interview questions about decision making and problem solving

By Mike Simpson

When candidates prepare for interviews, they usually focus on highlighting their leadership, communication, teamwork, and similar crucial soft skills . However, not everyone gets ready for problem-solving interview questions. And that can be a big mistake.

Problem-solving is relevant to nearly any job on the planet. Yes, it’s more prevalent in certain industries, but it’s helpful almost everywhere.

Regardless of the role you want to land, you may be asked to provide problem-solving examples or describe how you would deal with specific situations. That’s why being ready to showcase your problem-solving skills is so vital.

If you aren’t sure who to tackle problem-solving questions, don’t worry, we have your back. Come with us as we explore this exciting part of the interview process, as well as some problem-solving interview questions and example answers.

What Is Problem-Solving?

When you’re trying to land a position, there’s a good chance you’ll face some problem-solving interview questions. But what exactly is problem-solving? And why is it so important to hiring managers?

Well, the good folks at Merriam-Webster define problem-solving as “the process or act of finding a solution to a problem.” While that may seem like common sense, there’s a critical part to that definition that should catch your eye.

What part is that? The word “process.”

In the end, problem-solving is an activity. It’s your ability to take appropriate steps to find answers, determine how to proceed, or otherwise overcome the challenge.

Being great at it usually means having a range of helpful problem-solving skills and traits. Research, diligence, patience, attention-to-detail , collaboration… they can all play a role. So can analytical thinking , creativity, and open-mindedness.

But why do hiring managers worry about your problem-solving skills? Well, mainly, because every job comes with its fair share of problems.

While problem-solving is relevant to scientific, technical, legal, medical, and a whole slew of other careers. It helps you overcome challenges and deal with the unexpected. It plays a role in troubleshooting and innovation. That’s why it matters to hiring managers.

How to Answer Problem-Solving Interview Questions

Okay, before we get to our examples, let’s take a quick second to talk about strategy. Knowing how to answer problem-solving interview questions is crucial. Why? Because the hiring manager might ask you something that you don’t anticipate.

Problem-solving interview questions are all about seeing how you think. As a result, they can be a bit… unconventional.

These aren’t your run-of-the-mill job interview questions . Instead, they are tricky behavioral interview questions . After all, the goal is to find out how you approach problem-solving, so most are going to feature scenarios, brainteasers, or something similar.

So, having a great strategy means knowing how to deal with behavioral questions. Luckily, there are a couple of tools that can help.

First, when it comes to the classic approach to behavioral interview questions, look no further than the STAR Method . With the STAR method, you learn how to turn your answers into captivating stories. This makes your responses tons more engaging, ensuring you keep the hiring manager’s attention from beginning to end.

Now, should you stop with the STAR Method? Of course not. If you want to take your answers to the next level, spend some time with the Tailoring Method , too.

With the Tailoring Method, it’s all about relevance. So, if you get a chance to choose an example that demonstrates your problem-solving skills, this is really the way to go.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

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1. Can you tell me about a time when you had to solve a challenging problem?

In the land of problem-solving questions, this one might be your best-case scenario. It lets you choose your own problem-solving examples to highlight, putting you in complete control.

When you choose an example, go with one that is relevant to what you’ll face in the role. The closer the match, the better the answer is in the eyes of the hiring manager.

EXAMPLE ANSWER:

“While working as a mobile telecom support specialist for a large organization, we had to transition our MDM service from one vendor to another within 45 days. This personally physically handling 500 devices within the agency. Devices had to be gathered from the headquarters and satellite offices, which were located all across the state, something that was challenging even without the tight deadline. I approached the situation by identifying the location assignment of all personnel within the organization, enabling me to estimate transit times for receiving the devices. Next, I timed out how many devices I could personally update in a day. Together, this allowed me to create a general timeline. After that, I coordinated with each location, both expressing the urgency of adhering to deadlines and scheduling bulk shipping options. While there were occasional bouts of resistance, I worked with location leaders to calm concerns and facilitate action. While performing all of the updates was daunting, my approach to organizing the event made it a success. Ultimately, the entire transition was finished five days before the deadline, exceeding the expectations of many.”

2. Describe a time where you made a mistake. What did you do to fix it?

While this might not look like it’s based on problem-solving on the surface, it actually is. When you make a mistake, it creates a challenge, one you have to work your way through. At a minimum, it’s an opportunity to highlight problem-solving skills, even if you don’t address the topic directly.

When you choose an example, you want to go with a situation where the end was positive. However, the issue still has to be significant, causing something negative to happen in the moment that you, ideally, overcame.

“When I first began in a supervisory role, I had trouble setting down my individual contributor hat. I tried to keep up with my past duties while also taking on the responsibilities of my new role. As a result, I began rushing and introduced an error into the code of the software my team was updating. The error led to a memory leak. We became aware of the issue when the performance was hindered, though we didn’t immediately know the cause. I dove back into the code, reviewing recent changes, and, ultimately, determined the issue was a mistake on my end. When I made that discovery, I took several steps. First, I let my team know that the error was mine and let them know its nature. Second, I worked with my team to correct the issue, resolving the memory leak. Finally, I took this as a lesson about delegation. I began assigning work to my team more effectively, a move that allowed me to excel as a manager and help them thrive as contributors. It was a crucial learning moment, one that I have valued every day since.”

3. If you identify a potential risk in a project, what steps do you take to prevent it?

Yes, this is also a problem-solving question. The difference is, with this one, it’s not about fixing an issue; it’s about stopping it from happening. Still, you use problem-solving skills along the way, so it falls in this question category.

If you can, use an example of a moment when you mitigated risk in the past. If you haven’t had that opportunity, approach it theoretically, discussing the steps you would take to prevent an issue from developing.

“If I identify a potential risk in a project, my first step is to assess the various factors that could lead to a poor outcome. Prevention requires analysis. Ensuring I fully understand what can trigger the undesired event creates the right foundation, allowing me to figure out how to reduce the likelihood of those events occurring. Once I have the right level of understanding, I come up with a mitigation plan. Exactly what this includes varies depending on the nature of the issue, though it usually involves various steps and checks designed to monitor the project as it progresses to spot paths that may make the problem more likely to happen. I find this approach effective as it combines knowledge and ongoing vigilance. That way, if the project begins to head into risky territory, I can correct its trajectory.”

17 More Problem-Solving-Based Interview Questions

In the world of problem-solving questions, some apply to a wide range of jobs, while others are more niche. For example, customer service reps and IT helpdesk professionals both encounter challenges, but not usually the same kind.

As a result, some of the questions in this list may be more relevant to certain careers than others. However, they all give you insights into what this kind of question looks like, making them worth reviewing.

Here are 17 more problem-solving interview questions you might face off against during your job search:

How would you describe your problem-solving skills?
Can you tell me about a time when you had to use creativity to deal with an obstacle?
Describe a time when you discovered an unmet customer need while assisting a customer and found a way to meet it.
If you were faced with an upset customer, how would you diffuse the situation?
Tell me about a time when you had to troubleshoot a complex issue.
Imagine you were overseeing a project and needed a particular item. You have two choices of vendors: one that can deliver on time but would be over budget, and one that’s under budget but would deliver one week later than you need it. How do you figure out which approach to use?
Your manager wants to upgrade a tool you regularly use for your job and wants your recommendation. How do you formulate one?
A supplier has said that an item you need for a project isn’t going to be delivered as scheduled, something that would cause your project to fall behind schedule. What do you do to try and keep the timeline on target?
Can you share an example of a moment where you encountered a unique problem you and your colleagues had never seen before? How did you figure out what to do?
Imagine you were scheduled to give a presentation with a colleague, and your colleague called in sick right before it was set to begin. What would you do?
If you are given two urgent tasks from different members of the leadership team, both with the same tight deadline, how do you choose which to tackle first?
Tell me about a time you and a colleague didn’t see eye-to-eye. How did you decide what to do?
Describe your troubleshooting process.
Tell me about a time where there was a problem that you weren’t able to solve. What happened?
In your opening, what skills or traits make a person an exceptional problem-solver?
When you face a problem that requires action, do you usually jump in or take a moment to carefully assess the situation?
When you encounter a new problem you’ve never seen before, what is the first step that you take?

Putting It All Together

At this point, you should have a solid idea of how to approach problem-solving interview questions. Use the tips above to your advantage. That way, you can thrive during your next interview.

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interview questions about decision making and problem solving

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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26 Good Examples of Problem Solving (Interview Answers)

By Biron Clark

Published: November 15, 2023

Employers like to hire people who can solve problems and work well under pressure. A job rarely goes 100% according to plan, so hiring managers will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.

But how do they measure this?

They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.

Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”

Problem-Solving Defined

It is the ability to identify the problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation.

Problem-solving also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.

Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences.

It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.

Watch: 26 Good Examples of Problem Solving

Examples of problem solving scenarios in the workplace.

Correcting a mistake at work, whether it was made by you or someone else
Overcoming a delay at work through problem solving and communication
Resolving an issue with a difficult or upset customer
Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
Troubleshooting and resolving technical issues
Handling and resolving a conflict with a coworker
Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
Taking initiative when another team member overlooked or missed something important
Taking initiative to meet with your superior to discuss a problem before it became potentially worse
Solving a safety issue at work or reporting the issue to those who could solve it
Using problem solving abilities to reduce/eliminate a company expense
Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
Changing how a process, team, or task is organized to make it more efficient
Using creative thinking to come up with a solution that the company hasn’t used before
Performing research to collect data and information to find a new solution to a problem
Boosting a company or team’s performance by improving some aspect of communication among employees
Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

Coordinating work between team members in a class project
Reassigning a missing team member’s work to other group members in a class project
Adjusting your workflow on a project to accommodate a tight deadline
Speaking to your professor to get help when you were struggling or unsure about a project
Asking classmates, peers, or professors for help in an area of struggle
Talking to your academic advisor to brainstorm solutions to a problem you were facing
Researching solutions to an academic problem online, via Google or other methods
Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.

Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” since you’re likely to hear this interview question in all sorts of industries.

Example Answer 1:

At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.

Example Answer 2:

In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.

Example Answer 3:

In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.

Answering Questions About Problem Solving with the STAR Method

When you answer interview questions about problem solving scenarios, or if you decide to demonstrate your problem solving skills in a cover letter (which is a good idea any time the job description mention problem solving as a necessary skill), I recommend using the STAR method to tell your story.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact.

Finally, describe a positive result you got.

Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.

Example answer:

Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way. We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online. Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.

What Are Good Outcomes of Problem Solving?

Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.

Below are good outcomes of problem solving:

Saving the company time or money
Making the company money
Pleasing/keeping a customer
Obtaining new customers
Solving a safety issue
Solving a staffing/scheduling issue
Solving a logistical issue
Solving a company hiring issue
Solving a technical/software issue
Making a process more efficient and faster for the company
Creating a new business process to make the company more profitable
Improving the company’s brand/image/reputation
Getting the company positive reviews from customers/clients

Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.

Tips to Improve Your Problem Solving Skills

Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. So to improve your problem solving skills, I recommend always analyzing a problem and situation before acting. When discussing problem solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Next, to get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t. Think about how you can get better at researching and analyzing a situation, but also how you can get better at communicating, deciding the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem solving ability.

If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.

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17 Interview Questions to Gauge a Candidate's Decision-Making Skills

By the BrightHire Team

Additional Interview Questions

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Decision-Making Interview Questions
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Hiring candidates with solid decision-making skills is more critical than ever. According to a recent Gartner survey, 65% of decisions made today are more complex than they were two years ago due to an increase in stakeholder involvement and available choices.

If you’re looking for candidates who can make thoughtful decisions with confidence, we’re here to help.

In this article, you’ll find 17 interview questions to help you gauge a candidate’s decision-making abilities. Along with general decision-making questions, you’ll also find questions for related competencies, including business acumen and intuition.

Read on to uncover all of the decision-making interview questions.

General Decision-Making Interview Questions

Business acumen interview questions, intuition interview questions.

Tell me about a time when you had to make a tough decision. Why was it difficult? What was the outcome?
Tell me about a time when you misjudged a situation and made the wrong decision. What happened, and what did you learn from the experience?
Tell me about a time when you had to make a big decision on short notice. Walk me through your decision-making process and the outcome.
If you could go back and change a major decision you made at work, would you? If yes, what would you change, and why would you change it?
Tell me about a time when you had to weigh the risks and rewards of a decision carefully. What was your thought process, and what did you decide?
Let’s say you were asked to make a major decision at work, and you could only consult one person. Who would you consult and why?
When you have to make a big, difficult decision, what is your typical approach? For example, do you ask for advice or go with your gut?
Tell me about a time when you fully trusted your own decision-making abilities. What made you feel confident about your decision?
Tell me about a time when you had to make a decision with limited information. What information did you have available, and how did it help lead you to your conclusion?
Tell me about a time when you had to delay making a decision due to a lack of information. What additional information did you need in order to make the decision?
Tell me about a time when you conducted a competitive analysis. What steps did you take, and what were your key takeaways?
In your opinion, what do you think is the largest opportunity for our company at this time?
Let’s say our company has decided to pivot our business model or value proposition. What pivot would you suggest we make? Walk me through how you arrived at your answer.
Tell me about a company or brand you think has built or improved its reputation recently. What key decisions do you think they made to achieve a better reputation?
What’s an industry you think needs to be disrupted? What would that disruption look like ideally?
What’s an area in which you think our competitor(s) are outperforming us? What should we do to address that disparity?
What do you think is the next new frontier for our industry?

Filter questions by competency, department, and role with our free question-finding tool.

Tell me about a time when you went with your gut, and it ended up being the right choice.
How would a colleague describe you as a teammate in two to three words?
Tell me about a time when you were asked to make a final call. How did you make your decision? What was the outcome?
Tell me about a time when solving a problem required reading between the lines. What did you have to figure out, and how did it shape your decision-making?
Tell me about a time when your coworkers were unreceptive to an idea of yours. How did you react?

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Looking for more helpful interview questions? With our interview question-finding tool, you can access 300+ interview questions that you can filter by competency, department, and role.

Download the Interview Question Finder to unlock a free bank of interview questions. Or, visit the Interview Question Resource Hub to find more interview questions by competency and role.

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Problem-Solving Interview Questions And Answers (With Examples)

How To Answer Tell Me About Yourself?
Elevator Pitch
Where Do You See Yourself In 5 Years?
What Are Your Career Goals?
When Can You Start?
How Do You Define Success?
Describe Your Work Ethic
Where Are Your Current Duties?
What Are Your Learning Goals?
Intrinsic Vs Extrinsic Motivation
What Is Your Desired Salary?
What Makes You Unique?
Why Are You The Best Person For This Job?
Reasons For Termination
What Are Your Work Values
How To Make A Hard Decision?
What Are You Most Proud Of?
Personal Code Of Ethics
Problem Solving Interview Questions
Taking Initiative Example
How Do You Prioritize Your Work
Explain Gaps In Employment
Most Rewarding College Experience
What Is Your Work Style
Tell Me About A Time When You Made A Mistake On The Job
Tell Me About Gaps In Employment
What Are You Passionate About
What Skills Would You Bring To The Job
Who Is Your Mentor?
How To Answer Tell Me About A Time You Disagreed With Your Boss
How To Answer Common Screening Questions

Find a Job You Really Want In

Summary. Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous experiences.

