Assessing Soft Skills to Find Your Next Top Hire: 6 Questions to Ask

As part of any interview process, companies try to ask questions that evaluate a job candidate’s hard skills; however, in doing so, they often fail to assess an interviewee’s soft skills – a critical hiring mistake. Although a candidate’s technical skills are important, it is also vital to find a new team member who has the right soft skills, such as reliability, a positive attitude, the ability to fit in culturally, and a willingness to learn.

In fact, 90% of employers report that soft skills are more important than or as important as technical skills. Additionally, only half of hiring managers believe that recent graduates are prepared for the workforce, often because they lack the necessary soft skills to succeed in a professional environment. Specifically, employers believe millennials fall short when it comes to critical thinking and problem solving skills, attention to detail, leadership, teamwork and interpersonal skills, writing proficiency, and communication.

Soft skills can be hard to identify in an interview, but hiring managers can ask candidates the following strategic questions to help shed light on how an interviewee might work and grow within the company.

1) What’s a challenge you’ve faced in the workplace, and how did you overcome it?

A candidate always tries to put their best foot forward in an interview and discuss their strengths, but it is important to know how they will perform under stress. This question will allow a hiring manager to learn how a prospective team member will think on their feet and assess a tough situation to find a solution.

Assesses problem solving, leadership, crisis management.

2) Have you ever had a conflict with another employee at work? How did you resolve it?

At all companies, it is critical for employees to get along with each other. Listen to where a candidate places the blame when responding to this question, and consider the scale of the conflict. Companies don’t want an employee who gets into petty disputes or who does not take responsibility for their own errors.

Assesses teamwork, interpersonal skills, crisis management.

3) What was the last new task or skill you learned, and how did you go about it?

Curiosity and a desire to learn are important skills for any job candidate. Many jobs are rapidly changing with new technology, so hiring managers should look out for applicants who seek out new learning experiences and actively take steps to develop their skills and interests in their field.

Assesses adaptability, initiative, listening.

4) Tell me about your biggest professional failure. What did you learn?

A candidate can tell hiring managers a lot about how they view themselves personally through their answer to this question, and what’s more—they also can tell interviewers about whether they view a professional failure as a disaster or a learning experience. If a candidate doesn’t approach setbacks maturely, they may be difficult to manage at a company.

Assesses emotional intelligence, self-awareness.

5) Tell me about a time that you did more than what was required on the job.

The best employees go above and beyond the most basic responsibilities of their job description. Look out for candidates who show initiative and drive and who care about their work. This question can also offer insight into a candidate’s ability to problem-solve and anticipate future challenges.

Assesses resilience, enthusiasm.

6) How do you plan your work week?

This question allows hiring managers to assess a candidate’s organizational and time management skills. Many jobs require employees to juggle multiple tasks and handle competing priorities, and it can be useful to know if a prospective team member has a process they use to keep themselves organized and on track.

Assesses organization, planning, time management.