Beyond Resumes: Evaluating Soft Skills When Hiring

When hiring new talent, most recruiters focus on hard skills—technical proficiencies and qualifications that are easily quantifiable. However, in today’s dynamic workplace, soft skills are increasingly critical. While a resume can tell you about an applicant’s education and experience, it rarely reflects traits like communication, adaptability, and emotional intelligence, which are essential to building a strong, cohesive team.

In this post, we’ll explore why soft skills matter just as much as technical expertise and how employers can assess these qualities during the hiring process.

1. The Importance of Soft Skills in the Modern Workplace

Soft skills, often referred to as interpersonal or people skills, encompass traits that enable individuals to work effectively with others. In fast-paced, collaborative environments like tech and creative industries, soft skills such as problem-solving, teamwork, and adaptability can make the difference between an average employee and an outstanding one.

In fact, according to LinkedIn’s Global Talent Trends report, 92% of hiring professionals agree that soft skills are just as important, if not more so, than hard skills. Why? Because employees with strong soft skills can navigate challenges, work well under pressure, and contribute to a positive company culture—all of which lead to better overall performance.

2. Top Soft Skills to Prioritise

Here are some key soft skills that employers should prioritise during the hiring process:

  • Communication: The ability to convey information clearly and listen actively is critical for collaboration.
  • Adaptability: In today’s rapidly changing work environment, adaptability is essential for handling shifting priorities and new challenges.
  • Problem-solving: Candidates who can think critically and come up with solutions on the spot are valuable assets to any team.
  • Teamwork: The ability to work well in a team environment and collaborate across departments can greatly enhance productivity.
  • Emotional Intelligence (EQ): Employees with high EQ can manage their own emotions and understand those of others, which is crucial for conflict resolution and fostering positive work relationships.

3. How to Evaluate Soft Skills During the Hiring Process

Assessing soft skills can be challenging because they are often subjective and harder to measure than technical abilities. However, there are effective strategies that recruiters can use to gauge a candidate’s soft skills:

  • Behavioral Interview Questions: Ask open-ended questions that prompt candidates to share specific examples of how they’ve used soft skills in previous roles. For instance, you can ask, “Can you describe a time when you had to work with a difficult colleague? How did you handle the situation?”
  • Situational Judgement Tests (SJTs): These assessments present candidates with hypothetical, job-related scenarios and ask them to choose the best course of action. This helps reveal how they might apply soft skills in real-world situations.
  • Group Interviews or Collaborative Tasks: Conducting group interviews or giving candidates a team-based task allows you to observe how they interact with others. This approach can reveal valuable insights into their teamwork, communication, and problem-solving abilities.
  • Reference Checks: When checking references, don’t just focus on verifying employment details. Ask previous employers about the candidate’s interpersonal skills, their ability to work under pressure, and how they contribute to the team dynamic.

4. Creating a Balanced Hiring Strategy

While soft skills are vital, it’s important to strike the right balance between technical expertise and interpersonal traits when evaluating candidates. Depending on the role, certain hard skills will remain a priority. However, hiring candidates with strong soft skills can have long-term benefits that extend beyond immediate technical capabilities.

When technical skills can be taught or improved on the job, soft skills are often harder to develop, making them a valuable asset from day one. A candidate who possesses the ability to learn quickly, adapt to change, and collaborate effectively may ultimately outperform someone who is technically proficient but lacks interpersonal skills.

5. Building a Culture That Values Soft Skills

Fostering a company culture that values and nurtures soft skills begins with the hiring process but doesn’t end there. Employers should continuously support the development of these skills through regular feedback, mentoring programs, and team-building activities. This not only improves employee satisfaction and performance but also strengthens the overall workplace environment.

At Macpeople, we recognise the value of a well-rounded team. By focusing on both the hard and soft skills of potential candidates, you can build a team that is not only capable but also collaborative, innovative, and resilient in the face of challenges.