Using AI in hiring as a strategic ally
AI hiring tools are most effective when they support—not replace—human judgment. Let automation manage the volume so you can focus on what matters most: personal interaction.
Use AI-assisted recruitment platforms to flag patterns or inconsistencies, then rely on people to assess communication, cultural alignment and emotional intelligence. This is how HR professionals can balance AI and human insight, combining data-driven efficiency with empathy and intuition to make smarter hiring decisions.
Key soft skills to prioritize
To build stronger teams, focus on these human strengths and how they show up in action:
Emotional intelligence (EQ)—Look for how candidates handle feedback or defuse tension. Ask, “Tell me about a time you managed a difficult personality.” Genuine responses show reflection and composure, not blame.
Collaboration—When candidates say “we” instead of “I,” or share credit for success, that’s collaboration in motion. Try: “Two stakeholders disagree—how would you move forward?”
Communication—Strong communicators connect ideas and people. Ask candidates to explain a complex idea simply. It reveals adaptability and clarity.
Adaptability—Tell me about a time your priorities shifted suddenly. What did you do first?” Those who stay composed and resourceful under pressure tend to thrive.
Critical thinking—AI can analyze data, but people make judgment calls. Ask how candidates approached a problem with limited information or competing opinions.
Other valuable traits such as resilience, curiosity, accountability, creativity and cultural awareness matter just as much. The right mix varies by role and culture.
An HR manager may need empathy and discretion to build trust and navigate sensitive issues. An executive assistant might rely on calm communication and flexibility to support multiple leaders. A customer service representative benefits from patience and active listening to turn challenges into positive outcomes. Define what “great” looks like and hire for those attributes.
Elevate reference checks
Reference checks remain one of the best tools for validating soft skills, but only when they’re done thoughtfully.
Ask:
How did this person handle feedback or conflict?
What was their approach to teamwork or problem-solving?
How did they adapt when priorities changed?
What made them stand out as a communicator or collaborator?
Listen for tone and specificity. A pause before praise or a story about helping others succeed often says more than the words themselves. When done right, reference checks confirm the behaviors that drive results.
The ROI of hiring soft skills
Hiring for soft skills pays off. Teams grounded in trust and accountability communicate better, innovate faster and stay engaged longer. These employees strengthen culture and create the stability every organization needs in a changing economy.
The cost of missing those qualities is real. According to Robert Half’s Demand for Skilled Talent report, 30% of business leaders say they’ve made a bad hire in the past two years, and 57% of those say it led to turnover. Taking time to evaluate soft skills helps avoid those mistakes and build stronger, more engaged teams.
