"Adaptability. Emotional intelligence. Clear communication. Collaboration. Ownership."

Soft skills aren’t just buzzwords, they’re business-critical. In fact, 93% of employers want to see soft skills on resumes, and 67% say they value them more than educational qualifications. 

Why? 

Because hiring someone with strong technical chops but poor communication or low accountability often leads to underperformance, a reality over 70% of employers say they’ve experienced. And yet, despite nearly 97% of companies naming soft skills as essential, only 37% believe entry-level employees actually bring them to the table. 

The takeaway? You can teach tools, but you can’t train for emotional intelligence overnight, which is why smart teams make soft skills a core part of the interview process

So if you’re in a position to hire, how do you screen for soft skills? 

The answer is simple: you start with better questions.

Below are seven powerful interview questions designed to reveal the soft skills behind a polished résumé and what to listen for in each response.

Question #1: “Tell me about a time you received feedback you didn’t agree with. What did you do?”

What it reveals: Coachability, ego management, emotional maturity

What to listen for:

• Were they defensive or thoughtful?
• Did they try to understand the feedback before reacting?
• How did they follow up or adjust afterward?

Why it works: The best of teams give and receive feedback constantly. If a candidate can’t handle disagreement or critique, that’s a risk, no matter how technically strong they are.

Question #2: “What does a great team environment look like to you? (And what’s your role in creating it)?

What it reveals: Collaboration, self-awareness, cultural contribution

What to listen for:

• Are they clear about what a healthy team feels like?
• Do they take personal responsibility for building that environment?
• Is their answer people-focused, or just about perks?

Why it works: Strong teams are built intentionally, not accidentally. This question shows how a candidate thinks about their impact on team culture.

Question #3:  “Describe a time when a project or task changed direction unexpectedly. How did you adjust?”

What it reveals: Adaptability, mindset under pressure
What to listen for:

• How did they react to change?
• Were they flexible or rigid?
• Did they find solutions or get stuck on the shift?

Why it works: Plans change. Priorities shift. You want people who can flex with the chaos, not freeze in it.

Question #4: “How do you typically handle communication breakdowns on a team?”

What it reveals: Ownership, conflict resolution, emotional intelligence
What to listen for:

• Do they blame others or take initiative to repair?
• How do they approach difficult conversations?
• Do they focus on outcomes or winning?

Why it works: Every team hits bumps. The question is: who shows up to fix them and how?

Question #5: “When you’re juggling multiple priorities, how do you decide what to tackle first?”

What it reveals: Time management, autonomy, judgment
What to listen for:

• Do they have a clear prioritization framework?
• How do they handle competing demands?
• Are they reactive or strategic?

Why it works: In lean teams, no one has time to micromanage. You need people who can self-direct and make smart calls.

Question #6: “What’s a recent skill you taught yourself? How did you go about learning it?”

What it reveals: Curiosity, initiative, growth mindset
What to listen for:

• Are they actively learning?
• Can they describe how they approached the process?
• What motivated them to pursue that skill?

Why it works: Self-driven learning is a signal of long-term potential. You’re not just hiring for today,  you’re hiring for who they’re becoming.

Question #7: “What kind of feedback helps you do your best work?”

What it reveals: Self-awareness, communication preferences, emotional receptivity
What to listen for:

• Are they aware of how they receive feedback?
• Can they explain what kind of input they need to improve?
• Are they open to both praise and constructive feedback?

Why it works: Feedback fuels growth, but only if someone knows how to process and apply it.

Bonus: Red Flags to Watch For

🚩 Vague or overly rehearsed answers
🚩 Blaming others or avoiding responsibility
🚩 No real examples; “I’m a great communicator” isn’t enough

Hiring for soft skills can be tricky and can be a skill that takes a long time to master, but it doesn’t have to be a guessing game.

Whether you’re scaling a startup or strengthening a growing team, here at The Mom Project, we match great companies with the right talent. We provide a suite of end-to-end talent acquisition services from self-service hiring via our AI-driven dual-sided talent marketplace of 2M+ professionals, to fully supported staffing enhanced by personalized service; direct hire to flexible and contract placements; our talent is ready to work for you. 

Want to check out our platform? Create a login.

Need help interviewing for the intangibles? Let’s chat!