Are you in the process of searching for a new job ? If so, you might be getting ready to meet with a hiring manager or a recruiter for a job interview. And if you’re like the majority of job candidates, this stage of the job search process is probably making you feel a fair bit of trepidation.

And no wonder! The interview is a completely necessary step for any job search, but that doesn’t make it any less nerve-wracking to meet with a prospective employer and answer questions about your personality , skills, and professional background.

Key Takeaways:

Being able to solve problems is a skill that almost all job positions need.

Problem-solving questions assess a candidate’s ability to think on their feet, handle pressure, and find creative solutions to complex problems.

Make sure your answer to a problem-solving question tells a story of you as an effective team player.

Problem Solving Interview Questions And Answers (With Examples)

What Is a Problem-Solving Interview Question?

How to answer a problem-solving interview question, eight examples of common problem-solving interview questions and answers, interviewing successfully, curveball questions, problem-solving faq.

A problem-solving interview question is a question that focuses on a candidate’s past experience with managing conflicts and overcoming unexpected obstacles in the workplace.

Problem-solving questions can come up in many different forms. As a general rule, however, they will be aimed at uncovering your ability to handle stress and uncertainty in a wide variety of contexts.

When you’re answering problem-solving interview questions, there are a few important tips to keep in mind:

Make your answers relevant to the position that you’re applying to. Always bear in mind that the fundamental goal of any interview question is to provide a hiring manager with a glimpse inside the mind of a candidate.

By asking you a problem-solving question, your interviewer is trying to understand whether or not you’re the type of person that could be relied upon under pressure or during a crisis. Every role, furthermore, comes with its own particular type of pressure.

Be honest about your strengths ( and weaknesses ). Hiring managers tend to be quite good at reading people. Therefore, if you give them a bogus response, they’re very likely to see through that – and to subsequently consider you to be untrustworthy.

Of course, it can be tempting at the moment to fabricate certain details in your response in the attempt to make yourself seem like a better candidate. But inventing details – however small – tends to backfire .

Tell stories that will portray you as a team player. Hiring managers and employers are always on the lookout for job candidates who will collaborate and communicate well amongst a broader team.

Be sure to provide examples of moments in which you took charge. Leadership skills are another key quality that hiring managers and employers seek out in job candidates. And being presented with a problem-solving question, as it turns out, is the perfect opportunity to demonstrate your own leadership skills.

Now that we understand the basic principles of problem-solving interview questions and how to respond to them, we’re finally ready to break down some real-world examples. So without any further preamble, here are eight examples of common problem-solving interview questions (as well as some examples of how you might answer them):

Can you tell me about a time when you encountered an unexpected challenge in the workplace? How did you go about dealing with it?

Explanation: With this question , your interviewer will be attempting to get a sense of how well you’re able to adapt to unexpected difficulties. The critical thing to remember when you’re answering this question – as we briefly discussed above – is to recall an incident that will be directly relevant to the role and the organization that you’re applying to.

Here’s an example of a high-quality response to this question:

“I remember a particular day at my previous job when an important deadline was pushed up at the very last minute. As the project manager , it was my responsibility to implement the necessary steps that would enable us to meet this new and truncated deadline. “Many of my peers began to hang their heads, resigning themselves to their belief that there was no hope to meet the new deadline. But I’ve always prided myself on my ability to adapt and thrive within a dynamic and quick-paced work environment – and that’s precisely the personal skill set that I channeled on this occasion. In the end, I reorganized my team’s priorities so that we were able to accommodate the new deadline.”

How would you say you typically respond to problems in general, and in the workplace in particular?

Explanation: This question is primarily designed to gauge a candidate’s ability (or lack thereof) to remain cool, calm, and collected under pressure. The ideal response to this question, in other words, will include a brief personal anecdote that illustrates your level-headedness and your ability to make rational, clear decisions during times of uncertainty.

“I would say that one of the primary qualities that sets me apart from the crowd of other candidates is my ability to remain calm and centered when conditions in the workplace become chaotic. “Looking back, I think that I first began to cultivate this ability during my tenure as a product manager working with a major Silicon Valley start-up. That was a particularly stressful period, but it was also quite instructive – I learned a great deal about staying positive, focused, and productive after an unexpected challenge presented itself. “These days, when I’m confronted by an unexpected problem – whether it’s in my personal life or in my professional life – I immediately channel the conflict management skills that I’ve been honing throughout the duration of my career. This helps a great deal, and my skills in this regard are only continuing to improve.”

Can you tell me about a time when you’ve had to settle a workplace dispute between yourself and a manager or colleague?

Explanation: Always keep in mind that one of the fundamental goals of any problem-solving question is to help a hiring manager gain a clearer sense of a candidate’s ability to work with others.

This question, in particular, is designed to give your interviewer a clearer sense of how well you’re able to communicate and compromise with your colleagues. With that in mind, you should be sure to answer this question in a way that will display a willingness to be fair, empathetic, and respectful to your teammates.

“I recall an incident in my last job in which one of my colleagues felt that I had not provided him with adequate resources to enable him to be successful in a particular project. I was acting as team leader for that particular project, and so it was my responsibility to ensure that everyone in my team was equipped for success. Unfortunately, I had to learn through the proverbial grapevine that this particular colleague bore some ill will toward me. I’ve never been one to participate in idle gossip, and so I decided to speak with this person so that we could begin to find a solution and address his grievances. So I crafted an email to him asking him if he would be interested in joining me for coffee the following day. He accepted the invitation, and during our coffee break, we were able to talk at length about the damage that he felt had been done to him. We devised a mutually agreeable solution on the spot. From then on, we had no significant problems between us.”

Are there any steps that you’ll regularly take during the early stages of a new project to ensure that you’ll be able to manage unexpected problems that occur down the road?

Explanation: This question, above all, is designed to test your ability to plan ahead and mitigate risk. These are both essential qualities that employers typically seek out in job candidates, particularly those who are being vetted for a management or leadership role.

When you’re answering this question, it’s important to emphasize your ability to look ahead towards the future and anticipate potential risks. As with the previous examples that we’ve already examined, the best way to communicate this ability is to provide your interviewer with a concrete example from your previous work history.

“I live my life – and I conduct my work – according to a single, incredibly important motto: “Failing to prepare is preparing to fail.” I’m a firm believer, in other words, of the primacy of careful planning. Without it, projects are almost always doomed to fail. “In my previous role as a marketing content writer with a major software company, I strived to apply this motto to my work every single day. “Here’s an example: About a year ago, I was responsible for overseeing and launching a new content strategy aimed at driving up consumer engagement. From the very outset, I understood that that particular project could be run off the rails if we did not take into account a considerable number of factors. “I won’t bore you with all of the nitty-gritty details, but the point is that this was a particularly sensitive project that required diligent and careful risk assessment. “Having realized that, my colleagues and I devised a comprehensive and flexible strategy for managing many risks that we envisioned would be awaiting us down the road. That initial step – looking ahead towards the future and mapping out the terrain of potential hazards – proved to be an essential measure for the success of the project.”

Do you consider your problem-solving capabilities to be above average?

Explanation: Hiring managers are always on the lookout for job candidates that stand out from the crowd. It’s even better when they can find a job candidate who knows that they stand out and who expresses that knowledge by being confident in their abilities.

At the same time, it’s never in a job candidate’s best interests to come across as egotistical or arrogant. When you’re responding to a question like this (that is, a question that’s focused on your ability to assess your own talents), it’s important to do your best to come across as self-assured but not pompous.

“Yes, all things considered, I would say that I have a talent for risk assessment, problem-solving, and risk mitigation. “That said, I can’t claim complete ownership over these abilities. In most cases, my demonstrated success in managing risk and solving problems in the workplace can be attributed at least as much to my team members as it can to me. For me to be able to be a successful problem-solver, it helps to be surrounded by colleagues whom I can trust.”

How would you describe your typical immediate reaction to unexpected challenges? Do you prefer to jump straight into the problem-solving process, or do you more commonly take some time to analyze and assess the problem before you dive in?

Explanation: This question is aimed at gauging your patience levels. This one can be a bit tricky because employers will sometimes prefer different responses – it all depends on the type of position and employer you’re applying for.

If you’re applying for a role in a quick-paced working environment that demands swift action , it will benefit you to describe your problem-solving strategy as unflinching and immediate.

If, on the other hand, the role you’re applying to does not demand such immediate action, it will probably be better to describe yourself as a more removed and relaxed problem solver.

But as always, you should never lie to your employer. Most of us will fall somewhere in the middle of these two types of problem solvers and will thereby have no difficulty painting ourselves honestly as one or the other.

However, if you’re definitely one type or the other, then you should describe yourself as such. This will make it much more likely that you’ll end up in a position that will be maximally rewarding both for you and for your employer.

“In most cases, my response to an unexpected problem will entirely depend on the nature of the problem at hand. If it demands immediate action, then I’ll dive right in without hesitation. “If, however, I determine that it would be more beneficial to take a step back and analyze the nature of the problem before we begin to meddle with it, then that’s exactly what I’ll do. “Generally speaking, I would say that I prefer the latter approach – that is, to take a step back and think things through before I begin to try to find a solution. In my experience, this makes it much easier for everyone involved to arrive at a practical and sustainable solution. “That said, I’m also perfectly capable of jumping straight into a problem if it demands immediate attention.”

Can you tell us about a time in which you had to explain a technically complicated subject to a client or customer? How did you approach that process, and how did it turn out?

Explanation: Strong communication skills are essential in the modern workplace. That means that employers tend to seek out job candidates that communicate well with their colleagues and individuals who have varying professional backgrounds and skill sets, including clients, customers, and third-party professionals.

“I recall an incident from many years ago – while I was working as a software engineer for a prominent robotics company – in which I found myself in the position of having to describe incredibly complex engineering details to a client. “This client had no prior experience in software engineering or artificial intelligence, so I had to relate this esoteric information more or less in layman terms. “Thankfully, I was able to employ some useful metaphors and analogies to communicate the information in a manner that this client could appreciate and understand. We went on to establish a successful collaborative partnership that flourished for four years.”

How would you rate your ability to work and succeed without direct supervision from your managers?

Explanation: Employers always tend to place a high value on job candidates who are self-motivated and can maintain high levels of productivity without constant supervision.

This is especially true now that the COVID-19 pandemic has suddenly made it necessary for so many millions of employers to transition to a remote workforce model. This question is designed to assess a candidate’s ability to stay focused and motivated while working remotely or without supervision.

“I’ve always considered myself – and my resume and references will support this – to be an exceptionally self-motivated individual, even when I’m working from home. “In fact, like many employees, I often find that my productivity levels tend to increase when I’m working remotely. I strive to set a positive example for my colleagues, even when we’re not all working under the same roof.”

Generally speaking, the best strategy for success in interviewing for a new job is doing your research beforehand. That means that you should be intimately familiar with the role, department, and company that you’re applying to before you step into the room (or log on to the Zoom meeting ) on the day of your interview.

When you preemptively take the time to carefully research the organization as a whole – and the responsibilities of the job opportunity in particular – you’ll minimize your chances of being caught off guard by an unexpectedly difficult question .

Still, there is only so much background information that you can uncover about an organization and a role before a job interview. No matter how carefully you prepare and how much background research you conduct, there are very likely going to be curveball questions during your job interview that you can’t predict.

In fact, many employers prefer to ask curveball questions (in addition to more run of the mill job interview questions) because they provide an insightful glimpse into a job candidate’s analytical thinking skills – not just their ability to memorize and recite answers to more common interview questions .

To that end, many hiring managers will ask job candidates to answer one or more problem-solving questions during a typical job interview. In contrast to traditional interview questions (such as: “Why do you think that you would be a good fit for this role?”

Or: “What do you consider to be your greatest professional achievement up to the current moment?”), problem-solving questions are specifically designed to assess a job candidate’s ability to think on their feet, handle real pressure, and find creative solutions to complex problems.

They’re also commonly referred to as analytical skills interview questions because they’re designed to gauge a candidate’s ability to make analytical decisions in real-time.

What are problem-solving skills?

Problem-solving skills include skills like research, communication, and decision making. Problem-solving skills allow for you to identify and solve problems effectively and efficiently. Research skills allow for you to identify the problem.

Communication skills allow for you to collaborate with others to come up with a plan to solve the problem. Decision making skills allow you to choose the right solution to the problem.

Why do interviewers ask problem-solving interview questions?

Interviewers ask problem-solving interview questions to see how candidate will approach and solve difficult situations. Interviewers want to see how you handle stress and uncertainty before hiring you for a position. Problem-solving is an important part of the everyday workday so they need to be sure you are capable of solving problems.

How do you solve a problem effectively?

To solve problems effectively you should first break the problem down and try different approaches. Breaking the problem up into different parts will help you have a better understanding and help you decide what your next step is going to be.

Once you see the different parts of the problem, trying different approaches to solve the problem can help you solve it faster. This will also help you determine the appropriate tools you need to solve the problem.

U.S. Department of Labor – Interview Tips

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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Common Questions >

Common Problem Solving Interview Questions

1. how would you approach a situation where the standard solution to a problem is no longer effective.

Innovative thinking and adaptability are key when problem-solving in dynamic environments, as standard solutions may not always be applicable due to changes in technology, market conditions, or other external factors. This question also reveals how a candidate perceives and responds to failure, their resourcefulness, and their commitment to continuous improvement.

When responding to this question, start by acknowledging the importance of understanding why the standard solution is no longer effective. Discuss your process for analyzing the problem, which might include gathering data, consulting with experts, or reviewing feedback. Then, highlight your ability to generate alternative solutions, perhaps by brainstorming or employing creative thinking techniques. Emphasize your willingness to test new ideas, learn from the outcomes, and refine your approach based on the results. It’s also beneficial to mention any relevant past experiences where you successfully navigated a similar challenge.

Example: “ In approaching a situation where the standard solution fails, my initial step is to conduct a thorough analysis to understand the underlying reasons for its ineffectiveness. This involves a critical evaluation of the problem, examining new variables or changes in the environment that may have rendered the traditional approach obsolete. I prioritize data-driven insights and may leverage advanced analytics to discern patterns or anomalies.

Once the root cause is identified, I innovate alternative strategies, drawing on a combination of lateral thinking and industry best practices. This creative process is iterative and collaborative, often involving input from cross-functional teams to ensure a comprehensive perspective. I then pilot these solutions on a small scale to assess their efficacy, rigorously monitoring key performance indicators and being prepared to adapt swiftly. My focus is on developing a resilient and scalable solution, learning from each iteration to refine the approach until the desired outcome is achieved. This methodology has proven successful in past challenges, leading to sustainable improvements and enhanced problem-solving frameworks.”

