{"id":47403,"date":"2026-06-01T01:00:00","date_gmt":"2026-06-01T01:00:00","guid":{"rendered":"https:\/\/easec.eu\/?p=47403"},"modified":"2026-06-17T22:15:23","modified_gmt":"2026-06-17T22:15:23","slug":"com-avaluar-les-competencies-toves-en-candidats-amb-un-estandard-europeu","status":"publish","type":"post","link":"https:\/\/easec.eu\/ca\/how-to-assess-soft-skills-in-candidates-european-standard\/","title":{"rendered":"Com Avaluar les Compet\u00e8ncies Toves en Candidats amb Est\u00e0ndards Verificats"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"47403\" class=\"elementor elementor-47403\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-65b3472 e-flex e-con-boxed e-con e-parent\" data-id=\"65b3472\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e46958e elementor-widget elementor-widget-text-editor\" data-id=\"e46958e\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-e46958e{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8ac83af elementor-widget elementor-widget-text-editor\" data-id=\"8ac83af\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-8ac83af{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-02a8935 elementor-widget elementor-widget-text-editor\" data-id=\"02a8935\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-02a8935{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4244a4b elementor-widget elementor-widget-text-editor\" data-id=\"4244a4b\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-4244a4b{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-62a75a0 elementor-widget elementor-widget-text-editor\" data-id=\"62a75a0\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-62a75a0{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-26cb44a elementor-widget elementor-widget-text-editor\" data-id=\"26cb44a\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-26cb44a{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4b83a93 elementor-widget elementor-widget-text-editor\" data-id=\"4b83a93\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2>Com avaluar soft skills en candidats amb est\u00e0ndard europeu<\/h2><p>Tens 40 candidats amb perfils t\u00e8cnics gaireb\u00e9 id\u00e8ntics. El responsable de contractaci\u00f3 necessita una decisi\u00f3 en deu dies. I l&#8217;\u00fanica variable que separar\u00e0 una bona incorporaci\u00f3 d&#8217;un abandonament voluntari en sis mesos s\u00f3n les soft skills \u2014 que ning\u00fa al teu equip sap mesurar amb dades auditables. Segons <a href=\"https:\/\/www.weforum.org\/publications\/the-future-of-jobs-report-2025\/\">l&#8217;informe Future of Jobs 2025 del F\u00f2rum Econ\u00f2mic Mundial<\/a>, el 63 % dels ocupadors globals identifica la bretxa de compet\u00e8ncies com la primera barrera per a la seva transformaci\u00f3 organitzativa. No \u00e9s una dada de tend\u00e8ncia: \u00e9s l&#8217;obstacle operatiu que m\u00e9s diners costa a les empreses que contracten avui. Aquest article explica com avaluar soft skills en selecci\u00f3 de personal amb criteris objectius, per qu\u00e8 els m\u00e8todes m\u00e9s utilitzats continuen fallant i qu\u00e8 canvia quan l&#8217;avaluaci\u00f3 es recolza en un est\u00e0ndard europeu verificable. Si dirigeixes recursos humans, talent o desenvolupament de persones, aqu\u00ed trobar\u00e0s un marc per prendre millors decisions de contractaci\u00f3 \u2014 amb n\u00fameros, no amb intu\u00efci\u00f3.<\/p><h2>Per qu\u00e8 la bretxa de soft skills \u00e9s ara un problema financer, no nom\u00e9s formatiu<\/h2><p>La conversa sobre compet\u00e8ncies transversals va deixar de ser un debat de desenvolupament professional per convertir-se en una l\u00ednia del pressupost. Les dades m\u00e9s recents ho confirmen sense ambig\u00fcitat.