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.52