8 Interview Questions to Assess a Developer's Soft Skills

Developer soft skills can, sometimes, be even more important than their technical prowess. For many companies, it’s far easier to find someone who knows how to code than it is to identify an adept problem-solver, communicator, or empathetic listener.

You can use the following developer soft skills interview questions to assess whether a skilled programmer is truly a good fit for your company and has the personality you’re looking for.

1. Could you tell us about a time you had to work with team members to solve a problem?

The answer to this question should exemplify the candidate’s ability to collaborate with others when the outcome matters. A good answer should include:

Details about how they listened to teammates
A thorough description of the problem they were solving
Any issues they may have encountered along the way and how the candidate worked with others to address them—instead of taking over and doing it all on their own

2. Could you describe a time you found yourself overwhelmed with work but found a way to manage it?

You’re looking for an answer that demonstrates your candidate’s executive functioning skills. The story they tell should feature:

Time management skills
Stress management techniques
The ability to ask for help from others, if applicable
Self-reflection, especially when it comes to assessing their personal bandwidth

3. Tell us about a time you had to incorporate feedback.

A developer that can accept and apply feedback is a valuable asset to your team, especially because they’re capable of changing for the better. As the candidate answers, their reply should demonstrate that they learned something from the experience—even if it’s just the value of being more careful or running more tests before finalizing a product.

These kinds of replies showcase their ability to learn and grow.

4. Describe a time when you had to take the lead and what did you learn from the process?

Regardless of the role you hire a developer to fill, they may have to take the lead in the near future. A good answer includes details about how your candidate communicated with others, and this should involve listening to their concerns before recommending fixes.

It’s good to watch out for natural leaders who are capable of uplifting and motivating their teammates when stress is high or morale is low.

5. Talk about a time you had to make difficult decisions due to a project’s timeline.

When under a time crunch, a strong candidate still makes sound decisions—even if that means making personal sacrifices. However, time limitations shouldn’t force a developer to sacrifice quality.

An answer that involves working some overtime hours isn’t necessarily better than one that includes asking for extensions. The latter shows modesty, which could be a valuable asset to your team.

6. Could you talk about a time you had to change directions during a project due to external feedback?

Even though this is a relatively broad question, that can be a good thing because it welcomes a wide spectrum of answers. The external feedback may come from user tests, the security folks in a DevOps team, the internal testing crew, or somewhere else.

Regardless of the origin of the feedback, your candidate’s answer should demonstrate how they manage constructive criticism and apply changes in a pressurized situation.

7. What do you do to stay up-to-date with the latest industry developments?

You don’t want a stagnant employee, especially because the development world can change so quickly. Hopefully, your candidate’s answer includes one or more of the following:

Industry publications
Online development forums
Programming challenges and projects such as those found on GitHub
Continuing education programs, such as certifications or classes

8. Talk about a time you had a disagreement with a team member and how it was resolved.

Disagreements are inevitable in the development sphere because there are so many different ways to accomplish objectives. As your candidate answers, look for:

Evidence they may have realized they were wrong
Listening skills. Often, a resolution starts with listening
Appropriate escalation, such as using someone else to serve as a mediator

Find a Great Software Developer Now

The questions above can give you a deep look into the soft skills of a potential hire because they give them a chance to display their ability to communicate, problem-solve, and self-reflect. It’s not easy to vet candidates, and this is where the staffing experts at can handle the heavy lifting.

We know the questions to ask to make sure your hires have the soft skills they need to work well with leadership and team members. Learn more by reaching out to us today.

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