<\/p><p><a href=\"https:\/\/www.hays.es\/sala-de-prensa\/notas-de-prensa\/content\/hard-skills-mas-valoradas-en-2025\">La Guia del Mercat Laboral 2025 de Hays<\/a> revela que el 63 % de les empreses espanyoles ja prioritzen les soft skills per sobre de les compet\u00e8ncies t\u00e8cniques en els seus processos de selecci\u00f3. I el 43 % hi destinar\u00e0 la seva inversi\u00f3 de RH el 2025 a programes de formaci\u00f3 espec\u00edfics per tancar aquesta bretxa. No parlem d&#8217;un canvi de discurs: parlem de partides pressupost\u00e0ries reals reassignades. Al teixit empresarial catal\u00e0, on les pimes representen la immensa majoria del cens empresarial segons dades de PIMEC, l&#8217;impacte d&#8217;una mala contractaci\u00f3 \u00e9s proporcionalment encara m\u00e9s gran.<\/p><p>El problema \u00e9s que prioritzar no equival a mesurar. Segons dades de Bizneo actualitzades al 2026, el 13 % de les noves contractacions fracassa durant el per\u00edode de prova i 1 de cada 3 treballadors abandona abans de complir un any. El factor m\u00e9s citat en tots dos casos \u00e9s una avaluaci\u00f3 deficient de les soft skills durant el proc\u00e9s de selecci\u00f3.<\/p><p>Tradu\u00efm-ho a cost. Substituir un treballador de perfil mitj\u00e0 costa entre el 50 % i el 200 % del seu salari anual, depenent del nivell de responsabilitat. Per a una empresa que contracta 100 persones l&#8217;any i en perd un ter\u00e7 durant els primers dotze mesos, l&#8217;impacte pot superar els 500.000 \u20ac anuals nom\u00e9s en costos directes de rotaci\u00f3 \u2014 sense comptar la p\u00e8rdua de productivitat ni el desgast de l&#8217;equip receptor.<\/p><p>La bretxa de soft skills en selecci\u00f3 no \u00e9s un risc reputacional. \u00c9s una hemorr\u00e0gia financera que es repeteix cada trimestre a les empreses que seleccionen sense dades verificables.<\/p><h2>Tres m\u00e8todes habituals per avaluar soft skills \u2014 i on fallen<\/h2><p>Abans de parlar de solucions, conv\u00e9 auditar amb honestedat el que ja s&#8217;est\u00e0 fent. La majoria dels departaments de recursos humans combinen tres enfocaments.<\/p><h3>Entrevista conductual estructurada<\/h3><p>\u00c9s el m\u00e8tode m\u00e9s est\u00e8s i, ben dissenyat, el m\u00e9s \u00fatil a curt termini. Les preguntes basades en situacions passades (STAR, SOARA) permeten observar patrons de comportament. El problema no rau en la t\u00e8cnica, sin\u00f3 en la seva escalabilitat i en l&#8217;abs\u00e8ncia de verificaci\u00f3 externa. Dos entrevistadors diferents poden valorar la mateixa resposta de maneres oposades, i no hi ha cap registre auditable del resultat que l&#8217;empresa pugui compartir amb un soci, un comit\u00e8 de compliment normatiu o una filial en un altre pa\u00eds.<\/p><h3>Tests psicom\u00e8trics propietaris integrats en plataformes ATS<\/h3><p>Eines com les que ofereixen els grans ATS del mercat inclouen avaluacions de personalitat, raonament situacional o intel\u00b7lig\u00e8ncia emocional. S\u00f3n r\u00e0pids, automatitzables i generen informes interns. No obstant aix\u00f2, els seus resultats s\u00f3n opacs: el candidat no els pot portar amb ell, l&#8217;ocupador no els pot auditar davant d&#8217;un marc de refer\u00e8ncia p\u00fablic, i la seva validesa es limita a l&#8217;ecosistema de la plataforma que els emet. Si l&#8217;empresa canvia d&#8217;ATS, perd l&#8217;hist\u00f2ric.<\/p><h3>Refer\u00e8ncies i avaluaci\u00f3 per iguals<\/h3><p>\u00datils com a complement, per\u00f2 subjectives per definici\u00f3. Les refer\u00e8ncies depenen de la voluntat del referent, de la seva relaci\u00f3 amb el candidat i del context cultural. No generen dades comparables ni repetibles.<\/p><p>El denominador com\u00fa d&#8217;aquests tres enfocaments \u00e9s la manca de verificabilitat externa. Cap d&#8217;ells produeix una credencial que un tercer pugui validar de manera independent. En un mercat on el 91 % dels ocupadors considera les soft skills tan importants com les t\u00e8cniques \u2014 per\u00f2 admet que no sap com mesurar-les objectivament, segons LinkedIn Global Talent Trends \u2014, aquesta mancan\u00e7a ja no \u00e9s acceptable.