In today’s job market, technical skills alone are not enough. Increasingly, companies are looking for candidates who can communicate effectively, collaborate, handle stress, and adapt to changing contexts. These are the so‑called soft skills, now as critical as – and sometimes even more than – hard skills. But how can they be identified and assessed effectively?
What Soft Skills Are (and Why They’re Crucial)
Soft skills are the personal and interpersonal abilities that define how a person works, interacts with others, solves problems, and makes decisions.
The most in‑demand include:
When technical skills are equal, it’s often these capabilities that determine the success of a placement.
When Soft Skills Make the Difference
Soft skills become decisive when:
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The role requires collaboration across departments or with external stakeholders
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The work environment is dynamic and constantly evolving
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The company has a clearly defined organisational culture that needs to be respected
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The professional will be leading others, even informally
For managerial and operational positions handled by Allure Professionals – such as Office Manager, Chief Staff Officer, or Executive Assistant – soft skills are not an added bonus, but an integral part of the ideal profile.
How to Assess Them Effectively During Recruitment
Unlike hard skills, soft skills are rarely evident from a CV. This is why it’s essential to design a recruitment process that allows them to emerge.
The most useful tools include:
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Structured interviews: with situational questions to observe reactions and approach
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Behavioural assessments: specific tests to measure attitudes and relational styles
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Case studies or simulations: to see candidates in action in real‑world scenarios
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Background analysis: looking for consistency, career choices, and adaptability
The assessment should always align with the company culture and the specific context of the role.
The Recruiter’s Role in Evaluating Soft Skills
The recruiter plays a key role in identifying soft skills, especially when they have direct access to the company and understand its values, style, and needs.
A good recruiter:
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Reads beyond the CV
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Asks the right questions during interviews
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Gathers structured feedback
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Interprets relational cues professionally
Only then is it possible to recommend candidates who truly fit, both in terms of skills and cultural alignment.
The Allure Professionals Approach
At Allure Professionals, we always start from context: analysing the company, the team, and internal dynamics. This enables us to select candidates who, in addition to meeting technical requirements, are also a strong fit for the role and the organisation.
We evaluate soft skills through:
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In‑depth interviews
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Analysis of motivation and professional vision
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Concrete behavioural evidence
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Alignment with company values
The right person is not just competent. They bring balance, growth, and long‑term stability.
Conclusion
Soft skills are not a detail. They are often the factor that turns a good profile into a strategic asset. Investing in their assessment is a high‑value choice for companies that aim to grow in a solid, conscious, and sustainable way.
