New Hacks to Hire Technologists with Strong Soft Skills
Enterprise tech hiring is harder than ever: you need to hire people with technology certifications who also possess exceptional soft skills.
And your competitors are also searching for tech candidates whose soft skills set them apart. A Salesforce administrator, for example, can only help transform your business if they can communicate well with key stakeholders.
The top soft skills that employers are looking for when hiring technology professionals are communication, critical thinking, empathy, organization, problem-solving, resourcefulness, and time management, according to Forbes.
In this blog, we’ll explore the significance of these skills in the enterprise tech industry and provide valuable interview techniques to identify candidates.
Why soft skills matter in enterprise tech
These skills encompass a wide range of interpersonal and communication abilities that complement technical expertise. They are essential for building collaborative and productive teams, fostering innovation, and delivering exceptional customer experiences. In the enterprise tech sector, where cross-functional teams often work on complex projects, soft skills play a pivotal role in the success of a project or an organization as a whole.
Identifying and hiring candidates with strong soft skills requires a proactive approach during the interview process. Here are some effective interview techniques to help you assess candidates:
Behavioral questions: Incorporate questions that focus on past experiences and how candidates have handled specific situations. Ask them to share examples of successful teamwork, conflict resolution, or adaptability to gauge their ability to navigate real-world challenges.
Role-playing scenarios: Present candidates with scenarios relevant to the role they’re applying for and ask them to demonstrate how they would handle these situations. This practical approach can reveal their problem-solving skills, empathy, and communication abilities.
Emotional intelligence assessment: Consider using standardized emotional intelligence tests or tools designed to assess emotional intelligence competencies. These assessments can provide valuable insights into a candidate’s ability to understand and manage their emotions and effectively interact with others.
Team interviews: Conduct group interviews with your existing team members. This allows you to observe how candidates interact with potential future colleagues. Pay attention to their ability to listen actively, collaborate, and contribute to the discussion.
Reference checks: Contact the candidate’s references to gain a deeper understanding of their soft skills. Ask specific questions related to teamwork, communication, and adaptability. Past performance can be a strong indicator of future behavior.
Communication style: Assess a candidate’s communication style, both written and verbal. Effective communicators are often good listeners and can convey complex ideas in a clear and understandable manner.
Cultural fit: Evaluate how well a candidate aligns with your organization’s values and culture. A strong cultural fit often correlates with better soft skills integration within the team.
Remember that the right balance of technical and soft skills may vary depending on the role. While a software developer may need strong problem-solving and analytical skills, a project manager or customer support representative should excel in communication and emotional intelligence.
In conclusion, the battle for soft skills in the tech industry is a critical one, and the right hiring decisions can make all the difference. By incorporating these interview techniques, employers, team managers, recruiters, and HR professionals can identify and hire technologists with strong soft skills and emotional intelligence.
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