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Technical skills can get the job done. But it’s the soft skills that get the job done together. Whether you’re hiring for client-facing roles, collaborative teams, or leadership pipelines—AssessHub’s soft skills assessment test ensures you’re not just hiring doers, but communicators, problem-solvers, and cultural champions.
Ever hired someone with top-notch qualifications who then sent passive-aggressive emails and ghosted team huddles? Or someone who aced Excel but panicked in every meeting? That’s what happens when soft skills get sidelined. With AssessHub’s soft skills assessment, you evaluate the traits that hold teams together—communication, empathy, adaptability, collaboration, and decision-making—before you roll out the offer letter.
Each role needs different soft skill strengths. We map core competencies like active listening, clarity of communication, stress management, and team orientation to match the job.
Think beyond pass or fail. Our reports use visual cues, red flags, and detailed summaries to reveal who listens, who avoids accountability, and who thrives under pressure—structured insights into soft skill readiness.
Everyone claims to be a people person. Our structured soft skills test evaluates real behavior—fair, inclusive, and data-driven.
Many claim they handle pressure well, but disappear when challenges arise. Our soft skills test simulates real scenarios to reveal how candidates truly respond, not what they rehearse.
A communicator who can’t use a spreadsheet? Or a spreadsheet pro who can’t lead a call? Don’t pick—combine. AssessHub blends soft and hard skill tests for a complete candidate view.
All your soft skills data—individual scores, team fit insights, coaching flags—live in one place. No spreadsheets, no guesswork.
Company culture isn’t generic—so why should your test be? Our soft skills test builder lets you tailor questions to what matters most, from high-EQ leaders to conflict-ready coordinators.
Hiring at scale shouldn’t compromise quality. From 500 support reps to a few team leads, our soft skills test delivers consistent, accurate, auto-scored, panel-ready results.
Soft skills evolve over time. Our platform assesses candidates and offers personalized learning paths and coaching for continuous growth.
Resumes can list degrees. Portfolios can show achievements. But neither can reveal if a candidate listens well, handles criticism, or lifts a team during crunch time. That’s what the soft skills assessment test does—it uncovers the human qualities that drive collaboration, leadership, and long-term performance.
Because “I thought you meant…” shouldn’t become a team motto.
The soft skills assessment identifies candidates who can explain ideas, listen actively, and write messages that don’t require decoding.
Not everyone should always “circle back later.”
Our test evaluates how candidates approach disagreements, feedback, and high-stress situations—so you hire people who resolve, not escalate.
Because people work with people, not job titles.
From customer-facing roles to internal leadership, our soft skills test reveals who brings emotional intelligence to the job.
You don’t need three rounds to figure out who can talk to people.
See candidate soft skills at a glance—so your interviews are shorter, sharper, and more focused on culture-fit.
It’s not charm or competence. It’s both.
Combine technical and soft skills into one cohesive assessment flow. Because you need people who can do the job and work well with others.
Every candidate. Same standard.
Whether you’re hiring 5 or 500, each candidate gets the same experience—and you get data-driven results every single time.
No tea leaves. Just behavioural analytics.
From attitude red flags to team fit scores, your hiring team knows who’s a keeper and who might need coaching—without the guesswork.
Soft skills testing, reporting, and decision-making.
Manage every soft skills assessment test, candidate result, and panel discussion in one dashboard. Easy to access, easy to align.
Hard skills might get someone through the door. But soft skills determine whether they stay, grow, and build. Unfortunately, most interviews rely on “gut feel” when it comes to communication, empathy, or adaptability. That’s where AssessHub’s soft skills assessment test flips the script. We help you assess for the human qualities that build strong teams, positive cultures, and high-performing workplaces—before day one.
Being polite in an interview is easy. Navigating team conflict? Not so much. Our test identifies candidates who don’t just nod—they connect.
From sales and service to design and delivery, every team deserves people who communicate clearly and collaborate well.
Some candidates charm the panel but ghost the group chat. We help you distinguish between true team players and smooth talkers.
Need resilience in your frontline team but diplomacy in your client services? Customise your soft skills test for what matters most.
Use instant insights from our soft skills assessment to ask better questions and make quicker, more confident hiring decisions.
You don’t need a psych degree to understand our dashboards. Get visual indicators, red flags, and fit scores—ready for discussion.
As a bank, we always have to hire the right sales people in huge volumes and at great speed.
Using AssessHub’s platform we were able to screen, assess and offer over 5000 candidates with zero recruiter involvement.
Considering our strict quality parameters and the stiff timelines, this is a BIG Win for us.
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It is something that lets you know a critical aspect. You know how someone communicates, adapts, collaborates, and handles the people part of the job. A soft skills assessment test makes it clear how the prospective candidate is going to interact with teammates and manage change. Their ability to stay composed when deadlines are severe is also understood.
Candidates are presented with real-world workplace scenarios—like giving feedback, resolving a team conflict, or adapting to a new process. Their responses are assessed against behavioural benchmarks, giving you a fair and practical view of how they’re likely to behave—not in theory, but in context. It’s insight that adds clarity to your hiring decision.
Soft skills tests can be customized. They can be fitted as per your team values, role expectations, and your departmental dynamics. Want to prioritise communication and patience in a support team, but adaptability and initiative for your marketing crew? We’ve got you. You choose the traits, and we shape the test.
This is best for jobs where you interact regularly or collaborate with teammates while having continuous client contact. They are:
It brings objectivity and structure to something that is more a subjective aspect called “people skills.” The guessing game about someone being a good communicator or team fit is not needed. You now have reports showing behavioural indicators, soft skill strengths, and areas to explore further in interviews. Your instincts now get the data support.
It’s different. Personality tests explore preferences and tendencies. A soft skills assessment test is scenario-based and job-relevant—it shows how someone applies soft skills in action. Think of it as a practical lens on professional behaviour, not just personality traits.
This is around a 20 to 30 minute test. Candidates don’t need to prepare or download anything. The test is intuitive and browser-based with an intuitive design. The experience has been kept smooth respecting everyone’s time.
Yes, the platform is designed in a manner to scale it as per need. Each test is auto-scored providing instant results, no matter the number it is conducted for. You get consistency, fairness, and fast decision-making. The best part is that there is no extra load to your hiring team.
You get a clean, visual report with behaviour summaries and soft skill scores. Follow-up points are also suggested. It’s designed for action—not analysis paralysis. Your hiring panels can use it to guide interviews. This makes shortlisting efficient and identifies coaching opportunities at an early stage.
You start by reviewing the results and then identify your role priorities. Then, take the decision on who to shortlist for interviews. Some teams even use these insights during onboarding or team planning. This sets up new hires for success from the start.
