How to Measure & Assess Candidate’s Soft Skills

In today’s competitive job market, technical skills alone are no longer sufficient for ensuring a candidate’s success within an organization. Soft skills, such as communication, teamwork, adaptability, and problem-solving, play a pivotal role in determining a candidate’s fit and potential for growth in a company. Therefore, it is imperative for hiring managers to have a robust assessment strategy to accurately measure a candidate’s soft skills during the recruitment process.

To be able to measure anything, you need a standard of measurement,this will help you to compare other results against that standard. Use the first and second step as your standard.

1. Make a list of the most important skills you want:

Before diving into the assessment process, it is essential to identify and prioritize the soft skills that are most relevant to the position and company culture. Create a comprehensive list of these crucial soft skills, tailored to the specific job role. For instance, a customer service role might require excellent communication and empathy, while a project manager might need strong leadership and problem-solving skills. The defined list will serve as a foundation for the assessment process, ensuring that the evaluation is targeted and objective. This will be your standard of measurement.

2. Prepare Logical questions to assess them:

Once you have the list of essential soft skills, craft logical and situation-based questions to assess them. Instead of generic questions like, “Are you a good team player?” opt for inquiries that prompt candidates to share specific examples of their past experiences. For example, “Can you describe a situation where you had to resolve a conflict within a team, and how did you handle it?” Also ask hypothetical questions like “Suppose you are working on a project that faces a sudden change in requirements or scope. How would you handle this unexpected challenge and adjust your approach to meet the new demands?”

These questions will allow you to gauge the candidate’s ability to apply soft skills in practical scenarios.

3. Write out the type of answers you expect and the keywords you need in a candidate’s response to the question:

This will help you in objectively evaluating the responses and identifying patterns that indicate strong or weak soft skill proficiency. Use this as your standard when you ask them these questions.

4. Prepare a test that assesses candidates’ skills:

Incorporating skill-based tests into the hiring process can provide valuable insights into a candidate’s soft skills. Depending on the role, these tests can include role-playing exercises, problem-solving simulations, or communication assessments. For example, if hiring for a sales position, you could simulate a customer interaction and observe how the candidate handles objections and builds rapport.

These tests should be designed to mirror real-world scenarios the candidate is likely to encounter in the role. By doing so, you can assess their ability to apply soft skills effectively, providing a more accurate representation of their potential on the job.

5.  Have the candidate’s referees list the top skills of their candidate and compare it with candidates’ skills:

A candidate’s references can be a valuable resource in evaluating their soft skills. When speaking to the candidate’s former employers or colleagues, ask specific questions about the candidate’s demonstrated soft skills. Inquire about their teamwork, communication style, adaptability, and problem-solving abilities.

Comparing the feedback from referees with the candidate’s own responses during the interview process can help validate the candidate’s claims and provide additional perspectives on their soft skill strengths and areas for improvement.

6. Use a talent pool – Make use of Zuri’s talent pool for hiring if you do not want to go through the stress of hiring a candidate.

Recruitment can be a time-consuming and challenging process. Instead of starting from scratch for each new hire, consider building a talent pool for your organization. A talent pool is a database of pre-screened candidates.

Zuri’s talent pool is an excellent option for this purpose. It offers a platform where employers can access a diverse range of pre-vetted candidates, saving time and effort in the hiring process. By tapping into such a resource, you can identify potential candidates with the desired soft skills efficiently.

Remember, soft skills are equally essential as technical skills, as they contribute to an employee’s ability to collaborate, innovate, and thrive within the organization. A well-structured assessment process will ultimately lead to recruiting top-tier candidates who not only excel in their roles but also enhance the overall productivity and cohesion of the workplace.