What are soft skills?
Worried that your lack of skills is letting you down?Soft skills are important in a range of different roles, helping you do everything from negotiating and selling to managing your schedule. You probably have several attributes already that you’re simply not using to your advantage. You just need to learn how to back them up.To find out how to make the most of them, here’s our guide on soft skills – and how they could help land your next job.What are soft skills?Soft skills are general attributes that aren’t specific to a job or industry.They’re usually self-developed, meaning no training is needed to build them. And because they can be applied to many different roles, soft skills are always desirable – no matter what field you’re working in.List of soft skills Soft skills are a combination of many different things, including social skills, character traits and employment qualities. As a result, the number of soft skills is almost endless. Some of the most common examples include: Communication skills Leadership Problem-solving Critical thinking Team working Flexibility Resilience Negotiation skills Why are soft skills important? Although hard skills might be important in some industries, soft skills are important in all of them. They’re what help us bond with other people around the business and fit well within the company culture. Without them, even someone with the right qualifications could end up alienating themselves in their role, or not having the right mindset to do their job effectively. They’re also what help distinguish us from other potential candidates when we look for a new position. What are the advantages of soft skills? One of the biggest advantages of soft skills is that they don’t limit you to working within one industry. They are transferable skills, allowing you to demonstrate your personality and effectiveness to prospective employers, even if you have limited experience in their field. For example, your excellent communication skills may have made you good at selling. But many other sectors outside of sales require people who can communicate well – whether it’s by attracting new customers, building relationships with suppliers or working effectively in a team. Also, everyone has some form of soft skills. They require no formal training and are usually picked up through previous positions or experiences – meaning you might already have some great attributes you can use to your advantage. What are the disadvantages of soft skills? Although they’re valuable, soft skills won’t always be enough to get you the job. Some industries require more formal qualifications or experience to get your foot in the door, and without these prerequisites, your soft skills may not be enough. Soft skills are also extremely difficult to measure, meaning some employers don’t appreciate their true value until you’ve actively been able to demonstrate them. How do I demonstrate soft skills on my CV? It’s never enough to say you have soft skills – you need to back them up. When it comes to writing a CV that means adding practical examples to show times when you’ve put your soft skills to good use. For example, stating you have good problem solving skills sounds fine. But saying ‘good problem solving skills, demonstrated when I successfully overcame X’ will come across much better to employers – not to mention add value to your CV. And the best part? A list of desirable skills will already be provided for you in the job description. All you need to do is prove them. If you struggle to think of good examples, use the STAR technique to help get you started. Can I learn soft skills? Soft skills are self-developed. But that doesn’t necessarily mean they can’t be taught. There are a wide range of courses out there to help you improve everything from your organisation skills through to your public speaking. So, even if it’s not something you’re particularly strong on right now, there’s no reason you can’t get better. Figure out what skills you think you need to improve, find a course and get started.
Improve your hiring strategy with AI interview tools
Unleashing the potential of AI in recruitmentArtificial intelligence (AI) is transforming the recruitment field and altering how businesses recruit. Here are a few methods through which AI can boost the productivity and efficacy of the recruitment process:Automate repetitive tasksA key advantage of utilizing AI recruitment instruments is their capacity to automate monotonous tasks. Such tasks may encompass sifting through resumes, arranging interviews, and dispatching subsequent emails. AI makes tasks easier, giving recruiters and managers more time for important parts of hiring.Streamline candidate screeningConventional screening techniques can be lengthy and prone to human mistakes. AI can quickly analyse many resumes and identify the best candidates using predetermined criteria. This not only speeds up the screening procedure but also ensures that we don't miss any candidates.Gain valuable insightsAI can offer crucial understanding that aids recruiters and hiring managers in making knowledgeable choices. Predictive analytics can anticipate a candidate's work performance and similarity with the company culture. It will help the hiring manager to understand if that job applicant is a good fit for the business.AI recruitment instruments can also scrutinize a candidate's social media accounts to understand their character and principles. This understanding can assist recruiters in making more impartial and data-oriented recruitment choices. Learn more about social media screening.An inventive use of AI in hiring is the creation of interview questions powered by AI. This tech employs machine learning algorithms to scan the given criteria and produce pertinent interview questions. The system takes into account the job title, skill set, and experience level. It then generates questions that accurately evaluate whether a candidate is suitable for the role.Introducing Reed's interview question generatorReed's interview question generator generates interview questions using AI algorithms, based on criteria given by the employer. It's a powerful tool.The tool has a simple interface, allowing employers to enter job details and get a list of questions. You can download the list in a Word document for your interview.You can also copy it to send to a colleague or use it in another document. The tool helps hire managers in many