2. Describe your process for identifying the root cause of complex issues.

Identifying the root cause of complex issues is crucial, ensuring a targeted and effective solution rather than a temporary fix. This question delves into the analytical and systematic thinking abilities of the candidate, revealing their approach to problem-solving. It also demonstrates how the candidate prioritizes tasks, manages resources, and applies critical thinking skills to navigate through layers of information and potential distractions to pinpoint the underlying problem.

To respond effectively, outline a clear, step-by-step approach that you use to diagnose issues. Begin with gathering all relevant information, followed by breaking down the problem into smaller, manageable parts. Describe how you analyze patterns or discrepancies, perhaps using specific methodologies like the “5 Whys” or fishbone diagrams. Mention any collaborative efforts, such as brainstorming with a team or consulting with experts, and highlight the importance of testing hypotheses to confirm the root cause before moving on to developing solutions.

Example: “ null”

3. What steps do you take when you have to solve a problem under tight deadlines?

The ability to manage stress and think critically under tight deadlines is a valuable skill in nearly every job. This question seeks to understand how a candidate prioritizes and maintains a clear head, systematically approaching the problem, and utilizing time management skills to deliver solutions without sacrificing quality or accuracy.

When responding, outline a clear, concise strategy that you follow. Start by quickly assessing the situation to understand the problem’s nature and its urgency. Then, prioritize the tasks that need immediate attention while considering the resources at hand. Explain how you would break down the problem into manageable parts, set achievable milestones, and if necessary, delegate tasks to ensure efficiency. Mention any tools or techniques you use to stay organized, such as time-blocking or the Eisenhower Matrix. Be sure to include an example from your past experience where you successfully implemented this approach to solve a problem under a tight deadline, highlighting the positive outcome that resulted from your methodical process.

Example: “ When faced with a problem under a tight deadline, my initial step is to quickly evaluate the scope and impact of the issue to prioritize effectively. I then break down the problem into smaller, more manageable tasks, setting clear, achievable milestones. Utilizing tools like the Eisenhower Matrix helps me to distinguish between tasks that are urgent and important, ensuring that I focus on those that will have the most significant impact on resolving the problem.

For instance, in a past situation with a critical system outage that needed to be resolved within hours, I swiftly gathered the necessary stakeholders and identified the root cause. By dividing the recovery process into immediate actions, such as system stabilization, and subsequent steps, including a thorough post-mortem, we were able to restore functionality within the deadline. This methodical approach not only resolved the issue promptly but also helped prevent future occurrences, demonstrating the effectiveness of a structured problem-solving strategy under pressure.”

4. Can you give an example of a time when you had to think outside the box to resolve a challenge?

Creativity often becomes a necessity when conventional methods fall short in problem-solving scenarios. This question assesses a candidate’s ability to demonstrate adaptability and innovative thinking, particularly when faced with unique or persistent issues. A candidate’s ability to think outside the box is indicative of their potential to add value to the company by overcoming obstacles in unconventional ways that may save time, resources, or create new opportunities for growth and development.

When responding, select a specific instance that showcases your resourcefulness and originality. Clearly articulate the problem, the range of solutions considered, and the rationale behind the chosen course of action. Emphasize the positive outcome or learning experience derived from it. This narrative should highlight your analytical skills, creativity, and willingness to take calculated risks when necessary.

Example: “ Certainly. On one occasion, I was faced with a challenge where the conventional solutions were either too costly or time-consuming, which could have led to missing critical deadlines. The issue was a bottleneck in data processing that required a faster, more efficient method than the existing workflow. After analyzing the process, I realized that by repurposing an existing tool from a different project and integrating it with a custom script I developed, we could automate a significant portion of the task.

This unconventional approach was not immediately obvious because it required combining tools in a way they were not originally intended to be used. However, by focusing on the end goal rather than the traditional usage of the tools, I was able to create a solution that not only resolved the bottleneck but also improved the overall efficiency of the workflow. The result was a 40% reduction in processing time, which allowed us to meet our project deadlines with a solution that was also more cost-effective than the alternatives. This experience reinforced the value of creative thinking and the importance of looking at problems from multiple perspectives to find the most effective solution.”

5. In what ways do you prioritize problems when multiple issues arise simultaneously?

Discerning which issues demand immediate attention and which can be deferred is a critical aspect of effective problem solving. This skill ensures that resources are allocated efficiently and critical situations are handled promptly. This question sheds light on a candidate’s ability to analyze the severity and impact of various problems, manage stress under pressure, and make judicious decisions that align with the organization’s objectives.

When responding, candidates should demonstrate a systematic approach to prioritization, such as using the Eisenhower Matrix (urgent-important matrix) or MoSCoW method (Must have, Should have, Could have, Won’t have), to evaluate and tackle problems. They should also cite examples from past experiences where they successfully managed concurrent issues, explaining the rationale behind their prioritization and the outcomes of their actions. It’s important to convey adaptability and a willingness to reassess situations as they evolve, ensuring that priorities are always aligned with the most current information and organizational goals.

Example: “ When faced with multiple issues simultaneously, I employ a strategic approach to prioritization, often leveraging the Eisenhower Matrix to categorize problems based on urgency and importance. For instance, I address urgent and important issues first, as these typically have immediate consequences and high impact on key objectives. Next, I tackle important but not urgent tasks, which are critical for long-term success but don’t require immediate action. This ensures that pressing matters are resolved promptly while still advancing strategic goals.

In one scenario, I was confronted with a critical system outage (urgent and important) alongside a request for a new feature implementation (important but not urgent). I immediately mobilized the team to resolve the outage, as it affected our core service delivery. Concurrently, I planned for the feature implementation by scheduling it for the next sprint, ensuring that resources were allocated effectively without compromising ongoing operations. This dual-focus approach not only restored service swiftly but also maintained progress on product enhancements, demonstrating adaptability and a keen understanding of the dynamic nature of problem-solving.”

6. Share an experience where you successfully applied a theoretical concept to a practical problem.

Bridging the gap between abstract ideas and real-world applications is the essence of applying theoretical concepts to practical problems. This translation from theory to practice demonstrates an individual’s ability to understand underlying principles and adapt them to meet specific challenges. It’s a testament to one’s analytical thinking, creativity, and pragmatism.

When responding, outline a specific situation where a theoretical concept was the key to resolving a practical issue. Detail the thought process behind choosing the appropriate theory, how you adapted it to the situation, and the steps taken to apply it. Conclude with the outcome, emphasizing the positive impact and what you learned from the experience. This approach will demonstrate your critical thinking skills, resourcefulness, and ability to deliver practical solutions underpinned by solid theoretical knowledge.

Example: “ In a project where we faced significant time constraints and resource limitations, I applied the Pareto Principle, or the 80/20 rule, to prioritize our efforts. Recognizing that 80% of effects often come from 20% of causes, I conducted an analysis to identify which aspects of the project would yield the highest value. This involved categorizing tasks based on impact and effort, and then focusing our resources on the critical 20% that would drive the most significant results.

By doing so, we were able to streamline our workflow, eliminate inefficiencies, and allocate our limited resources to the areas that would have the most substantial impact on the project’s success. The outcome was a timely completion of the project with a high-quality deliverable that exceeded stakeholder expectations. This experience reinforced the importance of strategic prioritization in problem-solving and has since become a staple in my approach to tackling complex challenges.”

7. What techniques do you use to ensure all potential solutions are considered before making a decision?

A comprehensive approach to problem-solving that goes beyond quick fixes is essential, requiring a methodical evaluation of various solutions. This reveals a candidate’s capacity to be thorough, consider the wider implications of their choices, and their propensity for innovation and creativity in problem-solving. It also provides a window into their ability to prioritize and manage risks, ensuring that decisions are made with a balance of speed and caution.

When responding to this question, outline a structured approach such as the following: First, define the problem clearly. Next, brainstorm possible solutions and use tools like lists, mind maps, or decision matrices to organize and compare them. Then, conduct a risk-benefit analysis for each viable option, considering both short-term and long-term consequences. Consult with relevant stakeholders when necessary to gain diverse perspectives and expertise. Finally, after careful consideration, select the most effective solution while remaining open to revisiting and adjusting the decision as new information or feedback becomes available.

Example: “ To ensure all potential solutions are considered, I employ a systematic approach that begins with a clear definition of the problem. This sets the stage for a comprehensive brainstorming session where I generate a wide array of possible solutions. I then utilize decision-making tools such as decision matrices to organize and prioritize these options, taking into account various criteria relevant to the problem at hand.

Following this, I perform a risk-benefit analysis on each of the shortlisted solutions, weighing their potential impacts in both the short and long term. This is complemented by consulting with stakeholders to incorporate diverse perspectives and expertise, which often reveals considerations that might otherwise be overlooked. The final step involves selecting the most effective solution, while maintaining flexibility to adapt the decision based on evolving circumstances or new insights. This structured yet adaptable approach ensures a thorough evaluation of all options and leads to informed, strategic decision-making.”

8. Detail how you’ve handled a scenario where team members disagreed on the solution to a problem.

Navigating team disagreements can reflect deeper dynamics such as power struggles, communication breakdowns, or diverse perspectives. This question helps understand how a candidate resolves conflicts and builds consensus. The approach taken in such situations reveals the candidate’s leadership qualities, emotional intelligence, and capacity for fostering a collaborative environment.

When responding to this question, outline a specific past experience, emphasizing the steps you took to mediate the disagreement. Begin by explaining how you listened to all parties involved to understand their perspectives. Then, discuss how you evaluated the differing opinions, possibly suggesting a compromise or guiding the team to a data-driven decision. Highlight your communication skills by detailing how you kept the dialogue constructive and focused on the problem, not the individuals. Finally, reflect on the outcome and what you learned from the experience, demonstrating your growth and ability to handle similar challenges in the future.

Example: “ In a previous scenario where team members had conflicting views on a solution, I initiated a structured discussion to ensure each viewpoint was thoroughly understood. I facilitated a session where each member presented their approach, highlighting the pros and cons, and then we collectively analyzed the potential outcomes through a SWOT analysis. This method allowed us to visualize the strengths, weaknesses, opportunities, and threats associated with each option.

After synthesizing the information, I steered the team towards a consensus by focusing on our shared objectives and the data at hand. We agreed to integrate the most compelling elements of each proposed solution, creating a hybrid approach that maximized our strengths while mitigating risks. This collaborative effort not only resolved the disagreement but also fostered a sense of ownership and unity within the team. The outcome was a well-rounded solution that outperformed our initial expectations, and the process reinforced my belief in leveraging diverse perspectives to achieve superior problem-solving.”

9. When faced with a problem, how do you assess the risks associated with each potential solution?

A careful evaluation of potential risks is a crucial component of problem-solving, ensuring the chosen solution doesn’t create additional problems or escalate the situation. This question determines if a candidate has a systematic approach to decision-making that includes risk assessment, which is crucial for minimizing negative outcomes and safeguarding company interests.

When responding, it’s essential to convey that you have a structured method for tackling problems. You might mention specific techniques like SWOT analysis (assessing strengths, weaknesses, opportunities, and threats) or decision matrices that help you weigh the pros and cons of each option. Share a relevant example where you successfully navigated a complex problem by analyzing the risks and benefits before implementing a solution. Highlight your ability to stay objective, the tools or criteria you use to predict potential issues, and how you balance risk with reward to make informed decisions.

Example: “ When faced with a problem, I employ a methodical approach to assess the risks associated with each potential solution. I start by identifying the core issue and then brainstorm possible solutions. For each solution, I conduct a SWOT analysis to evaluate its strengths, weaknesses, opportunities, and threats. This not only helps in understanding the inherent risks but also in recognizing the potential benefits and strategic advantages.

To illustrate, in a recent complex project, I was confronted with a critical decision that had significant time constraints. I utilized a decision matrix to quantify the risks and benefits, assigning weights to factors such as cost, time, resource allocation, and potential for scalability. This allowed me to objectively compare the options based on predefined criteria. The chosen solution balanced risk with reward effectively, leading to a successful outcome. My approach ensures that decisions are not solely based on intuition but are backed by a rigorous analysis of the potential impacts.”

10. Have you ever encountered a problem where the data was ambiguous or conflicting? How did you proceed?

Dealing with ambiguity and conflicting data requires a balance of analytical skills and intuition. This question assesses a candidate’s ability to dissect complex information, weigh evidence, and make informed decisions even when the path is not clear-cut. It also provides a window into the candidate’s process for validating data and their approach to risk assessment.

When responding to this question, structure your answer to first describe the context and nature of the problem, emphasizing the ambiguity or conflict in the data. Follow with the steps you took to address the issue, which might include verifying the data sources, seeking additional information, consulting with colleagues, or employing statistical methods to discern trends and patterns. Conclude with the outcome, focusing on the decision made and the rationale behind it, as well as the lessons learned from the experience. This response should showcase your systematic approach to problem-solving and your ability to remain composed and solution-oriented when faced with uncertainty.

Example: “ Yes, I have encountered situations where data was ambiguous or conflicting. In one instance, the data sets from two different sources regarding customer behavior were contradictory. The first step was to conduct a thorough data validation process to ensure accuracy and integrity in the data collection methods. After confirming that both sources were reliable but still presented conflicting information, I proceeded to perform a deeper dive into the data.

I used statistical analysis to identify patterns and outliers, and I cross-referenced the results with qualitative insights from customer feedback. This triangulation approach allowed me to unravel the inconsistencies and understand the context behind the data. By combining multiple methods, I was able to isolate the variables causing the discrepancy and develop a more nuanced understanding of the customer behavior in question.

The outcome was a comprehensive report that reconciled the conflicting data and provided actionable insights. The process highlighted the importance of not taking data at face value and the value of a multifaceted approach to problem-solving in the face of ambiguity. It reinforced the lesson that rigorous analysis and a willingness to delve into the details are crucial when navigating complex data challenges.”

11. Tell us about a time you had to solve a problem without precedent or guidelines.

Navigating uncharted waters with confidence and creativity is a hallmark of effective problem solvers. This question seeks to understand if a candidate can think independently and innovate when there’s no roadmap to follow. It’s about the ability to remain calm under pressure, use one’s initiative, and demonstrate resourcefulness in the face of the unknown.

When responding, outline a specific situation where you faced an unprecedented challenge. Describe the steps you took to understand the problem, how you gathered information or resources despite the lack of guidelines, the thought process behind your solution, and the outcome. Emphasize your thought process and the soft skills you utilized, such as creativity, critical thinking, and perseverance. Showcasing your ability to learn from the experience and apply those lessons to future challenges will also strengthen your answer.

Example: “ In a project where we were tasked to optimize a complex system, we encountered an erratic behavior that was not documented nor previously observed. With no guidelines to address this issue, I initiated a methodical approach to understand the underlying factors contributing to the anomaly. I started by isolating the variables and conducting a series of controlled experiments to replicate the problem. Through this process, I utilized critical thinking to hypothesize potential causes and systematically tested each one.

Upon discovering that the issue was linked to an obscure interaction between two independent modules, I devised a novel solution that involved reengineering a component of the system to mitigate the interference. This solution not only resolved the immediate problem but also improved the overall robustness of the system. The success of this approach was evident in the enhanced performance metrics and the prevention of similar issues in the future. This experience honed my problem-solving skills and reinforced the importance of a structured and analytical approach when tackling unprecedented challenges.”

