What interview questions should you ask to tease out your candidates' ‘soft skills'?
When Recruiting staff, there are a few key methods that you can adopt to help ensure that your candidates have the ‘soft skills’ needed to thrive in your company.
A systematic interview process can certainly play an instrumental role. This approach takes the best of structured and non-structured interview types, keeping things relatively laidback while still adhering to a consistent set of key questions for candidates.
However, you will need to ask certain specific question types if you are to ensure the greatest success when interviewing.
What kind of questions should you ask to determine ‘soft skills’?
There are three distinct types of questions that will help you to identify the more personable qualities of a candidate and test their apparent role-specific knowledge that they have displayed on their CV.
The first type, informational, ascertains information from the candidate. These are straightforward questions that help you to understand if the candidate could realistically do the job, with great examples including “How far are you willing to travel for this job?” and “What attracts you to this position?”
Next, you may test your candidate with a series of behavioural questions. These questions should require the candidate to recall specific instances in their past jobs or schoolwork that indicate how they would tackle a situation or generally behave.
These questions typically start with “Give me an example of…”, and can test how applicants handle difficult customers, organise their workloads or mix with their fellow employees.
Finally, there are situational questions, which are of a more hypothetical nature. Similar to behavioural questions, these highlight how your applicant would tackle a certain situation, except that these are more specific and may concern something that the candidate has never had to do in their life thus far.
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