How to Assess Soft Skills in Candidates: The Proven, Research-Backed Method
Step-by-step process for measuring the soft skills that predict success in your roles.
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TL;DR: The 5 Game-Changing Traits
Problem-solving ability: Accounts for 25% of job performance variance
Conscientiousness: Predicts success across 98% of work situations
Resilience: Essential for teams facing pressure and change
Integrity: The foundation of trust and accountability
Emotional intelligence: Powers communication and collaboration
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If you're constantly sifting through CVs, wondering why your team isn't clicking, or watching good hires turn into disappointing performers, you're not alone. The problem isn't your hiring process—it's what you're measuring.
Here's what caught our attention: Connected teams show 21% higher profitability, 41% less absenteeism, and 59% less turnover than disconnected ones (Gallup, 2024). Yet 75% of cross-functional teams fail to meet their basic objectives.
The difference? It's not about skills or experience. It's about five specific psychological traits that we can actually measure during hiring. As business psychologists who've spent over a decade studying workplace performance, we've identified the exact characteristics that separate high-performers from the rest.
the science
What Actually Makes Teams Win?
Forget the team-building retreats and motivational posters. After analysing over 183,000 teams across three decades, Gallup found something much simpler: team performance comes down to individual characteristics.
Think about your best team member. They probably solve problems faster, follow through consistently, stay calm under pressure, and just seem to "get" people. Now imagine hiring five people like that.
The Hard Truth
86% of workplace failures come from poor collaboration or communication. But here's the thing—you can't train someone to be reliable, resilient, or genuinely caring about their work. These are deep personality traits that either exist or don't.
High-performing teams aren't built on hope—they're built on hiring people with the right psychological makeup. Here are the five traits that matter most:
Problem-Solving Ability
Typically accounts for 25% of job performance varience
Conscientiousness
Essentially a trait that really only predicts success across the majority of work situations
Resilience
Essential for teams facing pressure and change
Integrity
The foundation of trust and accountability
Emotional Intelligence
The power to communicate and collaborate effective across the team and organisation at large
But here's the crucial insight: these team dynamics don't happen by accident. They emerge when you hire people with specific psychological traits.
trait one
Problem-Solving Ability: Accounts for 25% of Job Performance Variance
Let's start with the big one: cognitive ability tests can account for up to 25% of job performance variance (American Psychological Association, 2024). That's a stronger predictor than experience, education, or interview performance.
Real impact: Teams with higher cognitive ability solve problems 40% faster and make better decisions 87% of the time compared to individuals working alone (Harvard Business Review, 2024).
But what does this actually look like day-to-day?
High Problem-Solving Ability
- Quickly identifies root causes vs. symptoms
- Connects seemingly unrelated information
- Adapts strategies when plans aren't working
- Learns new systems and processes rapidly
- Communicates complex ideas clearly
Research insight: When teams have higher collective problem-solving ability, project timelines improve by an average of 30% and decision quality increases significantly.
How to Measure Problem-Solving Ability
The most reliable way is through aptitude tests that typically measure three core cognitive competencies:
Numerical Reasoning
Working with data, percentages, and trends
Verbal Reasoning
Understanding written information and drawing conclusions
Abstract Reasoning
Identifying patterns and logical relationships
Quick tip: Our assessments adapt to the candidate's ability level. This is known as computer adaptive. They're more accurate and reduce candidate frustration.
How to Measure Problem-Solving in Interviews
If you're looking to interview candidate with the intention of measuring their problem-solving, check out our recommended 5 effective interview questions to measure problem-solving.
trait two
Conscientiousness: Predicts Success Across Most Work Situations
Here's a stat that stopped us in our tracks: conscientiousness shows positive effects across 98% of work-related variables (University of Minnesota, 2019). That's not a typo—98%.
Conscientious people don't just work harder—they work smarter, follow through consistently, and create the reliability that high-performing teams depend on.
The conscientiousness effect: Teams with highly conscientious members show 20-30% better performance across all job types and are significantly less likely to engage in counterproductive behaviors.
