"We've seen people who are technically competent but struggle because they may not have the soft skills or they may just not have the corporate fit," he said.
Given the need for technology workers, employers shouldn't rule out people who aren't a total match, said Ray Lowrey, CIO of McGraw-Hill Education. Some skills can be learned, he said, and employers should talk to potential employees on how they can close the gap.
"I've seen several situations where during the initial interview it may come across that there is a gap that can't be managed," he said. "But you recognize that the individual is very talented. Look at things a little bit deeper, start laying out a 90-day plan as far as how would you address things and at that point the risk is manageable."
Williamson pointed out that many companies have training programs where employees can learn soft skills.
"A lot of the IT organizations have very strong methodologies, cultures, an approach that they want to instill on the people they hire and part of that is around soft skills," he said. "If you can find somebody who has the technical abilities, you'll put them through the [training] machine in your organization to get the soft skills."
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