Beyond Culture Fit: The Soft Skills Employers Should Look for in Candidates

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8 important traits to look for in A-Players

Finding the right culture fit has become a priority in recent years as employers have realized that hard skills do not necessarily make a better employee. Accomplishments, experience, and accolades lose meaning very quickly if a candidate is a poor communicator or has an abrasive personality.

However, 80% of HR specialists say they have a hard time filling positions because many people lack these soft skills that are essential to success. So, as an employer, what should you be looking for in candidates during the interview process?

Key traits to look for during the interview process

  • Team player: Even if your new attorney won’t be part of a very large team, they will be interacting with the rest of your staff on a daily basis. They need to work well with others, participate in discussions, and offer help where possible.

    You can find out more about a candidate's teamwork abilities by asking specific questions like: How would you describe your work style? Do you prefer to work alone or collaborate with others? Tell me about a conflict you’ve had with a colleague—how did you resolve it?

  • Communication: According to a survey from Workforce Solutions Group, 60% of employers say that most applicants don't display the communication and interpersonal skills necessary. Whether it's face-to-face or electronic communication, candidates need to convey their message efficiently and accurately to get the job done.

    You will be able to get a sense of the candidate's communication style early in the process. Emails and texts exchanged to arrange the interview will give you a sneak peek, and how they communicate during the interview will paint a good picture of how they interact generally. If you're struggling to pull full answers from them or find that they're wandering off topic a lot, you may want to consider someone else.

  • Coachability and adaptability: Coachable employees are receptive to feedback and are willing to learn. They don't pretend to know everything and are also ready to hear constructive criticism without being offended or angry. Ask candidates to describe a mentorship where they've received guidance and advice from someone more experienced.

    An adaptable person can take on challenges and work through the adversity that comes with the day-to-day of being in-house counsel. Employees that are stuck in their ways or unwilling to budge when flexibility is needed can create a lot of bottlenecks. Ask candidates to describe a time in their careers when they had to adapt to achieve a goal, or how they reacted when plans changed.

  • Honesty and humility: Someone who is honest about things like past failures or legal issues they’re unfamiliar with has very positive attributes. These candidates have a sense of self-awareness and humility that will allow them to work well with others and fit in with team members. Humble employees are also willing to ask for help, which will only help your organization.

    Ask candidates to describe their biggest failure or a time where they felt they demonstrated integrity. Also, ask them what they would do in a situation where they were faced with a new legal issue in which they didn’t have expertise.

  • Optimistic and passionate: An optimistic person keeps those around them motivated. They don't let hiccups or roadblocks get in the way of their success, and they will keep pushing until they overcome them. A passionate person believes in the work. They are self-motivated and are great ambassadors for your organization.

    These traits are usually self-evident in an interview. Ask about their passions and hobbies outside of work to see how they describe those. Do they bring the same enthusiasm to the interview and to the work they would be doing for you?

Looking past culture fit

Hiring a candidate who fits in culturally and socially with the team is critical, but the soft skills mentioned here are just as important to consider. Be creative in your questioning to look past the surface and find what's essential.

Carrington Legal Search is devoted to finding the ideal candidates for our clients’ recruitment needs. We have particular expertise in the Financial Services (banking, insurance, investment management, etc.) and Technology verticals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.