Smart hiring managers know that a candidate’s skill set goes beyond technical expertise. Soft skills—those subtle yet powerful attributes such as communication, adaptability, and problem-solving—often determine success in the workplace.
In this guide, I’ll cover why soft skills matter, which ones to look for, and how to effectively assess them in an interview.
Table of Contents
What are soft skills, and why are they important?
Soft skills are personal attributes that shape how individuals interact, work, and manage their work environment. While technical skills help candidates perform specific tasks, soft skills enable them to work well with others, navigate challenges, and adapt to change. Here are a few key examples of why soft skills are crucial:
- Enhanced team dynamics: Soft skills allow for smoother communication and teamwork, creating a positive, collaborative environment.
- Improved problem-solving: Creative and adaptable individuals handle challenges with flexibility and resilience.
- Effective leadership: Many soft skills, such as emotional intelligence, lay the foundation for effective leadership and mentorship.
Given their significance, it’s essential for interviewers to assess soft skills as carefully as technical abilities.
Why interviewers ask about soft skills
Employers ask about soft skills because they impact a candidate’s day-to-day performance and ability to integrate into the company’s culture. Soft skills interviews allow interviewers to see beyond technical proficiency and gauge how a candidate will handle situations involving communication, teamwork, and resilience.
These questions also give insights into a candidate’s potential to grow within the organization, which is often linked to their adaptability and openness to feedback.
Top soft skills to assess in interviews
Here’s a breakdown of the most valuable soft skills for interviewers to evaluate, along with insights on why they’re crucial and examples of questions to assess them.
Communication skills
Effective communication is key to any role, whether it’s conveying ideas clearly, listening actively, or presenting information in a digestible manner. Here’s what interviewers should consider:
- Example question: “Tell me about a time when you had to explain a complex topic to someone without a technical background. How did you approach it?”
- What to look for: Clear articulation, a structured response, and the ability to make complex ideas accessible.
Teamwork and collaboration
Teamwork enables individuals to work efficiently in group settings, contributing positively to shared goals. Collaborative employees support their colleagues and are open to others' ideas.
- Example question: “Describe a challenging team project you were part of. How did you handle conflicts or disagreements?”
- What to look for: Willingness to listen, empathy, and evidence of compromise or conflict resolution.
Problem-solving skills
Problem-solving requires logical thinking and creativity to address unexpected challenges. It’s an invaluable skill, especially in dynamic environments.
- Example question: “Give an example of a problem you solved creatively. What was your approach?”
- What to look for: Analytical skills, creativity, and a structured approach to solving issues.
Adaptability and flexibility
Adaptable employees handle changes with a positive attitude and can pivot when needed. Flexibility in a candidate reveals an openness to learning and growth.
- Example question: “Describe a time when you had to adjust to a major change in your role. How did you manage it?”
- What to look for: Positive attitude, examples of past adaptation, and a mindset geared toward continuous improvement.
Work ethic and reliability
Reliability and a strong work ethic indicate that a candidate is dependable, committed, and motivated to meet their responsibilities consistently.
- Example question: “Tell me about a time when you had to go above and beyond to meet a goal. What drove you to put in the extra effort?”
- What to look for: Dedication, intrinsic motivation, and evidence of taking initiative.
Emotional intelligence (EQ)
Emotional intelligence involves self-awareness, empathy, and the ability to handle interpersonal situations thoughtfully. High EQ fosters positive relationships and supports team cohesion.
- Example question: “How do you handle feedback or criticism, especially if you disagree with it?”
- What to look for: Self-awareness, openness to feedback, and constructive response to criticism.
Sample questions for soft skills interview
Having practical questions at hand can make it easier to assess each soft skill. Here’s a list of example questions organized by skill.
Questions for assessing communication
- “Give an example of a time you had to listen to a colleague’s feedback. How did it influence your approach?”
- “Describe a situation where effective communication helped resolve a conflict.”
Teamwork and collaboration questions
- “Share an experience when you contributed to a team effort to achieve a common goal.”
- “Tell me about a time you had to work closely with someone whose working style was different from yours.”
Problem-solving sample questions
- “Describe a project where you encountered unexpected challenges. How did you overcome them?”
- “Tell me about a time when you identified a problem before anyone else noticed it. What did you do?”
Adaptability and flexibility questions
- “Give an example of a time you were asked to take on a task outside your regular duties. How did you approach it?”
- “Describe a situation where you had to learn a new skill quickly to adapt to a changing requirement.”
Reliability and work ethic questions
- “Can you provide an example of a time when you took ownership of a project or task?”
- “Tell me about a time when you went out of your way to ensure a job was done on time.”
How to evaluate soft skills responses
Evaluating responses effectively requires looking beyond surface-level answers to understand the candidate’s personality and approach. Here are some tips for accurate assessment.
Listening for concrete examples
Concrete examples, rather than hypothetical responses, indicate the candidate has real-life experience with the skills being evaluated. A lack of specific examples could signal either limited experience or hesitancy to share details.
Observing nonverbal cues
Body language, eye contact, and tone can provide insights into a candidate’s confidence and engagement. Open, approachable body language, coupled with steady eye contact, typically signals a genuine, well-prepared candidate.
Identifying adaptability and resilience
Adaptable candidates often demonstrate a positive outlook, even in challenging circumstances. Listen for indicators of resilience, like discussing lessons learned from difficult situations or how they adjusted their approach to improve outcomes.
Common mistakes in assessing soft skills
While assessing soft skills, interviewers may unintentionally overlook key insights or misinterpret cues. Avoid these common mistakes to ensure a fair evaluation.
Over-relying on hypothetical questions
While hypothetical questions can offer some insights, real-life examples tend to be more telling. Encourage candidates to share specific stories that showcase their soft skills.
Failing to probe deeper
Follow-up questions are critical for uncovering the full context behind a candidate’s responses. Simple questions like “Why did you take that approach?” can reveal motivations and adaptability.
Misinterpreting nonverbal cues
It’s easy to misjudge nonverbal cues if they’re taken out of context. Remember that cultural differences, nerves, or personal presentation styles can affect a candidate’s body language.
FAQ on soft skills interview questions
1. What are the top three soft skills to look for in any role?
Communication, teamwork, and adaptability are widely valued across industries.
2. How can you test soft skills virtually?
Use video interviews, structured questions, and tasks that simulate real-world scenarios.
3. Can soft skills be developed over time?
Yes, soft skills can improve with practice, feedback, and self-awareness.
4. How do soft skills impact company culture?
Positive soft skills promote a cohesive, supportive culture and enhance employee satisfaction.
5. How should soft skills be balanced with technical skills?
Both are essential, but the balance depends on the role; soft skills often enhance the application of technical skills.
Conclusion
Soft skills are essential indicators of a candidate’s potential to thrive within a team and adapt to challenges. By asking the right questions, observing cues, and avoiding common pitfalls, interviewers can assess these critical attributes effectively.
Prioritizing soft skills in hiring decisions can contribute to a strong, adaptable, and successful team, ensuring that each new hire adds value beyond their technical abilities.
