Why Soft Skills Are the Hardest Thing to Hire For (and How to Spot Them)

In professional services, technical skills get candidates in the door — but soft skills determine how far they go. Employers often ask, “How do we measure communication skills, adaptability, or leadership potential?” The truth is, it’s tricky. You can’t exactly slap “Team Player 101” on a résumé.

Here’s a recruiter’s playbook for spotting the soft skills that matter, with a little humor sprinkled in.

Soft Skill #1: Communication

Everyone claims they’re a “great communicator.” Translation: they can write an email. A true communicator can simplify complex ideas without losing accuracy. Pro tip: ask candidates to explain a technical concept as if they’re talking to a client with zero background.

Soft Skill #2: Adaptability

Professional services is full of shifting deadlines and demanding clients. If a candidate panics when you ask about handling last-minute changes, consider it a red flag. Adaptability isn’t about loving chaos — it’s about keeping calm while others spiral.

Soft Skill #3: Problem-Solving

You’re not hiring someone to point out problems. You’re hiring someone to fix them. Ask candidates for a real-world example where they took initiative to solve an issue. Bonus points if they made the process better for everyone else.

Soft Skill #4: Collaboration

This is the one that separates the solo stars from the true team players. Look for language in their stories like “we,” “our team,” and “together,” not just “I.”

Soft Skill #5: Client Management

Professional services roles often involve tricky client relationships. If a candidate can tell you about managing a difficult client without using four-letter words, they’re probably a keeper.

Conclusion: Soft skills may be the hardest to measure, but they’re the easiest to recognize when you see them in action. As recruiters, we’re not just looking for the best résumé — we’re looking for the candidate who can hold their own in a client meeting when the Wi-Fi cuts out.