11 leadership soft skills to prioritize when hiring top talent

What are leadership soft skills?

Leadership soft skills are the people skills that help someone lead and support a team effectively. They include interpersonal skills like communication and empathy, plus other non-technical skills like decision-making and conflict resolution. While technical skills show what someone can do, soft skills – which we prefer to call “human skills” – show how they work with others.

These skills reveal whether someone can motivate others, handle tough situations calmly, and bring out the best in their team. 

Even if a candidate has strong industry knowledge, without solid leadership soft skills, they may struggle to build trust, keep their team engaged, or drive long-term results.

11 leadership soft skills to prioritize when hiring

Nearly 70% of US workers would think about quitting their jobs if they had a bad manager – according to LinkedIn's Workforce Confidence survey. This statistic underscores how crucial good leadership is for keeping employees happy. 

With that in mind, here are 11 essential skills you should look for when hiring leaders, plus how to spot them.

1. Emotional Intelligence (EI)

Emotional intelligence – the ability to understand and manage one’s own and others’ emotions – is key to how leaders bond with their teams. A leader with a strong EI builds an atmosphere where everyone feels appreciated and understood.

Here’s how it shows up in candidates:

• Self-awareness about strengths and weaknesses

• Genuine empathy toward different viewpoints

• Ability to stay composed under pressure

• Skills in reading team dynamics accurately

One simple way to check EI? Do something small and unexpected during the interview – like misstating their experience. Watch how the candidate responds in the moment. Their reaction can reveal how well they manage pressure and adapt, often more honestly than a rehearsed answer ever could.

*An example of an emotionally intelligent leader is Microsoft's CEO Satya Nadella, who focused on building a more open, supportive, and team-driven culture upon becoming CEO. He encouraged employees to listen, learn from each other, and work together. 

2. Communication skills

Strong communication skills determine whether a leader's vision translates into action. The best leaders make complex ideas simple and ensure everyone understands their role in the bigger picture.

You can often spot strong communicators by how clearly they explain things, how well they adjust their tone for different people, and how their body language supports what they’re saying.

When assessing soft skills, have candidates explain a complex process to someone unfamiliar with the topic. This reveals their ability to organize thoughts and adjust explanations based on audience understanding.

3. Active listening

Active listening skills separate great leaders from merely good ones. Leaders who truly listen gather better information, make smarter decisions, and build stronger team trust.

When hiring leaders, watch for candidates who:

• Reference specific details from earlier conversations

• Ask thoughtful follow-up questions

• Avoid interrupting others

• Summarize what they've heard to confirm understanding

One way to test this skill is to intentionally drop some vague details into the conversation and watch if the candidate asks for clarification before moving forward. 

4. Problem-solving skills

Leaders face unexpected challenges daily. Capable leaders take a step-by-step approach to solving problems instead of just reacting on the fly. 

They know how to split tricky problems into smaller pieces, think about the short-term and long-term effects, and get their team involved in finding solutions.

To assess this skill during interviews, ask candidates to describe a time they faced a problem that seemed impossible to solve at first. How they tackled this problem can give you insights into their problem-solving skills.

5. Adaptability

Leaders who can't flex with the times soon find themselves out of step. Adaptable leaders stay calm during uncertainty, shift gears when needed, and help their teams do the same.

Adaptable candidates are comfortable with unclear situations, open to changing their approach, and quick to recover from setbacks.

When checking references, ask how candidates handled sudden changes – like a shift in company direction or a business challenge that came out of nowhere. Responses can give you real insight into how well a candidate adapts in real-world situations.

*An example of an adaptable leader is Netflix CEO Reed Hastings, who saw changes coming and acted quickly. Instead of sticking to old methods, he shifted the business from DVDs to online streaming and original shows. His ability to adapt helped Netflix stay ahead and become a global leader.

6. Conflict resolution

Every workplace has disagreements. Leaders with strong conflict resolution skills address issues directly and turn conflicts into opportunities for growth.

Look for candidates who:

• Address conflicts promptly rather than avoiding them

• Remain neutral when mediating disputes

• Focus on issues rather than personalities

• Find solutions that respect all perspectives

To assess this skill during interviews, present a scenario involving team conflict and ask candidates to walk through their approach. For example, "Two team members strongly disagree on how to approach a project deadline. The tension is affecting collaboration and slowing progress. How would you handle the situation?"

Pro tip: Soft skills like conflict resolution can be developed over time, so consider investing in your newly hired leaders’ soft skills training to help them lead more effectively.

7. Team building

Team building is essential for leaders who need to bring people together to achieve a common goal. Good leaders understand how different team members can work together effectively and have strong collaboration skills. 

You can tell if someone is good at building teams by how they talk about recognizing each person's strengths, helping different personalities work together, and handling successes and setbacks.

To check this skill during interviews, ask candidates to talk about a team they've led successfully. Listen to how they describe using different strengths and styles to get the job done. This shows their ability to create and lead a cohesive team.

8. Time management

Leaders with good time management skills protect their teams from burnout while still delivering results. They set a good example of productivity and help everyone prioritize their tasks well.

When checking if a candidate has good time management skills, see if they know how to choose tasks wisely, delegate properly, and set fair deadlines that consider their team’s workload.

A straightforward way to test this is by observing how they handle the interview. Do they come prepared? Do they spend the right amount of time on different topics? 

9. Decision-making

Effective leaders make smart, timely choices – even when the info isn’t perfect. They take time to understand the situation and weigh their options – and aren’t afraid to act.

For example, if the market suddenly shifts, a solid leader won’t panic. Instead, they’ll review the latest data, listen to their team, and decide how to adjust the product or strategy to stay on track.

So look for candidates who gather key facts, consider the pros and cons, and take responsibility for the outcomes of their decisions – good or bad.

10. Coaching, development, and delegation

Great leaders don’t just focus on short-term results – they help their team grow in the long run. That means coaching team members, giving helpful feedback, and knowing when to step back and let others lead.

Look for candidates who can spot potential in people, offer support without micromanaging, and share real examples of helping others grow in their roles. 

They should be comfortable delegating bigger responsibilities while still checking in, offering feedback, and holding people accountable.

As Elaine Montilla, Technology Leader & TEDx Speaker, puts it: 

"[Leaders] must be comfortable delegating higher responsibilities to others while also holding them accountable by checking in on their progress and offering guidance and support."

11. Work ethics & integrity

Leaders with strong work ethics set the standard for the entire team. When the boss works hard and keeps their word, everyone else tends to follow suit.

Here’s what to look for in candidates:

• Consistency between what they say and what they do

• Taking responsibility for mistakes rather than blaming others

• Following through on commitments, even when doing so is difficult

• Making ethical decisions, even when it's not the easiest path

Pay attention to how candidates talk about former employers and colleagues during interviews. Those who speak respectfully about past relationships, even challenging ones, typically bring the same integrity to new roles.

*Want to explore some more soft skills that get overlooked? Check out our guide on 8 underrated soft skills and their benefits.

Hire leaders with strong soft skills by using TestGorilla

Technical skills might get someone hired, but soft skills determine their success as a leader. Leaders with strong human skills like emotional intelligence, adaptability, and work ethics build loyal teams, reduce costly turnover, and ultimately drive better business results.

Don’t waste time by interviewing too many candidates too early in the hiring process. When hiring for leadership roles, consider using skills tests to shortlist candidates to interview. (Then, your structured interviews can feature soft skill interview questions that evaluate leadership potential.) TestGorilla offers a range of team leader tests covering these essential skills. 

Want to check out the tests and improve your leadership hiring? Get started with TestGorilla today by registering for a free account.