Soft skills in focus: how to find true strengths in the interview

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Contents

• Why classic interview questions aren't enough
• 10 unusual interview questions for deeper insight
• How to assess soft skills effectively in recruiting
• Conclusion: interview questions as a soft-skill detector
• Frequently asked questions

TL;DR

Standard interview questions reveal little about real soft skills. But 10 unconventional interview questions help you truly spot willingness to learn, team thinking, resilience and problem-solving in candidates, and read their answers correctly. The article also shows you which nonverbal signals to watch for.

!Two women in a job interview: an experienced interviewer with curly hair, an orange cardigan and a laptop listens attentively to a candidate with long dark hair who is speaking and gesturing. They are in a modern office with glass walls.

Author: Dominik Becker · Published: April 9, 2025

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Why classic interview questions aren't enough

Everyone knows the standard interview questions: "Where do you see yourself in five years?" or "What are your greatest strengths and weaknesses?" But these questions often reveal little about applicants' actual soft skills. A TestGorilla study (2024) shows that 89% of employers now consider soft skills more important than five years ago. Skills like creativity, problem-solving and teamwork can hardly be read from a resume. To gain real insight, you need targeted, unconventional interview questions.

10 unusual interview questions for deeper insight

1. "What completely new skill would you like to master within a year, and how would you approach it?"

Tests: willingness to learn, self-reflection

2. "Say you get a budget of €10,000 to make your team better. How would you invest it?"

Tests: team thinking, strategic thinking

3. "Tell me about a mistake you made, and what you learned from it."

Tests: self-criticism, resilience

4. "Which trait or skill have you deliberately changed in yourself over the past few years, and what triggered it?"

Tests: self-reflection, personal growth, adaptability

5. "Which problem in your last job would you have loved to solve with a superpower, and why?"

Tests: problem-solving, creativity

6. "Say you could invent a new job role that fits your strengths perfectly. What would that role look like?"

Tests: self-awareness, creativity, awareness of your strengths

7. "You get to invent one new company culture rule. What would it be?"

Tests: culture fit, sense of values

8. "Describe a situation where you had to adjust to a change quickly. How did you handle it?"

Tests: adaptability, flexibility

9. "Give an example of working in a team with differing opinions. How did you help reach a solution?"

Tests: teamwork, conflict resolution

10. "Tell me about a time you had to lead a team. How did you motivate the members and drive them to success?"

Tests: leadership, communication

How to assess soft skills effectively in recruiting

Asking the right questions is only the first step. To interpret the answers correctly, these tips help:

• Look for concrete examples: Answers with real experiences and details show that candidates actually have these soft skills.
• Question general statements: If someone answers only vaguely, follow up and ask for more context.
• Watch nonverbal signals: Body language and tone of voice often reveal more about how genuine an answer is.

Use follow-up questions: "Why did you decide that way?" or "What did you learn from that experience?" help you gain deeper insight.

Conclusion: interview questions as a soft-skill detector

Unconventional questions help you look behind the facade of a resume and recognize true soft skills. Deloitte Access Economics predicts that by 2030 two-thirds of all jobs will require social skills. So put the right questions to work in your next interview and find the best talent for your team!

Download 25 unusual interview questions

Find out how candidates really think and act.

• Get deeper insight into soft skills like teamwork, self-reflection and problem-solving.
• Make better-informed hiring decisions with well-thought-out questions.

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