Defining the Two Skill Categories
Technical skills are role-specific, teachable competencies tied to particular tools, systems, or knowledge domains. Examples include coding in Python, reading financial statements, operating medical imaging equipment, or using project management software. These skills are generally measurable — through tests, certifications, or portfolio work.
Soft skills (sometimes called durable skills or interpersonal skills) describe how someone approaches work and interacts with others. They include communication, critical thinking, emotional intelligence, adaptability, and collaboration. Unlike technical skills, they're harder to quantify but consistently appear in employer surveys as decisive hiring factors.
Neither category exists in isolation. Most job roles demand a combination of both — the question is which one carries more weight at different stages of hiring and career development.
| Criterion | Technical Skills | Soft Skills |
|---|---|---|
| Measurability | Highly measurable via tests and credentials | Harder to quantify; often inferred from interviews |
| Hiring stage relevance | Critical at application/screening stage | Most decisive during interviews |
| Trainability | Generally trainable through structured learning | Considered harder to develop in adults |
| Transferability | Often role- or tool-specific | Broadly transferable across industries |
| Cost to develop | Often requires formal coursework or programs | Can be built through low-cost or no-cost practice |
| Employer concern | Can a candidate do the core job? | Will this candidate work well with the team? |
| Shelf life | Can depreciate as tools evolve | Generally durable across career stages |
How Employers Actually Use These Skills in Hiring
Research from the Society for Human Resource Management (SHRM) and similar workforce bodies has consistently found that hiring managers often identify soft skills as the harder gap to close. Technical gaps can be addressed through training; behavioral and interpersonal deficits are considered more disruptive to teams and harder to remediate on the job.
In practice, most hiring processes apply a two-stage filter. Application screening — especially where Applicant Tracking Systems (ATS) are used — often sorts candidates by technical qualifiers: specific degrees, tools, or credentials. Candidates who pass this filter then move into interviews, where soft skills become central to evaluation. This dynamic means technical skills can function as a gatekeeper, while soft skills frequently become the deciding factor.
97%
Employers who say soft skills matter as much as technical skills
According to LinkedIn's Global Talent Trends report, the vast majority of talent professionals identified soft skills as equally or more important than hard skills in hiring decisions.
89%
Bad hires attributed to lack of soft skills
A widely cited study by Leadership IQ found that the majority of hiring failures stemmed from attitudinal and interpersonal issues rather than insufficient technical knowledge.
~60%
Job postings now listing soft skills as explicit requirements
Analysis of large job-posting datasets by Burning Glass Technologies (now Lightcast) found soft skills increasingly listed alongside technical requirements in formal job descriptions.
For those returning to the workforce or pivoting careers, this distinction is especially useful. See our guide to re-entering the workforce for a practical look at which credentials and competencies tend to matter most after a career gap.
Industry Variation: Where Each Skill Type Dominates
The relative weight of soft versus technical skills varies meaningfully by sector. In fields like cybersecurity, data analysis, and clinical healthcare, employers typically require demonstrated technical proficiency before other factors are assessed. Credentials often serve as a minimum requirement. Our related article on fields where certifications carry real hiring weight outlines which sectors screen most heavily on credentials.
In contrast, roles in education, social services, sales, and general management tend to foreground communication, relationship-building, and judgment. Technical knowledge still matters, but it's often assessed later or at a lower threshold.
Hybrid roles — product management, marketing analytics, user experience design — increasingly require fluency in both domains. Candidates who can demonstrate technical literacy and strong collaborative instincts are positioned more competitively in these areas. For skill-building strategy, see fields where online learning has real traction.
Building Both on a Realistic Budget
One practical insight for adult learners: technical skills often require more deliberate, structured investment — through coursework, certification programs, or hands-on projects — while soft skills can sometimes be developed through lower-cost or no-cost means. Volunteering for leadership roles, practicing structured communication in professional settings, or seeking feedback from colleagues are all legitimate development paths that don't require formal enrollment.
That said, context matters. If you're entering a technical field, skipping the credential is rarely advisable. Our career development on a tight budget guide covers how to prioritize skill-building investments when resources are limited.
It's also worth noting that online credentials now carry more weight than they did a decade ago — though their value depends heavily on the issuing institution and the specific role. See our breakdown of what employers think of online credentials for a balanced look at this question.
This article is for general informational and educational purposes only and does not constitute career, legal, or financial advice. Individual hiring outcomes vary based on many factors beyond skill type.
