The value of soft skills in a business can be estimated by how seamlessly your organization functions like a well-oiled machine.
When a majority of your task force possesses commendable soft skills, it proves to be a solution to a lot of internal problems, which may otherwise blow out of proportion.
This is not to say that hard skills don’t matter. It is a lot easier to train an employee to pick up hard skills on the job than it is for them to internalise the soft skills required for the position.
In your talent acquisition process, especially if you are using a video interview software, these are the 6 primary soft skills you should keep in mind.
Communication can make or break your company’s efforts. Each employee’s communication contributes to the success of teams and departments, which manifests in how the business grows.
You may feel that it’s not a complex skill, but there are a lot of nuances to communication – both verbal and nonverbal. And if an employee is not well-versed in these, at some point or the other, it can become a roadblock for them.
Moreover, if the position you are hiring for is an external-facing role (one where the employee will be interacting with your customers or the community at large), you need to ensure that they are good at both internal and external communication. This is because when they serve as the bridge between you and society, they need to be able to represent the company well.
Using a video interview software makes it easy for you to assess a candidate’s communication skills, which is why a lot of large businesses use candidate assessment tools.
One of the most intrinsic soft skills, problem-solving is the individual’s innate ability to identify the root cause of a problem and find an effective solution on time.
This skill isn’t only required in team leads but each employee. Since they are all likely to face obstacles in their day to day working, they need to know how they would navigate the same.
The reason why you should assess a potential employee’s problem-solving skill is to ensure that they can hold their own or that they are tactful enough to not make matters worse.
A quick way to assess how naturally an applicant would solve problems is to ask challenge questions in the screening round when using the video interview software.
For an organization to thrive, individual efforts must be harmonised in favour of business objectives. And this is where coordination comes in.
Coordination is knowing when and how to align one’s efforts with that of others, and how to work collaboratively.
Ideally, reference letters are a great way to know whether teamwork is the candidate’s strong suit or not. But you can also assess this with scenario-based questions that you can ask during the interview.
A lot of people mistake creativity for something that is solely related to the arts and literature. But creativity is an intellectual capacity to think outside the box.
It translates into the candidate’s cognitive abilities and monitors their performance at work.
Some jobs require creativity more than others, but a creative employee will most certainly possess a superior thought process than those who don’t nurture their creative skills.
Creativity is best evaluated based on small tasks that can be included in the primary rounds of evaluation using candidate assessment tools.
Employees who are natural leaders can take your company’s success to new heights.
You shouldn’t look for leadership skills just in managers or team leads because the traits that are inherent in leaders – confidence, compassion, great listening skills, efficiency – are beneficial to every employee.
Right from how they interact with a colleague to how they guide a team discussion or share their inputs at a meeting, the attributes of a good leader are almost a workplace necessity.
It also determines how likely they are to grow within the company and be promoted. You want to invest in an employee who thinks long term and eventually wishes to scale their professional growth.
Corporate culture can sometimes be very fast-paced. Hence, time management is a crucial skill that can help employees stay afloat.
In most jobs, an employee will be handling at least 2-3 tasks daily. Some of these may overlap or have varying deadlines.
Having the sense to utilize time effectively enables them to prioritize tasks and dedicate the required energy to each without getting overwhelmed easily.
When thinking about time management, try to understand how the candidate would work under pressure or when there are short deadlines. Asking the right questions can help you gain insights into the applicant’s perspective on time management.
We hope that you will consider the above-mentioned soft skills while engaged in your talent acquisition activities.
A great way to assess candidates is to use our IntroMagic software. It helps you save time by filtering candidates based on video introductions that display their personality.
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