Assessing candidates’ soft skills during interviews is essential to determine their fit for a job, regardless of their seniority level. However, the number of soft skills that can be effectively evaluated during an interview may vary depending on the depth of assessment required, the seniority of the position, and the time allocated for interviews.

Here's a general guideline:

◣ Entry-Level and Junior Roles (e.g., 0 - 2 years of experience - could be Interns, Junior Associates, Volunteers):

1. Assessing around 2 to 3 critical soft skills in a 30-minute to one-hour interview for entry-level roles is reasonable.
2. These roles typically require fundamental soft skills such as communication, teamwork, and adaptability.
3. Evaluating more soft skills than this may overwhelm the candidate or not leave enough time to explore each skill thoroughly.
4. Also, these candidates may have none or little professional experience, so the assessment is more about potential and basic behaviors and interpersonal skills.

◣ Mid-Level Roles (e.g., 3 - 5 years of experience - Specialists, Experts, Advisers, could be also Team Leaders, Coordinators, Managers):

1. You can assess around 3 to 4 soft skills for mid-level roles in a one-hour interview.
2. These positions usually require diverse soft skills, including leadership, problem-solving, decision-making, and project management.
3. Candidates at this level are expected to have more experience and should be able to give us as many details as possible so that we can assess their skills correctly.

◣ Senior-Level Positions (e.g., more than 5 years - Managers, Team Leaders, Chief Officer, Directors, President):

1. For senior-level roles, evaluating 5 to 6 critical soft skills is advisable; the allocated time usually will be more than an hour, around one hour and a half.
2. Senior-level positions demand high proficiency across a broad spectrum of soft skills, including strategic thinking, negotiation, change management, mentoring, and leadership.
3. Candidates at this level are typically expected to have extensive experience, and assessing their soft skills is an in-depth process.

Remember that besides soft skills, you also have to:

1. address skill-specific tasks or hard skills questions;
2. make an introduction and present the role;
3. respond to candidates' questions;
4. ask about salary expectations and possible starting days;
5. and end the conversation by explaining the next steps.

In conclusion, the number of soft competencies and allocated time should correlate with seniority and overall interviewing strategy. Balancing all this and getting to know the candidate individually is key.

Happy interviewing!

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