Can’t Touch This! Who’s Responsible for Measuring Soft Skills Required for Professional Success?
Track: Alternative Credentials
Should characteristics that are not knowledge, but critical to employability, such as noncognitive skills or reasoning ability, be assessed during the credentialing process? These are sometimes referred to as soft skills, which are personality and style-based, and reflected in communication, collaboration, and even emotional competence. It’s important to note that judgment or reasoning ability reflects cognitive ability (as does content knowledge).
For certain professions, inter- and intra-personal skills and/or professional judgment arguably go hand-in-hand with demonstrating satisfactory knowledge for job success. But are they core or ancillary? When should candidates be assessed for these skills: at the time of certification or at the time of hire? Who should be responsible for measuring these skills: the certifying body, the employer or voluntarily by the candidate? What are the pitfalls of including such attributes as part of certification requirements? How should our profession address these more nuanced measures, particularly when setting standards?
Join us to discuss the interplay between soft skills and thinking skills within credentialing assessment. We’ll cover a spectrum of topics, including approaches to diminish malfeasant behaviors in noncognitive measurement, assessment administration models to consider, and determining how important judgment and reasoning are to establishing competence in certain professions, such as HR, finance, and healthcare.