The most in-demand soft skills
How to determine what your company needs
How to screen for soft skills
To screen for soft skills, ask for examples of when people use those soft skills, without mentioning the skills by name. For example, if you want to know if someone is adaptable, ask them, “Tell me about a time when there was a significant change in a former workplace. What did you do?” For time management, ask them about a time they didn’t manage their time well: “We’ve all procrastinated too much once or twice. Tell me about a time you missed a deadline, and why. What did you do about it?” By asking for specific examples, you can see if a candidate had the necessary soft skills to manage an issue.
How to test for soft skills
To gauge friendliness, have your secretary, or even parking lot attendants, take notes on how the candidate treated them-- they’re likely to show their true colors more then.To assess teamwork skills, give your final candidates a small project to work on with their potential team. This could be something as simple as strategizing on a hypothetical new product. The point is to see how your candidate interacts with their team. And, SHRM suggests talking to their current or former co-workers. Candidates might list their supervisors as a reference, but to truly get an idea of their soft skills, talk to the people who work with them throughout the day.