Soft skills personality testing
Soft skills describe how someone interacts with others. Pre-employment personality tests help employers assess soft skills by describing how people communicate, their listening style, and their level of empathy. A person’s soft skills impact their job performance, so it’s important to understand if their traits and style align with the requirements of the job.
People described as having good soft skills are often:
- Able to communicate clearly
- Active listeners
Why are soft skills important in the workplace?
Every job requires a unique set of traits and skills. People tend to focus on the hard skills and experience that candidates bring, but soft skills are what allow an employee to push their work and ideas forward. If a team member cannot articulate their vision or work effectively with others, they won’t succeed. If an employee is unable to listen to the needs of others or is unable to accept feedback, they will not grow, regardless of their years of experience or past accomplishments.
While all jobs require a certain degree of soft skills, some jobs rely more heavily on technical skills to succeed. Jobs that are more dependent on soft skills for success are:
- Sales manager
- Nurse practitioner
- Marketing manager
- Event planner
- Restaurant manager
- Business consultant
Matching personality types to the types of work that people are best suited to and enjoy helps to increase both job satisfaction rates and employee retention rates. Berke helps organizations develop hiring profiles that define the traits and soft skills that are most predictive of job success. Candidate assessment results are compared against the hiring profile, and a job fit score is returned.
How to assess soft skills in an interview.
During the interview, you have the chance to talk with the candidates and observe their communication style. Conversation is the best way to assess soft skills. Ask open-ended questions that require an explanation. You could ask how they would approach a hypothetical task. For example, ask how they would build a consensus for a team project. You could also ask them to describe an industry-specific term to someone unfamiliar with the industry. Ask how they would handle a situation if they were given a task that they weren’t sure how to complete.
Berke provides interview guides tailored to each candidate. Each guide offers questions based on each person’s personality and skills, making it easy for you to ask thought-provoking questions to help you get to know the candidate beyond their resume and experience.
Berke personality assessment.
Berke measures seven personality traits, in addition to four cognitive traits. Unlike other assessments, Berke is customized to your jobs and your organization’s culture. Assessment reports provide clear, actionable guidelines to help you make a great hiring decision.
With Berke, having to guess whether the candidate has the traits to succeed is no longer a concern. 9 out 10 customers report that Berke accurately describes candidates.
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