How to Evaluate Soft Skills in a Job Interview

Hello, this is an article part of the series «What I’ve learned when I reached 500 interviews»

Soft skills, often referred to as interpersonal or people skills, play a pivotal role in a candidate’s success in the workplace. These skills are essential for effective communication, collaboration, and problem-solving. While technical qualifications and experience are vital, evaluating soft skills during a job interview is equally important. In this article, we will explore how to effectively evaluate soft skills in a job interview.

1. Active Listening: One of the fundamental soft skills is active listening. During the interview, pay attention to whether the candidate is actively engaged in the conversation. Are they making eye contact, nodding, and responding thoughtfully to your questions? Active listeners are more likely to understand instructions, work well in teams, and respond effectively to feedback.

2. Communication Skills: Effective communication is crucial in any role. Evaluate the candidate’s ability to articulate their thoughts clearly and concisely. Are they able to convey complex ideas in a straightforward manner? Look for candidates who not only speak well but also demonstrate strong writing skills, as written communication is vital in many professional settings.

3. Adaptability: In a dynamic work environment, adaptability is a valuable soft skill. Ask candidates about situations where they faced unexpected challenges or changes in their previous roles. How did they react, and what steps did they take to adapt? Individuals who embrace change and thrive in uncertainty are often strong contributors to a team.

4. Teamwork and Collaboration: Most roles require collaboration with colleagues or team members. Probe candidates about their experiences working in teams. Ask about their contributions to group projects, how they handle conflicts, and whether they value diverse perspectives. Look for candidates who demonstrate a willingness to collaborate and can contribute positively to a team’s dynamics.

5. Problem-Solving and Critical Thinking: Soft skills like problem-solving and critical thinking are essential for addressing challenges and making sound decisions. Present candidates with hypothetical scenarios or real workplace problems and observe their thought process. Do they ask clarifying questions, analyze the situation, and propose practical solutions?

6. Emotional Intelligence (EQ): EQ is the ability to recognize and manage one’s emotions and the emotions of others. Assess a candidate’s emotional intelligence by asking about their experiences in dealing with difficult coworkers or resolving conflicts. Candidates with high EQ are more likely to handle workplace interactions with empathy and tact.

7. Time Management and Organizational Skills: Time management and organizational skills are crucial in meeting deadlines and managing workloads effectively. Ask candidates about how they prioritize tasks, set goals, and manage their time. Strong organizational skills can lead to increased productivity and efficiency.

8. Leadership and Motivation: Inquire about a candidate’s leadership experience, even if the role they’re applying for isn’t a managerial position. Leadership qualities, such as the ability to motivate and inspire others, are valuable in various roles. Ask about their experiences in guiding teams or projects to success.

9. Conflict Resolution: Conflicts can arise in any workplace. Ask candidates to share examples of how they have resolved conflicts in their previous roles. Evaluate their ability to remain calm under pressure, listen to different viewpoints, and find mutually beneficial solutions.

10. Networking and Relationship Building: Building professional relationships and networking can be advantageous for career growth and collaboration. Inquire about a candidate’s networking activities or their approach to building relationships with clients, colleagues, or industry peers.


Evaluating soft skills during a job interview is essential to ensuring a candidate’s fit within your organization’s culture and their ability to excel in their role. While technical qualifications are essential, soft skills often determine a candidate’s long-term success and impact on the team. By asking the right questions and observing the candidate’s responses and behaviors, you can gain valuable insights into their soft skills and make more informed hiring decisions. Remember that a well-rounded evaluation of both hard and soft skills will help you identify candidates who can contribute positively to your organization’s growth and success.






Deja una respuesta

Tu dirección de correo electrónico no será publicada. Los campos obligatorios están marcados con *