12. Illustrate your method for keeping stakeholders informed throughout the problem-solving process.

Keeping stakeholders informed is a critical communication skill for problem solvers. It’s a delicate balance of providing enough detail to maintain transparency and not overwhelming them with technical jargon or inconsequential updates. This ensures that the outcome aligns with their expectations and needs.

When responding to this question, outline a clear, structured approach that demonstrates your ability to assess who needs to be informed, how often they should receive updates, and what level of detail is appropriate. Emphasize your understanding of different communication methods and how to tailor your approach to different stakeholders. Provide examples from past experiences where your communication strategy led to successful problem resolution and positive stakeholder relationships. Show that you can differentiate between various stakeholder needs and adjust your communication style accordingly.

Example: “ In approaching stakeholder communication during the problem-solving process, I adhere to a structured communication plan that aligns with the project’s complexity and stakeholders’ interests. Initially, I identify key stakeholders and their information needs, determining the frequency and depth of updates required. For instance, technical stakeholders often require detailed progress insights, while business stakeholders might prioritize impact and timelines.

I employ a mix of communication methods, such as regular status reports, dashboards for real-time updates, and scheduled meetings for in-depth discussions. In a recent complex project, I established a weekly email digest for broad updates, complemented by bi-weekly meetings with the core team for tactical problem-solving. For urgent issues, I used direct communication channels to keep relevant stakeholders informed and involved in decision-making. This approach ensured transparency, built trust, and facilitated a collaborative environment, ultimately contributing to the successful resolution of the problem at hand.”

13. Describe a situation where you had to adapt your problem-solving strategy due to changing circumstances.

Flexibility in thinking and action is required when adaptability is necessary, and initial plans don’t pan out due to unforeseen obstacles or new information. This question delves into a candidate’s ability to pivot and continue working towards a solution without becoming derailed by change.

When responding, focus on a specific example that showcases your agility in problem-solving. Outline the original issue, the initial strategy you employed, and how the changing circumstances influenced your approach. Detail the steps you took to adjust your plan and the outcome of your efforts. Emphasize your thought process and the reasoning behind your decisions, including how you balanced persistence with flexibility. Highlight any lessons learned and how the experience has equipped you to handle similar situations in the future.

Example: “ In a project where the goal was to optimize a manufacturing process, the initial data analysis suggested that adjusting machine parameters would yield the desired efficiency gains. However, after implementing the adjustments, unforeseen fluctuations in material quality began to affect the production line’s consistency. Recognizing the dynamic nature of the problem, I shifted the focus from machine settings to supply chain management.

I conducted a rapid root cause analysis that identified the variability in material quality as the primary issue. Collaborating with suppliers, I developed a quality assurance protocol and integrated it with the procurement process. This adaptation not only stabilized the production but also improved the overall product quality. The outcome was a more robust and resilient system that could adapt to variations in input materials, leading to sustained improvements in efficiency and a reduction in waste.

The experience underscored the importance of monitoring all variables in a system, not just the most apparent ones, and reinforced the value of a flexible, holistic approach to problem-solving. It also highlighted the necessity of continuous communication with stakeholders to ensure that solutions are comprehensive and aligned with broader organizational goals.”

14. How do you balance intuition and analysis when tackling a new problem?

Navigating the balance between trusting one’s gut and relying on data-driven analysis is a key aspect of problem-solving. This question digs into the candidate’s problem-solving methodology and their ability to integrate different approaches to arrive at the best solution.

When responding to this question, first acknowledge the importance of both intuition and analysis. Give a specific example of a problem you faced and describe how you used data to inform your understanding of the issue. Then, explain how you supplemented this with your intuition, perhaps drawing on past experiences or hypothetical outcomes, to make your final decision. Emphasize your flexibility in shifting between these two modes of thinking and your ability to use them in tandem to solve problems effectively.

Example: “ Balancing intuition and analysis is crucial for effective problem-solving. In one instance, I was confronted with a complex issue where initial data was scarce. I began with a thorough analysis of the available information, using statistical tools to identify patterns and potential causes. This analytical approach provided a solid foundation, but the data alone was inconclusive.

At this juncture, I leveraged my intuition, which was honed through years of experience in similar scenarios. I hypothesized several plausible solutions that fit the emerging data profile. My intuition served as a guide, suggesting which avenues were most promising for further investigation. I then conducted targeted analyses to test these hypotheses, which ultimately led to identifying the root cause and implementing a successful solution. This process exemplified how intuition can provide direction when data is incomplete or ambiguous, while analysis helps validate or refute the intuitive insights, ensuring a robust and informed decision-making process.”

15. What’s your approach to ensuring that a solved problem doesn’t recur?

Implementing preventative measures and ensuring long-term success are part of effective problem-solving. This question delves into a candidate’s foresight and dedication to continuous improvement. Effective problem solvers know that addressing the root cause and learning from issues is essential to prevent recurrence.

When responding, outline a structured method that includes analyzing the problem thoroughly, implementing a solution, monitoring the results, and adjusting as necessary. Emphasize the importance of documentation, sharing knowledge with the team, and creating standard operating procedures if applicable. Highlight any past experiences where you successfully employed such strategies to not only solve a problem but also to ensure it did not happen again.

Example: “ My approach to preventing the recurrence of a solved problem begins with a root cause analysis to understand the underlying issues fully. Once the solution is implemented, I establish metrics and monitoring systems to track the effectiveness of the corrective actions. This continuous monitoring allows for the early detection of any signs that the problem may resurface, enabling proactive adjustments.

I also prioritize the documentation of the problem-solving process, including the rationale behind chosen solutions and the steps taken to implement them. This documentation serves as a reference for future incidents and is integrated into training materials to educate the team. By doing so, the knowledge becomes part of the team’s collective expertise. Furthermore, when applicable, I develop standard operating procedures to formalize the new practices that prevent the problem’s recurrence. This holistic strategy ensures sustainability and improves the overall resilience of the systems or processes involved.”

16. Can you recall a problem you solved that had significant positive impact on your previous organization?

In positions that directly affect the operational efficiency, strategic direction, and financial success of an organization, problem-solving is especially critical. This question sifts through a candidate’s experience to find instances where their actions led to measurable improvements.

When responding to this question, focus on a specific challenge you faced, articulate the steps you took to address it, and quantify the outcomes where possible. Start by setting the scene to give context to the problem, then describe your thought process and the actions you implemented. Conclude with the results, emphasizing any positive changes that ensued, such as cost savings, increased revenue, improved customer satisfaction, or enhanced productivity. This approach showcases your problem-solving skills and your value as a results-oriented professional.

Example: “ Certainly. In a previous project, I identified a recurring bottleneck in the product development process, which was causing significant delays in product launches. The root of the issue was a lack of integration between the design and prototyping phases, leading to repeated cycles of revisions and approvals that were not time-efficient.

To address this, I initiated a cross-functional workshop with stakeholders from design, engineering, and production teams to collaboratively develop a more streamlined process. We implemented a concurrent engineering approach, allowing for design and prototyping stages to overlap and for real-time feedback. This adjustment led to a 30% reduction in time-to-market for new products and a subsequent increase in competitive advantage and customer satisfaction. The improved process also resulted in a cost saving of approximately 15% per project due to reduced waste and more efficient use of resources.”

17. How do you maintain objectivity in problem-solving when facing personal biases?

Managing personal biases is a vital skill in problem-solving because biases can cloud judgment and lead to less effective or unfair solutions. The question tests the candidate’s commitment to fairness and ability to separate personal feelings from professional responsibilities.

To respond, one should highlight their awareness of inherent biases and discuss specific strategies they employ to mitigate their impact. This could include seeking diverse perspectives, relying on established processes, using data to inform decisions, and regularly reflecting on and challenging one’s own assumptions. Sharing a concrete example where you successfully overcame a personal bias to solve a problem can demonstrate your ability to maintain objectivity in practice.

Example: “ In maintaining objectivity during problem-solving, I first acknowledge the inevitability of personal biases. To counteract this, I systematically integrate checks and balances into my decision-making process. This involves actively seeking out diverse perspectives to challenge my initial assumptions and ensure that a range of viewpoints is considered. I also place a strong emphasis on evidence-based decision-making, where data and facts form the backbone of the solution, rather than subjective opinions.

On one occasion, I recognized a cognitive bias towards a familiar technology that I was inclined to favor for a project. To maintain objectivity, I conducted a blind evaluation of multiple technologies, focusing solely on performance metrics and compatibility with project requirements. This approach led to the selection of a more efficient and cost-effective technology that I had not previously considered, ultimately benefiting the project outcome. Regular self-reflection and a commitment to continuous improvement in my problem-solving approach help me to minimize the influence of personal biases and make more balanced and impartial decisions.”

18. Give an example of how you measure the success of a solution post-implementation.

Evaluating the impact and effectiveness of a solution to ensure it meets the desired objectives is a crucial part of problem-solving. This question tests your commitment to continuous improvement and your understanding that a solution’s value is ultimately determined by its real-world performance.

When responding, describe a specific situation where you implemented a solution to a problem. Detail the metrics or KPIs you established to evaluate its success and how you collected and analyzed the data. Share the outcome of the evaluation and, if necessary, any additional steps you took to refine the solution. This demonstrates your analytical skills, your ability to follow through, and your commitment to achieving the best possible outcomes.

Example: “ In addressing a recent operational inefficiency, I developed a solution that streamlined the process flow. To measure the success post-implementation, I established clear, quantifiable KPIs that were directly influenced by the solution. These included throughput rate, error rate, and time to completion. I utilized a combination of data analytics tools and user feedback to collect relevant data, ensuring a robust evaluation from both a quantitative and qualitative perspective.

Upon analyzing the data, I observed a 25% increase in throughput rate and a 40% reduction in error rate, while time to completion decreased by 15%. These metrics surpassed our initial success criteria, indicating a significant positive impact. However, user feedback revealed some minor usability issues, which I promptly addressed through iterative refinements. This not only optimized the solution further but also demonstrated my commitment to continuous improvement and stakeholder satisfaction.”

19. In what way do you leverage technology to enhance your problem-solving capabilities?

Harnessing the power of technology to analyze data, automate processes, and visualize solutions is often required in modern problem-solving. This question serves to assess a candidate’s familiarity with relevant software, platforms, and methodologies that can contribute to more efficient and effective problem-solving strategies.

When responding to this question, it’s important to highlight specific technologies you’ve used to tackle challenges. Discuss how you’ve utilized software for data analysis, project management tools to track progress, or collaboration platforms to brainstorm solutions with a team. Share a concrete example that demonstrates your ability to integrate technology into your problem-solving process, and explain how it led to a successful outcome. This shows that you are resourceful and forward-thinking in your approach to overcoming obstacles.

Example: “ To enhance my problem-solving capabilities, I leverage technology by employing advanced data analytics tools that allow for a deeper dive into the root causes of complex issues. For instance, I’ve utilized machine learning algorithms to identify patterns and predict potential problems before they escalate, enabling proactive rather than reactive solutions. This integration of predictive analytics has not only streamlined the problem-solving process but also significantly improved decision-making accuracy.

In addition, I harness the power of collaborative platforms to facilitate brainstorming and idea-sharing among diverse teams. By using these tools, I’ve successfully orchestrated virtual workshops that brought together cross-functional expertise, leading to innovative solutions that might not have emerged in a traditional meeting setting. This approach, underpinned by technology, has repeatedly proven to be instrumental in breaking down silos, fostering a culture of collaboration, and driving successful outcomes in complex problem-solving scenarios.”

20. Describe a scenario where you utilized cross-functional collaboration to address a complex issue.

Cross-functional collaboration exemplifies a candidate’s ability to understand the multifaceted nature of complex issues and their capability to harness diverse expertise to forge solutions. This approach not only leads to more innovative outcomes but also exemplifies leadership qualities and adaptability.

When responding to this question, candidates should select a scenario that highlights their role in facilitating and encouraging teamwork across different business areas. They should articulate the challenge clearly, detail the collaborative process, and explain how they engaged with others to leverage their unique skills. It’s important to emphasize the outcome of the collaboration and reflect on what was learned from the experience.

Example: “ In a scenario where our product launch was jeopardized by unforeseen supply chain disruptions, I spearheaded a cross-functional task force to mitigate the risks. This involved engaging with procurement, logistics, marketing, and product development teams. By fostering an environment of open communication and shared goals, we collectively identified alternative suppliers and adjusted our production timelines.

I facilitated brainstorming sessions that leveraged the procurement team’s expertise in vendor management, logistics’ insights into transportation challenges, and product development’s flexibility in adjusting specifications. The marketing team, meanwhile, crafted communication strategies to manage customer expectations. This synergy not only resolved the immediate crisis but also resulted in a more resilient supply chain strategy. The product launched with minimal delay, and the experience underscored the value of cross-departmental agility and proactive planning.”

25 Important Behavioral Interview Questions (and Example Answers)

What are behavioral interview questions, why a hiring manager asks behavioral questions, 25 common behavioral interview questions, how to prepare for behavioral interview questions.

“Would I have a beer with this person?” It’s the interview question Steve Jobs asked himself during the hiring process. Jobs understood the power of behavioral-based interviewing and used the “beer test” to break through a candidate’s scripted answers. He wanted to be able to drop the formalities and chat with potential employees, and believed that opportunities like that would be the best indicator of their strengths and weaknesses.

While many interviewers ask hypothetical questions to gain insight into a candidate’s way of thinking, behavioral questions tap into a potential employee’s real-life experiences and highlight personality traits that may have a major impact on their performance. In fact, over 90% of employers prefer their interview candidates to have work experience. This includes how they handle things like conflict, collaboration, deadlines, and time management.

What’s the best part about behavioral interview questions as an interviewee? You already know all of the answers. Prepping ahead of time by revisiting stories and experiences from your previous work ensures that you’re ready to answer these types of questions effectively.

After reading this article, you’ll know how to ask and answer behavioral interview questions, and why they are used to hire the right candidates for any position.

Key Takeaways

Behavioral interview questions are designed to give hiring managers or recruiters insight into a candidate’s behavior, personality, and ability to handle work-related situations.
Job recruiters report that behavioral-based interview questions have a 55% predictive accuracy rate for a candidate’s on-job success.
Hiring managers believe that behavioral interview questions are much more probing than traditional questions, and demand accountability while highlighting a candidate’s job-related experiences.

Behavioral interview questions are commonly used by job interviewers to assess a candidate’s past experiences, skills, and behaviors. Because past behaviors are strong predictors of future performance , asking about specific situations helps potential employers understand how a candidate has handled various challenges, what their thought processes are, and how they work on a team or deal with difficult situations. Plus, many of these are fun interview questions because they allow candidates to inject their personality and professional experiences into the answers.

Behavioral interview questions often start with phrases such as:

“Tell me about a time when…”
“Describe a situation where…”
“Give me an example of…”
“How did you handle a situation where…”
“Explain how you have dealt with…”

Recruiters report spending approximately 66% of their hiring time on interviews, making it the most important aspect of the process. Using behavioral-based interview questions is useful in obtaining essential information, requiring candidates to provide concrete examples from their past experiences to demonstrate their skills and abilities.

