According to the survey results, 92% of companies and HR managers are looking for employees with developed soft skills: the ability to communicate with colleagues, work effectively in a team, and find a creative approach even to solving non-creative tasks. “IT pioneers” (albeit with expertise) are no longer at the top. They are used to scrupulously sitting over the solution of one task, without taking into account the advice of their colleagues. This is not what the market is asking for.

More and more attention is paid to software because people have realized that problems at work are often related not to the fact that an employee lacks expertise, but to the fact that he or she does not know how to interact effectively with the team.

For example, an IT company employs an experienced developer who is considered a guru by the whole team and managers. However, nobody wants to deal with him: he blames the client, project manager, tester, but not himself for any problems. He also does not know how to work in a team, a kind of “lone star”. It turns out that the experience and professionalism of such a developer are devalued because it is uncomfortable to interact with him.

Each company needs its own perfect match in terms of soft-skills. However, they are highly valued in most organizations:

• Communication skills – how a person works in a team with people with different backgrounds, midsets, character and experience. How well, he/she explains complex issues, communicates his/her thoughts, whether he/she is able to capitalize on discussions.
• Effective collaboration – whether the specialist will help to make the project better, whether he/she will be able to complement colleagues in different skills.
• Curiosity – whether the candidate has a research mindset, how he or she approaches solving unusual problems and challenges.
• Creativity – whether the specialist can search for creative approaches to solve problems of various kinds.