Soft Skills in Recruitment: Transform your career

Increasingly, recruitment processes demand that we adapt to changes in the labor market driven by globalization. Therefore, we are gradually forced to adjust to various details that reflect the needs of companies, which have evolved over time. While in the past, practical knowledge was the most valued, today it is clearly our ability to be that sets us apart.

Learning technical skills is much easier than learning behaviors and attitudes, as the latter make us unique and are part of who we are as individuals. Still, it is possible to work on and improve our soft skills.

Our soft skills serve as the first impression for the interviewer, so this impression must be positive. We know that a good first impression accounts for more than 70% of our success in the recruitment process. And a first impression can never be changed, so let’s work towards that. Soft skills are a reflection of who we are and a prediction of how we will manage situations in the future. My goal is to give you some tips on the soft skills I consider most important to keep in mind when, and if, you decide to enter a recruitment process.

Communication

We are clearly out of our comfort zone during a recruitment process, whether in interviews, phone calls, or emails. It’s crucial to ensure that our communication is appropriate in all of these forms: written or spoken, synchronous or asynchronous.

Special attention should be paid to speech and word choices. Avoid excessive use of linguistic fillers such as “like”, “um”, “so”, “then”, and slang terms like “cool”, and “yeah”.

Standing out could mean doing research about the company to adapt your speech to its level of formality. For example, the more conservative the company, the less advisable it is to use “you” informally. If the recruiter/interviewer uses “you” in the initial contacts, we can adapt our speech accordingly.

Throughout the conversation, we receive signals that we must adjust to. If the speaker is pragmatic and direct, we should also be and avoid wandering. Otherwise, we can take the opportunity to provide more detailed explanations, but without overdoing it.

It’s essential to express our doubts, use moments of contact for clarifications, and show interest. Admitting discomfort when necessary is preferable to unexpected surprises that could jeopardize our success. Adopting a calm speech, with intonation and no rush, ensures that the message is correctly delivered to the listener.

Posture

Non-verbal language and the importance of our body language matching what we are saying is being increasingly talked about. Whenever you convey positive or negative situations, your posture and facial expressions should reflect that to avoid distrust and difficulty for the interlocutor. But above all, convey the truth, accompanied by body language.

Although we may be out of our comfort zone, it’s necessary to manage anxiety and discomfort so that the interviewer/recruiter doesn’t perceive it or, if they do, that it’s not exaggerated. Maintaining an upright posture, avoiding slumped shoulders and relaxed positions, is essential. Even in remote contexts, if we are lying down, it will be noticeable.

Showing interest throughout the process is crucial. Take notes and ensure that you have all the details on your side. When you don’t understand something, ask at the appropriate time.

Resilience

Each process is different, so there is no obvious path to follow. It’s urgent to adapt and manage our behavior and emotions as events unfold.

In consulting, where I have the most experience, there is no defined timeline to guarantee final feedback. Recruiters can only forecast and constantly monitor candidates. Most processes are for clients, and their timing is often different from ours and the candidates’.

Being resilient in a recruitment process means, first and foremost, not giving up. Trust the person who accompanies you and don’t “throw in the towel” if the feedback isn’t quick. The timing of the involved parties is different, and often, all that’s left is to wait. Being resilient also means trying again and learning from mistakes. Not getting a position doesn’t mean we are not good candidates, but that someone with other skills was chosen. Dealing with this and becoming stronger in each process is essential.

Above all, make the most of the processes you’re involved in: learn from people, and absorb what was done in technical tests. Know what you don’t want to repeat and become a better candidate. Never give up!

Proactivity

The timing of the involved parties in the process is different, and often, responses don’t come when we want them. Candidates have the right to seek information throughout the process. Asking for feedback is not wrong, nor should it be a source of shame.

Additionally, without needing to be asked, send your CV, cover letter, and references—everything you can to complement the process.

Use your right to seek answers when they’re delayed.

These are just some of the most important soft skills in the job market, but there are many others equally relevant. The goal is not to focus only on these, but to have a starting point when preparing for a recruitment process and being as effective as possible.

Know yourself to understand where your strengths lie and what you need to improve. Above all, learn from each process, even if the outcome isn’t positive.

Take advantage of the people you meet and the know-how you absorb. Don’t let a less-than-positive process discourage you: never doubt your abilities.

In closing, I thank you for your time and am available to clarify any doubts.

At Winning, we have a world of opportunities, and we’re waiting for the moment when we can work side by side!

Visit our Careers Page to learn more.