<\/p><h2>Qu\u00e8 canvia quan l&#8217;avaluaci\u00f3 t\u00e9 el suport d&#8217;un est\u00e0ndard europeu<\/h2><p>La difer\u00e8ncia entre un test intern i una certificaci\u00f3 alineada amb un est\u00e0ndard europeu \u00e9s la mateixa que existeix entre un informe comptable fet a casa i una auditoria signada per un organisme acreditat. Tots dos contenen n\u00fameros; nom\u00e9s un \u00e9s verificable per tercers.<\/p><p><a href=\"https:\/\/esco.ec.europa.eu\/en\">La classificaci\u00f3 ESCO de la Comissi\u00f3 Europea<\/a> estableix una taxonomia p\u00fablica de compet\u00e8ncies, qualificacions i ocupacions reconeguda als 27 estats membres. Quan una avaluaci\u00f3 de soft skills s&#8217;alinea amb ESCO, el resultat deixa de ser una dada propiet\u00e0ria per convertir-se en una refer\u00e8ncia interoperable: qualsevol ocupador europeu pot interpretar la credencial sense necessitat de con\u00e8ixer l&#8217;eina que la va generar.<\/p><p>A aix\u00f2 s&#8217;hi suma <a href=\"https:\/\/europass.europa.eu\/en\/europass-digital-tools\/european-qualifications-framework\">el Marc Europeu de Qualificacions (EQF) gestionat des d&#8217;Europass<\/a>, que classifica les compet\u00e8ncies en nivells comparables entre pa\u00efsos. Una credencial digital vinculada a l&#8217;EQF no nom\u00e9s diu \u00abaquest candidat t\u00e9 lideratge alt\u00bb \u2014 especifica en quin nivell del marc europeu se situa aquesta compet\u00e8ncia, de manera que un director de recursos humans a Barcelona, Munic o Bogot\u00e0 pot llegir-la amb el mateix criteri.<\/p><p><a href=\"https:\/\/easec.eu\/ca\/\">L&#8217;est\u00e0ndard europeu de certificaci\u00f3 de soft skills d&#8217;EASEC<\/a> opera exactament en aquesta intersecci\u00f3. Combina avaluaci\u00f3 psicom\u00e8trica amb l&#8217;alineaci\u00f3 formal a ESCO i EQF per emetre credencials digitals verificables \u2014 no informes interns, sin\u00f3 documents auditables per qualsevol tercer autoritzat.<\/p><p>La difer\u00e8ncia operativa per a un departament de recursos humans es resumeix en aquesta taula:<\/p><table><thead><tr><th>Criteri<\/th><th>Test propietari (ATS)<\/th><th>Certificaci\u00f3 amb est\u00e0ndard europeu<\/th><\/tr><\/thead><tbody><tr><td>Verificabilitat per tercers<\/td><td>No \u2014 resultat intern, no auditable externament<\/td><td>S\u00ed \u2014 credencial digital verificable per qualsevol organitzaci\u00f3<\/td><\/tr><tr><td>Reconeixement transfronterer<\/td><td>Limitat a l&#8217;ecosistema del prove\u00efdor<\/td><td>Reconegut en el marc ESCO\/EQF de la UE<\/td><\/tr><tr><td>Auditabilitat en compliment normatiu<\/td><td>Dif\u00edcil de presentar en auditories d&#8217;igualtat o diversitat<\/td><td>Dada objectiva citable en informes reguladors<\/td><\/tr><tr><td>Interoperabilitat amb people analytics<\/td><td>Dep\u00e8n de l&#8217;API de l&#8217;ATS; dades no portables<\/td><td>Credencial estandarditzada, integrable en qualsevol sistema<\/td><\/tr><tr><td>Validesa temporal<\/td><td>Caduca en canviar de plataforma<\/td><td>Vinculada al perfil del candidat de manera permanent<\/td><\/tr><\/tbody><\/table><p>Per als equips de talent que operen en diversos pa\u00efsos o que necessiten justificar les seves decisions de contractaci\u00f3 davant comit\u00e8s interns, la difer\u00e8ncia no \u00e9s cosm\u00e8tica. \u00c9s estructural.<\/p><h2>People analytics amb dades certificades: de la intu\u00efci\u00f3 al quadre de comandament<\/h2><p>La promesa del people analytics fa anys que xoca amb un mur pr\u00e0ctic: si les dades d&#8217;entrada no s\u00f3n fiables, el quadre de comandament \u00e9s decoratiu. Quan les avaluacions de soft skills generen credencials estandarditzades, el departament de recursos humans pot construir un mapa real de compet\u00e8ncies de la seva plantilla i del seu vivier de candidats.