Our Soft Skills Assessment provides insight into how individuals perceive their strengths across key interpersonal and self-regulatory skill domains. These results are designed to support informed hiring decisions.
Each skill domain is based on self-reported data and presented as a percentage, reflecting the degree to which an individual endorses behaviors or attitudes aligned with that soft skill. The key domains include:
Self-Management Skills – Reflecting goal-directed behavior, task completion, and productivity.
Social Engagement Skills – Relating to interpersonal communication and active participation in group settings.
Cooperation Skills – Measuring the tendency to maintain harmonious relationships.
Emotional Resilience Skills – Capturing the ability to manage stress and maintain emotional stability.
How to Interpret the Results
The results are descriptive and should be used as a guide to understanding how a person views their tendencies in various social and emotional domains. A 100% score, for example, reflects a high self-perception of effectiveness in that skill area, such as strong organizational habits or emotional self-regulation.
Interpreting High Scores
High scores suggest that the individual sees themselves as consistently demonstrating the behaviors associated with that soft skill. This often reflects a strong sense of confidence, motivation, and alignment with the skill in question. For example, someone scoring highly in Self-Management Skills likely perceives themselves as organized, reliable, and goal-oriented.
However, it’s important to keep in mind:
Self-perception is not the same as external performance. High scores indicate how a person feels they show up, not necessarily how others experience them.
Context matters. A high score can be a strong asset in some roles and less critical in others. For example, high emotional resilience may be especially valuable in high-stress environments.
Balance is key. Extremely high scores across all domains are not always necessary or ideal. Depending on the role or team dynamic, certain skills may be more relevant than others.
In practice, high scores can be viewed as potential strengths to leverage, but it’s still valuable to validate them through feedback, observation, or additional assessment methods.
Interpreting Low Scores
Lower scores in a skill area do not imply a lack of value, intelligence, or potential. Instead, they may highlight areas where an individual currently:
Feels less confident or consistent in their behavior.
May not prioritize or emphasize that skill in their current role or environment.
Could benefit from further development, support, or practice—especially if the skill is important for a particular context.
It's also important to consider that some roles or teams may not require equally high levels of all soft skills. For example, someone in an independent, analytical role might not need the same level of social engagement as someone in a customer-facing position.
Rather than viewing lower scores as deficits, see them as opportunities for growth or conversation, particularly when aligned with personal goals or job expectations.
Important Disclaimer
Our Soft Skills Assessment is based on self-report, meaning responses reflect how individuals perceive themselves, not necessarily how others see them or how they behave in real-world settings. Because of this:
Scores should be viewed as descriptive, not definitive.
They do not indicate ability or predict future behavior with certainty.
Comparisons should only be made within the same group or context (e.g., applicants for the same role or employees at the same organizational level), as interpretation depends on group norms and expectations.
Context matters: Cultural, environmental, and situational factors can influence responses and behavior.
Use these results as one component of a broader evaluation process that includes interviews, behavioral observations, references, or performance metrics whenever possible.