What Conscientiousness Actually Looks Like
It's not just about being organised (though that helps). Conscientiousness combines several powerful traits:
Achievement-striving: Sets high standards and works persistently toward goals
Dependability: Follows through on commitments without constant supervision
Self-discipline: Stays focused despite distractions or setbacks
Attention to detail: Catches errors and maintains quality standards
How to Measure Conscientiousness
The most accurate method is through validated personality assessments that measure the Big Five personality traits. Look for tests that:
- Use forced-choice questions (harder to fake than rating scales)
- Include social desirability scales to detect response distortion
- Provide specific facet scores, not just overall conscientiousness
- Are validated for workplace settings
How to Measure Conscientiousness in Interviews
If you're looking to interview candidate with the intention of measuring their conscientiousness, check out our recommended 5 effective interview questions to measure conscientiousness.
Interview Red Flags
Low conscientiousness warning signs:
1. Vague answers about past achievements
2. Blames external factors for missed deadlines
3. Can't provide specific examples of going above and beyond
4. Shows up late or unprepared to interviews
trait three
Resilience: Your Team's Shock Absorber
If the 2020 pandemic taught us anything, it's that change is the only constant. Teams that thrive don't just survive setbacks, they use them as springboards for innovation and growth.
Resilient team members act as emotional shock absorbers, helping the entire team maintain performance during stressful periods. Research shows they're also less likely to burn out and more likely to stay with your organisation long-term.
Resilient team members act as emotional shock absorbers, helping the entire team maintain performance during stressful periods. Research shows they're also less likely to burn out and more likely to stay with your organisation long-term.
Key insight: During high-pressure periods, resilient team members don't just maintain their own performance, they help stabilise the entire team's focus and productivity.
What Resilience Enables
Faster recovery from setbacks - bounces back quickly from failures or criticism
Creative problem-solving under pressure - finds innovative solutions when stakes are high
Emotional stability for the team - stays calm and focused when others panic
How to Measure Resilience in Interviews
If you're looking to interview candidate with the intention of measuring their conscientiousness, check out our recommended 5 effective interview questions to measure resilience.
Pro tip: Resilience isn't about being tough—it's about being adaptable. Look for candidates who view challenges as learning opportunities rather than threats.
trait four
Integrity: The Trust Foundation
Trust is the oxygen of high-performing teams. Without it, even the most talented groups fall apart. People with high integrity don't just follow rules—they create the psychological safety that allows teams to take risks and innovate.
Research consistently shows that integrity predicts both positive performance outcomes and the absence of counterproductive behaviors. It's your insurance policy against workplace drama and ethical issues.
The trust multiplier: Teams with high-integrity members show 2.5x higher engagement and 74% less stress-related illness (Gallup, 2024).
What Integrity Creates
- Transparent communication - shares both good and bad news openly
- Reliable follow-through - does what they say they'll do
- Ethical decision-making - considers the right thing, not just the easy thing
- Accountability - owns mistakes and focuses on solutions
How to Measure Integrity
Our personality assessments are effective at measuring integrity. Equally, one could use a situational judgement testif they wanted to test the candidate under certain situational conditions.
How to Measure Integrity in Interviews
If you're looking to interview candidate with the intention of measuring their integrity, check out our recommended 5 effective interview questions to measure integrity.
Warning Signs of Low Integrity
1. Blames others consistently for problems
2. Gives different versions of the same story
3. Shows little concern for how decisions affect others
4. References getting around rules or policies
trait five
Emotional Intelligence: The Communication Catalyst
Remember that 86% of workplace failures we mentioned earlier? Most trace back to communication breakdowns. People with high emotional intelligence don't just avoid these problems—they actively prevent them.
They're the ones who sense when tensions are rising, know how to defuse conflicts before they explode, and help team members feel heard and valued.
The EQ Advantage
Teams with emotionally intelligent members show 20% better performance on collaborative tasks and resolve conflicts 40% faster (Harvard Business Review, 2024).
