How to Spot Great Communicators in Interviews—Before It’s Too Late

Claire Monroe

Hey everyone, welcome back to The Science of Leading. I’m Claire Monroe, and I’m here with Edwin Carrington. Today we’re diving into something that, honestly, I think gets overlooked way too often—communication in hiring. Edwin, I feel like every job description says “must have strong communication skills,” but then, you know, nobody really checks for it. Why is that?

Edwin Carrington

That’s a good question, Claire. In my experience, organizations tend to focus on technical skills or experience because those are easier to measure. Communication, on the other hand, is a bit slippery. It’s subjective, and people assume it’ll work itself out. But when it doesn’t, the consequences can be severe—missed deadlines, team friction, even losing clients. I’ve seen it happen more times than I care to admit.

Claire Monroe

Yeah, I mean, I’ve definitely been there. Early in my career, I was on this project where, honestly, the email threads were just a mess. No one was clear about who was doing what, and the client kept getting different answers from different people. We ended up launching late, and the client was, well, not thrilled. Looking back, it was all just… bad communication. Not a lack of effort or talent, just people not being on the same page.

Edwin Carrington

That’s a classic example. And it’s not rare. The real cost isn’t just a delayed launch—it’s the erosion of trust, both inside the team and with the client. What’s interesting is, even after situations like that, many organizations still don’t change how they hire. They might talk about communication, but they don’t actually test for it. It’s a blind spot, and it can be expensive.

Claire Monroe

So why do you think leaders keep missing it? Is it just that it’s hard to measure, or is there something else going on?

Edwin Carrington

I think it’s a bit of both. There’s this assumption that if someone’s smart or experienced, they’ll naturally communicate well. But that’s not always true. And, honestly, a lot of hiring processes are just built for speed—they don’t leave room to really dig into how someone communicates under pressure or in a team setting.

Claire Monroe

Yeah, and then you end up with teams that are technically strong but can’t actually work together. I guess that’s where the real risk is, right?

Edwin Carrington

Exactly. You can have all the talent in the world, but if people can’t communicate, you’re going to run into trouble. It’s not just a “nice-to-have”—it’s mission-critical.

Claire Monroe

So, let’s get practical. If you’re actually trying to assess communication in an interview, where do you even start? I mean, there’s verbal, written, non-verbal… it’s a lot.

Edwin Carrington

It is a lot, but it helps to break it down. There are four core methods: verbal, written, non-verbal, and active listening. Each one tells you something different about a candidate. Verbal is about clarity and tone—can they explain complex ideas in a way that makes sense? Written is huge, especially now with so much remote work. If someone can’t write a clear email or summary, things fall apart fast.

Claire Monroe

And non-verbal, that’s like body language, right? Eye contact, posture, that kind of thing?

Edwin Carrington

Exactly. Sometimes what someone doesn’t say is just as important as what they do say. Are they engaged? Do their gestures match their words? And then there’s active listening—do they actually hear what’s being asked, or are they just waiting for their turn to talk?

Claire Monroe

I love that. I mean, I’ve definitely interviewed people who sounded great, but when you asked a follow-up, it was like… they hadn’t really listened at all. So, how do you actually test for these things? Is it just about asking the right questions?

Edwin Carrington

Questions are a start, but you need to go further. I’m a big fan of real-time assessments—roleplays, writing tests, even just observing how someone responds to a curveball. Back when I was consulting, we’d use scenario-based interviews. For example, we’d ask a candidate to deliver bad news to a client, right there in the interview. You learn a lot about their adaptability and empathy in those moments.

Claire Monroe

That sounds kind of intense, but I get it. You want to see how they handle pressure, not just how they answer when they’ve had time to rehearse. Do you ever worry that people get too nervous and it’s not a fair test?

Edwin Carrington

That’s a fair point. You have to balance it. Start with a conversational warm-up, get them comfortable, and then move into more structured or high-pressure scenarios. The goal isn’t to trip them up—it’s to see how they communicate when things aren’t perfectly scripted. And honestly, even how they handle a little bit of stress tells you something about their communication style.

Claire Monroe

And what about written communication? Do you actually give people a writing test?

Edwin Carrington

Absolutely. It doesn’t have to be complicated. Ask them to write a follow-up email, or summarize a meeting. You’re looking for clarity, structure, and tone. If they can’t communicate clearly in writing, that’s a red flag—especially in roles where remote or async work is the norm.

Claire Monroe

I feel like a lot of people skip that step, but it makes so much sense. And non-verbal—do you just watch for things like eye contact and posture?

Edwin Carrington

Yes, but with some caution. Non-verbal cues can be cultural, so you have to consider context. But generally, you’re looking for alignment—does their body language match their words? Are they present, or just performing?

Claire Monroe

So, it’s really about layering all these observations together, not just relying on one thing.

Edwin Carrington

Exactly. The best communicators show up across all these dimensions—not just in how they talk, but how they listen, write, and engage.

Claire Monroe

Okay, so let’s talk about tools. I know OAD Team has this data-driven approach to evaluating soft skills and communication fit. How does that actually work in practice?

Edwin Carrington

OAD’s approach is all about going beyond gut instinct. They use behavioral analysis and scientifically backed surveys to measure communication traits—things like adaptability, empathy, and how someone fits with your team’s style. It’s not just about whether someone can communicate, but whether they’ll communicate well with your people.

Claire Monroe

So, it’s not just “can you talk,” it’s “can you talk in a way that works for this team.” That’s really interesting. And I read that there are seven interview tactics for high-pressure, real-world hiring. Can you walk me through a couple of those?

Edwin Carrington

Sure. Some of the key tactics include using open-ended behavioral questions, running real-time roleplays, and giving candidates a short writing challenge. You also want to observe non-verbal cues, test for active listening, and see how they adapt their communication for different audiences. And finally, leave space for them to ask you questions—what they ask can be just as revealing as how they answer.

Claire Monroe

I love that last one. Sometimes the best insight comes from the questions candidates ask, not just their answers. And I guess, when you combine all these methods, you get a much clearer picture of how someone will actually fit into the team, right?

Edwin Carrington

That’s exactly it. When you integrate behavioral analysis and communication measurement, you’re not just hiring for skills—you’re hiring for compatibility and culture. That’s what leads to stronger, more resilient teams.

Claire Monroe

So, if you’re listening and you’re thinking, “Wow, we really don’t do any of this in our hiring process,”—don’t worry, you’re not alone. But it sounds like even a few small changes can make a big difference.

Edwin Carrington

Absolutely. Start small—add a writing test, try a roleplay, pay closer attention to how candidates listen and respond. Over time, those changes add up. And if you want to go deeper, tools like OAD can help you measure what really matters.

Claire Monroe

And if you want to go deeper...Check out o-a-d-dot-a-i.Their tools make this stuff way easier—and they’ve got behavioral assessments that actually work.You can book a free demo and just see what fits.

Edwin Carrington

That’s right.It’s all about hiring smarter—and building teams that actually communicate.

Claire Monroe

Alright, I think that’s a wrap.Edwin—thank you, as always. That was packed with gold.

Edwin Carrington

Thanks, Claire.And remember—communication isn’t a luxury. It’s a necessity. Alright folks, we’ll see you next time on The Science of Leading.