Non-technical or “soft” skills are just as important as technical expertise. It’s not enough to hire engineers who can write clean code; modern teams require well-rounded candidates who bring both technical skills and essential soft skills to the table. Non-technical skills contribute to creating cohesive teams by improving collaboration and ensuring long-term success. 

This article will explore the key non-technical skills to look for when hiring software engineers and how to use technical interviews to identify them.

1. Problem-Solving Ability

While coding is important, a developer’s real strength lies in solving complex technical challenges. Developers who can break down problems, identify the root cause, and develop innovative solutions are invaluable to tech companies.

How to Identify It:

• Coding Challenges: Use open-ended coding problems during technical interviews to observe how candidates break down and solve real-world scenarios. For example, ask candidates to solve a problem they might face in the actual role and examine their problem-solving process. Their commentary as they work through the problem can be just as informative as the code they write.
• Behavioral Questions: Ask about past experiences where they had to tackle tough technical challenges. Candidates who can articulate their approach to problem-solving will demonstrate their structured thinking and creativity.

2. Collaboration and Teamwork

Software engineers rarely work in isolation. Successful projects rely on strong collaboration across teams. Developers need to communicate effectively with product managers, designers, and other engineers. Seamlessly collaboration and the exchange of ideas are vital to ensuring your team operates efficiently.

How to Identify It:

• Pair Programming: Include pair programming exercises in technical interviews to assess teamwork, collaboration, and communication. Watch how candidates interact, share ideas, and compromise to complete tasks.
• Scenario-Based Questions: Ask candidates about how they would collaborate with a cross-functional team to deliver a project under a tight deadline. Their responses will show how they handle team dynamics and pressure.

3. Adaptability

The tech industry evolves rapidly. Engineers must quickly adapt to new languages, frameworks, and methodologies to stay competitive. Flexibility and an eagerness to learn new technologies are crucial.

How to Identify It:

• Past Experiences: Ask candidates how they’ve adapted to new technologies in the past. Those who enjoy learning and staying current with emerging technologies will offer valuable insights.
• Real-World Scenarios: Use interview questions to simulate a shift in project requirements or the introduction of new tools mid-development. This will highlight how flexible candidates are in handling change.

4. Communication Skills

Software engineers need strong communication skills. This skillset is vital for tasks like explaining complex technical concepts to non-technical stakeholders, working closely with product managers, and writing clear documentation. Effective communication fosters collaboration and ensures that everyone understands ideas and solutions.

How to Identify It:

• Technical Presentations: Ask candidates to explain a past project or technical concept to a non-technical audience. This exercise tests their ability to simplify complex ideas and communicate effectively.
• Cross-Functional Interaction: Present hypothetical collaboration scenarios in which candidates interact with non-technical teams. Their approach to explaining technical details will demonstrate their communication skills.

5. Emotional Intelligence (EQ)

Emotional intelligence (EQ) is critical in the workplace. Engineers with high EQ are self-aware, manage stress well, and navigate interpersonal relationships effectively. They can provide constructive feedback, handle pressure, and maintain a positive team dynamic.

How to Identify It:

• Behavioral Interviews: Ask candidates how they’ve handled situations where they received criticism or worked under pressure. This will reveal their emotional maturity and ability to navigate challenges with a level head.
• Collaborative Exercises: Observe how candidates handle group dynamics in pair programming or team exercises. Emotional intelligence becomes evident in listening to feedback, offering suggestions, and maintaining composure under stress.

6. Time Management

Engineers often manage multiple tasks simultaneously, from writing and debugging code to meeting deadlines and collaborating with teams. Effective time management ensures that engineers can prioritize tasks, meet deadlines, and balance their workload without burning out.

How to Identify It:

• Task Management Scenarios: Present a scenario where the candidate must manage competing priorities. Ask them how they would approach the situation while considering time constraints.
• Project-Based Questions: Ask candidates how they’ve managed deadlines in previous projects. Look for examples of how they handled multiple tasks and stayed organized under pressure.

7. Leadership Potential

Identifying leadership potential is a huge plus, even if you’re not hiring for a managerial role. Engineers with leadership qualities often take ownership of their work, mentor junior developers, and drive initiatives. They don’t wait for instructions—they step up when needed.

How to Identify It:

• Ownership Examples: Ask candidates to describe times when they took the lead on a project or mentored junior developers. Leadership can also be demonstrated through initiative and the ability to guide a team.
• Team Project Questions: Evaluate how candidates handle group dynamics in collaborative projects. Are they natural leaders? Do they take ownership of their role and the team’s success?

8. Cultural Fit

Cultural fit is still a major factor when hiring software engineers. No matter how skilled a candidate is, friction can occur if they don’t align with your company’s values or team culture. Hiring engineers who understand and embrace your company’s mission ensures long-term success and smooth integration.

How to Identify It:

• Cultural Fit Interviews: In addition to technical assessments, interviews should focus on the company’s values and culture. Ask candidates what they value in a company and what work environment helps them thrive.
• Peer Interviews: Have existing team members interview candidates to assess how well they’d fit into the team’s dynamics.