How to Assess Soft Skills Virtually—And Get It Right

Assessing soft skills virtually is no longer optional—it’s essential. Let’s explore practical and effective strategies for evaluating communication, adaptability, emotional intelligence, and teamwork during online interviews and remote hiring processes. Learn how to spot the right qualities using digital tools, behavioral cues, and scenario-based questions. Whether you're a recruiter or a hiring manager, discover how to move beyond resumes and uncover real human potential—virtually and accuratel

In the age of hybrid work and global hiring, soft skills have emerged as the true differentiator. But how do you assess them—virtually, and accurately?

Why Soft Skills Are the New Power Skills?

As workplace dynamics shift, soft skills are taking the centre stage. According to” LinkedIn’s Global Talent Trends”, 92% of hiring professionals believe soft skills are equally or more important than hard skills.

Whether you’re hiring for BFSI, Real Estate, or Tech roles, qualities like emotional intelligence, adaptability, virtual collaboration, and communication directly impact team success.

The Virtual Dilemma: Assessing the Intangible

In traditional interviews, body language, in-person interactions, and informal conversations help gauge personality and soft skills. However, in a virtual setting, those cues are absent. What remains is the challenge of decoding a candidate’s interpersonal capabilities—digitally.

The good news? With the right approach and tools, virtual soft skill assessment can be not only practical but highly insightful.

5 Proven Ways to Assess Soft Skills Virtually

1. Structured Behavioural Interviews:

Utilise the STAR method (Situation, Task, Action, Result) to assess how candidates have handled past challenges.

Ask questions like:

• “Tell me about a time you led a virtual team through a crisis.”
• “How did you resolve a disagreement over email or chat?”

Look for emotional awareness, effective decision-making, and clear communication.

2. Situational Judgment Tests (SJTs):

Simulate real-world work scenarios and evaluate how candidates would respond. These assessments uncover:

• Conflict resolution style.
• Ethical decision-making.
• Cultural fit for remote teams.

Popular tools: Harver, Pymetrics, Traitify

3. Asynchronous Video Interviews:

Candidates record their answers to predefined questions, offering insight into:

• Thought process.
• Clarity and confidence.
• Communication under time constraints.

Why it works: It replicates remote communication patterns (emails, voice notes, presentations).

4. Virtual Group Simulations:

Host collaborative tasks or discussions over Zoom or MS Teams. Observe;

• Team dynamics.
• Leadership tendencies.
• Active listening and participation.

Especially useful when hiring for leadership or cross-functional roles.

5. 360-Degree Reference Checks:

Go Beyond Resume Verification. Ask referees specific soft-skill questions:

• How did they manage conflict?
• Were they empathetic toward team members?
• How well did they respond to feedback?

Real insights often lie in these conversations.

Common Pitfalls to Avoid

• Judging candidates solely on their on-screen presence.
• Confusing shyness with a lack of skill.
• Ignoring cultural nuances in communication style.
• Overlooking tech issues as a performance barrier.

Tip: Train interviewers to focus on content and intent, not just presentation.

Final Thoughts: Build Teams That Communicate, Adapt & Lead—Virtually

As organisations evolve into remote and hybrid ecosystems, evaluating soft skills virtually is no longer a nice-to-have—it’s essential. Companies that master this will be better equipped to build resilient, people-first cultures with high-performing, emotionally intelligent talent.

At See & Recruit, we blend technology with human expertise to help you identify not just skillsets, but mindsets. Whether you’re hiring a future CXO or a functional leader, we ensure their soft skills align with your company’s culture, vision, and long-term objectives.