ways. The tool helps hiring managers in many ways.Employers can access Reed’s interview question generator online here.Tailoring interviews with customizable criteriaTo begin, just enter the job title, seniority level (e.g. entry-level, middle manager, board level), and industry for the recruitment process. Next, you pick a maximum of three soft skills that you desire in your ideal candidate. Options include abilities like emotional intelligence, inventiveness, business acumen, and analytical thinking, among others.In just a few minutes, the tool will produce a collection of custom-made interview queries for applicants.Once your questions are ready, you have the flexibility to reorder the question sequence, choose different skills, refresh the whole set or lock your favourite questions and revise the rest.How does the tool adapt to different industries and job roles?This AI-based interview instrument enables companies to customize interview queries according to their unique requirements. The selection criteria encompass the job position, necessary skills, experience level, among others. The instrument utilizes these parameters to formulate questions that align with the job and the company's needs.You can use the interview question generator for any job role. Either select one from the drop-down list, or just choose your own. You can also choose from 27 industries, from engineering and manufacturing to insurance and pensions.Reed's interview question generator can help assess candidates with relevant questions. You can use it for hiring in a tech startup or a manufacturing company.Maximising hiring success with AI-generated questionsSkilfully designed interview queries are crucial for assessing a candidate's abilities, background, and suitability for a position. Employers can now utilize our cutting-edge interview question generator tool to aid them in making knowledgeable recruitment choices. Interview questions help to gain a better understanding of a candidate's skills. They also ensure a fair interview process, reduce bias, and improve the quality of hiring.Utilizing the tool offers several advantages to employers, including time efficiency, enhanced candidate experience, and superior hires. The interview question generator is especially useful for specialized roles or sectors where certain skills or experiences are necessary. By creating customized questions, the tool assists employers in evaluating if candidates have the distinctive skills needed.
Top 9 second round interview questions to ask candidates
Once the initial round of interviews is complete, you should have a shortlist of potential candidates. Conducting a second interview will provide a more thorough assessment of each candidate and assist in making the final decision on their suitability for the position.Effective interviewingWhen it comes to hiring someone for remote or hybrid work arrangements, there are two types of interviews that you can conduct. The first one is more formal and can be done remotely, while the second one can either be more demanding or more casual and done in person. This approach allows you to gain a better understanding of the interviewee in two different settings. For instance, you could conduct a phone interview first and then another one in person.It's important to remember that interviews are a two-way communication process. You are not just looking for the right candidate, but you are also trying to sell the role to them. Therefore, it should be treated as an informative conversation rather than an opportunity to impress the interviewee. You need to represent yourself, your team, and your company in the best possible way.Keep in mind that every candidate could be a potential customer, client, or advocate for your business, and they will remember how you treat them. So, it's crucial to make a positive impression and treat every candidate with respect and professionalism.Common second interview questions to ask candidatesJust as in your first round of interviews, asking the right questions in the second round is vital to understanding if a candidate is suitable for the role.“Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.”What are your long-term career aspirations?Asking candidates about their long-term career goals can provide useful insight into their suitability for your company. If they mention your business specifically, it suggests a desire to remain and contribute to its growth.Moreover, this question can reveal important aspects of their personality, such as honesty and passion.Understanding their priorities can help you make informed hiring decisions for your organization.Do you have any questions about the business or the role since your first interview?This question gives them the opportunity to clarify any doubts they may have and to demonstrate their level of interest and engagement.Furthermore, asking questions helps to fill any gaps in the candidate's knowledge and shows their preparation for the interview. However, some candidates may be nervous, so it is important to create a comfortable and supportive environment.Remember that this is an opportunity for both the candidate and the interviewer to learn more about each other and make an informed decision.How has your job search been going so far?If you ask this question in a second interview, you can gain valuable insight into your competition and the challenges you may face if they are selected instead of you. You might find out about other positions they've applied for and their current status in the hiring process.If they've recently attended multiple interviews, you may have to wait longer for their response or come up with a counteroffer to stay competitive. It's important to ask all candidates the same questions during the interview process to avoid discrimination or bias.What skills do you think are required for this role?This can help you evaluate their comprehension of the position and their ability to think critically. It also gives them a chance to showcase their skills and how they align with the job's requirements.This can give you a better understanding of their expectations, interpretation of the job description, and ensure they have a clear picture of the responsibilities involved. If there are any misunderstandings, you can clarify them, promoting transparency and reducing any future confusion.Ultimately, this approach can lead to better retention rates as candidates have a thorough