By Mary Lorenz, CareerBuilder writer
2. Dependability
3. Positive attitude
4. Self-motivation
5. Team-oriented attitude
6. Organization; ability to manage multiple priorities
7. Ability to work well under pressure
8. Effective communication skills
9. Flexibility
10. Confidence
Watch out,
hard skills and technical know-how: You've got competition. According
to a new CareerBuilder survey, the vast majority (77 percent) of
employers consider soft skills just as important as hard skills when it
comes to evaluating candidates for a job, and 16 percent even say
they're more important.
What are soft skills? As my colleague pointed out recently, soft
skills typically describe "communication, leadership, critical thinking,
creativity, collaboration, team skills, relationship management and a
long list of other so-called intangible traits." Though they are hard to
measure quantitatively, soft skills remain a sought after trait and
recognized business differentiator among employers.
Perhaps the heavy focus on soft skills has to do with the fact that
employers have been struggling to find candidates with the hard skills
they need (particularly when it comes to technology skills and big data
expertise). Many employers have even reported that they've started
focusing on cultural fit and potential over skills, figuring they can
train them on-the-job with the necessary hard skills.
According to the survey of more than 2,000 hiring managers
nationwide, the top ten most popular soft skills companies say they look
for when hiring include:
1. Strong work ethic2. Dependability
3. Positive attitude
4. Self-motivation
5. Team-oriented attitude
6. Organization; ability to manage multiple priorities
7. Ability to work well under pressure
8. Effective communication skills
9. Flexibility
10. Confidence
Evaluating soft skills: The one type of interview question you must ask
Whether
through pre-employment testing or during the interview process, using
behavioral interview questions is one of the most effective ways to
evaluate a candidate's soft skills. Behavioral interview questions are
those that center around real-life experiences the candidate has had, as
opposed to hypotheticals. For example, instead of asking, "What would
you do if...?" ask "Tell me about a time when..." or "Give me an example
of..."
There are two main reasons behavioral interview questions work: One,
past behavior is a better predictor of future success on the job than
potential behavior, according to workforce management expert Nancy
Newell, because it helps predict future success on the job by looking
into past behavior; two, when they hear questions shaped around
potential behavior, candidates are more likely to say what they think
you want to hear.
By asking for real-life examples, you'll get more insight into
candidates' soft skills, such as how well they work under pressure, how
they communicate and their work ethic. Some more examples of behavioral
interview questions include:
- Describe a time when you had a problem with a supervisor and what you did to resolve it.
- Give me an example of how you handled a very tense situation at work.
- Tell me about a time when you had difficulty getting others to work together on a critical problem and how you handled it.
- Tell me about the best leader you have worked with, why you felt this way, and what you learned from that person.
- Describe a problem you faced that was almost overwhelming and how you got through it.
Keep in mind, of course, that these questions are not full-proof
-- there is no "magic bullet" when it comes to hiring, says Newell --
however, behavioral interview questions are your best bet for finding
employees with the soft skills your organization values most.