Hard skills are the specific, teachable abilities that an individual can learn and measure. Often called technical skills, these are competencies required to perform certain jobs or tasks and can be demonstrated objectively. Examples of hard skills include things like proficiency in a programming language, the ability to operate machinery, accounting and financial analysis, foreign language fluency, or certification in a software application. Unlike soft skills (such as communication or teamwork), hard skills are typically acquired through education, training, or hands-on experience and can be verified through tests or credentials.
Hard skills
The specific, teachable abilities that an individual can learn and measure.
Examples of hard skills across industries
Hard skills vary widely across different fields. In information technology, for instance, hard skills might encompass programming in Python, managing cloud infrastructure, or cybersecurity expertise. In finance, hard skills include financial modeling in Excel or knowledge of accounting principles. A marketing professional’s hard skills could involve data analysis, SEO (search engine optimization) tactics, or graphic design. Trades and manufacturing roles require hard skills like operating CNC machines, welding, or blueprint reading. Because they are so role-specific, job postings usually list the hard skills expected – for example, a listing for a data analyst might require SQL database knowledge and statistical modeling. These abilities are often validated by degrees, certifications, or prior job experience. For example, a nurse’s RN license or a pilot’s flight certification serve as proof of critical hard skills for those professions. Generally, if a skill involves technical know-how or manual proficiency that can be tested and quantified, it falls into the “hard skills".
Importance of hard skills in hiring
Employers place strong emphasis on hard skills during recruitment because these skills directly impact an employee’s ability to perform the job. When evaluating candidates, companies typically screen resumes and applications for relevant hard skills (such as specific software proficiency or required licenses).
Interviews and pre-hire assessments often include components to verify hard skills – for instance, coding challenges for developers, typing tests for administrative roles, or written exams for certain certifications.
Having the right hard skills can be a ticket to entry for a role. Research shows that employers often won’t consider applicants who lack core hard skills that are listed as requirements. Conversely, a candidate with in-demand hard skills may command higher salary offers. Hard skills are also important for career growth: gaining new technical competencies through courses or certifications can open doors to promotions or new job opportunities. In the workplace, employees rely on hard skills to complete their day-to-day tasks effectively and efficiently. A deficiency in required hard skills usually results in a measurable drop in productivity or work quality. Thus, from an employer’s perspective, ensuring team members have the necessary technical abilities is critical for business success.
Developing and demonstrating hard skills
The good news about hard skills is that they can be learned and improved with effort. Many hard skills are taught through formal education – for example, learning calculus and engineering principles in a degree program or acquiring coding skills through a computer science course.
Vocational training and bootcamps are also popular ways to gain job-specific skills, such as trade schools for electricians or intensive coding bootcamps for aspiring programmers. On-the-job training and apprenticeships allow individuals to learn hard skills in a practical setting, guided by experienced mentors. To demonstrate hard skills to employers, candidates often rely on certifications, degrees, or portfolios.
Achieving a recognized certification (like a Project Management Professional certification or a Cisco networking certificate) signals to employers that you possess a certain level of technical expertise. Similarly, work portfolios and project examples can showcase hard skills in action – for instance, a graphic designer might present a portfolio of designs to prove their software and artistic skills. Because hard skills are objectively measurable, professionals can continually develop them (through courses, practice, or obtaining higher-level credentials) and show clear evidence of their proficiency.
Hard skills vs. soft skills
Hard skills and soft skills are complementary, and most jobs require a combination of both. Hard skills relate to what you know or can do, whereas soft skills relate to how you work and interact with others. For example, a software engineer needs coding and debugging abilities (hard skills) but also needs teamwork and communication (soft skills) to collaborate on projects. One key difference is that hard skills are generally easier to test or quantify – a developer’s coding skill can be evaluated with a programming test, or a salesperson’s product knowledge can be assessed with a certification exam. Soft skills, in contrast, are harder to measure objectively and are often evaluated through observation or behavioral interviews.
Employers increasingly recognize that both skill types are vital. A surgeon might be technically skilled, but without good communication and empathy (soft skills) their effectiveness with patients could suffer. Likewise, a customer service agent needs product knowledge as well as patience and listening ability. Many hiring managers say they seek a balance: the hard skills to do the job’s tasks and the soft skills to thrive in the organization’s culture.
