What are the best methods for evaluating candidates' soft skills in talent scouting?

Aren't the most desirable soft skills across all functions and all industries simply being a decent human being? A person who has empathy? Who takes pride in their work? Who believes in honesty and decency? These are unique to a specific function or industry. They are---or should be--universal.

In my experience, evaluating candidates' soft skills effectively involves several key steps. Firstly, defining the necessary soft skills for the role provides clarity throughout the process. Utilizing behavioural interview questions allows insight into candidates' past experiences and problem-solving abilities. Situational judgment tests offer real-world scenarios to assess decision-making skills. Observing candidates in action provides firsthand insight into communication and teamwork. Finally, seeking feedback from references offers valuable perspectives. By combining these methods, recruiters can ensure a thorough evaluation, identifying candidates with both technical proficiency and essential interpersonal qualities.

Before diving into assessing candidates' soft skills, make sure you've got a clear picture of what those skills entail for your specific role and company. Use frameworks like the World Economic Forum's to pinpoint key soft skills like critical thinking and leadership. Also, chat with your team and clients to understand what they're after. Once you've got that sorted, match those skills with what you're looking for in the job description and performance metrics. This ensures you're evaluating the right stuff from the get-go!

To spot soft skills, mix it up! Start with structured interviews, asking situational questions to gauge how candidates handle tricky scenarios. Then, throw in some behavioural assessments or role-play exercises to see those soft skills in action. And don't forget about references—they can dish out some juicy insights too! Remember, it's all about observing how candidates communicate, collaborate, and problem-solve. Happy Hunting!

Before you begin, identify the specific soft skills required for the role and your company culture. Look for familiar frameworks skills or create a custom list based on your goals. For instance, if collaboration is key, prioritize communication and teamwork skills.

*Invest a little more time by engaging the candidate in situation based conversation with regards to his current and past job roles. *Create a base for them by sharing your views on industry/job role and let them talk instead of only focusing on your screening questions. *Wisely add your thoughts in the middle of conversation to avoid diversion. ☆Please remember, the sooner you inculcate such screening techniques, the faster you'll hone this skill and eventually it will not be as time consuming as it sounds to be☆

Evaluating candidates' soft skills in talent sourcing requires a combination of methods to assess different competencies Behavioral interviews: Conduct structured interviews that focus on past experiences and behaviors to assess candidates' soft skills. Ask open-ended questions about how they handled challenging situations, resolved conflicts, or collaborated with others Role-playing exercises: Create scenarios relevant to the job role and have candidates role-play common work situations, such as handling customer complaints, collaborating on a project, or giving a presentation. This allows you to observe their communication, problem-solving, and interpersonal skills in action

Behavioral interviews provide valuable insights into candidates' past actions and experiences, predicting future behavior. They assess soft skills, such as communication and teamwork, through specific examples, fostering objective evaluation and efficient use of time. Tailored questions also gauge cultural fit, while revealing problem-solving and decision-making approaches. This structured approach enhances the candidate experience and contributes to an effective and objective hiring process, aiding informed decision-making based on past behaviors and experiences. I am used to use the behavioral questions to validate the alignment to my company's values and culture.

This technique focuses on past actions rather than theoretical answers. Ask questions like "Tell me about a time you faced a challenging client. How did you handle it?" These questions reveal how the candidate applied soft skills in real situations.

When evaluating candidates' soft skills, focus on behavioral interview questions. These ask candidates to share past experiences demonstrating their skills, like dealing with tough clients or resolving conflicts. Use the STAR method to structure questions and assess their responses. Look for examples where candidates effectively applied soft skills to achieve results and learn from experiences. It gives a clear insight into their capabilities beyond just listing skills on their resume.

Consider incorporating situational judgment tests (SJTs) into your hiring process. These tests present candidates with real-life scenarios they might face on the job, evaluating their ability to navigate complex situations and make sound decisions. Platforms like HireVue or Criteria can help you create and administer these tests effectively. This method gives valuable insight into candidates' soft skills, helping you make more informed hiring decisions.

Giving them options to choose from gives the hiring manager an opportunity to evaluate their scope of understanding and judgement level which could contribute highly to a team.

SJTs present the candidate with realistic work scenarios and ask them to choose the most appropriate response. These tests assess decision-making, problem-solving, and other soft skills relevant to the job.

Situational Judgment Tests (SJTs) offer benefits such as assessing real-world application, predictive validity, and objective evaluation. They streamline the screening process and promote diversity and inclusion. However, they may feel artificial, contain cultural biases, and have limited context. Candidates might also attempt to game the system, and designing and scoring SJTs can be time-consuming. Despite these challenges, integrating SJTs can enhance the assessment of candidates' soft skills when implemented thoughtfully and balanced with their potential weaknesses.

Observing candidates in action during the talent scouting process offers a realistic assessment of their soft skills in authentic scenarios. I use it during Assessment center (group exercise) or business cases. This approach provides behavioral insights and allows recruiters to witness candidates' actual behaviors. However, evaluation through observation can be subjective, and some scenarios may be challenging to reproduce consistently. Additionally, candidates may feel added pressure during observed activities, potentially impacting their natural behavior. Despite these challenges, observational methods offer a holistic understanding of candidates' soft skills and can be a valuable tool when balanced with consistent evaluation criteria.

We have seen great success with this as a business. Conducting group interview sessions with a shared activity for all candidates has proven immensely valuable. It provides a platform for them to showcase their problem-solving and teamwork skills authentically. Unlike traditional interviews where candidates can meticulously prepare, this activity reveals their true soft skills, offering a more genuine insight beyond rehearsed responses. It's a practice that highlights candidates' abilities in real-time and ensures a more comprehensive evaluation of their potential fit for our clients.

Include group activities or case studies in the interview process. Observe how candidates interact, communicate, and collaborate. Look for signs of leadership, problem-solving, and adaptability in a group setting.

When assessing candidates' soft skills, seeing them in action is key. Use role-playing, group exercises, or simulations to create real scenarios where they need to demonstrate skills like communication or empathy. For instance, have them do a sales pitch or negotiation. Observing their performance firsthand helps gauge their abilities accurately.

Actions speak longer than words, so when you are interviewing and want to check soft skills focus on the actions of the candidate. A lot of time giving real world scenarios will help get the persons actions out while they try answering these questions for you.

Behavioral interview questions, situational judgement tests, and observation are all very good ways to evaluate soft skills, but a set of good references can tell you everything else! Use this as a tool to cover topics that might have been otherwise unsubstantiated. Be sure to ask the same questions to 2-3 references in order to get the best understanding of their collective experiences.

Contact past employers or colleagues to get feedback on the candidate's soft skills. Ask targeted questions about specific skills you're looking for and corroborate the information provided by the candidate.

When evaluating candidates' soft skills, asking for references and feedback can be invaluable. Use tools like SkillSurvey or Checkster to gather and analyze data. Also, conduct reference checks, asking specific questions about collaboration, stress handling, and initiative. Look for consistent info that supports or contradicts candidates' claims. Combining methods like behavioral interviews, situational tests, observation, and reference checks gives a clearer picture. Plus, work on your own soft skills, like critical thinking and curiosity, to make better hiring decisions and connect with candidates.

References is a great tip to understand the candidate.There is a drawback to references ,incase the reference doesn't like the candidate there are chances they might not speak positively about the candidate.It is better to have atleast 3 references as in Manager,Colleagues to help evaluate better.