<\/p><p>Aix\u00f2 significa comparar objectivament el perfil de compet\u00e8ncies transversals dels candidats amb el punt de refer\u00e8ncia dels treballadors d&#8217;alt rendiment que ja formen part de la plantilla. Significa detectar bretxes espec\u00edfiques abans de la incorporaci\u00f3, no despr\u00e9s. I significa, gr\u00e0cies a <a href=\"https:\/\/easec.eu\/ca\/certificacio-de-competencies-easec-esco-ue\/\">l&#8217;alineaci\u00f3 d&#8217;EASEC amb el marc ESCO i EQF<\/a>, que aquestes dades tenen una taxonomia p\u00fablica al darrere \u2014 no una caixa negra.<\/p><p>Els equips de formaci\u00f3 i desenvolupament que treballen amb selecci\u00f3 per compet\u00e8ncies certificades poden dissenyar plans d&#8217;acollida i desenvolupament individualitzats des del primer dia, amb una l\u00ednia de base mesurable que permet avaluar el progr\u00e9s real, no percepcions.<\/p><h2>ROI mesurable: quant estalvia una selecci\u00f3 basada en compet\u00e8ncies certificades<\/h2><p>El retorn d&#8217;una avaluaci\u00f3 objectiva de soft skills no es mesura nom\u00e9s en contractacions m\u00e9s encertades. Es mesura en tres l\u00ednies simult\u00e0nies.<\/p><p><strong>Reducci\u00f3 de la rotaci\u00f3 primerenca.<\/strong> Si el cost mitj\u00e0 de substituir un professional equival al 100 % del seu salari anual i la certificaci\u00f3 pr\u00e8via redueix les sortides durant el per\u00edode de prova entre un 30 % i un 40 %, l&#8217;estalvi en una empresa amb 200 contractacions anuals pot superar els 300.000 \u20ac l&#8217;any. Les dades del F\u00f2rum Econ\u00f2mic Mundial confirmen que la millora de compet\u00e8ncies interna costa aproximadament un 30 % menys que la contractaci\u00f3 externa, amb major retenci\u00f3 i preservaci\u00f3 del coneixement organitzatiu.<\/p><p><strong>Reducci\u00f3 de biaixos documentable.<\/strong> Una credencial emesa per un organisme extern i verificable per tercers blinda el departament de recursos humans davant reclamacions de biaix en el proc\u00e9s de selecci\u00f3. En contextos d&#8217;auditoria d&#8217;igualtat salarial o diversitat, disposar de dades objectives d&#8217;avaluaci\u00f3 de compet\u00e8ncies transversals no \u00e9s un luxe \u2014 \u00e9s una garantia legal.<\/p><p><strong>Employer branding amb credencials compartibles.<\/strong> Segons <a href=\"https:\/\/business.linkedin.com\/talent-solutions\/resources\/talent-intelligence\/global-talent-trends\">les dades de LinkedIn Global Talent Trends<\/a>, els professionals comparteixen activament les seves certificacions en perfils professionals. Quan una empresa integra la certificaci\u00f3 en el seu proc\u00e9s de selecci\u00f3, cada candidat avaluat es converteix en un ambaixador de marca ocupadora que fa visible el rigor del proc\u00e9s davant la seva xarxa de contactes.<\/p><p><a href=\"https:\/\/easec.eu\/ca\/easec-i-perzon-ai-una-alianca-per-transformar-la-certificacio-de-soft-skills-a-iberoamerica\/\">L&#8217;alian\u00e7a d&#8217;EASEC amb Perzon.ai per a la certificaci\u00f3 a Iberoam\u00e8rica<\/a> demostra que aquesta integraci\u00f3 ja \u00e9s operativa en plataformes de gesti\u00f3 de talent reals. No \u00e9s un projecte pilot: \u00e9s una infraestructura disponible per a empreses que necessiten reduir la rotaci\u00f3 de talent amb dades, no amb promeses.<\/p><h2>Preguntes freq\u00fcents sobre avaluar soft skills en selecci\u00f3 de personal<\/h2><h3>Com es poden avaluar les soft skills de manera objectiva en un proc\u00e9s de selecci\u00f3?<\/h3><p>Combinant l&#8217;entrevista conductual estructurada amb una certificaci\u00f3 externa basada en est\u00e0ndards p\u00fablics com ESCO i EQF. La clau \u00e9s que el resultat sigui una credencial verificable per tercers, no un informe intern de l&#8217;ATS. Aix\u00f2 elimina la subjectivitat de l&#8217;avaluador individual i genera dades comparables entre candidats.<\/p><h3>Quina difer\u00e8ncia hi ha entre un test de soft skills d&#8217;un ATS i una certificaci\u00f3 europea?