How to Decode Candidate Soft Skills in a Virtual Interview

Why Soft Skills Matter in the Virtual Hiring Process

In today’s remote-first world, it's no longer enough for a candidate to meet job qualifications on paper. Soft skills—those intangible qualities like communication, empathy, adaptability, and problem-solving—often determine whether someone thrives in a company culture or flounders. So how do we evaluate these critical attributes over a screen? It’s certainly not just about asking, “What are your strengths?” Instead, recruiters and hiring managers must fine-tune their virtual interview techniques to pick up on the subtle cues that signal extraordinary interpersonal and emotional intelligence. Just because you’re on Zoom doesn't mean human instinct is out the window.

Take, for example, a recent tech startup that hired a project manager with impressive credentials. All seemed fine until team issues bubbled up. It turned out the hire lacked key listening skills and adaptability—traits that weren’t adequately assessed during the virtual process. Don’t want to be in that boat? Let’s dive into the best practices to help you decode those essential soft skills before sending an offer letter.

Key Soft Skills to Look For

1. Communication

Effective communication isn’t just about having good grammar or sounding professional. It’s also about clarity, listening, and knowing when to step in versus when to step back. During a virtual interview, pay attention to how clearly the candidate expresses themselves. Are their answers succinct and organized? Do they pause thoughtfully before responding, or jump in without hearing the full question? These behaviors can say as much as their words. Good communicators leave room for others, articulate their thoughts with confidence, and adapt their tone and language based on the conversation.

2. Adaptability

Adaptability is vital in a digital work environment. Candidates who adapt quickly often succeed in fast-paced or startups environments. During a virtual interview, throw in a change—maybe ask them to switch from one topic to another or deal with a minor tech hiccup. Observe their response. Do they stay composed and flexible? Or do they seem rattled? Little moments like these offer big clues into how well someone can handle change and navigate uncertainty.

3. Empathy and Emotional Intelligence

True teamwork depends on empathy and an awareness of others. Ask candidates about a time when they resolved a conflict with a colleague. How they describe that moment—whether they acknowledge others’ perspectives or show accountability—offers direct insight into their emotional intelligence. During the conversation, note their body language and eye contact. Even on video, tone of voice, facial expressions, and pauses reveal depth and sincerity.

4. Initiative and Ownership

Can the candidate work independently while taking responsibility for outcomes? Remote roles demand self-starters. Ask open-ended questions like, “Tell me about a project you led without being asked.” Look for signs that the candidate not only completed the task but proactively improved something or added value. Initiative often shows up in stories of resourcefulness and learning on the fly. Listen for pride in personal impact—not just participation.

Techniques for Assessing Soft Skills Virtually

Behavioral Interview Questions

Old-school questions still work—but only if used wisely. Behavioral questions like “Tell me about a time you had to manage multiple deadlines” give interviewers a chance to evaluate past behavior as a predictor of future action. The STAR method—Situation, Task, Action, Result—helps ensure candidates can't gloss over the important parts. Want to dig deeper? Add, “What would you do differently next time?” This not only gets candidates to reflect but also reveals growth-mindset thinking.

Role-Playing Scenarios

Why not simulate real work scenarios? Create a mini-challenge or ask candidates to walk through how they’d respond to a difficult client or remote team dispute. These role-plays test not just problem-solving but also interpersonal grace and decision-making under pressure. Make observations about eye contact, body language, and tone as they work through the problem.

Group Interviews

Bringing another team member into the interview can reveal how the candidate navigates different personalities. Does the person acknowledge both participants? Do they maintain eye contact with each of you? Do they redirect questions gracefully or dominate the discussion? These sessions reveal teamwork tendencies and communication patterns that may not surface in one-on-one settings.

Listening for Clarity and Engagement

Active listening is a hidden gem among soft skills. A candidate who listens well usually builds better relationships and avoids mistakes. During a virtual talk, pay attention to whether they paraphrase questions, ask clarifying queries, or build on your comments. High engagement can also be spotted in thoughtful follow-up emails or insightful questions asked at the end of the session.

Common Red Flags You Might Miss

Lack of Eye Contact or Over-Talking

While camera placement and nerves can play a role in virtual interviews, consistently avoiding eye contact or speaking over others might be a sign of poor collaboration or anxiety regulation. These behaviors shouldn't automatically disqualify someone, but they deserve deeper evaluation. Consider asking follow-up questions or scheduling a second conversation to clarify your impressions.

Very Vague or Over-Rehearsed Answers

Listen for overly generic responses. If every story sounds identical or too polished, the candidate may be regurgitating canned examples—offering surface-level insight into their real interpersonal abilities. Notice if their stories involve multiple people or emotions, and whether the candidate acknowledges both success and struggle honestly. Real life is messy; real experiences usually reflect that.

Overemphasis on Independence

Sure, being a go-getter is great—but teamwork matters more than ever. If a candidate talks a lot about “I” and rarely about “we,” it may suggest they don't practice shared ownership. Listen for balance: can they take initiative but also collaborate? Do they respect boundaries while also supporting colleagues openly?

FAQ

How can I assess soft skills in a 30-minute virtual interview?

Focus on behavioral questions that reveal past social situations, include quick scenario-based tasks if possible, and pay attention to communication patterns. Clarity, active listening, and adaptability often emerge quickly when you're paying attention.

What’s the best way to test empathy through a screen?

Ask candidates to describe a moment when they supported a team member or resolved conflict. Their storytelling, tone, and attention to others’ feelings will offer insights into their emotional intelligence and empathy levels.

Can soft skills be evaluated effectively without in-person interaction?

Absolutely. With the right questions, keen observation, and structured tests like role-playing or situational judgment prompts, virtual interviews can be powerful tools for decoding soft skills.

Final Thoughts

The truth is, most people can shine on paper—but not everyone shines in practice. Virtual interviews demand a new lens for viewing candidates, one that blends intuition with intentional strategy. Soft skills don’t always shout—they whisper through body language, through a well-placed pause, through empathy that can be felt even miles apart. Are you paying attention closely enough to hear them? Next time you're in a remote interview, don't just ask questions—read between the lines. Observe, engage, and listen like a mentor seeking a future team player. The signals are there. You just need to learn how to spot them.