The hiring problem no one talks about
Open almost any job description and you will find the same familiar phrases: “good communicator,” “team player,” “adaptable.” They sound right, but they are vague. When soft skills are described in such generic terms, hiring becomes inconsistent and the gap between what a role really needs and how candidates are chosen grows wider.
Why vague soft skills create problems
Soft skills are critical for success, yet most organizations still treat them as afterthoughts. Research shows that role ambiguity caused by unclear expectations leads to stress, disengagement, and lower job satisfaction.
Another study found that when there is a disconnect between job descriptions and actual role expectations, employees report lower commitment and weaker performance. If “team player” means something different to every manager, candidates are judged by personal preference rather than consistent standards.
How CHROs can pinpoint the skills that matter
The solution is not to abandon soft skills but to define them clearly and tie them to real outcomes. This is where data helps. Research on training shows that structured soft-skills programs can improve employee performance by more than 14 percent.
CHROs can use this evidence to identify which skills drive success in specific roles. For example, communication in a customer service role may mean empathy and clarity with clients, while in a finance role it may mean precision in reporting. A study of state-owned enterprises in East Java showed that work discipline and communication were directly linked to stronger organizational performance, especially when supported by resilient leadership.
The impact of getting it right
When soft skills are defined and measured in role-specific ways, the benefits multiply:
- Better hires because candidates are evaluated against the real requirements of the job
- Higher engagement because employees know what is expected of them
- Improved performance because the right skills are matched to the right work
- Fairer decisions because managers apply consistent criteria instead of relying on impressions
Closing the gap
Soft skills are not nice-to-have qualities. They shape how teams collaborate, innovate, and deliver results. But they only work when they are defined with precision and linked to role outcomes.
For CHROs, the opportunity is clear. By grounding soft skills in behavioral data and making them role-relevant, they can turn vague job descriptions into real predictors of success and ensure better candidates are chosen from the start.
This is exactly where Deeper Signals helps. Our science-backed assessments identify the soft skills that truly matter in each role. Core Coaching develops them in a scalable, personalized way. And Sola, our AI assistant, gives leaders ongoing support so those skills stick. Together, we create role-relevant, measurable pathways that connect talent decisions to real performance.
