The document discusses how executive search consultants assess candidates' soft skills, which are important for job performance. It provides examples of behavioral questions used to evaluate candidates' leadership, adaptability, collaboration, and initiative. References are also questioned about a candidate's interpersonal skills, work ethic, and accomplishments. While technical skills are important, soft skills like emotional intelligence often determine which candidates are selected for roles.

1. In recent years, soft skills have garnered much attention in
the realm of recruitment. Organizations have realized that
these attributes play a significant role in an individual’s
abilities to perform and excel in a position. As executive
search consultants, we understand that technical expertise
and capabilities come first when evaluating a candidate.
After those qualifications are confirmed, it is a candidate’s
soft skills that need deep consideration.
Top soft skills and how to assess
them
Understanding and assessing a candidate’s soft skills are
inherent to what Helbling consultants do during an
executive search. While desired soft skills can vary from
one client and role to another, there are common soft
traits that translate to various types of positions. Knowing
how to uncover them through open-ended behavioral
questions is a skill. When doing so, it is best to pose
questions as to how the candidate handled similar
situations in prior roles.
Following are examples of the questions we ask to gather
insight of a candidate’s soft skills.
Leadership
• What do you feel is the most effective way to lead a
team?
• How would others describe your management style?
• Describe a challenge you and your team faced and
how it was resolved.
• How do you build rapport among a team? How do
you motivate them?
• How do you create a culture of accountability within
your team?
• Describe a time when you and your team were at your
highest performance.
• What do you think are the keys to building a high-
performing team?
Adaptability
• Describe how you and your team adapt to changing
business and market conditions.
• Describe how you leverage new advancements,
systems, and technologies.
• Tell me about a significant challenge you’ve had to
deal with in your current or prior roles and how you
addressed it.
• Describe a time when you had to change your
perspective and approach to an initiative or project.
• Describe a time when you had to learn a new task and
how you handled it.
Soft Skills & How To Assess Them in Candidates
Sami L. Barry
LinkedIn’s Global Recruiting
Trends report says that 58% of
hiring managers agree that the
lack of soft skills among
candidates is limiting their
organization’s productivity.

2. Collaboration
• Do you prefer to work autonomously or with a team,
and why?
• What do you think are the qualities of a strong team?
• Describe a positive team experience you have had.
Initiative
• Describe a time when you went above and beyond
your job responsibilities.
• What are the soft skills that are important in your
current role? How would you apply those skills to the
potential role with our organization?
You can also assess a candidate’s soft skills by asking
probing questions of their professional references. These
questions can include:
• Can you describe the candidate’s relationships with
his/her co-workers, superiors, and direct reports?
• What has he/she done in his/her position that was
unique or highly valuable to the organization and/or
department?
• How is he/she different from others with whom you
have worked?
• How would you describe his/her management style?
• What sets him/her apart from others in the same
capacity?
• How effective is the candidate in building a team?
• What are the candidate’s strengths and weaknesses?
• How would you describe the candidate’s work ethic?
• Do certain accomplishments of the candidate stand
out in your mind?
• How well does the candidate handle pressure or
criticism? Can you recall specific examples?
• How would you describe the candidate’s
communication skills?
Many soft skills also tie into traits of emotional
intelligence, which include self-awareness, self-regulation,
self-motivation, empathy, and social skills. There are
specific questions to address these traits as well.
While soft skills can be assessed in a variety of ways, we
have found that directly asking candidates open-ended
behavioral questions, such as the ones listed, and
speaking to their professional references provide the
most accurate information. The main thing to remember
is soft skills are inherent to a candidate’s true ability to
perform in a role, and these traits need to be assessed
just as diligently as technical qualifications.
Soft Skills & How to Assess Them in Candidates

3. Soft Skills & How to Assess Them in Candidates
Helbling search consultants weigh in on the importance of soft skills: how they assess them, reasons to include
them in position descriptions, and specific executive searches in which these traits played a role in the selection
of a final candidate.
“There has been more and more of a focus on soft skills through the years I have been doing
recruiting. Clients have come to realize the importance of executive presence, teamwork,
collaboration, staying calm under pressure, and all aspects of emotional intelligence.
When speaking with candidates, I can garner a great deal about their soft skills by asking them
about their greatest career accomplishments. I listen to see if the person speaks mostly about
themselves or if they discuss their team as well. I also consider if their accomplishments are
geared more around their own individual contributions or those of their team.
References are great tools to assess soft skills, and meeting a candidate in person can be
especially helpful in developing a rapport and getting to know what truly motivates him/her.
If an organization knows the soft skills that are desired in candidates, I think it is appropriate to
include them in a position description. The only potential issue with this is many people are not
sufficiently self-reflective to realize if they truly have those skills. Therefore, relying on self-
reporting can be flawed. I think it is important to delve into those skills during interviews and
while speaking with references, and even utilize assessment tools to truly identify strengths and
developmental needs.”
Jim Lord
Managing Director,
Northeast
Wes Miller
Managing Director,
Southeast
“Desired soft skills typically depend on the particular assignment and what the client is looking to
accomplish. Some skills that we may look for are leadership, communication, ability to learn,
ability to take criticism, and ability to follow directions. I assess these traits by asking candidates
probing questions about their experience in certain scenarios.
At times, listing soft skills in a position description can help attract candidates. Currently, I am
conducting a Superintendent search for a construction firm. The field supervision of our client
came together to assemble a listing of desired soft skills based on what creates a successful
superintendent within their culture. It was refreshing to see their thought and input. They decided
to include a few unique traits such as ability to build trust, ability to teach, and an understanding
of how one’s attitude affects others. Candidates who share that mindset are receptive to the
opportunity. The soft skills caught their attention and sparked their interest. They could relate to
what the client wanted, and the descriptive nature allowed them to further understand if they
would fit and thrive within the organization's culture.
I recently completed a search in which the successful candidate had the necessary technical skills
to perform in the role, but it was his soft skills that won our client over. The individual was secured
for a senior-level General Manager role with a multinational construction firm. He has the
technical skills and experience necessary to develop business and run the specific geographical
region. It was his soft skills, such as leadership, empathy, discipline, and organization that
provided our client the comfort and confidence to select him over others.”

4. Helbling & Associates is a retained executive search firm specializing exclusively in
construction, facilities management, engineering, and real estate development.
w w w . h e l b l i n g s e a r c h . c o m
Soft Skills & How to Assess Them in Candidates
“Now, more than ever, our clients are hypersensitive to the soft skills and emotional intelligence
of candidates. Office dynamics, and internal culture and principles all tie into soft skills of
employees.
From our perspective, we’ve seen quite a shift during the interview process from questions that
once focused primarily on one’s technical capabilities to those that focus on better identifying
the intangibles or soft skills of a candidate and how they would project into an organization.
As executive search consultants, it’s critical that we can understand and convey the soft skills
candidates possess to ensure they will fit in with our client’s team and internal environment.”
Lee Grandovic
Managing Consultant
Rick Nawoczynski
Senior Managing
Consultant
“I recently completed an assignment with a state university to secure an AVC Facilities Planning,
Operations & Development. Presenting the client with a slate of highly qualified candidates, they
selected the final candidate for her intangible qualities.
In following up with the institution to make sure the new AVC is transitioning well in her first few
months, they expressed that she is working collaboratively with her colleagues. She already cares
deeply about the university and strives to do things that are in the best interest of the
students. She promotes a team environment and encourages her employees to work together as
a group. The client said these qualities allow her to fit in well with their internal culture, while at
the same time, help her gain the trust and respect of her team that is necessary for them to
achieve their objectives.”