Hiring for hard skills is relatively straightforward: you can scan a CV, verify qualifications, or give a technical test. But soft skills? Those are trickier. And yet, they are often what employers are looking for with more and more frequency in the current job market. They show up in the gray areas: how someone responds under pressure, communicates with empathy, or adapts when things don’t go as planned.
To help spot those intangibles, here are five interview questions that go beyond the usual and surface the qualities that matter most on modern teams.
Can you tell me about a time you had to deliver bad news at work?
Hiring someone who communicates well when things are going smoothly is easy. The real test is how they deliver hard truths, whether to a client, a coworker, or a manager. This question uncovers how the candidate prepares for uncomfortable moments, how much ownership they take, and whether they think about the emotional impact on others. When you put it all together, it’s a rough gauge of their bedside manner.
A weak answer might gloss over the emotional weight of the situation or frame it purely from their own perspective. A strong one shows empathy, intention, and emotional clarity. Bonus points for including a follow-up action to support the person they impacted.
Soft Skills it Reveals
This question uncovers emotional intelligence through how the candidate navigates tone, timing, and sensitivity. You’ll also hear communication skills in how clearly and calmly they explain the situation. If they show consideration for how the message landed and how they followed up, you’re likely talking to someone with real empathy and accountability.
When was the last time you received constructive criticism, and how did you react?
This is where the self-aware separate themselves from the rehearsed. You’re not just looking for a textbook answer about being “open to feedback.” You’re listening for the moment where someone heard something tough, sat with it, and then made an actual change. It could be something small, like adjusting a presentation style, or something bigger, like shifting how they collaborate on a team. If they dodge the question or say they haven’t received criticism in a while, that’s a red flag. (It’s also important to note that this is a good question to ask to avoid falling prey to the halo effect that often comes with interviewing candidates.)
Soft Skills it Reveals
Candidates who can recall feedback and reflect on it honestly are likely strong in coachability-they take in new information and use it. You’ll also hear evidence of a growth mindset if they talk about how the experience helped them improve, rather than just survive it. And if they can name what they learned and how they changed, that’s a sign of self-awareness in action, not just theory.
What’s something you’ve taught yourself recently, and why?
This question shifts the focus from experience to initiative. It tells you whether a candidate is curious on their own or only learns when it’s required. Strong answers often involve a project they took on independently, a skill they picked up to solve a problem at work, or something they pursued to stay sharp between roles. Pay attention to how they describe the process. Did they research it, practice consistently, or share their knowledge with others?
Soft Skills it Reveals
This is where you see genuine learning agility. A strong response reflects self-motivation, curiosity, and willingness to invest time without being told. If they tie their learning to a specific problem they solved or a way they improved the team, you’re also seeing resourcefulness in motion.
Can you tell me about a time you had to motivate yourself during a slow or frustrating period at work?
Not every day is thrilling, and not every project is high-stakes. This question gets at a candidate’s intrinsic motivation. For instance, how they handle plateaus, tedium, or delayed results. Do they try to stay busy and work on something that will benefit the future? Or do they take the time to do nothing? Strong answers often include mindset shifts, personal routines, or creative ways they kept things moving without external pressure.
Soft Skills it Reveals
You’ll uncover resilience, self-discipline, and internal drive. Candidates who describe how they re-engaged with their work or reframed the situation show strong self-management (and often foresight).
Describe a decision you made that others initially disagreed with. What happened?
This question reveals how a candidate handles friction without defaulting to defensiveness. You’re not just testing their ability to make decisions, you’re examining how they persuade, stay open to input, and respond when the room isn’t on their side. A strong answer should include why they stuck with their approach, how they communicated their reasoning, and what happened after the decision played out. Bonus points if they show a willingness to adapt based on new information rather than just pushing their opinion through.
Soft Skills it Reveals
This question brings confidence and judgment to the surface. If a candidate can stay steady while others challenge them, that shows composure and strategic thinking. You may also get a glimpse of leadership potential if they describe a situation where they gained buy-in over time or earned trust through results. Look for candidates who show backbone without being rigid.
Final Thoughts
Soft skills can make or break team dynamics, yet they rarely show up in resumes or application forms. That’s why thoughtful, well-structured interview questions are essential-they give candidates space to show who they are beyond technical ability. And as job seekers get savvier in how they present themselves, whether through portfolios or even an AI cover letter tools, the real insight still comes from a live conversation.
BIO
Jared Carrizales is a fractional digital marketer for CareerToolbelt, as well as a long-time advocate for remote work. In his free time, he blogs and speaks on topics of remote work hiring and team productivity.
The post 5 Questions to Help Identify Soft Skills During Interviews appeared first on UK Recruiter.
