A behavioral interview is a common screening technique based on the premise that past behavior predicts future performance. Interviewers ask "Tell me about a time when..." questions to assess soft skills like conflict resolution, leadership, and problem-solving under pressure. Candidates are encouraged to answer using the STAR method (Situation, Task, Action, Result) to provide structured, compelling examples.
Hard skills are specific, teachable abilities or technical knowledge sets that can be clearly defined and measured. Examples include proficiency in Python programming, fluency in Spanish, data analysis with SQL, or operating heavy machinery. These concrete skills are frequently the primary keywords searched for by an ATS to determine if a candidate meets the minimum technical requirements of a job.
Soft skills are non-technical interpersonal attributes that determine how effectively you work with others. These include communication, emotional intelligence, adaptability, leadership, and problem-solving. While harder to quantify than hard skills, they are increasingly valued by employers for predicting long-term success and cultural fit. They are often assessed during behavioral interviews rather than just resume screening.
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Definitions reviewed by career experts • Last updated: February 2026