How to accurately identify resilient candidates in interviews

Resilience, emotional intelligence and self-awareness are among the most talked-about soft skills today, but how consistently are they factored into hiring decisions? A recent spot survey conducted by Robert Walters among professionals and executives in Germany reveals a growing awareness of these competencies, but also highlights that there is still room for improvement when it comes to integrating them into the recruitment process.

According to the survey, 68% of respondents state that they regularly ask targeted questions about soft skills such as resilience or self-awareness in job interviews. At the same time, 47% admit that their current approach to assessing resilience could be improved, and 24% consider resilience difficult to measure. Notably, 16% of participants do not currently assess these skills at all.

Thomas Hoffmann, Managing Director Germany at Robert Walters, explains:

“Today’s working world is shaped by digitalisation, remote work and constant change, and this has transformed what companies expect from new hires. Businesses are no longer focused solely on technical qualifications; they’re actively looking for individuals who can communicate effectively in dynamic teams, navigate uncertainty and take ownership in solving problems. Overlooking soft skills like adaptability, resilience and proactive thinking during recruitment risks weakening the foundations of high-performing teams and with that, a company’s future viability.”

Read more: Job Interview 2.0 – Questions That Address Today’s Challenges

How to Effectively Identify Resilience During Interviews

Only 24% of managers feel confident in assessing resilience through targeted interview questions. Many still find the concept too vague.

Yet even simple questions can offer useful insights:

1. Can you describe a situation in a previous role where you faced a major challenge or obstacle? How did you approach it, and what steps did you take to overcome it?
   → This question provides direct insight into problem-solving abilities, adaptability and initiative.
   
   
2. Tell me about a time you had to work independently on a project. What strategies did you use to stay focused and organised?
   → This gives a sense of the candidate’s ability to manage their time and work autonomously.
   
   
3. How do you deal with unexpected changes or challenges at work? Can you give an example of how you adapted to a significant change?
   → Helps evaluate adaptability and stress tolerance.

Emotional Intelligence Over Technical Skills?

When asked which qualities will matter most in recruitment in 2025, clear trends emerged. 36% of respondents consider emotional intelligence the most important factor, ahead of resilience (32%), and far ahead of technical expertise (18%) and cultural fit (14%).

Thomas Hoffmann stresses:

“Technical skills still matter, but they’re no longer enough to succeed under pressure or in complex team structures. Employees who communicate empathetically, listen well and reflect on their reactions now contribute far more to overall team performance.”

How to Assess Self-Awareness in Interviews

While resilience and emotional intelligence are gaining traction, another critical success factor is often overlooked: self-awareness. Those who reflect on how their behaviour affects others tend to act more deliberately and are a better fit for dynamic team environments.

The following questions can help identify this trait:

1. What role do you typically take on in a team setting?
   → Reveals whether the candidate reflects on their influence within a team.
   
   
2. How would your manager describe your working style?
   → Encourages perspective-taking and self-reflection.
   
   
3. When was the last time you received constructive feedback, and how did you respond?
   → Shows the candidate’s willingness to develop and take responsibility.

Integrating Soft Skills into Your Selection Process

The results of the spot survey are clear. Soft skills such as emotional intelligence, resilience and a willingness to learn are becoming increasingly important, but they are still not systematically assessed in many recruitment processes.

Thomas Hoffmann advises:

“Make soft skills a deliberate part of your selection process, for instance through assessment centres, role plays or trial work assignments. By integrating these competencies early on, you’ll make more sustainable hiring decisions and measurably boost team performance.”

With the right methodology, soft skills can be reliably identified. Our specialists at Robert Walters are here to support your organisation with tried-and-tested approaches and tailored advice. Contact us today and download our free interview guide.