The Importance of Assessing Interpersonal Skills in Recruitment

In the competitive world of hiring, particularly in tech, recruitment is no longer just about finding candidates with the right technical expertise. Interpersonal skills—often termed “soft skills“—have become equally critical, especially as organizations increasingly emphasize teamwork, communication, and adaptability. For tech teams tasked with solving complex problems, interpersonal skills ensure smoother collaboration, innovation, and productivity.  

Why interpersonal skills matter in tech hiring ?

Tech roles are rarely performed in isolation. Whether a software developer collaborates with product managers or a data scientist works alongside stakeholders to translate business requirements, the ability to communicate effectively is non-negotiable. Here are a few reasons why interpersonal skills are essential in tech hiring:  

1. Team collaboration: Most tech projects require cross-functional teams working together. A backend developer might need to sync with frontend teams or designers to align on project goals. Strong interpersonal skills foster open communication and reduce misunderstandings.  
2. Client interaction: Many roles involve engaging with clients to understand their needs and pain points. Without the ability to communicate clearly and empathize, delivering client-centric solutions becomes challenging.  
3. Conflict resolution: Tech environments can be high-pressure. Conflicts or differing opinions are inevitable. Candidates with strong interpersonal skills can navigate these challenges constructively, ensuring that team dynamics remain intact.  
4. Leadership and mentorship: For mid-level or senior tech roles, mentoring junior employees is often part of the job. Effective mentors not only guide but also inspire, requiring a blend of empathy, clarity, and active listening.  

Challenges in assessing interpersonal skills

Assessing interpersonal skills during recruitment can be more complex than evaluating technical capabilities. Unlike technical skills, which can be objectively measured through coding tests or problem-solving challenges, interpersonal skills are subjective and context-dependent. This makes them harder to quantify, and the risk of overlooking or misjudging these skills is high. 

Below are some of the key challenges, with examples to illustrate their real-world implications:

1. Subjectivity in evaluation

Interpersonal skills, such as communication, empathy, and conflict resolution, can vary significantly based on personal interpretation. What one interviewer perceives as “assertiveness” might come across as “aggressiveness” to another. This subjectivity can lead to inconsistent evaluations.

• Example: During an interview, a candidate may confidently explain their role in resolving a team conflict. An empathetic interviewer might view their approach as collaborative, while another interviewer might see it as overstepping boundaries. Such differences can result in biased assessments.

2. Limited interaction time

Interviews and assessments offer limited opportunities to observe a candidate’s behavior. Most interpersonal skills manifest over time and in various contexts, which are difficult to replicate in a short interview process.

• Example: A candidate might perform well in a calm, structured interview environment but struggle to collaborate effectively in high-pressure, real-world scenarios like product launches or tight deadlines.

3. Overreliance on self-reported skills

Candidates often highlight their interpersonal skills on resumes or during interviews, but these self-reported claims may not reflect reality. Without corroboration, it’s easy to overestimate these skills.

• Example: A candidate may claim to have excellent teamwork skills but might have been the sole decision-maker in previous roles. Their ability to share responsibilities and collaborate under differing viewpoints might be untested.

4. Difficulty simulating real-world scenarios

Interpersonal skills often shine (or falter) in dynamic, real-world situations that involve pressure, ambiguity, and team interactions. Recreating such environments during interviews is challenging.

• Example: While a pair programming task can demonstrate technical collaboration, it doesn’t necessarily replicate the complex dynamics of resolving a disagreement between team members during a product sprint.

5. Bias in group interactions

When assessing interpersonal skills through group exercises or discussions, bias can skew results. Candidates who are naturally more extroverted may dominate the conversation, overshadowing quieter candidates who could still be effective team players.

• Example: In a hackathon-style assessment, an extroverted candidate might take the lead, presenting themselves as a strong collaborator, while introverted but equally capable individuals may not get the same recognition.

6. Overemphasis on cultural fit

While ensuring cultural alignment is essential, overemphasizing it can sometimes exclude diverse candidates whose interpersonal skills might shine in different team dynamics or work cultures.

• Example: A company that values open, verbal communication might undervalue a candidate who communicates effectively through written documentation or quieter, one-on-one interactions, missing out on a valuable contributor.

7. Lack of standardized metrics

Interpersonal skills are inherently difficult to measure, and many organizations lack standardized methods or benchmarks for assessing them. Without clear criteria, evaluations can be inconsistent and unreliable.

• Example: Two hiring managers might assess the same candidate differently based on vague questions like “Do you think they’ll fit in?” instead of structured evaluations tied to specific interpersonal behaviors.

Best practices for assessing interpersonal skills in tech interviews

Effectively assessing interpersonal skills in tech hiring requires thoughtful strategies that go beyond generic interview questions. These methods should provide clear insights into how candidates communicate, collaborate, and adapt in real-world scenarios. Below are some proven best practices, along with examples from tech interviews, to ensure a holistic evaluation of interpersonal skills.

1. Behavioral interviews

Behavioral interviews focus on past experiences to predict future performance. They are particularly effective for assessing interpersonal skills like teamwork, conflict resolution, and leadership.