The Four Pillars of Emotional Intelligence
Self-Awareness
Recognises their own emotions and triggers
Self-Regulation
Manages reactions and stays composed under pressure
Empathy
Understands and responds to others' emotions appropriately
Social Skills
Builds relationships and influences positive outcomes
How to Assess Emotional Intelligence
Unlike cognitive ability, emotional intelligence is best measured through multiple methods:
- Behavioural interview questions: "Describe a time when you had to deliver bad news to a colleague"
- 360-degree feedback: How do previous colleagues rate their interpersonal skills?
- Situational scenarios: How would they handle a team member who's consistently negative?
- EQ assessments: Validated tools that measure emotional competencies
Quick check: Teams with emotionally intelligent members are more effective at reading team dynamics, preventing conflicts before they escalate, and maintaining positive working relationships even under pressure.
How to Measure Emotional Intelligence in Interviews
If you're looking to interview candidate with the intention of measuring their emotional intelligence, check out our recommended 5 effective interview questions to measure emotional intelligence.
implementation
How to Measure These Traits (Without Losing Great Candidates)
Here's the reality check: most hiring processes waste time on the wrong things. CVs tell you about past experiences, not future performance. Interviews are easily gamed. Reference checks are often just box-ticking exercises.
But when you measure these five traits systematically, you'll identify top performers with 80% accuracy before they even start work.
The Test Partnership Approach
We've helped over 2,000 organisations build better teams using scientifically validated assessments. Our approach combines speed, accuracy, and candidate experience to give you the insights you need without the assessment fatigue.
Your Assessment Strategy Roadmap
Start with cognitive ability
Use adaptive aptitude tests that adjust to each candidate's ability level. This gives you precise measurements in just 4-6 minutes per test.
Add personality profiling
Focus on the Big Five traits, especially conscientiousness. Our personality assessments use forced-choice questions that are harder to fake.
Include situational judgment
Present realistic workplace scenarios to assess integrity and emotional intelligence. This shows you how they'll actually behave on the job.
Validate with interviews
Use assessment results to guide targeted interview questions. This saves time and increases accuracy.
Track and refine
Monitor how well these traits predict success in your specific roles. We'll help you optimise the process based on your results.
BEFORE: Traditional Hiring
CV screening: Filters out 90% of candidates based on keywords and experience
Unstructured interviews: Inconsistent questions, bias-prone, poor predictive validity
Gut feeling decisions: 50% chance of success (no better than flipping a coin)
AFTER: Trait-Based Hiring
Skills-blind screening: Focus on potential, not just experience. Uncover hidden talent
Data-driven decisions: 80% predictive accuracy with validated assessments
Targeted interviews: Assessment results guide specific, relevant questions
Ready to discover what 'Great' looks like?
Book a 15-minute consultation with one of our business psychologists. We'll help you identify the specific performance indicators that matter for your roles and show you exactly how to measure them.
your next steps
Building Your High-Performance Team (Starting Today)
You now know the five traits that separate high-performing teams from the rest. The question is: what are you going to do about it?
Here's your action plan:
Week 1: Audit Your Current Team
Look at your top and bottom performers. We bet the high performers score well on these five traits, while the struggling ones don't. This gives you a baseline for improvement.
Week 2: Test Your Next Hire
Use these trait measurements for your next open position. Compare the results with traditional hiring methods to see the difference firsthand.
Month 1: Track the Results
Monitor how well trait-based hires perform compared to traditional hires. You'll likely see faster onboarding, better team fit, and higher performance.
The bottom line: High-performance teams aren't built by accident. They're the result of intentional hiring decisions based on scientific evidence, not gut feelings.
Want to see this in action for your team? Our business psychologists can help you identify exactly what high performance looks like in your specific roles and culture.
Define What Great Looks Like for Your Team
Get a personalised performance blueprint that shows you exactly what success looks like in your roles. Our business psychologists will help you identify the traits that drive results in your organisation.
Get Your Performance Blueprint
