The power of soft skills in a changing world
Published: 05:10 PM,Oct 14,2025 | EDITED : 09:10 PM,Oct 14,2025
Oman is transitioning from an oil-based economy to a knowledge-based economy that prioritises digitalisation, financial technology, artificial intelligence and renewable energy. This shift requires individuals to collaborate across disciplines, adapt swiftly and hone their critical thinking and problem-solving skills. In the Gulf countries, soft skills are becoming increasingly important because of technological disruption, cultural diversity and economic change.
However, Bayt, the largest job portal in the Middle East, revealed that in Saudi Arabia, Qatar and Oman, there is also a noticeable deficiency in interpersonal and leadership abilities. LinkedIn's 2019 Global Talent Trends study found that 89% of recruiters blame poor recruitment on a deficiency in soft skills.
According to a popular saying, hard skills can land you an interview, but soft skills will get you hired, which seems to be true. According to a 2021 America Succeeds study, nearly 80% of job listings highlighted soft talents as mandatory. Along with technical capabilities, employers are actively seeking intangible abilities, sometimes known as soft skills, in their recruits. The term 'soft skills' refers to abilities that go beyond the technical and professional, such as an individual's ability to interact, communicate, solve problems and adapt to various situations.
These skills are more nuanced, comprising behaviours that define a competent team member or an influential leader. Although there is no comprehensive list of soft skills, they encompass everything that enables people to successfully perform their jobs or live comfortably.
These abilities are more subtle, such as effective communication, critical thinking, empathy, collaborative work, active listening, being a team player, flexibility and adaptability. Organisations are increasingly recognising the value of these talents in building productive and adaptive teams in evolving and diverse environments. A study conducted by Harvard University in 2025 revealed that soft skills boost career earnings, job advancement, specialised skill learning and industry perseverance, making employees more competitive in entry-level positions.
According to Daniel Goleman, author of the Emotional Intelligence at Work study, which involved more than 500 executives, soft skills are a better indicator of high success than IQ or experience. Businesses such as Amazon, Xerox and Tesla, which have adapted their hiring procedures to favour soft talent, reinforce this perspective.
A LinkedIn poll conducted in 2022 with 300 hiring managers felt that their company's productivity was being hampered by employees' lack of soft skills. Research conducted by The Future of Work in 2021 highlighted that employers place a high value on reliability, teamwork, flexibility and problem solving as key soft skills.
Furthermore, according to 92% of talent professionals, soft skills are as important for hiring as hard ones. By 2032, the worldwide soft skills training industry is anticipated to grow from $29.8 billion in 2023 to $83.5 billion. In addition, a Forbes Magazine survey in 2024 indicated that 84% of managers and staff believed that soft skills should be demonstrated by new hires during the interview process.
Technical skills, such as coding languages and software tools, typically become outdated within two to four years of their acquisition. In contrast, soft skills such as empathy, critical thinking and communication remain essential across various roles and industries, particularly as generative AI takes over more technical tasks, highlighting the irreplaceability of human-centric skills in the workplace. According to Bayt, the most sought-after soft skills in Gulf countries are emotional intelligence, communication, adaptability and problem solving.
Managers should pay attention to the following:
•Determine which soft skills are most important for the needs of the company.
•Managers should be encouraged to model soft skills that can enhance team dynamics, improve communication and foster a cohesive work environment.
•Incorporate soft skills into performance reviews and KPIs.
•Encourage cross-functional initiatives to foster flexibility and teamwork.
•Monitor the development of employees' soft skills through employee engagement, client satisfaction and team collaboration.
•Provide regular soft skill refreshers and establish a system that rewards and recognises performance in these skills.
Educational institutions should pay attention to the following:
•Educational institutions should integrate soft skills into the majority, if not all, of their modules.
•Institutions should create innovative assessments, including role plays, mock interviews, industry dialogues and live online presentations, to evaluate students' soft skills.
•Institutions should involve industry professionals in assessments to observe students' interpersonal and professional development first-hand.
•Institutions should promote student involvement in clubs to improve communication, confidence, teamwork and leadership skills.
•Institutions should ensure that students in internships interact with diverse individuals, collaborate in various teams and address real-world problems to prepare them for future challenges.
In summary, the significance of soft skills in the workplace is increasing, highlighting the need for employees to develop interpersonal abilities alongside technical expertise to enable effective collaboration and communication. Soft skills help employees earn more, move up to leadership positions, survive market disruptions, adjust to organisational changes and ensure long-term professional success. Organisations thrive when employees have strong soft skills that enhance teamwork, innovation and productivity. Such skills enable individuals to handle challenges effectively, lead teams, adapt to change, resolve conflicts and contribute to successful outcomes.