Hard skills get executives in the door—but soft skills determine whether they stay, scale teams, and drive real growth. According to a 2024 LinkedIn Workplace Report, 89 % of failed leadership hires trace back to gaps in communication, change-management, or emotional intelligence—not technical competence. Below are seven underrated soft-skill cues to watch for in your next C-suite or VP search, plus the interview prompts DePaulo Consulting uses to surface them.
1. Adaptive Communication
Signal: The candidate adjusts language and detail level when recounting the same project to different audiences.
Ask: “Explain a complex initiative first to a seasoned engineer, then to a non-technical board member—go.”
2. Constructive Self-Critique
Signal: They own mistakes without defensiveness and focus on the fix, not the blame.
Ask: “Describe a recent failure. What did you do differently afterward?”
3. Strategic Curiosity
Signal: Their questions dig into business models, not just job scope or compensation.
Ask: “If you had 90 days of unrestricted access here, what three facts would you investigate first—and why?”
4. Pattern Recognition
Signal: They connect dots across markets, tech shifts, or consumer trends to predict outcomes.
Ask: “Tell me about a time you spotted an emerging trend before competitors and turned it into revenue.”
5. Low-Ego Collaboration
Signal: Frequent use of “we” over “I,” with clear credit given to cross-functional partners.
Ask: “Which department challenged you most in your last role? How did you turn that friction into cooperation?”
6. Change-Velocity Mindset
Signal: Comfort discussing layoffs, pivots, or M&A turbulence—framed as opportunities, not setbacks.
Ask: “Walk me through the most disruptive org change you led. How did you keep the team engaged?”
7. Values-Driven Decision-Making
Signal: They reference a core principle when explaining tough calls—showing an internal compass beyond KPIs.
Ask: “Share a decision that cost short-term revenue but protected long-term integrity. What guided you?”
How to Bake These Signals into Your Process
| Step | Action | Result |
|---|---|---|
| Pre-Screen | Incorporate one scenario-based soft-skill question into your first call. | Early red-flag detection saves time. |
| Panel Interview | Assign each interviewer a single soft skill to probe. | Depth beats overlap; insights aggregate cleanly. |
| Scorecard | Rate hard and soft skills separately, then weight 50/50 for executive roles. | Prevents technical wow-factor from overshadowing leadership gaps. |
| Reference Check | Ask references for a story illustrating the candidate’s chosen core value. | Confirms authenticity and consistency. |
Bottom Line
Jobs evolve, markets shift, and tech stacks change. The soft-skill foundation you hire today determines how well leaders navigate tomorrow. Build these cues into your interview playbook and you’ll hedge far more than salary—you’ll hedge the future of your culture and P&L.
Need a partner who already knows how to surface these intangibles? DePaulo Consulting combines behavioral science with a 13-year network of vetted executives to deliver leaders who outperform on both the balance sheet and the engagement survey.
Authentic search that delivers lasting returns.