understanding of the position before accepting an offer.What are the reasons you might not be suitable for this role?The response can reveal their level of motivation and attitude towards success. If a candidate expresses a willingness to learn and improve, this indicates a growth mindset, which is a valuable trait in any role.In contrast, if a candidate has a fixed mindset and believes that they cannot improve upon their abilities, they may not be suitable for the position.Therefore, asking this question can help identify the candidates who have the potential to grow and contribute to the organization.What changes would you suggest at this company?This question allows them to provide valuable insights into their potential challenges and how they could overcome them. It can also reveal their motivation for success.If they express a willingness to improve and be trained, it could indicate a valuable candidate with a growth mindset. Such individuals have more potential to learn and develop than those with a fixed mindset who believe they cannot improve in certain areas.What is the lowest salary you hope to earn from this role?It's important to ask applicants what their minimum salary expectation is for the job. It will help you to understand their salary expectations and gives you an opportunity to manage them if they're too high.On the other hand, the applicant may have done their research and found that the salary you're offering is lower than their worth. You may have the chance to increase your offer to match their expectations if you feel they are worth it.How would you describe your ideal work environment?The answer for this question will help you gain useful insights into their personality and work style.If their ideal work environment is similar to yours, then they are more likely to be a good fit for your company culture. Hiring someone who is not a cultural fit can lead to dissatisfaction and increase the likelihood of them leaving.On the other hand, if a candidate describes a work environment that is vastly different from yours, they may not be a good match for your company and could end up being unhappy and leaving later on.How soon would you be ready to start this role?This question will determine the candidate's availability and professionalism in the hiring process. It also helps to compare candidates based on their responses.It is important to note that if a candidate mentions leaving their current job without giving notice, it could be a red flag for your business. Therefore, asking the right questions during the hiring process is crucial to finding the best fit for your business.After meeting with a candidate for a second time, you should have a better understanding of their skills and abilities, and whether they would be a good addition to your team.
Interview questions to ask candidates - and what their answers mean
During an interview, it's crucial to ask questions that will help you gain the most insight into the candidate.To achieve this, you should plan a variety of question types that are tailored to the qualities required for the position. The questions should provide you with information about the candidate's strengths, weaknesses, and how well they would fit into the team. Here are some of the primary question types to consider when conducting an interview.Standard competency questionsThere are certain types of questions that are commonly asked during an interview. These questions typically start with a phrase like "Can you give me an example of when you...". You can customize these questions to fit the specific skills you want the candidate to talk about, such as providing excellent customer service, resolving a conflict, or influencing a senior stakeholder. Competency-style questions are particularly helpful when you need to find out about specific skills or competencies that a candidate has and how they have used them to handle similar situations in the past. Good candidates usually prepare for these questions in advance and should provide well-thought-out examples that are clear and concise. When analyzing their responses, look for evidence that they can describe the situation, the task at hand, the action they personally took, and the positive outcome of that action using the STAR method.Follow-up questionAsking follow-up questions can help you move beyond the superficial answers and dive deeper into the specifics. It can also challenge the interviewee to think on their feet, as they may not be as prepared for these questions. Effective follow-up questions can uncover any gaps in the provided answers or any lack of personal involvement that may be concealed by rehearsed responses.The curveball questionIf you want to evaluate a candidate's quick thinking and critical thinking skills, you can present them with a challenging question or scenario that may not be directly related to the job they are applying for. You can base this question on some aspect of their resume or something current that you would like them to provide insight on. Doing this will help you test their ability to make sound decisions under pressure and to communicate their thoughts effectively, which can be crucial for some positions.The hypothetical situation questionSome people have strong opinions on these types of questions - they either enjoy them or despise them. Nevertheless, they are a useful way to swiftly assess someone's ability to think logically and rationally. Such questions usually require the candidate to analyze a hypothetical situation and then make a decision based on the relevant information and limitations given. Some people have strong opinions on these types of questions - they either enjoy them or despise them. Nevertheless, they are a useful way to swiftly assess someone's ability to think logically and rationally. Such questions usually require the candidate to analyse a hypothetical situation and then make a decision based on the relevant information and limitations given.The “describe yourself” questionIn a job interview, candidates are often asked questions that require them to describe themselves in a few words or imagine what their previous boss or co-workers would say about them. These questions come in different forms, but their purpose is to evaluate the candidate's ability to empathize with others and express themselves succinctly. They are used to test the candidate's communication skills and see how they respond in situations that demand brevity.
