When it comes to recruiting, there is often a focus on the technical skills and experience that a candidate brings to the table. These hard skills are typically tangible and measurable abilities that are necessary for performing specific tasks or roles within a company. However, soft skills are also a critical factor to consider when making hiring decisions. These are the intangible qualities that contribute to a candidate's overall effectiveness and ability to work well with others.

As more and more job activities become automated, soft skills have become more important.  Adding methods that help assessing soft skills should be an essential part of your recruitment process. Soft skills strengthen hard skills and other abilities.

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Why are soft skills important when recruiting?

While hard skills are important, soft skills are equally important because they can have a significant impact on a candidate's overall success within a company. In fact, some studies have found that employees with strong soft skills are more likely to be successful in their roles and are often more likely to be promoted than those with only strong technical skills. This is because soft skills enable employees to work more effectively with others, to solve problems creatively, and to adapt to changing circumstances.

Some essential soft skills in the workplace are:

• Empathy

• Communication

• Teamwork

• Problem-solving

• Time management

• Critical thinking

• Decision-making

• Emotional Intelligence

• Adaptability

• Leadership

• Creativity

• Mindfulness

How to assess soft skills during the recruitment process?

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Assessing soft skills during the recruitment process can be more difficult than assessing hard skills. To start, ensure that you know what you’re looking for in potential hires and assess all candidates in the same way. Pay attention to their answers and their reactions. 

Some ways to assess soft skills include:

1. Conduct behavioral interviews:Behavioral interviews ask candidates to provide examples of how they have demonstrated certain soft skills in the past. For example, you may ask a candidate to describe a time when they had to collaborate with a difficult team member

2. Use situational questions:Situational questions ask candidates how they would handle a hypothetical situation. For example, you may ask a candidate how they would handle a team member who was consistently missing deadlines

3. Review heir online presence:Platforms like LinkedIn can provide insight into their communication skills, their ability to work well with others, and their overall professionalism 

4. Consider references: Speaking with a candidate's references can provide insight into how they work with others, how they handle challenges, and how they communicate.

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Assessing soft skills during the recruitment process can be challenging, but it is essential to ensure that you are hiring candidates who can work effectively with others and contribute to the overall success of your company.

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