In my journey as a recruitment subject matter expert, I’ve witnessed a pivotal shift in the hiring landscape. Gone are the days when technical skills were the sole focus of recruitment. In an era dominated by artificial intelligence and automation, I now emphasize the importance of soft skills. Here's a breakdown of five key traits I prioritize when evaluating candidates, along with strategies to assess these qualities during the hiring process.
1. Empathetic Communication
The ability to translate complex ideas without condescension is a superpower. Recently, one of my team members reframed our AI strategy for the board in business terms, accelerating adoption by three months. To assess this skill, challenge candidates to explain your product in five minutes without using technical jargon. Observe how clearly they communicate.
2. Context Awareness
Top performers take the time to study systems, people, and history before proposing changes. One hire dedicated two weeks to understanding the reasons behind “inefficient” processes, ultimately leading to a modernization effort that respected the past. Encourage candidates to interview the three individuals who have lived with a process the longest before suggesting improvements.
3. Relationship-Building as Risk Reduction
Trust transforms resistance into valuable insights. A junior hire once prevented a failed rollout by fostering an environment where a stakeholder felt comfortable expressing their concerns. That honesty saved the project. To assess this ability, ask stakeholders, “What are you most worried about that no one’s asking?” and listen without jumping to solutions.
4. Adaptive Problem-Solving
AI provides options, but sound judgment gives direction. One teammate utilized AI to draft five architectural solutions and then selected the one that aligned with our operational and political constraints. The most elegant solution isn’t always the right one. When using AI, always ask, “What assumptions does this solution make about reality?”
5. Bridge-Building Across Divides
The best hires connect diverse perspectives, not just departments. An employee once turned our biggest skeptic into a champion by treating objections as valuable expertise rather than mere defiance. Identify your most vocal critic and seek their advice instead of their approval.
In light of these insights, I have redesigned our interview process to focus on human challenges rather than solely on technical capabilities. Instead of asking, “What’s your technical stack?” I now inquire, “Tell me about a time you implemented something people didn’t want. How did you approach it?” The candidates who excel in this new framework exhibit curiosity about resistance, possess the ability to simplify complexity, and are comfortable leading and following.
This week, I encourage you to rewrite one interview question to measure curiosity instead of technical competence. Additionally, review your job descriptions. Are they overloaded with technical jargon? It's time to treat soft skills as first-order competencies rather than cultural afterthoughts. As AI continues to handle technical tasks with increasing efficiency, the human work remains an area that can become your organization’s greatest competitive advantage.
The candidate I hired three months ago now leads our most complex implementation,not because she is the most technically skilled, but because she amplifies the contributions of everyone around her. This outcome is a testament to hiring for humanity, not just hard skills. In an AI-powered world, everyone has access to the same tools. The true differentiator lies in how your team thinks, connects, and collaborates to bring ideas to fruition. That is the human edge, and it is more valuable than ever.
