Document Type : Original Research Paper

Authors

• Parastoo Eshrati ¹
• Anahita Jam ²

¹ Associate Professor, School of Architecture, College of Fine Arts, University of Tehran, Tehran, Iran.

² Master of Architecture, Alborz Pardis, University of Tehran, Tehran, Iran

Abstract

Extended Abstract
Background and Objectives: The demand for employment upon graduation has heightened the significance of essential job market skills more than before. The main skills for entering any profession include soft skills and hard skills. Hard skills include the technical and scientific knowledge. Both skills are necessary for the profession. The purpose of this paper is to determine hard and soft skills required for the employment of new architecture graduates and assess the significance of each skill.
Methods: The research questions aim to ascertain the significance ratios of these skills, identify the most and least important skills, and establish a correlation between company size (small, medium, and large) and the importance of these skills. Initially, following a comprehensive literature review, soft skills were classified into seven distinct categories. Simultaneously, the requisite hard skills for architecture graduates were extracted from the Ministry of Science and Technology-approved bachelor’s and master’s degree curricula in architecture, resulting in the presentation of a seven-category list of hard skills. Subsequently, a questionnaire based on the identified soft and hard skills was developed and administered to the study’s sample group, comprising managers from small, medium, and large companies. Companies were categorized based on the number of full-time employees, with “small” companies having 7 or fewer employees, “medium” companies having 7 to 12 employees, and “large” companies having 13 to 50 employees. Non-parametric tests were used for hypothesis testing. Given the nature of the hypotheses, which involve the comparison of three independent groups (small, medium, and large companies), the “Kruskal-Wallis test” was chosen to analyze the data collected from the questionnaires. Based on results of papers in the field of statistical analysis of small populations, a minimum sample size of 9 individuals is required to conduct the Kruskal-Wallis test for three groups. However, in this study, data collection exceeded this minimum requirement to the greatest extent possible for the authors. Subsequently, the data was quantitatively analyzed using SPSS software.
Findings: The quantitative analysis conducted using SPSS software reveals that, according to company managers, hard skills hold a 44.38% level of importance, while soft skills account for 55.62%. However, the results of the Kruskal-Wallis test indicate that there is no correlation between the company size and the level of importance of hard and soft skills. Regarding the research findings, the hard skills in order of importance are: software, design, work experience, theoretical knowledge, free-hand drawing, legal regulation, and type of degree. In contrast, the order of importance for soft skills is as follows: professional ethics, analysis and problem-solving, self-management, leadership, project management, communication skills, and research. Furthermore, the study’s results demonstrate a significant relationship between a company size and the specific type of soft and hard skills required by that company. 
Conclusion: The findings of this study indicate that soft skills are more important than hard skills for hiring fresh architecture graduates but there is no correlation between the company size and the importance level of hard and soft skills in general. When considering hard skills, software is the most important in small companies, while regulation is the least significant. In medium-sized companies, work experience and design rank highest, whereas the type of degree is considered the least important. In larger companies, software stands out as the most crucial, while university rank is perceived as the least important. Among soft skills, in small companies, the most important skills are professional ethics and three skills including research, project management and communication are the least important ones; in medium size companies the most important skill is professional ethics and the least is project management; and in large companies the most important ones is professional ethics and the least is research. Regardless of the level of companies and the division of skills, the most important skill is professional ethics and the least important one is university rank. Analysis of interviews with company managers conducted in a qualitative manner also reveals the necessary changes required in the architecture education system to enhance students’ employability and offered suggestions for students. In light of the study findings, it is advisable to consider incorporating a course focused on developing soft skills into architecture curricula, particularly at the undergraduate level.

Graphical Abstract

Highlights

- The importance of soft skills is about 10% more than hard skills in hiring new architecture graduates.
- The most important soft skill is “professional ethics” and the most important hard skill is “software”. Regardless of the level of companies among all the soft and hard skills, the most important skill is professional ethics (soft) and the least important one is university rank (hard).
- The importance of hard & soft skills does not depend on the level of the company.

Keywords

• Soft Skills
• Hard Skills
• Architecture Education
• Employability Skills
• Architecture Graduate

Main Subjects

• Architecture