Some common topics covered by behavioral interview questions include:

Problem-solving and decision-making
Leadership and management
Conflict resolution
Teamwork and collaboration
Time management and organization
Adaptability and flexibility
Communication and interpersonal skills
Customer service and client relations
Initiative and motivation
Ethics and integrity

Using the STAR Method

When it comes to responding to behavioral interview questions, the STAR method is a popular technique used to help candidates provide structured and meaningful answers to behavioral questions. It serves as a framework to organize responses in a clear and concise manner, enabling candidates to showcase their skills and competencies effectively.

STAR stands for:

Situation: Describe the context or background of the situation.
Task: Explain the specific task or challenge you were facing.
Action: Describe the actions you took to address the task or challenge.
Result: Explain the outcome or results of your actions, emphasizing the positive impact on the situation.

By providing structured and detailed answers using the STAR method, candidates can highlight their skills and experiences in a way that is relevant, detailed, and convincing to potential employers.

Behavioral interview questions require candidates to provide concrete examples from their past experiences to demonstrate their skills, thought processes, and abilities. To structure your responses to these types of questions, use the STAR method, which keeps your answer concise and on task.

Hiring managers ask behavioral questions to help them gain a deeper understanding of a candidate’s skills, abilities, and personal qualities that might not be evident from their resume or cover letter alone. Interviewees are looking for key indicators in a candidate’s response that reveals how they would align with the company’s values and needs.

Hiring managers use behavioral questions during interviews because they:

Predict future performance: Past behaviors are good predictors of future performance. By understanding how a candidate has dealt with specific situations in the past, hiring managers can better assess how they might perform in similar situations in the future.
Assess problem-solving and decision-making skills: Behavioral questions help gauge a candidate’s ability to think critically, make sound decisions, and solve problems . These skills are crucial in many job roles, and responses to these types of questions can provide insight into a candidate’s thought process and approach to various challenges.
Evaluate soft skills and interpersonal abilities: Soft skills , such as communication, teamwork, adaptability, and conflict resolution, are essential for success in many jobs. Behavioral interview questions can help hiring managers determine a candidate’s proficiency in these areas by examining how they have interacted with colleagues, clients, or supervisors in the past.
Identify cultural fit: Companies often seek candidates who align with their organizational culture and values. Behavioral questions can reveal whether a candidate’s work style, attitude, and approach to challenges align with the company’s expectations and environment.
Validate claims on a resume or cover letter: Responses to behavioral interview questions can help confirm whether the experiences and accomplishments listed on a candidate’s resume or cover letter are accurate and genuine. By asking for specific examples, hiring managers can gauge the authenticity of a candidate’s claims.
Compare candidates: Hiring managers are able to compare different candidates on a consistent set of criteria when assessing their responses to situational interview questions. By asking the same or similar questions to all candidates, they can evaluate each person’s experiences and abilities in a fair and systematic way.

1. What is the best idea you’ve contributed to a team project?

What they’re looking for: Ability to engage in productive teamwork, solve problems, and think outside the box

Example response: At my previous company, we were working on streamlining the customer service process. Our team was responsible for reducing response time and improving overall customer satisfaction. After analyzing the current process, I noticed the flaws in our current process and researched a new categorization system to automate this system. I knew this would free up valuable time for our team to focus on addressing customers more effectively. Once we had the system in place, we were able to reduce the average response time by 40% and increase our customer satisfaction ratings by 20%.

2. Tell me about a time you made an unpopular decision. How did you implement it?

What they’re looking for: Effective communication and leadership skills

Example response: At my previous job, I was tasked with leading a team to revamp our project management process, which involved adopting a new software platform. The team was initially resistant to this change, and I knew this decision was unpopular, but necessary for improving our workflow and overall efficiency. To implement it, I gathered data that illustrated the benefits of this new platform and conducted a series of meetings where I presented these benefits, addressed concerns, and provided hands-on training to help the team become familiar with the new system. Over time, the team members began to appreciate the advantages of the new platform and ultimately embraced the change.

3. Tell me about a time you had to solve a complex problem.

What they’re looking for: Problem-solving, conflict resolution, adaptability, and management skills

Example response: During my previous job as a software engineer, I was tasked with optimizing a slow database query causing performance issues. First, I needed to find the cause of our performance issues and then implement a solution to improve the query’s speed. I analyzed the process, identified inefficiencies, such as indexing, and made necessary changes to optimize its performance. Then I communicated these implementations to the team. The database query execution time was reduced by 80%, improving the overall application performance.

4. Describe a situation where you had to work with a difficult colleague.

What they’re looking for: Teamwork, communication, and conflict resolution skills

Example response: In my previous job, I had a coworker who was often unresponsive to emails and missed deadlines. I needed to complete a collaborative project with this colleague and ensure it was finished on time, so I set up regular check-in meetings, clearly communicated expectations, and offered assistance when needed. The project was completed on schedule, and our working relationship improved.

5. Give me an example of a time when you had to manage multiple priorities.

What they’re looking for: Time management and organization skills

Example response: Last year, I was juggling three important projects with overlapping deadlines. I needed to manage my workload effectively to ensure that all projects were completed on time and met quality standards, so I created a detailed project plan, prioritized tasks, and set milestones for each project. I also communicated with stakeholders regularly to keep them informed of my progress. All three projects were completed on time and received positive feedback from clients.

6. Tell me about a time when you had to adapt to a significant change in your work environment.

What they’re looking for: Adaptability and flexibility skills

Example response: My previous company went through a merger, which led to new management and changes in processes. I needed to adapt quickly to the new work environment and learn the updated procedures, so I proactively sought out information, attended training sessions, and collaborated with my new colleagues to understand the changes. I was able to adapt quickly, maintain productivity, and became a resource for my team during the transition.

7. Describe a situation when you took on a leadership role.

What they’re looking for: Leadership, management, and communication skills

Example response: During a team project, our team leader resigned, and I volunteered to step up. I had to lead the team to complete the project within the given deadline. I did this by organizing and scheduling regular meetings, delegating tasks, setting team milestones, and providing support to my teammates. The project was completed on time, and our team received recognition for our efforts.

8. Give me an example of a time when you had to handle a conflict between two team members.

What they’re looking for: Conflict resolution, management, and communication skills

Example response: Two of my team members disagreed on the direction of a project, causing delays and tension. I needed to resolve the conflict to ensure the project could proceed smoothly, so I facilitated a meeting between the two, encouraging open communication and active listening. We then brainstormed potential solutions and reached a compromise. The team members resolved their differences, the project moved forward, and we completed it on time.

9. Tell me about a time when you had to communicate complex information to a non-expert audience.

What they’re looking for: Client relation, communication, and interpersonal skills

Example response: I had to present a technical proposal to a client with limited technical knowledge. I needed to communicate the proposal in a way that was easy to understand and persuasive, so I simplified the technical jargon, used visuals and analogies, and focused on the benefits of the proposal. The client understood the proposal and approved it, leading to a successful project.

10. Tell me about a time when you had to handle a difficult customer or client.

What they’re looking for: Customer service and client relations skills

Example response: At my previous job as a customer service representative, I faced a situation where a client was irate about a billing error. I calmly listened to their concerns and validated their feelings. Then I apologized for the inconvenience and immediately corrected the error. The client appreciated my prompt attention to the issue and ultimately remained a loyal customer.

11. Can you give an example of a professional decision that you regret?

What they’re looking for: Self-awareness, integrity, and a growth mindset

Example response: At my previous place of work, I managed a project with a tight deadline, and in an effort to expedite the process, I made the decision to skip the usual in-depth planning phase and jump right into execution. The lack of a well-structured plan led to miscommunications and a higher number of revisions than usual. In retrospect, I regret not investing the necessary time upfront in thorough planning, as it would have saved time and effort in the long run. Still, the experience taught me the importance of a solid plan and effective communication.

12. Can you give me an example of a time when you showed initiative at work?

What they’re looking for: Initiative, motivation, and leadership skills

Example response: In my previous role, I noticed that our team was struggling with time management due to frequent and disorganized meetings. I took the initiative to propose and implement a streamlined meeting structure that included time-blocked segments and specific protocols. This meeting organization change resulted in more efficient and productive meetings and improved time management for the entire team.

13. Share a situation where you had to handle multiple tasks or projects simultaneously.

Example response: As a marketing coordinator, I managed multiple campaigns simultaneously, with tight deadlines. To ensure success, I created a detailed project plan and prioritized tasks by importance and deadline. Everyone on the team was aware of project objectives and timelines, and we often communicated on progress. I also maintained communication with stakeholders and met all deadlines, leading to a successful campaign execution.

14. Tell me about a time when you had to deal with a sudden change in priorities.

What they’re looking for: Adaptability, organization, and management skills

Example response: While working as a project manager, a critical issue arose that required immediate attention. I quickly reassessed priorities, outlined new objectives, delegated tasks to team members, and communicated the new plan to stakeholders. Our timely response to the issue minimized its impact, and the project was still completed on time.

15. Describe a situation where you had to persuade someone to see things your way.

What they’re looking for: Communication, leadership, and interpersonal skills

Example response: At my previous job, I had to convince my manager to invest in a new software tool to streamline our processes. After doing my own research and exploring the company’s opinions, I prepared a detailed cost-benefit analysis and presented it to my manager. My manager considered the information that I presented and agreed to the investment, which ultimately improved our team’s efficiency. We were able to prove with follow-up data that the change was for the better.

16. How have you handled a situation where you disagreed with a coworker?

What they’re looking for: Adaptability, flexibility, communication, and interpersonal skills

Example response: In a previous role, a coworker and I disagreed on the best approach to a project. We scheduled a meeting to discuss our perspectives and listened to each other’s viewpoints. Ultimately, we compromised on a solution that combined both of our ideas. The project was successful, and our professional relationship ended up even stronger because of the experience.

17. Can you share an example of a time when you had to give constructive feedback?

What they’re looking for: Leadership, communication, and management skills

Example response: As a team leader in my last position, I had to provide constructive feedback to a team member who was underperforming. I arranged a private meeting, focused on specific areas for improvement, and offered guidance and support. I spoke to the team member with respect and clarity. In the end, he took the feedback positively and improved his performance using my suggestions.

18. Tell me about a time when you had to learn a new skill quickly.

What they’re looking for: Management and problem-solving skills

Example response: In my previous job, I was tasked with creating a presentation using software I had never used before. I quickly sought out online tutorials and resources, practiced the new software until I felt comfortable with it, and successfully created an engaging presentation that impressed the client.

19. Describe a situation where you had to deal with a tight deadline.

Example response: At my previous job, I was responsible for submitting a crucial report for an important client, but I only had a few days to complete it due to unforeseen circumstances. I quickly assessed the scope of the report and broke it down into smaller, manageable tasks. I then prioritized these tasks, delegated some to my team members, and set mini-deadlines to track our progress. With these efforts in place, we were able to deliver a high-quality report to the client on time, ultimately strengthening our relationship with them.

20. Describe a situation where you had to make a decision with limited information.

What they’re looking for: Problem-solving and decision-making skills

Example response: At my previous company, I was responsible for selecting a new software vendor to streamline our internal communication within a tight deadline, resulting in limited information about available options. I had to make an informed decision quickly, ensuring the chosen software met our needs and improved our team’s efficiency. I first identified the key features and functionalities required by our team, and then conducted a comparative analysis of the top vendors based on available data. I focused on essential criteria, such as ease of use and integration with existing systems. I also sought input from team members who would be using the software daily. My decision led to the implementation of software that significantly improved our team’s communication and collaboration, ultimately enhancing our overall work efficiency.

21. Describe a project where you had to collaborate with a diverse group of people.

What they’re looking for: Teamwork, collaboration, and leadership skills

Example response: In my previous role, I led a project that involved creating a marketing campaign for a new product launch. Our team was composed of diverse individuals with different backgrounds, skill sets, and expertise, including graphic designers, content writers, data analysts, and social media specialists. To ensure effective collaboration, I facilitated open communication channels, encouraged team members to share their unique perspectives, and held regular meetings to discuss progress and address any challenges. By harnessing the strengths of each team member and allowing for a supportive environment, we successfully developed and executed an impactful marketing campaign that exceeded our targets.

22. How have you handled a situation where you disagreed with your manager’s decision?

What they’re looking for: Communication, interpersonal, and ethics skills

Example response: When I disagreed with my manager’s decision on a project approach, I requested a one-on-one meeting to professionally and respectfully discuss my concerns. I presented my alternative suggestion, backed up with data and reasoning, while remaining open to understanding my manager’s perspective. Ultimately, we reached a compromise that incorporated elements from both viewpoints, leading to a more effective outcome for the project.

23. Provide an example of a time you made a mistake at work. How did you handle it?

What they’re looking for: Growth mindset and integrity

Example response: Once, I accidentally shared an outdated version of a report with a client. Upon realizing my mistake, I immediately informed my manager, took responsibility for the error, and sent the correct version to the client with a sincere apology. I also implemented a file organization system that would prevent similar issues in the future.

24. In the past, how did you handle interruptions and distractions at work?

What they’re looking for: Time management, organization, and motivation skills

Example response: To handle interruptions and distractions at my previous workplace, I used a combination of time management techniques and proactive communication. I would prioritize my tasks and allocate specific time blocks for focused work, at which time I minimized distractions by muting notifications and closing irrelevant browser tabs. Additionally, I allocated time in my schedule to respond to emails and messages, ensuring I remained accessible and responsive to my colleagues while maintaining productivity.

25. Describe your professional goal-setting process.

What they’re looking for: Motivation and organization skills

Example response: My professional goal-setting process begins with identifying long-term career objectives and breaking them down into shorter-term, SMART goals. I then prioritize these goals, and to stay on track, I create an action plan outlining the steps and milestones required to achieve each goal. Regularly reviewing and adjusting my progress has helped me in the past, and adapting to changing circumstances as needed has been necessary at times. This systematic approach helps me maintain focus, motivation, and growth in my professional journey.

Preparing for an interview with behavioral questions involves reflecting on your past experiences and organizing your thoughts to effectively showcase your skills and abilities.

Here are some steps to help you prepare:

Review the job description: 47% of job recruiters say they would reject a candidate who had little knowledge about the company they’re applying to. Understand the key skills, competencies, and qualities the employer is looking for in a candidate, and identify the aspects most relevant to the role.
Identify relevant experiences: Reflect on your past work or academic and volunteer experiences that demonstrate your skills and abilities in handling different situations. Choose examples that align with the job requirements.
Practice common behavioral questions: Familiarize yourself with frequently asked behavioral interview questions, such as those about teamwork, problem-solving, decision-making, and conflict resolution, and prepare your responses using the STAR method. Practice your answers aloud to become more familiar with your responses, and try doing this in front of a family member or friend who can provide feedback.
Be specific and concise: Provide detailed examples, focusing on your actions and contributions, but avoid lengthy, unrelated stories. Stay focused on the main points you want to convey, which you can nail down with practice.
Be genuine: Showcase your true self and provide honest answers, as interviewers can often detect when a candidate is being insincere or exaggerating.

