Soft skills 2.0

"<< Background >>As we know, Soft Skills are a combination of social and relational skills, communications, personality traitś and attitudes that complement technical skills. Today, these Soft Skills are highly sought after by recruiters (between 70 and 89% depending on the European country) and research shows that 85% of professional success comes from social and relational skills developed over the years. HR personnel and companies no longer consider Soft Skills as a fad and want to implement dedicated training and integrate these skills in their recruitment and management processes. Soft skills are precisely the best way to adapt to change and their recognition and valorisation offer many opportunities: whatever the professional qualification, whatever the job, the usefulness of soft skills is universal and transferable; soft skills will add a winning asset to your application and it is their identification that will make the difference on the job market or within a company. From onboarding, through lifelong training, assessment and transferability of skills, promoting Soft skills is essential to support professional developments pathways.<< Objectives >>Partners of this project wish to facilitate the implementation of Soft Skills in the work environment for people with low level of qualification or in situation of handicap The challenge of the training organisations partners is to assist the development of the visibility of Soft Skills through the onbording, the job searches as well as the implementation of Soft Skills in a work environment. At the same time, they also want to offer new services thanks to the development of tools for on-the-job training (tutor training, pedagogical tools, evaluation, recognition). The challenge for the social companies in the project is to develop recruitment tools for people with low levels of qualification or with disabilities. But also, to propose a development of soft skills through training actions in a work situation, and professional interviews based on technical and behavioral skills. For companies, partners propose new recruitment practices integrating Soft Skills so that they can project themselves on a candidate and open up/expand the recruitment criteria.<< Implementation >>To do this, our Soft skills 2.0 project was structured around 5 phases: - A first phase entitled ""Articulation Training Soft skills in a Work Situation "" which was focus on the principles and modalities of FEST in Europe and we created a Soft skills path in a company.During this phase partners produce a Guide “Soft skills in a corporate culture”. - A second phase entitled ""Soft Skills Toolbox"" had realised the implementation of management and recruitment tools integrating Soft skills.Result is a soft skills toolbox “Protocol of European human resources management”- A third phase entitled ""pedagogical itinerary"" was focus on the implementation of a soft skills training programme in a work situation and tools related to this training. Results are a WBL Memo and annexes. - A fourth phase entitled ""Experimentation"" which help us to create training modules and pedagogical tools for HR personnel and trainers/recruitersResults are two training programmes experimented - A fifth phase entitled ""Soft skills assessment” for building tools to position and evaluate soft skills in a work situation while building tools to measure the impact of the project. << Results >>Effects and results of our project pay off different levels: - At the level of the organisations with whom we work or disseminate the project’s results, which become imbued with a new corporate culture with recruitment, management and training tools that integrate Soft Skills- At the level of professional for whom the taking into account of Soft Skills have incidences. For the HR personnel and the tutors’ trainers whom gained awareness of the impact of soft skills on their methods of trainings, but also by offer new opportunities on recruitment and management- At the level of learners through increased awareness of soft skills on a direct impact on the recruitment phase and on continuing professional life - At the level of work methods, which integrate soft skills that can change the scales of values and judgments of everyone and thus directly impact our work methods. These effects and results will be felt at the local, regional, national and international levels."