Seven types of interview bias and how to avoid them
We might want to think that our choices are logical and that we have complete control over them – but the reality is that we are always affected by cognitive biases.What are biases?The brain cannot properly assess every new piece of information it encounters, so it’s designed to make quick decisions about people, situations, and objects. While these mental shortcuts are a necessary survival skill, making fast decisions without careful evaluation can be a bad thing and lead to opinions that are unfairly biased.Types of interview biasesWhen it comes to doing interviews, you can do your best to be objective, but biases can creep in. That’s why it’s so crucial to be aware of the different types so you can identify and actively avoid them. Here are seven different types of common interview biases:StereotypingA stereotype is a simplified opinion about a specific group of people, based on a fixed set of characteristics that we think are typical of that group.It is a serious problem in interviews, as the interviewer can make a judgement about a candidate that is not based on their skills or ability but on an initial stereotype.Gender and racial biasGender or racial bias is when the interviewer has a belief about a certain gender or race, thinking that the job is not appropriate for someone of that gender or race.Interviewers should never let gender or racial bias affect their hiring decisions, not only from an ethical standpoint, but they may also face legal consequences for discrimination.Confirmation biasConfirmation bias is where the interviewer may ask questions or make suggestive statements that prompt the interviewee to confirm what they believe they already know about them, based on their CV or application.It also relates to how people pay more attention to information that supports their existing beliefs, prefer to interact with people who have similar views, and are unwilling to listen to different opinions.It’s important to be aware of this bias - if people are being hired because they have the same views as their line managers, it can hinder growth and innovation across the business.Recency biasRecency bias is when an interviewer tends to remember and favour applicants that were interviewed more recently.You may have interviewed many candidates in any given day and each one can seem to blend with the next. This is when you may fall victim to recency bias and subconsciously favour candidates towards the end of the interview process. The problem is that the best person for the job could be someone you interviewed right at the beginning of the day or halfway through.Similarity biasAlso known as affinity bias, similarity bias is when an interviewer makes hiring decisions based on similar physical attributes or shared interests that are either discussed during the interview, or shown on a candidate’s CV.For example, an interviewer may ask the potential employee if they had a good weekend, and the interviewee could reply with something like: “I did thank you, I went for a hike with my dog”. If the interviewer is also a fan of hiking and dog owning, then whether intentional or not, the interviewer will view the candidate more positively, even before any skills or work-related information has been obtained.Halo biasThe halo bias is when one positive characteristic dominates all others. For example, if the person interviewing sees that the applicant went to a prestigious university on their CV or had previously worked for a very well-known brand that they admire, they may focus on that and ignore negative traits.Horn biasContrary to the halo bias, the horn bias is when a negative characteristic dominates all the positive skills and abilities. For example, a candidate may have made a spelling mistake on their CV and the interviewer can’t forget about it, giving too much weight to the error and ignoring the many positive qualities they have.How to avoid bias when interviewingKeep interviews uniformAsk every candidate the same questions – ensuring they are relevant to the skills and abilities of the interviewee - and document their answers correctly. Taking notes as you go will prevent opinions and bias from sneaking in.Provide training to interviewersAll interviewers should receive training in diversity and inclusion and learn how to identify and avoid their own unconscious biases. This will provide a more equitable system for all potential employees and help hiring managers discover their own hidden biases.Have a diverse group of interviewersIf there are multiple interview stages or you are using a group of interviewers, make sure the group is diverse to allow for a more balanced decision to be made. Each interviewer will have different biases, so together the bias is lowered.Limit personal chatsSome small talk is necessary when greeting an interviewee but keep it brief. Engaging in personal chats can lead to similarity bias.Use a standard scoring systemCreate a standard scoring system and apply this to all interviews. Referring to this later will ensure each candidate is assessed fairly and on an equal basis.Record and re-play remote interviewsIf you are doing remote interviews, record them (with the candidate’s consent) and re-play them in a different order to avoid recency bias.
