#the software

In this article, we will try to understand what soft skills are, where they come from and how they are professionally assessed using special tools.

"Assessment" is one of those words that usually cause unpleasant feelings. Teachers at school did a good job of making us afraid of all sorts of tests, quizzes, and exams. When you are being evaluated, you involuntarily think: "What if I am not good enough?!".

However, the unwillingness to face the frightening reality often leads to ignoring the existence of weaknesses. When you name something and define it, you can work with it, improve it, and develop it. As long as something is uncertain, you remain in a passive state of doing nothing. And in the context of a career, this strategy is at least short-sighted.

What are soft skills, and how can they be measured?

In the professional world, a soft skills assessment is also called competence. Competence is a set of behavioral responses that allow some people to be more effective than others at a similar level of hard skills (professional competence). Roughly speaking, if you notice a complex personality quality that, at first glance, cannot be assessed in an interview - this is competence—for example, leadership, organization, result orientation, etc. The terms "knowledge" or "skill" cannot be applied to the description of competence, but "ability" can.

Developing competence (hard skills) is faster and with less effort. Achieving the required level is almost guaranteed and almost not subject to degradation: if you have learned to ride a bicycle, it will last for a long time. It is more difficult with competence - its development is slower and with considerable effort.

Usually, a Software Developer Performance Review aims to improve no more than two competencies for up to a year. At the same time, it is not guaranteed that a person will reach the required level, and soft skills can degrade in specific conditions. 

Why do specialists and companies need assessment?

Assessment in the company is used for two purposes - developmental (the employee and his manager are most interested) and business.

To implement the latter, the assessment provides a SWOT analysis of a person: his strengths and weaknesses, risks, development areas, etc. You can accurately select teams without time for drying and grinding. Correctly appoint an expert to negotiate with the client, choose a leader for the team, and plan and develop a talent pool. Therefore, this information will be valuable for managers who make personnel decisions.

Let's dwell a little on the developmental goals of the assessment. First, it should be understood that you can only manage what you can measure. Otherwise, you will act blindly, and progress will not be tracked. In addition, we sometimes need help understanding what works for us and what does not. It is good to have your picture and vision of yourself as a specialist, but from time to time, it is useful that someone shows us the reality, emphasizes it, and allows us to recognize it. Becoming a mirror is the task of evaluation. To show what works, what could work better, why it happens, and how to improve it.

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