When evaluating past experiences to identify skills, what distinguishes a 'tangible skill' from an 'intangible skill'?

When evaluating past experiences to identify skills, a 'tangible skill' is distinguished from an 'intangible skill' by its measurability and demonstrability through objective evidence, whereas an 'intangible skill' is assessed subjectively through observation and interpretation. Tangible skills, also known as hard skills, are technical abilities or knowledge that can be easily quantified, verified, and often involve using tools or software. For example, proficiency in Python programming, fluency in Spanish, or the ability to operate a specific type of machinery are tangible skills. You can demonstrate these skills through certifications, project portfolios, or direct testing. In contrast, intangible skills, also known as soft skills, are personal attributes, interpersonal abilities, or character traits that are harder to measure directly. Examples include leadership, communication, problem-solving, and adaptability. While you can't provide a certification for 'leadership,' you can demonstrate its application through examples of how you've motivated teams, resolved conflicts, or achieved results in previous roles. Intangible skills are typically assessed through behavioral questions during interviews, performance reviews, and feedback from colleagues, relying on subjective evaluations of how you apply these skills in various situations. Therefore, the key difference lies in the objectivity of assessment; tangible skills are objectively verifiable, while intangible skills rely on subjective interpretation of observed behaviors and personal attributes.