By following these steps, you will be better prepared to confidently and effectively answer behavioral-based interview questions, increasing your chances of making a positive impression on the interviewer.

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Mastering Problem Solving Interview Questions: Tips for Success

When conducting interviews, employers are not only looking for candidates with the right qualifications but also those who possess the critical skill of problem-solving. Whether you’re a job seeker preparing for an interview or an employer seeking the best talent, understanding how to assess problem-solving abilities is essential.

Problem-solving interview questions are a valuable tool used by employers to evaluate a candidate’s capacity to tackle real-world challenges, think critically and devise effective solutions. These questions delve beyond the surface of qualifications and work experience, shedding light on a candidate’s ability to adapt, innovate and make sound decisions in dynamic work environments.

In this article, we’ll take a look at problem-solving interview questions. We’ll explore what these questions entail, why employers ask them and provide practical examples with detailed rationales to help you master the art of answering them.

Whether you’re a candidate seeking to showcase your problem-solving prowess or an employer keen on identifying top talent, this guide will equip you with the insights you need to succeed. Let’s begin by understanding the essence of problem-solving interview questions.

What are problem-solving interview questions?

Problem-solving interview questions are behavioural interview questions used by employers to assess a candidate’s ability to analyse complex situations, think critically and provide effective solutions.

These interview questions are designed to evaluate how well candidates can address challenges, make decisions and handle problems that may arise in the workplace.

10 Problem-Solving Interview Questions

In this section, we present 10 problem-solving interview questions, accompanied by detailed rationales and example answers. These questions and responses are designed to provide valuable insights into a candidate’s problem-solving skills, decision-making abilities and overall approach to addressing a range of work-related challenges.

1. Tell me about a situation where you took the initiative to resolve a work-related challenge without seeking managerial input. What approach did you follow, and what were the outcomes?

This question assesses the candidate’s ability to independently address work-related issues. Employers want to understand if the candidate can take initiative and solve problems without relying solely on managerial guidance. The answer reveals the candidate’s problem-solving approach and their impact on the organisation.

Example Answer: “In my previous role as an office manager , we encountered a sudden technical glitch that caused disruptions in our daily operations. The issue was impacting our team’s productivity, and it was crucial to resolve it swiftly.

To tackle this, I sprang into action. First, I gathered all available information about the problem, examining its root cause meticulously. Recognising the urgency, I convened an impromptu team meeting to brainstorm potential solutions.

We decided to implement a temporary workaround to mitigate the immediate impact on our workflow. Simultaneously, I collaborated closely with our IT department to investigate the issue’s source and devise a permanent fix.

Thanks to our proactive approach and the synergy between different teams, we managed to minimise disruption and had our operations back to normal within 24 hours. This experience underscored the significance of quick problem-solving and effective cross-functional collaboration in maintaining business continuity.”

2. Share an instance when you proactively identified and rectified a potential problem before it escalated. How did you go about it, and what were the results?

Employers ask this question to evaluate a candidate’s core skills such as problem-solving and prevention skills. They want to know if the candidate can anticipate issues and take action to mitigate them before they become significant problems. The answer demonstrates the candidate’s ability to foresee potential challenges and their effectiveness in addressing them.

Example Answer: “While overseeing a critical project, I encountered a specific bottleneck that had the potential to cause significant delays. The bottleneck was centred around a manual data entry process, particularly in the initial phase of new client onboarding .

Upon recognising the importance of addressing this issue promptly, I took a proactive approach. To tackle the problem effectively, I began by conducting a comprehensive analysis of the project workflow . This analysis revealed that the bottleneck was primarily caused by a manual data entry process that was time-consuming and prone to errors.

The root cause of the bottleneck was the absence of an automated data entry system. Recognising this, I proposed an automated process using Monday.com . These improvements aimed at eliminating the bottleneck entirely. These improvements included implementing an automated data entry form that reduced the time required for manual data input and virtually eliminated errors.

By swiftly implementing these changes, we successfully eliminated the bottleneck in the data entry process. This resulted in consistent adherence to project deadlines, as data collection and input were completed much more efficiently. Additionally, our team’s productivity witnessed a notable increase, demonstrating the significant positive impact of proactive problem-solving in project management.”

3. Describe a scenario where you foresaw a potential issue involving a stakeholder and effectively prevented it from escalating. What actions did you take?

This question aims to assess the candidate’s ability to anticipate and manage potential conflicts with stakeholders. Employers want to evaluate the candidate’s communication and problem-solving skills in handling stakeholder relationships. The answer demonstrates the candidate’s proactive approach to conflict resolution.

Example Answer: “During a cross-functional project, I anticipated a miscommunication issue with a stakeholder due to conflicting expectations. I scheduled a team Zoom meeting, listened to their concerns, and facilitated discussions among team members. By proactively addressing the issue, we established clear communication channels, built trust and ensured smooth collaboration.”

4. Reflect on a time when you encountered efficiency challenges in your role. How did you overcome these obstacles to enhance your job performance?

By asking this question, employers are able to evaluate the candidate’s adaptability and ability to improve efficiency. They want to understand how the candidate tackles challenges that hinder job performance and whether they can find effective solutions. The answer demonstrates the candidate’s problem-solving strategies and their commitment to maintaining efficiency.

Example Answer: ”In my previous receptionist position , we experienced a sudden increase in customer inquiries and administrative tasks due to the unexpected success of a marketing campaign. This surge in workload strained our team.

To address this, I assessed the situation and identified tasks overwhelming our resources, such as appointment scheduling and office supplies management . I collaborated with colleagues, delegated responsibilities and adjusted processes. We managed the increased workload efficiently without compromising service quality or missing deadlines.”

5. Share an experience where you successfully applied crisis-management skills to address a significant work-related issue. How did you handle the situation?

This question assesses the candidate’s ability to think and make decisions under pressure. Employers want to know if the candidate can effectively handle high-stress situations and manage crisis scenarios. The answer demonstrates the candidate’s problem-solving approach and their ability to maintain composure in critical situations.

Example Answer: “In my previous role as a secretary , I faced a surge in customer complaints due to a product quality issue. I coordinated with relevant departments, identified the root cause, and developed an action plan to cope with the influx of incidents. Prioritising urgent cases, maintaining customer communication and providing timely updates helped regain customer satisfaction and protect our brand reputation.”

6. Can you share an example of a time when you had to innovate and adapt to overcome a unique workplace challenge?

The aim of this question is to assess the candidate’s ability to think creatively, adapt to unexpected situations and effectively problem-solve. This question is designed to evaluate the candidate’s capacity to handle unconventional or unforeseen challenges in the workplace.

Hiring managers ask this question to understand how candidates approach unique problems, whether they can come up with innovative solutions and their ability to adapt to changing circumstances. It also helps assess their resourcefulness, critical thinking skills and how they deal with situations that may not have a predefined solution.

Example Answer: “In my previous role as a personal assistant , a unique challenge arose when my boss had to attend a crucial overseas conference, and all their travel documents, including the passport, were stolen the day before the trip.

I immediately initiated a plan of action. First, I contacted the local consulate to expedite the passport renewal process, which is usually a time-consuming ordeal. I then rescheduled the flights, accommodation and conference registration to align with the adjusted travel dates. I also coordinated with the executive’s contacts at the conference to ensure they were accommodated accordingly.

In the end, we managed to secure a new passport and rearranged the entire trip. The executive was able to attend the conference without any significant disruptions. This experience highlighted the significance of quick thinking, resourcefulness and adaptability in the role of a personal assistant, where unforeseen challenges can often arise.”

7. Explain your process for determining when to independently solve a problem versus seeking assistance. What factors influence your decision-making?

This question aims to better understand the candidate’s judgement and collaboration skills in decision-making. Employers want to understand how the candidate assesses situations and makes decisions about seeking help. The answer demonstrates the candidate’s ability to evaluate complexity and impact when deciding to solve a problem independently or collaboratively.

Example Answer: “When faced with a problem, I evaluate complexity and impact on the task. If it’s manageable and won’t significantly hinder progress, I solve it independently. However, for complex issues or those with substantial impact, I collaborate with relevant team members or experts for more effective solutions.”

8. Describe a challenging work situation that required critical thinking and decision-making under pressure. How did you handle it?

This question assesses the candidate’s critical thinking and decision-making abilities in high-pressure situations. Employers want to understand how the candidate approaches and resolves challenging scenarios. The answer demonstrates the candidate’s problem-solving approach and their ability to make sound decisions under pressure.

Example Answer: “In a project with tight deadlines and limited resources, we faced the challenge of developing a complex software application for a demanding client. To ensure the client’s expectations were met, I analysed data, consulted with team members and strategically allocated resources. Effective delegation and meticulous planning enabled us to complete the project on time, exceeding client expectations.”

9. Share an example where you used intuition or prior experience to anticipate and effectively address a problem.

By asking this question, employers can assess the candidate’s ability to leverage intuition and past experiences for problem-solving. They want to know if the candidate can apply lessons learned to make informed decisions. The answer demonstrates the candidate’s capacity to anticipate and address issues effectively.

Example Answer: “In my administrative assistant role , I encountered a recurring seasonal supply chain issue, and my previous experiences taught me the value of proactive problem-solving. Drawing from these insights, I took the initiative to propose a comprehensive set of process improvements aimed at streamlining our supply chain operations.

The implementation of these strategic enhancements yielded remarkable results. Delays were significantly reduced, efficiency levels soared and we achieved substantial cost savings. This experience reaffirmed the importance of leveraging past experiences and innovative thinking to drive positive outcomes within our supply chain.”

10. Describe a project or task that initially appeared overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

Employers ask this question to evaluate the candidate’s ability to handle complex projects and break them down into manageable tasks. They want to understand the candidate’s problem-solving approach, organisation skills, and perseverance. The answer demonstrates the candidate’s strategic planning and commitment to overcoming challenges.

Example Answer: “In my previous business support role , I undertook the responsibility of managing a comprehensive ISO compliance audit . This audit involved extensive data analysis and the generation of detailed reports, making it a complex endeavour.

To effectively tackle this challenge, I adopted a strategic approach. I broke down the project into smaller, manageable tasks and crafted a meticulous timeline that outlined critical milestones. Additionally, I leveraged the expertise of colleagues who possessed specialised skills relevant to the project’s objectives, fostering a collaborative environment.

The successful completion of this project within the stipulated timeframe underscored the importance of efficient time management, strategic planning, and the power of teamwork in overcoming demanding constraints.”

10 Joss Search Tips For Assessing Problem-solving Skills in Interviews

As leading recruiters, specialising in business support roles , here are our tried and tested tips for assessing problem-solving skills in interviews.

Whether you’re seeking candidates for administrative, executive assistant or other support roles, these strategies will help you identify individuals with the problem-solving abilities needed to excel in various workplace challenges.

1. Use Realistic Scenarios

Frame questions around situations candidates might face on the job to assess their ability to apply problem-solving skills directly.

For example, present a scenario specific to the role, such as a receptionist handling a difficult customer or an office manager facing resource constraints.

2. Behavioural Questions

Ask candidates to describe a challenging problem they encountered at work, the actions they took to address it, and the outcomes.

Behavioural questions prompt candidates to share past experiences, providing insights into their problem-solving abilities.

3. The STAR Method

When asking about a past problem-solving experience, prompt candidates to explain the situation, their role, the actions they took, and the results achieved.

Encouraging the STAR method (Situation, Task, Action, Result) helps candidates structure their responses for clarity and specificity.

4. Probe for Details

Follow-up questions allow you to delve deeper into a candidate’s thought process and actions, revealing their problem-solving approach.

After hearing an initial response, ask specific questions like “Can you provide more details about the challenges you faced during that time?”.

5. Collaboration Assessment

Ask candidates to describe instances where they collaborated with colleagues or cross-functional teams to resolve a complex problem.

Collaboration is often key to effective problem-solving. Assess candidates’ ability to work with others to find solutions.

6. Complex Problem Solving

Evaluating how candidates tackle complex problems helps assess their ability to break down multifaceted challenges.

Present a complex problem and ask candidates to outline their approach, breaking it down into manageable steps or components.

7. Critical Thinking Assessment

Critical thinking is fundamental to problem-solving. Assess candidates’ ability to analyse and reason through complex issues.

Pose a hypothetical scenario related to the industry or role and ask candidates to analyse it critically and propose potential solutions.

8. Adaptability Evaluation

Ask the candidates about a time when a solution they initially pursued didn’t work out, and how they adjusted their approach to achieve success.

Candidates should demonstrate adaptability when initial approaches fail. Evaluate their willingness to pivot and explore alternatives.

9. Decision-Making Under Pressure

High-stress situations often require quick decisions. Assess candidates’ composure and ability to make effective decisions under pressure.

Present a scenario that demands rapid decision-making and ask candidates to describe how they would handle it.

10. Resource Allocation Assessment

Efficient resource allocation is critical to problem-solving. Evaluate candidates’ ability to prioritise and manage resources effectively.

Inquire about their approach to resource allocation in a challenging situation, and assess their ability to balance competing demands.

Mastering problem-solving interview questions is essential for both job seekers and hiring managers. These questions offer valuable insights into a candidate’s ability to navigate challenges, make informed decisions and contribute effectively to the workplace.

As business support recruitment specialists , Joss Search understands the significance of problem-solving skills in various positions, including administrative and executive assistant roles . By following our tried-and-tested tips, employers can identify candidates who excel in addressing workplace challenges.If you’re looking to hire candidates with exceptional problem-solving skills for your business support roles, don’t hesitate to reach out to Joss Search. Contact us today to find the right talent who can contribute to your organisation’s success.

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Problem-Solving Interview Questions & Answers

Updated July 13, 2023
Published March 9, 2020

A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations . They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who are equipped to deal with this.

Problem-solving questions are so-called behavioral interview questions . Behavioral interview questions are strategic type of questions that require you to provide an answer that includes an example situation that you experienced in your career. These questions focus on specific work situations that you experienced and how you responded.

A basic example of a behavior question about problem-solving is ‘ tell me about a time you solved a problem at work .’ As you can see, the interviewer is looking for you to explain a situation and how you approach it, and how you solved it. Furthermore, the interviewer is interested in what you learned from that experience. Answering behavioral questions requires some work because you need to provide the interviewer with a strong answer to convince them that you’re the right person for the job.

The rationale behind asking problem-solving questions is to discover how you approach complex and challenging situations and if you can provide an effective solution. Interview questions about your past behavior might sound challenging, but they are actually a great opportunity for you to show that you’re a fit for the position. With the right preparation, you can use your answers to problem-solving questions to your advantage.

What Are Problem-solving Interview Questions?

Basically, problem-solving skills relate to your ability to identify problems, issues, obstacles, challenges, and opportunities and then come up with and implement effective and efficient solutions. However, this is a broad definition of problem-solving abilities. Depending on the position and field you’re applying for a position in the interviewer can focus on different aspects of problem-solving.

