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.
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:
Given their significance, it’s essential for interviewers to assess soft skills as carefully as technical abilities.
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.
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.
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:
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.
Problem-solving requires logical thinking and creativity to address unexpected challenges. It’s an invaluable skill, especially in dynamic environments.
Adaptable employees handle changes with a positive attitude and can pivot when needed. Flexibility in a candidate reveals an openness to learning and growth.
Reliability and a strong work ethic indicate that a candidate is dependable, committed, and motivated to meet their responsibilities consistently.
Emotional intelligence involves self-awareness, empathy, and the ability to handle interpersonal situations thoughtfully. High EQ fosters positive relationships and supports team cohesion.
Having practical questions at hand can make it easier to assess each soft skill. Here’s a list of example questions organized by skill.
Evaluating responses effectively requires looking beyond surface-level answers to understand the candidate’s personality and approach. Here are some tips for accurate assessment.
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.
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.
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.
While assessing soft skills, interviewers may unintentionally overlook key insights or misinterpret cues. Avoid these common mistakes to ensure a fair evaluation.
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.
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.
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.
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.
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.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
