7 Ways to Assess Soft Skills in Video Interviews

Summary: With remote interviews and digital hiring tools becoming the new norm, assessing soft skills like communication, adaptability, and emotional intelligence has become increasingly challenging. This article explores 7 practical strategies to evaluate interpersonal strengths in a virtual environment—and how Riverway Recruiting helps you skip the guesswork and secure talent that’s the right fit, not just the right resume. 

In a world where interviews are virtual, resumes are scanned by AI, and first impressions happen through screens, soft skills are harder to read—but more essential than ever. 

Why? Because technical skills can be taught, but emotional intelligence, adaptability, communication, and cultural alignment are what determine long-term success. These are the traits that make someone thrive in hybrid teams, navigate ambiguity, and grow with your business. 

Yet many companies still rely on outdated, intuition-based methods for evaluating these qualities—especially when hiring remotely. It’s time to rethink how we spot the intangibles. 

7 Ways to Assess Soft Skills in Video Interviews

1. Design Purpose-Driven Behavioral Questions 

Generic prompts won’t get you what you need. Replace surface-level questions like “Tell me about yourself” with: 

• “Tell me about a time when you received constructive feedback—how did you respond?” 

• “Describe a moment when you had to lead without authority in a group project.” 

Tip: Look for stories that show growth, ownership, and interpersonal awareness—not just technical execution. 

2. Assess Communication in Multiple Formats 

Verbal fluency on Zoom ≠ clear communication in Slack or email. Ask candidates to: 

• Record a 2-minute video explaining a topic to a non-expert 

• Summarize a case or project in writing 

• Join a mock team standup 

What to look for: clarity, empathy, structure, and adaptability across mediums. 

3. Leverage Scenario-Based Simulations 

Give candidates a real-world prompt—“You’re onboarding a teammate who’s struggling to communicate in meetings. What do you do?”—and observe how they break down the situation. 

Why it works: You assess problem-solving + people skills under realistic conditions. 

4. Include Peer or Cross-Functional Interviews 

Add a 15-minute conversation with a peer or adjacent team member. They often spot red flags or soft-skill strengths hiring managers miss. 

 Bonus tip: Let peers ask about team collaboration, ownership, and conflict resolution. 

5. Use a Soft Skill Rubric for Consistency 

Soft skills are subjective—unless you structure them. 

• Rate candidates from 1–5 across key traits (communication, teamwork, resilience, coachability) 

• Define clear indicators for each score (e.g., 5 = actively seeks feedback and applies it) 

Result: Less bias, more confidence in your final decision. 

6. Ask for Work Samples or Shadowing Sessions 

If applicable, ask candidates to walk you through a recent project—focusing on collaboration, stakeholder engagement, or decision-making. 

 Optional: For roles like customer success or project management, do a live working session or customer roleplay to evaluate tone, empathy, and clarity. 

7. Analyze How They Interact in the Process 

The hiring process is the test. Are they responsive? Do they follow instructions clearly? Are they respectful and proactive? 

 Soft skills show up in: 

• How promptly and professionally they communicate 

• Their ability to schedule, reschedule, and handle uncertainty 

• How they treat coordinators, not just hiring managers 

How Riverway Helps You Hire the Right People—Faster 

Digital hiring is complex. But with Riverway, you don’t have to navigate it alone. 

We specialize in recruiting talent that’s not only qualified on paper—but ready to thrive in your company culture. 

Why Our Clients Choose Riverway: 

• Top talent that fits 
  We pre-vet candidates for both technical ability and interpersonal strength—so you don’t waste time. 

• No more bottlenecks 
  We streamline sourcing, screening, and communication to cut your time-to-hire dramatically. 

• We help top talent say YES 
  Our recruiters know how to sell your story, values, and opportunity to in-demand professionals. 

• 60-Day Guarantee 
  If your new hire isn’t the right fit within 60 days, we find someone who is—at no additional cost. 

Hiring the right person isn't just about ticking boxes—it’s about seeing what matters, even when it’s hard to see. Let Riverway make that easier. 

Ready to hire smarter? 

Contact us to talk about how Riverway can help you find top-tier talent today.