesser on practical aspect. As a result, company groomed them as per their requirement so they choose people having basic knowledge of the field (due to paucity of time) so that they can gradually pick-up. This can be verified as “many non-IT branch people are working in IT sector as a developer/programmer”.

    Soft skills are having very wide area which includes but not limited to people attitude, intelligence, behavior, communication skills, emotional intelligence, leadership etc. which we learn from childhood and some habits become permanent in human behavior and difficult to changes until there is some sudden situational changes/catalyst in life.

    In personal interview all soft skill can’t be checked/verified and during our interaction with people while they are on job their soft skills qualities come to our knowledge and accordingly the success of people determined.

    At the same time company has already been invested (Training/coaching/mentoring cost), a lot in the employee before they verified their soft skills.

    I personally feel, there is a need to change educational system as well which balance the theoretical approach, practical approach, and industry requirement i.e., balanced KSA.

  5. Hello
    How are you today?.My name is (precious abba)I hope you are in perfect health and i pray that this message should find you in peace. It will be my pleasure to @read from you as always. I am very happy the way God has brought us in contact with each other. But plea
    se i will love to know you more please write me to my e
    mail: (preciousabba@hotmail.com)


Please enter your comment!
Please enter your name here

8 − eight =