Today’s employers are struggling with not only hiring but also retaining good employees. Much of this stems from recruiting people who may be experts in their field but just don’t mesh well with your company’s culture and people.
That’s why it’s so important to learn about candidates’ soft skills, aka human skills, before rolling out that offer letter. But what are soft skills, and how can you measure them?
You're about to find out.
In this article, we explain what soft skills are and share 30 soft skills interview questions so you can find candidates who’ll thrive in your company and stay for the long haul.
What are soft skills?
Soft skills refer to a broad range of behavioral attributes, social abilities, and cognitive skills that help individuals navigate their work environment, work well with others, and achieve their goals.
Unlike hard skills, which are about technical capabilities and job-specific skills like accounting and coding, human skills are relevant and transferable across all job types and industries. They include good communication, teamwork, adaptability, problem-solving, emotional intelligence, and many other soft skills crucial for achieving company goals, promoting harmony, and creating a positive workplace.
For instance, good soft skills can be the difference between a team of highly skilled developers who can only work independently versus developers with great soft skills who can collaborate and come up with innovative solutions for your business.
30 soft skills interview questions
Here are 30 well-rounded soft skills questions for your interview process.
Communication and interpersonal skills
These questions can help you gauge how clearly and effectively candidates express ideas, work within a team, and handle conflicts. The best candidates will provide real-life examples of effective in-person and remote communication, active listening, contributing to team projects, and finding common ground in team disputes.
Here are some questions to assess your applicants’ communication and interpersonal skills.
1. Describe a time when you had to explain a complex issue to someone with no background in the subject. How did you ensure they understood the message?
2. What’s your preferred form of communication in the workplace – for instance, phone calls, emails, instant messages, or in-person, and why?
3. How do you maintain clear and effective communications when you or someone else is working remotely?
4. Tell me about a time when you faced a conflict at work. How did you handle it?
5. Provide an example of a team project where you worked with many different personality types. How did you navigate varying work styles, and what was your contribution to the project?
Organization and time management
Questions in this area help to assess how well candidates can structure their workday, multitask, and meet deadlines consistently. Ideal candidates will demonstrate proactive and well-thought-out steps to managing their time, prioritizing responsibilities, and organizing tasks.
Also, look for specific examples of each candidate's approach in previous roles and any tools or software they use. Bonus points if these align with your company's practices.
Consider these questions to measure candidates’ organizational and time management abilities.
6. What tools or systems have you used to stay organized in previous roles?
7. What tools or systems (if any) do you use to manage your time at work?
8. Tell me about a time when you had to adjust your schedule at the last minute to meet a tight deadline. How did you handle it?
9. How do you prioritize your tasks when you’re dealing with multiple competing deadlines at the same time?
10. Describe a project that required exceptional time management. What was your approach and the outcome?
Resilience and adaptability
With the rise of tech and AI, economic uncertainty, and the overall speed at which the world is changing, these questions are more relevant than ever. They help you identify candidates who can handle stress, bounce back from setbacks, and adjust to changes in the workplace – all underrated soft skills if you ask us.
Good responses will demonstrate a positive attitude towards challenges, a willingness to learn and grow from experiences, and the ability to thrive under pressure.
Check out these questions to assess candidates’ adaptability and resilience.
11. What’s the most significant change you’ve had to deal with in your career, and how did you handle it?
12. What strategies do you use to manage stress in high-pressure situations?
13. Describe a time when you faced an unexpected change that affected a project you were working on. How did you tackle the situation?
14. How do you keep yourself motivated during periods of uncertainty and stress at work?
15. How have you adjusted your working style to meet new demands or changing circumstances in a previous role?
People management and leadership
This category of interview questions is crucial for any role that involves guiding and influencing others. They’re aimed at helping you understand candidates’ leadership styles, management abilities, emotional intelligence, and decision-making capabilities.
Look for answers that show clear examples of how candidates have grown diverse and inclusive teams, inspired and motivated them to achieve their goals, led them through tough times, and adjusted their management styles when required.
Let’s look at a few questions that evaluate applicants’ people management and leadership skills.
16. How do you give feedback to your direct reports and other team members, and how do you handle receiving feedback from others?
17. Describe a situation where you helped a team member who was struggling personally or professionally.
18. What is your approach to handling conflict between team members?
19. Can you share an example of a time you had to lead a team through a difficult situation?
20. How do you foster a positive team culture and promote diversity and inclusion within your team?
Cognitive skills
Questions that focus on cognitive skills are essential for roles that require any sort of analysis, decision-making, and creative thinking. According to the World Economic Forum’s Future of Jobs report, these will be some of the most sought-after and transferable skills over the next five years.
Look for candidates who showcase their knack for data analysis, critical thinking, and finding quick and effective solutions when problems crop up.
Here are some questions that can help you assess candidates’ cognitive abilities.
21. Share an example of a situation where you had to come up with an innovative solution to an unexpected problem at work.
22. Describe an instance where you identified a hidden problem others had overlooked.
23. Can you walk me through a situation where your attention to detail prevented a potential mistake?
24. Let’s say your team proposes two approaches to solve a critical problem. One is innovative, with a high chance of successful outcomes, but it’s risky. The other is traditional and proven but has a lower shot at success. How would you decide which approach to take?
25. Would you consider yourself creative? If so, give me an example of a situation where you’ve shown your creativity in a professional capacity.
Motivation and values
These questions uncover a candidate’s personal drive, work ethic, and values, ensuring that you hire someone who not only aligns with your company culture and practices but can also build on them.
Look for answers that showcase candidates’ internal motivation and passion for your industry or product and demonstrate a strong moral and ethical compass.
Here are some motivation and culture questions to consider for your hiring process.
26. Why do you want this role, and why do you want to work for this company?
27. Describe a time when you went above and beyond your job description. What drove you to do that?
28. Can you tell me about a time when you faced an ethical dilemma at work? How did you handle it, and what was the outcome?
29. How have your values influenced your career?
30. How would you handle a situation where a new company policy conflicts with your personal beliefs?
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Why soft skills interview questions are essential in hiring
Soft skills are the unsung heroes of the workplace. While technical abilities have their place, human skills like communication, teamwork, resilience, and problem-solving help candidates thrive in any work environment and become culture carriers in your company.
That said, measuring soft skills can be tricky. Candidates don’t prioritize them on resumes, leaving these skills to be inferred or overlooked. Moreover, even the best interview questions can only reveal so much, as there’s no foolproof way to verify candidates’ soft skills and experiences in an interview setting.
The best solution is to use pre-employment testing before a soft skills interview. TestGorilla, for instance, has a library of 400+ tests, including soft skills, cognitive abilities, situational judgment, and personality assessments that can help you shortlist applicants with the skills and traits you’re looking for.
Then, you can dig deeper with soft skills interview questions to ensure you select a top-notch candidate for your company.
Like what you're reading? Create a free TestGorilla account to explore all our tests today.
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