Examples of problem-solving competencies are:

Taking initiative.

Taking initiative means that you step up to the plate when needed and that you take action without being asked to do so. People who take the initiative demonstrate that they can think for themselves and take action whenever necessary. Furthermore, you actively look for opportunities to make a difference in the workplace.

Creative thinking

Creative thinking means that you’re able to look at something in a new way to find a solution. People who are creative have the ability to come up with new ways to carry out their tasks, solve problems, and meet challenges. Creative people are original thinkers and are able to bring unorthodox perspectives to their work.

Resourcefulness

Resourcefulness is the ability to find quick and clever ways to overcome challenges in your work. Furthermore, people who are resourceful are original in their ways of thinking to overcome challenges.

Analytical thinking skills

These skills refer to the ability to gather data, break down a complex problem, weigh pros and cons, and make logical decisions. People who possess analytical thinking skills help the company overcome challenges and are able to spot potential issues before they become actual problems.

Determination

Determination can be described as the firmness of purpose or resoluteness. Specifically, people who are determined are persistent and do not give up easily or when they have a setback. Determination gives these people the motivation to push through and keep moving forward.

Results-oriented

People who are result-oriented have their full focus on getting to the desired outcome.

Problem-solving behavioral interview questions

As discussed in the introduction, problem-solving questions fall into the behavioral category of interview questions . These questions ask you to provide specific examples of past work experiences. For interviewers, understanding your past professional performance is the best way to gauge your future job performance.

Behavioral questions are focused on the desired skills or competency area, such as in this case, problem-solving. Other common competency areas for which behavioral questions are used are teamwork , communication , time management , creative thinking skills , leadership , adaptability , conflict resolution , etc.

Behavioral job interview questions usually start with the following:

Give me an example of
Tell me about a time when you
What do you do when
Describe a situation where

Examples of problem-solving behavioral interview questions:

Give me an example of a time you had to solve a difficult problem at work.
Tell me about a time when you identified and fixed a problem before it became urgent.
What was the best idea you came up with at your last position?
Describe a situation where you find a creative way to overcome an obstacle.

As you can see, the questions mentioned above require you to discuss your past behavior in a professional work environment. The reason for asking behavioral job interview questions instead of just asking traditional ones is that the most accurate predictor of future performance is your past performance in similar situations .

The interviewer wants to discuss previous work situations and wants you to elaborate on them to get to know you better. Solid interview preparation will help you give the answers that the interviewer is looking for. This starts with doing your research and thoroughly reviewing the job description . Doing so can help you understand what type of problem-solving skills are required to successfully perform the job you’re interviewing for.

By preparing example scenarios to questions you expect based on your research , you can give exactly the information that he or she is looking for. In other words, you need to relate your answers to the job requirements and company culture of the organization where you’re applying for a position.

To answer behavioral questions about your problem-solving skills, you need to ensure that you provide the interviewer with specific details about the situation you were in, your task in that situation, the action you took, and the specific results that came out of those actions. In short, this is called the STAR-method of providing an answer. The STAR method is discussed in more detail later on in this article.

Why Interviewers Ask Problem-solving Interview Questions

Problem-solving skills are required in most job positions. This means that a lot of hiring managers will try to assess your problem-solving skills during your interview. The main reason for asking you about situations in which you used your problem-solving skills is to get an understanding of how you work.

The interviewers want to get questions answered, such as:

Are you results-oriented, and are you proactively involved in your work?
Do you look for different ways to contribute?
Are you an individual that others can count on to increase team performance?
Are you a self-starter, or do you need someone to give you instructions?

Most likely, the interviewers look for a self-starting person with general problem-solving skills that can be used in different situations. A proven track record of solving problems such as those required in the position you’re interviewing for will definitely help convince the interviewer. Therefore, make sure you prepare answers to questions you expect in advance.

For example, someone who works as a customer service representative should be able to deal with a frustrated or angry customer . They need to be able to solve these problems and know how to handle such situations. Other examples of positions where problem-solving skills are essential are, for instance, accounts or project managers. They need to be flexible in their approaches and should be able to handle a change in deadlines. Another example is, for instance, a logistic manager who should be able to fix an inefficient logistics process.

The Interviewers’ Goal When Assessing Your Problem-solving Skills

There are several underlying reasons why interviewers use behavioral questions to assess your problem-solving skills. The main one, of course, is that they want to hire a person who’s able to perform the job.

Instead of hiring the person that they ‘like’ they need something better to figure out which candidate is the right fit for the job. By analyzing your behavior in past situations that are similar to the ones that are required in the role that you’re applying for, they try to do just that. Below we discuss a couple of important elements employers consider when making a hiring decision.

Costs of making a bad hiring decision

Employers want to make sure that they hire the right person for the job. For a company, making a bad hiring decision is not only about losing money, but it can also lead to a decrease in productivity and morale. Hiring a bad candidate could lead to leaving a bad impression on customers/clients, but also with coworkers.

Furthermore, time will be lost if the company needs to search for another candidate after a bad hire. Therefore, employers do everything to avoid such situations. Behavioral questions are regarded as a preventative way to make sure that the right person with the right fit for the company is hired .

Specific details of your behavior

By asking behavioral questions about your problem-solving skills, the interviewers try to uncover specific details of your behavior. They want to find out if you are able to clearly identify a problem and if you are able to come up with an efficient and effective solution when needed.

Of course, they got your resume already and maybe even a motivational letter or letter of recommendation . Still, the interviewer can only assess your hard skills and educational levels based on these documents.

Essential soft skills , such as problem-solving, are easier to assess during job interviews with the help of behavioral interview questions. Therefore, include real-life work scenarios in your answers that demonstrate how you have used the skills required for the position that you’re interviewing for. The interviewer wants to assess if you possess the skills required to perform the day-to-day tasks and deal with challenges that you will encounter in the workplace.

Your (past) behavior as a predictor of your future job performance

Questions about your problem-solving skills and the answers you give are used to determine the chances of your future success in the job that you’re interviewing for.

Specific behavioral problem-solving questions such as ‘ tell me about a time you had to solve a problem at work. What steps did you take before deciding on how to solve the problem, and why? ‘ give the interviewer more insight into your professional behavior and in turn, your future job performance .

Another way to assess your behavior is by asking hypothetical questions. If you, for instance, do not have certain experience yet, the interviewer could ask you a question along the lines of ‘ What would you do if you were caught off-guard by a problem that you had not foreseen? Which steps would you take to address the problem? ‘. As you can see, this question is hypothetical in nature. The interviewer wants to hear which steps you would take to address a possible complexity in your work. Based on your answer, the interviewer will assess if your approach is suitable for the position for which you’re interviewing.

It’s therefore important that you prepare for frequently asked interview questions that you can expect during your interview. By preparing the right example answers on how you have solved problems in your previous jobs and how you would solve problems in the job you’re applying for, you can provide a concise answer without missing important details.

Avoid making a wrong hiring decision

Questions that gauge your professional behavior help employers assess your future job performance. In other words, this helps them make a better hiring decision. A perfect resume or cover letter is not enough to impress seasoned interviewers.

By asking behavioral problem-solving questions, the interviewer tries to uncover your previous work patterns. The information in your answers gives them more insight into your approach to critical situations and if this approach matches the ones required for the position you’re applying for.

By preparing the right way, you can make sure that your example answer situations include aspects of the most important job requirements. Of course, the interviewer is looking for candidates that fit the job description , so make sure that your answers relate to the job requirements.

What Interviewers Look for in Successful Candidates

In short, interviewers look for candidates who have the right work approach to succeed within their company and in that particular position. This is also why we can’t emphasize the importance of being able to demonstrate your skills through solid example scenarios enough .

The right preparation will help you get there. Your goal is to demonstrate that you are capable of taking on the day-to-day tasks required for the position and have the potential to grow . For example, if you are able to work in and deal with transitions in fast-paced environments such as financial markets . And can you handle the complex situations that you will encounter? Are you able to deal with such transitions effectively? In this case, you need to show adaptability and problem-solving skills through example scenarios of how you did so in the past.

Problem-solving behavioral questions are used to get insights into how you approach problems at work, if you take the initiative, and if you possess the right creative and critical thinking skills . Basically, the interviewers want to get the following questions answered:

Do you take the initiative?
Can you communicate effectively?
Are you able to adequately respond to problems or issues that occur during your work?
Can you perform in stressful and unexpected situations?
Are you able to adjust to changing work environments?
Can you assist your coworkers or team when needed?
Are you flexible in your approaches to situations at work?

Red Flags for Interviewers Assessing Your Problem-solving Skills

When answering questions about your problem-solving skills, there are certain things you need to look out for. Below we discuss a couple of warning signs that interviewers consider when you answer their questions. Ensure that you avoid these at all costs to avoid making the wrong impression.

1. Not answering the question or not providing enough detail

If you answer a question with ‘I can’t recall a situation where I encountered such a problem ,’ this is considered a red flag. This could mean that you did not prepare well and that you’re not taking the interview seriously. Furthermore, the interviewer could interpret such an answer as you may avoid dealing with challenging situations.

If you cannot provide specific details or examples about what you claim in your resume or cover letter, this can be considered a red flag too. If you, for instance, claim that you have successfully solved problems and used critical thinking skills in your work, you need to make sure you’re able to back this up through clear examples of times you did so. Failing to do so could lead to a quick elimination of your candidacy for the position. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

2. Canned responses to questions

Preparing answers is key to success for any interview. However, this means preparing original, effective, and relevant answers that are related to the position you’re interviewing for.

Generic answers to behavioral problem-solving questions such as ‘ tell me about a time you had to solve an issue with a customer ‘ are considered warning signs. An example of a generic answer to that particular question is ‘t his one time I had to deal with an angry customer who had complaints about the pricing of a product. I calmed her down and made the sale ‘. As you can see, this answer does not provide much insight into your problem solving skills, thought process, and how you approach the situation.

If you give a generic answer, you can expect more follow-up questions from the interviewer. However, it’s better to prepare strong answers to impress the interviewer that you actually possess the required skills for the job.

3. Answers that focus on problems, not solutions

The reason for asking specific behavioral-problem solving questions is to assess how you approach and solve problems. It’s, therefore, important that your answers focus on the solution, not the problem . Of course, it’s important that you are able to spot and identify problems, but finding a solution is essential. If your answers focus on problems too much, you can come across as too negative for the job.

Negativity, in any form, in your answers, is considered a red flag. This can be talking negatively about a problem you had to solve but also talking inappropriately about previous employers or co-workers. Negative undertones never impress interviewers the right way. Therefore, focus on how you solve problems and put yourself in the best light possible.

4. Too stressed or uncomfortable during an interview

Interviewers know that almost everybody is slightly uncomfortable when put on the spot during a job interview. However, when you’re too stressed to provide a good answer, this can be viewed as an indicator that you do not handle stressful situations well. Of course, remaining calm under pressure while still being able to solve problems is essential for positions in which problem-solving skills are required.

5. Failing to respond effectively

Failing to respond effectively to interview questions comes across weak. It’s therefore important that you prepare for your interview by thoroughly analyzing the job description and try to understand what kind of problems you will be solving in the position that you applied for. This research will help you choose the right examples from your past that are most likely to impress the interviewer.

Therefore, research the job and organization and make notes of the required skills and experiences you think the company values. This allows you to tailor your answers to your situation.

Also, think about possible follow-up questions the interviewer might ask you. Because you already know what examples you will use in your answers to questions you expect , if you prepare the right way, you can figure out which follow-up questions are likely to be asked. For instance, if you’re preparing for the interview question, ‘ tell me about a time you solved a problem at work ,’ you can expect the interviewer to follow up with, ‘ what steps did you take to solve the situation?’.

6. Not taking responsibility or minimizing the significance of a problem

When a problem is identified but not addressed, this could quickly escalate into a bigger problem. Employees who do not take responsibility or those who leave things for later might not be result-oriented and engaged in their work.

Another way of taking responsibility is to show self-awareness. It’s common for interviewers to ask you about a time that you failed, especially in situations where you needed to solve problems. They are interested in what went wrong in a work situation, if you took responsibility for your actions, and what you learned from that situation. Not taking responsibility for, for instance, a project that may have failed , is considered a warning sign.

Self-awareness and being to reflect on situations is an important characteristic to possess in the workplace. Interviewers want to hire candidates that can admit errors or who made thoughtful mistakes trying to solve problems in the past and tried to fix them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers show that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Frequently Asked Problem-solving Interview Questions

Below you can find commonly asked behavioral problem-solving questions . These questions are divided into regular questions and hypothetical questions. Learn everything you need to know about common interview questions that are frequently asked during job interviews .

Problem-solving interview questions:

Tell me about a time you faced an unexpected challenge at work and how you dealt with it.
Describe a time a customer approached you with a problem or concern. How did you respond?
Tell me about a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
What was the best idea you came in in your last position?
Tell me about a time you had to solve a difficult problem.
What’s the most significant improvement that you have made in the last year?
Tell me about the most innovative new idea that you have implemented in the workplace.
Have you ever improved the workflow of a project based on your analysis? How did you do this?
Describe a situation in which you anticipated a potential problem and applied preventive measures.
Tell me about a time you faced a significant obstacle you had to overcome to succeed in a project.
When you’re working on several projects, it’s tricky to deliver excellent service to all of them. How do you go about prioritizing the needs of a client?
Describe a situation in which you had to analyze information and make a recommendation.
What do you consider your greatest achievement in the workplace? Why?
Describe a situation in which you needed to motivate others to get something done.

Hypothetical problem-solving interview questions:

How would you approach a situation in which you had to analyze information to make a recommendation to a client?
Tell me how you would handle a situation in which you have a deadline you cannot meet.
How would you handle a conflict with a co-worker?
A frustrated client calls you to discuss a problem. How do you deal with such a situation?
How would you handle a situation in which you would need to convince someone to change their decision?

Preparing Answers to Problem-solving Interview Questions

There are several steps that you can take to prepare for problem-solving questions. Here you can find a job interview checklist . To get started, you can consider the following steps.

Step 1: Research

Before your interview, it’s important that you thoroughly research the position and company. Read the job description carefully to find specific skills that a candidate needs to possess to successfully perform the job. Think of skills such as adaptability , communication , and problem-solving. Also, read the company website to get more information about their mission statement and who their main clients are. Furthermore, check their LinkedIn pages and other content/news related to the company.

Your research will help you identify the required skills, qualities, and experience for the position. In turn, you can use this information to make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required skills, competencies, and experience

Behavioral questions such as those about problem-solving skills are a great opportunity for you to show why you’re the perfect candidate for the job. Based on the skills and competencies that you have identified during your research, you can start preparing answers. Rank the skills on importance in relation to the requirements for the position.

Step 3: Create a list of past work experiences related to the position’s requirements

Everybody knows that it’s hard to come up with strong answers when you’re put on the spot during an interview. Therefore, come up with strong examples to questions you expect ahead of your interview.

