The premise of behavioral interviewing is that past behavior can predict future behavior.  This approach requires, the interviewer to explore a candidate's “soft”, non-technical skills like the ability to effectively communicate, act as part of a team and to solve problems, to name a few.

In order to get information about a candidate's soft skills, try the following:

• Ask questions about past behaviors.
• Ask for a specific example that would show that particular skill being used in a real situation.
• Give the person time to think and respond.

In order to assess a candidate's responses, the following ratings can be used:

5-Very strong evidence skill is present
4-Strong evidence skill is present
3-Some evidence skill is present
2-Strong evidence skill is not present
1-Very strong evidence skill is present

Soft Skills

The list below highlights some of the more universally desirable “soft skills.”   Along with an explanation of each skill, are 3 questions that the interviewer may ask the candidate in order to learn about their skill proficiency.