What Methods Assess Soft Skills During Pre-Employment Testing?
In the quest to uncover the most effective ways to evaluate soft skills before making a hire, we’ve gathered insights from top executives, including Vice Presidents and General Managers. From utilizing VR simulations to assessing through case studies that reveal critical thinking, discover the unique methods shared by four industry leaders.
- VR Simulations for Soft Skills
- Scenario-Based Simulations and Role-Play
- Job Auditions and Behavioral Interviews
- Case Studies Reveal Critical Thinking
VR Simulations for Soft Skills
One method we are testing to assess soft skills during pre-employment testing involves situational judgment tests (SJTs) paired with virtual reality (VR) simulations. We developed an innovative VR program where candidates navigate a series of realistic workplace scenarios.
For example, they might manage a team meeting, handle a customer complaint, or collaborate on a tight-deadline project. These simulations evaluate critical soft skills such as communication, problem-solving, leadership, and adaptability in a dynamic and immersive environment.
What makes this method particularly effective is the ability to observe candidates in action, rather than relying solely on self-reported questionnaires or traditional interviews. It gives us a genuine insight into how they react under pressure and interact with others, which are critical indicators of their potential fit within our company culture.
This helps enhance our understanding of a candidate’s capabilities and makes the assessment process more engaging and less stressful for the applicants.
Laurie Hyllberg
Vice President, Kinsa Group
Scenario-Based Simulations and Role-Play
One innovative approach to evaluating soft skills during pre-employment assessments is through scenario-based simulations. These simulations immerse candidates in hypothetical workplace situations, requiring them to navigate challenges that mirror real-life scenarios. By observing how candidates respond to these situations, employers can gain insight into their problem-solving abilities, communication skills, and emotional intelligence. For instance, a scenario might involve resolving a conflict with a colleague or handling a dissatisfied customer. The candidate’s approach, demeanor, and ability to effectively address the situation can provide valuable indications of their soft skills proficiency.
Another method employed in evaluating candidates involves role-playing exercises, where individuals are tasked with assuming specific roles and interacting with assessors or fellow candidates. This strategy enables employers to assess a variety of soft skills, such as teamwork, adaptability, and leadership, within a dynamic and interactive setting. For instance, candidates might be asked to collaborate on a group project or, alternatively, take turns leading a discussion. Through these exercises, employers are able to observe how candidates collaborate, communicate ideas, and exert influence, thereby gaining valuable insights into their interpersonal skills and effectiveness within a team environment. The incorporation of behavioral interview questions that delve into past experiences can provide deeper insight into the candidate’s soft skills. Asking candidates to describe their handling of specific situations in the past enables employers to evaluate their demonstration of critical soft skills such as resilience, empathy, and conflict resolution. This technique allows for the assessment of not only the theoretical knowledge of candidates but also their practical application of soft skills in real-world scenarios. These methods collectively offer more comprehensive insights into the candidates’ soft skills, thus aiding employers in making more informed hiring decisions.
Bradford Glaser
President & CEO, HRDQ
Job Auditions and Behavioral Interviews
As the General Manager at DesignRush, an insightful technique I’ve employed when assessing soft skills during pre-employment testing is through ‘Job Auditions.’ These auditions simulate actual job tasks and enable you to observe how potential hires interact with team members, handle workloads, solve problems, and communicate effectively. Also, another equally impactful method is conducting ‘Soft-Skills Themed Behavioral Interviews.’ Rather than relying solely on standard Q&As, we ask candidates to share experiences that demonstrate their perseverance, empathy, teamwork, or adaptability. These methods have proven effective for our agency, powering us with a skilled team that not only excels in their roles but also fosters a positive and collaborative work environment.
Gianluca Ferruggia
General Manager, DesignRush
Case Studies Reveal Critical Thinking
Employing case studies is not a very popular method, but I think there’s a lot of uncovered potential here. If you were to present candidates with real-world business scenarios, ones that they might encounter in their day-to-day work, and ask them to come up with solutions, it would shed light on their critical thinking, problem-solving, and communication abilities.
For context, if you were hiring for a project management position, you could present a scenario where a project is falling behind schedule due to unforeseen circumstances. Here, you’re not just interested in their ability to delegate tasks. You want to see how they analyze the situation, adapt their strategy, and effectively communicate with team members to get things back on track. Rather than simply evaluating candidates based on their past experiences or theoretical knowledge, which is what most tests focus on, you’re giving them a chance to showcase their skills in action.
Paul Carlson
Managing Partner, Law Firm Velocity
Submit Your Answer
Would you like to submit an alternate answer to the question, “What’s a unique method for assessing soft skills during pre-employment testing?”
