In the rapidly evolving world of technology, evaluating candidates for technical prowess is often straightforward, involving coding tests, technical interviews, and portfolio reviews. However, assessing soft skills—those intangible qualities that contribute to a person’s ability to work well with others and adapt to the dynamic tech landscape—can be more challenging but is equally critical. The National Soft Skills Association states, “Research from Harvard University, the Carnegie Foundation, and Stanford Research Center indicates that 85% of job success comes from having well-developed soft skills and people skills, and only 15% of job success comes from technical skills.” At CSS Tec, we recognize the paramount importance of soft skills in fostering a collaborative and innovative workplace. Here’s a guide to effectively evaluate these essential traits in tech candidates.
Communication Skills
Why It Matters:
In tech roles, clear communication is crucial for collaborating with team members, explaining complex concepts to non-technical stakeholders, and documenting processes. It’s shown time and time again how important communication is in the workplace. Communication even took first place in Linked In’s “Most In-Demand Skills” list for 2024.
How to Evaluate:
Behavioral Interviews: Ask candidates to describe past experiences where they had to explain technical concepts to non-technical individuals. Look for clarity and simplicity in their explanations.
Presentation Tasks: Have candidates present a project they’ve worked on. Assess their ability to articulate their thought process, decisions, and outcomes.
Group Interviews: Observe how candidates interact with multiple interviewers. Do they engage effectively with everyone?
Teamwork and Collaboration
Why It Matters:
Tech projects often require cross-functional collaboration. The ability to work well in a team setting can significantly impact project success and workplace harmony. Teamwork is at the backbone of any company, so investing in its strength is crucial. Fierce Inc. reports, “86% of respondents blame a lack of workplace collaboration or ineffective communication for workplace failures, while 97% believe a lack of alignment within a team impacts tasks or project outcomes.”
How to Evaluate:
Group Exercises: Conduct group problem-solving activities during the interview process. Pay attention to how candidates contribute to the discussion, respect others’ opinions, and facilitate teamwork.
Reference Checks: Ask previous employers specifically about the candidate’s ability to work in a team. Were they supportive and collaborative?
Adaptability and Learning Agility
Why It Matters:
The tech industry is known for its rapid pace of change. Professionals who adapt quickly to new tools, technologies, and methodologies are invaluable. In a 2020 Harvard Business School article it is reported, “71 percent of 1,500 executives we surveyed in more than 90 countries said that adaptability was the most important leadership quality in these times.” It pays to be adaptable, especially in an industry that is as rapidly changing as tech.
How to Evaluate:
Situational Questions: Pose hypothetical scenarios that require quick adaptation or learning. For example, ask how they would handle a sudden change in project requirements or learn a new programming language under tight deadlines.
Learning Experiences: Inquire about recent learning experiences or how they stay updated with industry trends. Candidates who actively seek out new knowledge and skills demonstrate high adaptability.
Problem-Solving and Critical Thinking
Why It Matters:
Tech roles often involve troubleshooting and coming up with innovative solutions. Strong problem-solving skills are essential for overcoming technical challenges. In NACE’s Job Outlook 2024 Survey it’s shown that almost 90% of employers are looking for problem-solving skills in their candidates.
How to Evaluate:
Technical Challenges: Include open-ended problems in your technical assessment that require candidates to demonstrate their thought process. Focus not just on the solution but on how they approach the problem.
Case Studies: Present real-world scenarios related to your company’s work. Ask candidates to analyze the situation and propose solutions, evaluating their critical thinking and decision-making process.
Emotional Intelligence
Why It Matters:
Emotional intelligence (EQ) affects how individuals manage their own emotions and navigate social complexities. High EQ is linked to better leadership, teamwork, and conflict resolution. Emotional Intelligence is a key factor in a strong team. Hillary Elfenbein in her study investigating emotional intelligence in teamwork found, “’ teams with greater average emotional intelligence have higher team functioning than [did] groups with lower emotional intelligence.’ Moreover, in a team, ‘the ability to understand one another’s emotional expressions explained 40 percent of the variance in team performance.’”
How to Evaluate:
Behavioral Interviews: Use questions that assess self-awareness, empathy, and interpersonal skills. For instance, ask about a time they had to manage a conflict or provide feedback to a colleague.
Personality Assessments: Consider using tools like the Myers-Briggs Type Indicator (MBTI) or Emotional Quotient Inventory (EQ-i) to gain insights into candidates’ emotional intelligence.
Cultural Fit
Why It Matters:
A candidate’s alignment with your company’s values and culture can significantly impact job satisfaction, performance, and retention.
How to Evaluate:
Values Alignment: Discuss your company’s core values and observe how candidates respond. Do their personal values align with your organizational culture? Many of the biggest tech companies wear their values on their sleeve. Microsoft to name one has a whole section dedicated to its cultural attributes touching on topics such as inclusion, growth mindsets, and the value of the everyday customer. Touching on some of your key values with candidates will allow you to see whether they hold these factors to the same accord as the company.
Cultural Questions: Ask questions that reveal their preferred work environment, management style, and team dynamics. For example, “Describe your ideal work culture and why it’s important to you.”
Conclusion
Evaluating soft skills in tech candidates is not just about finding the right fit for the role but also about ensuring they will thrive and contribute positively to your organization. By incorporating these strategies into your hiring process, CSS Tec can identify candidates who not only possess the technical expertise but also the essential soft skills that drive innovation and collaboration. Remember, the best tech teams are composed of individuals who excel in both technical and interpersonal domains.