Why Soft Skills Are the Real Superpower Employers Want in 2025          

It’s easy to assume that technical skills and qualifications are the keys to landing or filling a job, but the reality is quite different. According to research, 93% of employers say that soft skills are a crucial factor in hiring decisions. Why? Because no matter how talented a candidate is at their craft, their ability to collaborate, communicate, and adapt is what truly sets them apart.

For recruiters, this means looking beyond CVs and technical abilities to identify professionals who possess the right interpersonal skills to thrive in the workplace. So, which soft skills matter the most? Here are twelve that can make or break career success, along with how candidates can develop them and how recruiters can identify them.

1. Influence – The Power to Persuade

Influence isn’t about manipulation; it’s about inspiring and guiding others towards a shared goal. Whether a candidate is pitching an idea to a manager or negotiating with a client, the ability to win people over is a game-changer.

How to identify it as a recruiter:

• Look for candidates who provide concrete examples of persuasion in past roles.
• Assess their storytelling skills during interviews.
• Notice how they engage and respond to challenging questions.

Keywords:

• Negotiate
• Persuade

Example: Negotiated with suppliers for a 5% reduction

2. Flexibility – Adapting to Change with Ease

Workplaces evolve rapidly, and those who resist change often get left behind. Employers value professionals who can adapt to shifting priorities, new technologies, and unexpected challenges.

How to identify it as a recruiter:

• Ask candidates about a time they had to pivot quickly in their role.
• Look for evidence of continuous learning and skill-building.
• Observe how they react to unexpected questions during the interview.

Keywords:

• Adapt
• Embrace
• Prioritise
• Develop
• Quick learner

Example:

Developed innovative digital marketing strategies that increased qualified leads by 10%.

3. The Ability to Listen – More Than Just Hearing

Great communicators are not just good at talking—they’re excellent listeners. Active listening fosters stronger relationships, reduces misunderstandings, and improves problem-solving.

How to identify it as a recruiter:

• Notice whether the candidate listens carefully before responding in interviews.
• Ask about their approach to handling conflicts or misunderstandings.
• Look for examples of how they’ve used listening to improve teamwork.

4. Teamwork – Collaborating for Success

Even the most independent roles require some level of collaboration. Employers value team players who contribute, support colleagues, and create a positive work environment.

How to identify it as a recruiter:

• Ask about a time they worked in a cross-functional team.
• Look for references that mention their ability to work well with others.
• Assess their communication style in group interview settings.

The ability to work effectively in a team

Keywords:

• Morale
• Support
• Encourage
• Collaborate

Example:

Collaborated with the team to create and implement relevant and engaging social media plans.

5. Leadership – Leading Without the Title

Leadership isn’t just for managers. Taking initiative, motivating others, and setting a positive example are skills that benefit every professional, regardless of job title.

How to identify it as a recruiter:

• Ask for examples of when they took ownership of a project or situation.
• Look for evidence of mentorship or proactive problem-solving.
• Assess their confidence and accountability in interviews.

Keywords:

• Mentor
• Delegate
• Lead
• Manage

Example:

Developed and managed goals and objectives for the XYZ project.

6. Communication – The Art of Clarity

Whether in a meeting, email, or presentation, strong communication skills are essential for credibility and professional success.

How to identify it as a recruiter:

• Pay attention to how clearly and concisely they answer interview questions.
• Ask for an example of when they had to explain something complex.
• Review their written communication skills in their CV and emails.

Keywords:

• Presenting
• Negotiating
• Stakeholder engagement

Example:

Facilitate and present monthly training to new hires.

7. Analytical Thinking – Making Smart Decisions

Employers value professionals who can assess situations, break down complex issues, and make informed decisions. Analytical thinking helps candidates solve problems efficiently and contribute meaningfully.

How to identify it as a recruiter:

• Give them a hypothetical problem to solve during the interview.
• Ask about a time they made a tough decision based on data.
• Look for roles where they’ve been responsible for troubleshooting or strategic planning.

Analytical Thinking

The ability to collect and process data related to a problem.

Keywords:

• Research
• Data Analysis
• Develop strategy

Example:

Researched and developed an onboarding training plan for new employees.

8. Writing Effective and Professional Emails – The Digital First Impression

Email is often the primary mode of workplace communication, and poorly written emails can create confusion, frustration, or even damage professional relationships.

How to identify it as a recruiter:

• Review their CV and application emails for clarity and professionalism.
• Ask for an example of an email they had to write to handle a tricky situation.
• Assess their ability to tailor messages to different audiences.

9. How to Talk to People (Peers, Lower, and Upper Levels of Management)

Navigating workplace communication requires adjusting tone and approach based on the audience. Professionals must know how to engage with all levels of an organisation.

How to identify it as a recruiter:

• Ask candidates how they handle communication with senior leadership.
• Look for experience in liaising between different departments.
• Assess their ability to adjust their responses based on who is asking the question.

10. How to Present Topics (In-Person and Virtually)

Strong presentation skills enhance credibility and career prospects. Whether in a boardroom or on a virtual call, engaging an audience is invaluable.

How to identify it as a recruiter:

• Ask candidates to present a brief explanation of a topic they know well.
• Look for confidence, clarity, and engagement in their responses.
• Assess their experience in public speaking or training others.

11. How to Navigate Discussions with Differing Opinions

Disagreements are inevitable but handling them well strengthens relationships and improves outcomes. The key is to stay calm, listen actively, and find common ground.

How to identify it as a recruiter:

• Ask how they handled a workplace disagreement.
• Look for candidates who balance assertiveness with respect.
• Assess their ability to manage conflicts constructively.

12. How to Set Boundaries – Protecting Time and Energy

Setting boundaries at work is essential for maintaining productivity and preventing burnout. Professionals who manage expectations effectively stay efficient and engaged.

How to identify it as a recruiter:

• Ask how they manage competing priorities and workload stress.
• Look for examples of when they had to say no or push back professionally.
• Assess whether they have strategies for balancing work and life commitments.

Soft skills aren’t just ‘nice to have’—they are essential for both hiring and career growth. For recruiters, identifying candidates with strong soft skills can mean the difference between hiring someone who simply fills a role and someone who thrives in it. For candidates, investing in these skills can set them apart in a competitive job market. While technical expertise gets candidates in the door, their ability to listen, adapt, influence, and communicate effectively is what ensures long-term success. The best part? These skills can be nurtured with conscious effort and practice, so recruiters and candidates alike should prioritise them just as carefully as technical qualifications.