Finding Candidates With Soft Skills

Employees with strong soft skills have the ability to grow and flourish in any environment due to the fact that they have experience and interpersonal skills that make adapting easier than those who lack such skills.

Soft skills include communications, listening, and emotional perceptivity, such as empathy and sympathy. These skills tend to reside in personal attributes, personality, and character traits, and social cues picked up throughout one’s life. These skills allow people to connect with one another by effectively “reading” those they interact with. These are not skills that are learned in a short period of time, instead, they are acquired, tuned, and even perfected throughout experiences and time.

Hard skills or technical skills are easier to identify when meeting a potential employee. For the most part, the candidate will include their experience and hard skills on their resume, as well as mention them in an interview. Soft skills are not so easy to identify.

LinkedIn revealed that only 60% of hiring managers agree that screening for soft skills is tough, but crucial as it will determine how new hires will be able to interact with your team. The professional networking platform identified 6 key soft skills and questions to ask to decode how a candidate’s level of soft skills.

INTERVIEW QUESTIONS TO ASK

  1. Adaptability

Ask the candidate to discuss a time when they were asked to do something they haven’t done before, how they reacted and what they learned.

  1. Culture Fit

Explore what the interviewee is looking for in a job by asking what three things are most important to them in a position or workplace environment.

  1. Collaboration

Have the candidate give examples of when they had to work with someone who was challenging to work with, how they handled working with this particular individual, and what the outcome was.

  1. Leadership

Ask the interviewee to discuss when something significant didn’t go according to plan at work, what was their role in the project or task, and the final result.

  1. Growth Potential

Have the candidate discuss how they handled a crisis or problem when their manager was unavailable and who they consulted with to determine the solution.

  1. Prioritization

Ask the interviewee to tell you about a time when they had to juggle several projects at the same time, how they were able to manage their time and the final result.

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