Soft Skills Interview Questions
Soft skills like collaboration, adaptability and communication are important in almost all job roles. The below-given interview questions will help you in assessing these skills during the interview.
Why should you assess candidates’ soft skills?
Suppose you want to recruit a Software Developer and you have two candidates with certifications in development, knowledge of the development and three years of relevant work experience. How will you choose one? Soft skills can help you choose the best one for your company. At the starting of your recruitment process, determine which soft skills are essential for the open role and prepare questions around those. Below are a few soft skills interview questions to assist you in getting started.
Soft skills interview questions
- Tell me about a time you fell behind schedule? What went wrong and what did you learn from that experience?
- If you have to work on multiple projects simultaneously, how would you prioritize the work?
- How do you keep your team motivated during stressful conditions? Share an example.
- Have you ever fired an employee? If yes, why you take that decision and how did you inform them?
- How do you reach a decision when working on a team project?
- Tell me about a time you made an unpopular decision. What feedback did you get?
- How do you calm furious clients?
- During a presentation, if your listeners look uninterested, what would you do to spark their interest?
- How do you react when your senior rejects all of your suggestions?
- Tell me about a time you had to work with a team member you didn’t get along with well. How did you manage?
- What type of challenges do you face when starting a new job?
- Share about a time when the deliverables of a project you were working on changed all of a sudden. How did you manage your work and what did you do to stay calm and complete the project without panicking?
How to evaluate soft skills in interviews?
- Ask same questions to all candidates: To avoid partiality during the interview, ensure to use the same set of questions for all the candidates, in the same order. This will make it easier to compare their answers and make objective hiring decisions.
- Give scores to candidates: Prepare interview scorecards to evaluate how satisfying candidates’ answers are.
- Give hypothetical scenarios: Find out how candidates handle day-to-day situations that may occur in a typical day of work. Also, ask situational questions during the interview.Assess previous work behaviors: It is tricky to assess soft skills as compared to assessing the hard skills (like, “Which CRM Software do you use?”) Behavioral interview questions will help you in knowing if and how candidates use these skills on the job.
- They are not a cultural fit: Soft skills are not just black and white. Candidates can have the same skill and use it in a different way. Look for candidates who use their soft skills in a way that matches your company’s business needs and culture.
- They can’t give specific examples: Generic answers don’t reveal a lot about how candidates use skills in their role. Ask follow-up questions to get clarifications. Qualified candidates will give answers using real-life experiences.
- They are fickle: Use multiple questions to find if candidates master a particular soft skill. For example, if you are looking for a decision-maker, ask questions about previous experiences as well as give hypothetical scenarios to check their approach.
- They give artificial answers: Candidates come prepared for questions like “How do you manage deadlines” or “Tell me about your role in a team project?” Include hypothetical scenarios in your interview that require immediate thinking to find candidates who are genuine and real.