<\/h3><p>Un test propietari genera un resultat intern v\u00e0lid nom\u00e9s dins d&#8217;aquella plataforma. Una certificaci\u00f3 alineada amb l&#8217;est\u00e0ndard europeu produeix una credencial digital que qualsevol ocupador pot verificar de manera independent, que \u00e9s interoperable entre sistemes i que t\u00e9 reconeixement en el marc de qualificacions de la Uni\u00f3 Europea.<\/p><h3>Val la pena invertir en certificaci\u00f3 de soft skills per a selecci\u00f3 si la meva empresa \u00e9s mitjana?<\/h3><p>S\u00ed, sobretot a les empreses mitjanes, on cada mala contractaci\u00f3 t\u00e9 un impacte proporcionalment m\u00e9s gran. Si el cost de substituir un treballador equival al 100 % del seu salari i l&#8217;avaluaci\u00f3 certificada redueix la rotaci\u00f3 primerenca en un ter\u00e7, la inversi\u00f3 es recupera amb les tres o quatre primeres contractacions encertades de l&#8217;any. A Catalunya, on el teixit empresarial \u00e9s majorit\u00e0riament de pimes, aquesta l\u00f2gica \u00e9s especialment rellevant.<\/p><h3>Les credencials de soft skills certificades s\u00f3n v\u00e0lides a l&#8217;Am\u00e8rica Llatina?<\/h3><p>Les certificacions alineades amb ESCO i EQF tenen reconeixement a tota la Uni\u00f3 Europea i s\u00f3n cada cop m\u00e9s valorades per empreses llatinoamericanes amb operacions o socis europeus. EASEC opera activament a Espanya i l&#8217;Am\u00e8rica Llatina, amb aliances espec\u00edfiques per a la regi\u00f3 iberoamericana. Per a les empreses catalanes amb projecci\u00f3 internacional, \u00e9s un pont directe entre el marc europeu i els mercats americans.<\/p><h2>Conclusi\u00f3<\/h2><p>Avaluar soft skills en selecci\u00f3 de personal amb criteris objectius ja no \u00e9s una aspiraci\u00f3 dels departaments de recursos humans m\u00e9s avan\u00e7ats \u2014 \u00e9s una necessitat operativa amb impacte directe en rotaci\u00f3, costos i reputaci\u00f3. Els m\u00e8todes tradicionals continuen sent \u00fatils com a complement, per\u00f2 la seva manca de verificabilitat externa els converteix en eines incompletes per a un mercat que exigeix dades auditables i reconeixement transfronterer.<\/p><p>La certificaci\u00f3 basada en est\u00e0ndards europeus com ESCO i EQF resol exactament aquest buit: converteix l&#8217;avaluaci\u00f3 de compet\u00e8ncies transversals en una credencial digital que el candidat porta, l&#8217;ocupador verifica i l&#8217;equip de people analytics integra en el seu quadre de comandament. No \u00e9s m\u00e9s burocr\u00e0cia; \u00e9s menys incertesa.<\/p><p>Si la teva empresa necessita millorar la qualitat de les seves contractacions amb dades objectives i credencials reconegudes, <a href=\"https:\/\/easec.eu\/ca\/empreses\/\">les solucions d&#8217;EASEC per a empreses<\/a> ofereixen un punt de partida concret: avaluaci\u00f3 psicom\u00e8trica, certificaci\u00f3 alineada amb el marc europeu i credencials digitals verificables, a punt per integrar en els teus processos de selecci\u00f3 i desenvolupament.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Aprengui a avaluar les compet\u00e8ncies toves en els processos de selecci\u00f3 mitjan\u00e7ant certificaci\u00f3 amb est\u00e0ndards europeus. Redueixi els errors de contractaci\u00f3, disminueixi els costos de rotaci\u00f3 i prengui decisions de selecci\u00f3 auditables.<\/p>","protected":false},"author":2,"featured_media":47404,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,290,280],"tags":[22,191,182,293,291,294],"class_list":["post-47403","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-easec","category-human-resources","category-work","tag-easec","tag-employability","tag-european-certification","tag-objective-assessment","tag-recruitment","tag-social-skills"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Assess Soft Skills in Candidates With Verified Standards | EASEC \u2013 European Soft Skills Certification<\/title>\n<meta name=\"description\" content=\"Learn how to assess soft skills in recruitment using European-standard certification. 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