• Structured interviews: Use a consistent format to ask every candidate specific questions about their interpersonal skills.

• Example: “Tell me about a time when you had to resolve a conflict between team members. What was your approach, and what was the outcome?”
  • Why it works: This question reveals how the candidate handles disputes, listens to others, and navigates team dynamics.

• STAR Method: Encourage candidates to structure responses using the STAR method (Situation, Task, Action, Result).
• Example response: A candidate might describe a project where conflicting deadlines caused tension in the team. They could explain how they mediated between developers and product managers, re-prioritized tasks, and ensured timely delivery, showcasing conflict resolution and collaboration.
• Open-ended questions: Let candidates elaborate on their experiences and thought processes.

• Example: “How do you approach giving constructive feedback to a teammate who isn’t meeting expectations?”

2. Technical interviews with a human touch

While technical interviews primarily assess problem-solving abilities, they are also opportunities to evaluate interpersonal skills.

• Communication skills: Observe how candidates explain their thought processes during coding challenges.
  • Example: In a live coding interview, a candidate might explain their logic for implementing an algorithm step by step. Clear, logical communication demonstrates their ability to work with others and articulate complex ideas effectively.

• Collaboration: Use pair programming exercises to see how well candidates collaborate.
  • Example: Ask the candidate to solve a problem with an interviewer acting as a teammate. Observe how they share ideas, consider input, and adapt to suggestions. Candidates who dominate the session or dismiss input might lack essential teamwork skills.

• Explanatory skills: Assess candidates’ ability to simplify technical concepts for non-technical audiences.
  • Example: “Imagine you’re explaining how machine learning works to a client with no technical background. How would you describe it?” Strong candidates use analogies or simple language to make technical topics accessible.

3. Team-based exercises

Simulated team exercises provide a closer look at how candidates interact in group settings.

• Hackathons or Group challenges: Include a collaborative task during the hiring process, such as building a prototype or solving a complex problem as a team.
  • Example: During a hackathon, observe how candidates delegate tasks, handle disagreements, and support each other. A candidate who takes the time to help a teammate debug code demonstrates empathy and collaboration.

• Case studies: Present a real-world problem requiring teamwork to resolve.
  • Example: Ask a group of candidates to design an architecture for a scalable web application. Observe who takes the lead, how they include others in the discussion, and how they balance differing opinions.

4. Cultural fit assessments

Cultural fit ensures that candidates align with the organization’s values and work style without sacrificing diversity.

• Personality assessments: Use tools like Myers-Briggs or DISC to evaluate traits that complement the team’s dynamics.
  • Example: A DISC assessment might reveal that a candidate is an analytical problem-solver, helping the team identify potential gaps in group dynamics.

• Cultural fit interviews: Incorporate questions that reveal candidates’ adaptability and alignment with organizational values.
  • Example: “What’s your preferred way of working: independent problem-solving or team collaboration? Why?” Responses provide insights into their adaptability and openness to diverse work styles.

5. Feedback and Reference checks

Use references and peer feedback to validate interpersonal skills.

• Example questions for references:
  • “Can you describe how they handled disagreements or conflicts within the team?”
  • “How did they collaborate with colleagues in cross-functional roles?”
• Peer interviews: Allow team members to interact with candidates and provide feedback.
  • Example: A candidate interviewing for a DevOps role might have a casual discussion with developers and project managers to gauge their ability to align different priorities.

💡Real-world example: How Google uses “Team Match” to find the right candidate

Google’s hiring process includes a “team match” phase where candidates meet potential teammates to assess compatibility. This step focuses on evaluating interpersonal skills, such as how candidates approach collaboration, communication, and shared goals. Team members provide feedback on how well the candidate might integrate into the team culture.

The tech edge: Why soft skills are the future  

In an era where AI and automation are rapidly taking over repetitive technical tasks, soft skills like adaptability, creativity, and emotional intelligence have become key differentiators for tech professionals. Teams that blend technical brilliance with interpersonal finesse are better equipped to navigate complex projects, foster innovation, and maintain morale in fast-paced environments.  

HackerEarth’s role in assessing a developer’s interpersonal skills

While HackerEarth is best known for its robust platform for technical assessments, it can also be leveraged to indirectly evaluate interpersonal skills:

• Code reviews: Analyze how candidates approach problem-solving and provide constructive feedback during collaborative coding tasks. This showcases their ability to work with others effectively.
• Technical interviews: Observe candidates’ communication skills and how they articulate their thought process when solving technical challenges. Clear explanations reflect their ability to collaborate with both technical and non-technical stakeholders.
• Personality assessments: Incorporate tools to measure traits like adaptability, teamwork, and emotional intelligence—key indicators of strong interpersonal skills.

By integrating platforms like HackerEarth into the recruitment process, organizations can streamline the assessment of both technical and interpersonal competencies, ensuring they hire candidates who are not only skilled coders but also exceptional collaborators.

Tech teams thrive when technical brilliance meets interpersonal finesse. By prioritizing both, companies can build resilient, high-performing teams that drive sustainable success in an ever-evolving industry.

Nischal V Chadaga Author 43 Blogs