Did you know many companies are turning to AI assessments to evaluate soft skills during remote hiring? Unlike traditional interviews that rely on gut feelings, AI tools offer a data-driven approach to measure qualities like communication, adaptability, and problem-solving. This helps businesses make smarter, faster, and more fair hiring decisions.
As remote work continues to grow, finding candidates with the right soft skills has become important for building strong, productive teams.
We’ll help you understand how AI assessments work, the key metrics they track, and the practices for implementing AI soft skills assessments.
How AI Assessments Measure Soft Skills
Let’s discuss how AI tools measure soft skills.
Behavioral Analysis
AI tools watch and assess a candidate’s actions during online tests or video interviews. AI is able to recognize tiny signs.
- Body language: How a candidate sits, moves, or reacts during an interview.
- Facial expressions: Smiles, frowns, and other non-verbal cues that hint at confidence or hesitation.
- Tone of voice: AI can detect stress, excitement, or confidence in a person’s voice.
99% of the time, people are overlooked, yet AI keeps track of everyone in real time. After that, the system provides feedback on characteristics like self-assurance, emotional regulation, and careful listening. This process helps businesses see qualities that aren’t obvious on a resume.
Personality Assessments
AI assesses personality traits in a more dynamic manner using advanced technologies. Candidates respond to questions, finish role-based activities, or play out a few situations. The AI examines their responses and pinpoints important soft skills.
- Adaptability: Is it possible for them to adapt to new circumstances or information?
- Teamwork: Do their answers show effort or collaboration?
- Problem-solving: How do they respond to situations that call for critical thinking?
When a candidate is asked how they deal with a challenging client, AI examines their answer style to figure out how patient, empathetic, and problem-solving they are. This gives hiring teams a clear idea of the person’s personality, which is especially useful for roles where emotional intelligence is key, says Eran Mizrahi, CEO of Source86.
Language and Communication Analysis
Source: Prezent
There are several advantages to having clear communication. And the picture above shows them. AI assessments gauge this by examining the way applicants express their ideas.
This is done through.
- Text-based responses: When applicants respond to written questions, AI systems check their grammar, word choice, and sentence structure.
- Chat simulations: Some AI tools use live chat scenarios where candidates interact with a simulated “customer” or “teammate.” Their responses are then analyzed for clarity, tone, and problem-solving ability.
- Email-style assessments: AI examines candidates’ ability to speak effectively and professionally by asking them to compose an email or message.
David Carter, Personal Injury Attorney at Gould Cooksey Fennell, shares, “AI flags a candidate’s answers as problematic if they are vague, complex, or unclear. On the other hand, employers find it simpler to hire remote collaborators when candidates have excellent communication skills.”
Key Metrics to Track When Evaluating Soft Skills
Here are the metrics you need to track when evaluating soft skills.
Communication Skills
For remote teams, communication is a must. Because there is no in-person connection, it is much more crucial for someone to be able to explain concepts, provide feedback, and pose questions.
To measure this, recruiters look at how candidates.
- Write emails, messages, or reports.
- Respond in live chat or text-based assessments.
- Express themselves during video interviews.
Here, the goal is to check if they can express their ideas in a way that is understandable. In an interview, Adam Fard, Founder & Head of Design at Wireframing with AI says, “Effective communicators maintain team unity and minimize misunderstanding, which helps remote teams function successfully.”
Adaptability
There are always going to be changes while working remotely, including new technologies, changing deadlines, and unforeseen problems. Businesses like those who are able to quickly change and roll with the punches.
This metric is tracked by seeing how candidates.
- Respond to unexpected questions during interviews.
- Approach scenario-based questions or problem-solving tasks.
- Adjust their approach when faced with new challenges.
A candidate has good adaptation abilities if they remain composed and adjust their approach as necessary. Because remote teams experience change more frequently than typical teams, employers view this as a major win. – says Meir Steel, CEO of Dulcet Gift Baskets
Emotional Intelligence (EQ)
Emotional intelligence is also more important. Without in-person interaction, it’s easy for messages to be misunderstood.
Employers track this skill by assessing candidates.
- Handle conflict or customer complaints in role-play scenarios.
- Respond to feedback or criticism.
- Show empathy in their responses during interviews or assessments.
James Forsyth, Founder of Quality Contracts, mentions, “People with high emotional intelligence are better at staying calm, resolving conflicts, and supporting teammates. This leads to a stronger, healthier team environment — even when everyone’s working from different locations.”
Problem-Solving Ability
Remote roles often require employees to work on their own and figure things out without constant help. Companies track problem-solving skills by seeing how candidates.
- Approach scenario-based assessments.
- Prioritize tasks in time-limited exercises.
- Explain their reasoning when answering problem-based interview questions.
Problem-solving is all about showing logical thinking and the ability to stay calm under pressure. Employers want people who take action and solve issues without always waiting for instructions.
Teamwork and Collaboration
Source: ProofHub
Even in a remote environment, teamwork is essential. Employees need to work well with others — whether it’s on a shared project or a daily team meeting. Even you can see in the above image how important teamwork and collaboration is.