Common customer service interview questions for employers and candidates
The main three skills or traits employers are looking for in an interviewee are communication, enthusiasm, and problem-solving. These questions will help employers find the right candidates and interviewees to show their full potential:Tell me about yourselfEmployers will already have key information about an applicant from their CV and other documents, but this is your chance to get a deeper insight into who you might be hiring. People are more honest when speaking in real-time than in their cover letters or job applications.Candidates should refer directly to what is in the job description and make your introduction relevant to the role. The hiring manager also wants to know who you are as a person, but in terms of your professional background and values, rather than just your hobbies.What does customer service mean to you?There are times when candidates will apply to roles just to get their foot in the door at a company and will really have their eye on a different profession. This customer service interview question helps you evaluate the motivation of the applicant and see if they really want to work in customer service or are just using your role as a stepping-stone.A good candidate will be able to explain what customer service is, why it’s important to a business, and what they enjoy about it. Candidates who show passion, dedication, and potential are often more valued by hiring managers than those with a lot of experience and education because these traits show the longevity of employees.Describe a time when you’ve dealt with a difficult customer – what did you do?Scenario-based questions help employers understand the candidate’s practical ability without having seen it first-hand. For this to be effective, they need to have real examples and be able to answer questions from their own experience. Hypothetical answers such as “If I were in that situation I would…” don’t show their experience or ability, only their theoretical understanding of customer service.Candidates should be aware that any experience you have with conflict resolution, in a retail role, for example, can be applied here. Those with customer service experience should be as specific as possible and answer honestly in case of any follow-up questions. If the customer being difficult or rude was their fault, being honest about it will show their accountability and self-awareness.What do you know about our company/product?Any candidate who hasn’t done some initial research will most likely not get the role. If they don’t know what they’re applying for, they may leave once they find out.Employers don’t expect a detailed description, only that the interviewee has an idea of what the company does, what the specific product is, and how that relates to the role. This is a chance for an applicant to share any thoughts or opinions they have about the company, potentially highlighting what made them want to apply in the first place.Using the job description, checking out their website, and even calling their customer service line to see how they work, are good methods of researching a company. Preparing for an interview by doing research shows both interest and professionalism and will boost the candidate’s chances of receiving a job offer. It’s even better if the candidate is already a customer because they can give real feedback and will have a deeper understanding of the product/service.Tell me about a time when you delivered excellent customer serviceCustomer service competency questions often use situations where you’ve interacted with a customer. These are chances for interviewees to show off their achievements and demonstrate their knowledge of what excellent customer service is while using examples from their experience. Through this question, employers can evaluate their best performance, and ask follow-up questions such as what skills they think contributed to this, and what the outcome was.What skills do you think are essential for someone in customer service?For customer service advisor questions, soft skills are the most important to mention, e.g. communication skills, patience, empathy, listening, and more. Advisors are there to inform and help customers in a way that is clear and concise, honest, and polite – even in stressful situations. Working well under pressure is important because customer service advisors may need to talk to several difficult people and stay professional. Usually, the skills candidates mention as most important are the ones they recognise in themselves the most.What is your biggest weakness?Self-awareness and self-assessment are skills in themselves. This might be the most common customer service interview question because it usually reveals to employers several areas besides the candidate’s weaknesses: how they see themselves, and how they are working on reducing their own weaknesses to improve themselves.Interviewees must be honest and avoid the trap of saying “I’m too [something positive]” because this sounds insincere and indicates a fixed mindset instead of a growth mindset – indicative of someone who welcomes new challenges. Candidates answering honestly about self-improvement shows employers that they are still developing and can become more valuable employees later, even if they don’t have the right skills or experience yet.