To measure this skill, employers track how candidates.
- Respond to team-based scenarios in assessments.
- Handle collaborative tasks or group exercises.
- Discuss past experiences of teamwork during interviews.
Good collaborators ask questions, offer support, and work toward shared goals. In a remote setting, these qualities are even more valuable since team members aren’t in the same room to solve problems together, adds Isaac Curtiss, Owner of Offisavvy.
Strong teamwork ensures the whole team stays productive and motivated.
Best Practices for Implementing AI Soft Skills Assessments
Let’s discuss the best practices.
Choose the Right AI Tool for Your Needs
Before anything else, choose the right tool. Because not all AI tools are built the same. Some are designed for large enterprises, while others are better suited for small to mid-sized businesses.
Look for tools that are known for accuracy, fairness, and transparency. It’s also a good idea to choose a platform that allows you to customize the assessments based on the role you’re hiring for, says Alex Begum, San Antonio Injury Lawyer at San Antonio Car Accident Lawyers.
For example, if you’re hiring for a customer service role, you need an AI tool that measures emotional intelligence and communication. On the other hand, if you’re hiring for a leadership position, you’ll need a tool that assess decision-making and problem-solving.
By matching the tool to the role, you’ll get results that are far more relevant and useful. Don’t just go for the most popular platform — go for the one that fits your business needs.
Set Clear Soft Skills Criteria
Before you start using AI assessments, you need to be absolutely clear on which soft skills matter most for the role. This step is often overlooked, but it’s one of the most important. If you don’t know exactly what you’re looking for, the AI won’t know either.
Start by identifying the soft skills that are critical for the job.
For example, for a remote customer service role, key soft skills include empathy, patience, and problem-solving. For a project manager role, prioritize leadership, adaptability, and decision-making. Once you’ve identified the key skills, make sure your AI assessment is designed to measure those specific qualities.
Raviraj Hegde, SVP of Growth at Donorbox, advises, “When you set clear criteria, it helps you avoid “guesswork hiring” and create a more focused, fair process. Also, helps candidates understand what’s expected of them that leads to a better candidate experience.”
Make Sure the Assessment Process is Transparent
People often lose confidence when they hear they’re being “judged by a robot.” So, make the assessment process as transparent as possible.
Start by explaining how the AI assessment works. Tell candidates what’s being measured and how their responses will be evaluated. Be clear about what happens with their data and how it will be used. Transparency builds trust and encourages candidates to give honest, thoughtful responses.
Some companies even offer candidates a chance to practice before the real assessment. This makes the experience feel less stressful and shows that the company values fairness. When candidates feel respected, they’re more likely to engage fully with the process.
Train Your Hiring Team to Use the AI Results Correctly
AI assessments don’t replace human decision-making — they support it. This is why it’s critical to train your hiring team on how to interpret the results. Without proper training, hiring managers may misinterpret the AI’s findings or over-rely on the technology.
Gerald Chan, Founder of CROagency.net, says, “Train your team to understand how the AI scores soft skills and what those scores mean. For example, if a candidate scores high on adaptability, hiring managers should know how that applies to the role. If the AI flags a candidate as having low emotional intelligence, check if that’s truly relevant to the position.”
One mistake companies make is thinking AI scores are “final decisions.” They’re not. Instead, think of AI assessments as one part of a bigger picture.
Combine AI results with interviews, reference checks, and human insight to make smarter hiring decisions. With proper training, hiring managers will know how to read AI results and make balanced, well-informed choices, adds William Westerlund, SEO Expert at Tradeit.
Regularly Review and Improve the Assessment Process
No system is perfect, and that includes AI assessments. Just because it works today doesn’t mean it will work forever. Review and improve your assessment process regularly.
If you notice patterns — like candidates being rejected for unclear reasons — it’s time to review your criteria, tool, or process.
Ask for feedback from candidates and hiring managers to see if the process feels fair. If candidates frequently feel “confused” or “uncertain” about why they failed an assessment, that’s a sign the process needs to be more transparent or user-friendly. Look at your results over time and ask questions like.
- Are we seeing better hires from this process?
- Are candidates dropping out because the assessment feels too confusing?
- Are the soft skills we’re measuring still relevant for the roles we’re hiring for?
Dan Close, Founder and CEO of BuyingHomes.com, explains, “By reviewing and improving your assessment process, you ensure that it stays fair, effective, and aligned with your business needs. It also ensures that you’re not just relying on outdated data or assumptions.”
Conclusion
AI assessments have made it easier for companies to evaluate soft skills like communication, adaptability, and problem-solving accurately and fairly. Instead of relying on gut feelings, businesses can now measure traits like emotional intelligence, teamwork, and decision-making through smart, data-driven tools.
This approach leads to better hiring decisions, stronger remote teams, and fewer costly mistakes. It also helps build teams that not only meet the job’s demands but also grow in remote work environments.
Last Updated on February 10, 2025 by Ian Naylor