Create a list of past work experiences and tailor them to the required skills and competencies for the job—highlight successful situations where you demonstrated behavior related to these required skills and competencies . Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples

Effective problem-solving skills are essential in the workplace. Therefore, your answers must demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution. However, it’s also likely that the interviewer will ask you about a time you have failed to solve a problem . Interviewers ask you about failures to assess whether or not you learn from your mistakes and if you’re self-aware enough to acknowledge times you failed. Also, it helps them identify if you take calculated and smart risks.

Step 5: Use the STAR method to structure your answers

The STAR method allows you to concisely provide the interviewer an answer by logically walking them through the situation. STAR is an acronym that stands for a situation ( S ), your task ( T ) in that situation, the actions ( A ) you took, and what results ( R ) you got based on your actions. These are the basic steps you take in your walkthrough.

Below we discuss the STAR interview technique in more detail.

STAR Interview Technique For Problem-Solving Interview Questions & Answers

By using the STAR method, you can give an answer that includes exactly what the interviewer is looking for. Below, the STAR acronym is broken down into each step.

Start your answer by explaining the situation that you faced. The start of your answer ‘story’ should answer questions such as:

What was the situation/problem?
Who was involved?
Why did the situation happen at that time?

It’s important to provide context around what problem needed to be solved. Furthermore, make sure to provide relevant details.

Next, explain your specific role in the task ahead. Include important details, such as specific responsibilities. Focus on giving the interviewer an understanding of your task in solving the problem. This part of your answer should answer questions such as:

Why were you involved in that specific situation?
What’s the background story?

After you describe your task, it’s time to specifically discuss the actions you took to solve the problem. Give the interviewer a step-by-step description of the actions you took. This part of your answer should answer questions such as:

What steps did you take to resolve the situation you were in?
Why did you choose to complete your tasks this way?

Finish your answer by discussing the results you got from your actions. Detail the outcomes of your actions and ensure to highlight your strengths . Also, make sure to take credit for your behavior that led to the result. Focus on positive results and positive learning experiences. This part of your answer ‘story’ should answer questions such as:

What exactly happened?
What did you accomplish?
How did you feel about the results you got?
What did you learn from the situation?
How did this particular situation influence who you are as a professional today?

Sample Answers to Problem-solving Questions

Below you will find some example questions. The examples are already written in STAR format so that you can clearly see how you can structure your answers. However, these are ‘general’ examples. Do not forget to structure your own answers in a way that includes enough detail to convince the interviewer that you’re the right person for the job!

Problem-Solving Example 1: ‘ Tell me about a time you had to resolve a disagreement with a coworker.’

‘Personally, I believe that communication is essential in such a situation to find a way that works for both of us. Finding a compromise is the main goal to get the work done to the best of our ability.

Task & Action

In my current position as a financial consultant, I encountered such a situation recently. A colleague disagreed with the way I wanted to handle an issue that we encountered along the way. To address this issue, I scheduled a meeting with him to discuss the situation. I asked him about his points of view and how he thought we should go about the project.

Even though we had differences in the way we felt like how the project should be approached, we quickly came to the conclusion that our goal was the same; providing our client with a high-quality final product within the set deadline.

We talked about the project and the specific aspect about which we had a difference. I explained my point of view and that I had already encountered a similar issue in the past. Ultimately, my colleague agreed to tackle the issue using my proposed method. His insights gave me a good suggestion which we incorporated into the project. After that, we successfully worked together and finalized the project in time and according to the quality level that we both were proud of.’

Why this is a strong answer:

The provided example is concise and relevant to the workplace where problem-solving skills are important
This answer shows important skills such as being proactive, problem-solving, persuasion, and adaptability .
The answer shows that you’re a team player as well and that you listen to the input of others for the better of a project’s result.

Note : There’s always a chance that interviewers ask you follow-up questions about how you convinced your colleague. Make sure that you are able to answer those questions as well.

Problem-Solving Example 2: ‘ Tell me about a time you had to solve a challenging problem at work .’

‘In my position as a business development manager at ABC Software, I’m responsible for organizing all client events and conferences. ABC Software is a major player in the IT market, and during our events, we invite industry experts to speak on market developments. These events are used to attract new clients but also to maintain our relationship with our existing ones.

Over the last two years, we analyzed our attendee data and found that our event attendance dropped by almost 10%. Furthermore, we discovered that the retention rate of our clients also decreased. When we had to plan the next event, my team and I knew that we had to get our attendance levels back up in order for the events to stay successful. The goal was to get our networking event popular and recurring again.

I had an idea why the attendance levels dropped but to get more information, I interviewed several sales consultants as well. The main feedback was that we should focus more on attracting new clients through social media channels. I communicated this with our marketing team, and we decided to also reach out to our client base and ask them what they would like to see on our future events. This led to interesting new insights on topics and speakers that we could invite, plus we also received input on how to improve networking possibilities during our events. Based on our research and feedback, I created a new plan of action to market our events through our social media channels to increase exposure.

After launching our marketing campaign, we immediately gained online traction, leading to an increase in advance registrations. For that specific event, we saw a total increase in attendance of 20% in comparison to the previous year. An online survey showed that the attendees were happy with how the way the new event was structured, and 80% of respondents said that it would be likely that they would recommend our events within their network.

My approach to increasing attendance at our events did not go unnoticed. I was asked by my department director to make a presentation about how I tackled this problem and present this to the board.’

This example shows that you can identify issues and understand your responsibility to address them.
The provided example is related but also relevant to the workplace. It’s also concise, which is perfect.
This answer shows important skills, such as being proactive, teamwork , adaptability , problem-solving skills, and creativity .
Taking responsibility to find out why the event attendance dropped and subsequently taking action turned out successful gives more weight to the situation.

Problem Solving Example 3: ‘Describe a time a customer approached you with a problem or concern. How did you respond?’

‘In one instance, a customer came to me with an issue. She had recently purchased a product from our store, which broke shortly after she got it home. She was understandably upset and wanted to know what could be done.

In response, I apologized for any inconvenience and asked her to explain what had happened. After hearing her story, I promised to help her as much as possible. Next, I checked the item’s warranty status in our system.

I was able to offer her a replacement or a refund since the product was still under warranty , and I helped her find an identical item in our store and processed the exchange for her. The customer decided she wanted a replacement, so I explained our return policy to her in case this ever happened again in the future.

My customer thanked me for my help and seemed more satisfied at the end of the transaction; I was glad I was able to turn a potentially negative experience into a positive one.’

This example shows that you understand what great customer service is.
The provided example is concise and to the point; it describes a situation and the actions you took to resolve it.
This answer shows essential skills, such as being proactive, customer service, and problem-solving skills.

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8 Problem-Solving Interview Questions You Should Ask

Employers need professionals who can cope with change. Especially in a modern workplace that is fast-paced and dynamic, problem-solving skills are more critical now than ever. Of course, having the right people starts with who and how you hire.

To find the best problem solvers, hiring managers rely on problem-solving interview questions and skills tests. In the interview, asking various behavioral-type questions can help assess a candidate’s ability to analyze complex situations, think critically , and develop innovative solutions.

In this article, we’ll explore eight different types of problem-solving interview questions and answers, how to identify any red flags in candidate answers, and a quick-fire list of tips to ensure you bring the best aboard your organization.

TL;DR – Key Takeaways

Problem-solving interview questions are designed to assess a candidate’s ability to think critically , analyze situations, and find innovative solutions.
Hiring managers use problem-solving questions in the job interview to evaluate critical skills and competencies such as analytical thinking, decision-making, adaptability, creativity, collaboration, and communication .
A predictor of future job performance is past performance. By understanding how they have dealt with problems in the past, you can get a better picture of how they might apply those skills to your organization.
Red flags to watch out for during the job interview include a lack of specific examples, vague or generalized answers, limited adaptability, poor decision-making, lack of collaboration or communication skills, and limited initiative or creativity.
Tips for using problem-solving questions to screen candidates include asking job-specific questions, encouraging candidates to use the STAR method, asking different types of problem-solving questions, and preparing responses .
Interviews are great for top-level evaluation of problem-solving skills. But if you want to get to the bottom of candidates’ job-specific competencies and have reliable data to compare top candidates, try skills assessments instead! See our test library for inspiration.

People with strong problem solving skills will structure their answers, for example, using the STAR method.

What Are Problem-Solving Interview Questions?

Problem-solving interview questions are a type of behavioral question used to assess a candidate’s ability to think critically, gather and analyze data, and work through logical solutions. There often is no right or wrong answer , but a strong answer will check the boxes by explaining how they would come to a solution by walking through all the relevant steps.

questions can take many different forms, but they all share a common goal: to evaluate an individual's problem-solving skills in a specific context

For example, a problem-solving question might be to ask the candidate to describe a time when they had to change their planned course of action at the last moment. The interviewer is not only interested in hearing about how the candidate solved the specific problem but also in learning more about their problem-solving approach and what they did to manage the unexpected change.

It is often thought that past employee behaviour can predict the future. That’s why problem-solving interview questions are often designed to elicit specific examples from the candidate’s own work experience. By talking through concrete examples, interviewers can better understand the candidate’s problem-solving abilities and how they might apply those skills to the job at hand.

Want to know more about behavioral interview questions ?

Why Interviewers Ask Problem-solving Interview Questions

For most hiring managers, the interview is a critical step in the hiring process. In addition to using skills assessments to screen candidates for problem-solving skills, they need to ask problem-solving interview questions to get a deeper understanding of this skill.

Probing questions help hiring managers to evaluate candidates’ critical thinking skills , providing insight into how well they might perform on the job. This approach enables interviewers to understand the candidate’s problem-solving competency and the methods that they adopt.

Interviewers will be looking to understand their capacity to analyze information, generate innovative ideas, adapt to unexpected obstacles, make sound decisions, collaborate with others, and effectively communicate their ideas.

Therefore, an effective problem-solver will also demonstrate a range of other important skills, such as analytical thinking, decision-making, adaptability, creativity, collaboration, and communication.

8 Examples of Common Problem-Solving Interview Questions and Answers

Problem solving is one of many key interpersonal skills that a peer interview question can assess during a job interview.

Now for the main course of this article. We’re going to dive into eight types of example problem-solving questions that you can use during interviews, explaining why they are relevant and what makes a strong answer.

1. The challenging situation

Recall a difficult problem or challenging situation you encountered in a previous role. How did you analyze the problem, and what steps did you take to arrive at a solution?

The reason: Assesses a candidate’s ability to handle complex and challenging situations as well as their problem-solving approach, communication, and decision-making skills.

The answer: The candidate should share a specific instance of a problematic situation they faced in a previous role and describe their problem-solving approach. Specifically, how they analyzed the problem, including what information they gathered and resources they used to arrive at a solution.

Bonus points: If they can highlight any obstacles they faced and how they overcame them, as well as the positive outcomes of their solution.

2. Problem-solving process

Walk me through your problem-solving process . Explain your personal approach to problem-solving by taking me through the steps you typically follow.

The reason: To better understand a candidate’s problem-solving approach and methodology.

The answer: A solid answer consists of a brief description of the candidate’s personal problem-solving approach , highlighting the steps they typically follow, different options they would consider, and resources used to make informed decisions.

Bonus points: If they also mention any tools or techniques , such as the scientific method or SWOT analysis, and provide examples of times when their approach was successful.

3. Decision-making

Share an instance where you needed to make a quick decision to resolve an urgent problem. How did you decide on a course of action, and what was the outcome?

The reason: Test a candidate’s decision-making and problem-solving skills in stressful and unexpected situations.

The answer: The interviewee should describe how they gathered relevant information quickly, considered various options, and arrived at an informed decision all within a limited space of time.

Bonus points: If they can demonstrate competence in handling stressful situations , especially if the role may require it.

4. Creative thinking

Give me an example of a time when you had to think outside the box to solve a problem. How did you approach the situation differently or creatively, and what was the outcome?

The reason: Understand a candidate’s ability to think creatively and innovatively when faced with a problem.

The answer: The interviewee should describe a specific situation where they used creative thinking to solve a problem. They should explain their unique approach and any unconventional ideas or solutions they came up with.

Bonus points: If they can demonstrate exactly how their creative solution contributed to a successful outcome.

5. Teamwork

Describe a situation where you had to work with a team to solve a complex problem. Detail your role and contributions to the team’s overall success in finding a solution.

The reason: Understand a candidate’s ability to work collaboratively and effectively with others when solving difficult problems.

The answer: How do they narrate a particular scenario where they worked with a team to collectively solve a complex problem, specifying their role and that of the team in arriving at a solution.

Bonus points: If they can recognize the role of others and the strength of the team over the individual in solving the problem.

6. Overcoming obstacles

Can you share an example of a project or task where you had to overcome unexpected obstacles or challenges? How did you adapt and find a solution?

The reason: Handling unexpected obstacles or challenges and their problem-solving skills.

The answer: To answer this question, the interviewee should share a particular project or task where they faced unforeseen challenges or obstacles, how they adapted to the situation and found a solution.

Strong problem solving answers will showcase a candidate's past experience.

Bonus points: If they emphasize any creative or innovative methods they employed.

7. Dealing with recurring problems

Give me an example of a time when you identified a recurring problem in a process or system. What steps did you take to address the issue and prevent it from happening again?

The reason: This question assesses a candidate’s ability to identify and solve recurring problems and improve processes.

The answer: The job seeker should recount a specific instance of a recurring problem they detected in a process or system .

Bonus points: If they can explain exactly how they got to the root of the problem and the steps or measures they took to prevent its recurrence .

8. Multi-tasking

Tell me about a situation where you had to prioritize multiple tasks or projects with competing deadlines. How did you prioritize and allocate your time to ensure the successful completion of all tasks?

The reason: Tests a candidate’s capacity to organize, prioritize, and multitask to complete multiple assignments or tasks in a timely manner.

The answer: The interviewee should illustrate a specific instance where they successfully managed multiple projects or tasks simultaneously , elaborating on how they prioritized their workload and managed their time efficiently.

Bonus points: If they highlight any project management tools or techniques used, and if the project or task was delivered on time.

Now that we’ve gone over the best possible answers for these questions, let’s look at some of the negatives and red flags to keep an eye out for.

Red Flags for Interviewers Assessing Problem-solving Skills

HR managers should be aware of red flags during an interview that could indicate weakness in a candidate’s problem-solving skills.

Red flags to watch for include:

A lack of specific examples

If a candidate has a hard time recalling specific past problem-solving examples, this may signal they lack relevant experience or have difficulty remembering events.

Vague or generalized answers

Candidates who give vague, general, or unclear answers without describing the specifics of their problem-solving process may lack the ability to solve problems effectively. Is the candidate trying to avoid the question? When probed further, are they able to get more specific?

Limited adaptability

If the individual is unable to describe situations where they persevered through obstacles or utilized alternate solutions, it may display an absence of resilience, unwillingness or incapacity to be adaptable.

Poor decision-making skills

Candidates who lack the ability to explain their thought process, take into account alternative perspectives, or make unwise decisions likely possess weak decision-making skills. Look for candidates who contemplate decisions carefully, consider the pros and cons, and can articulate their reasons for choosing their final course of action.

Lack of collaboration or communication skills

Poor communication, collaboration, and teamwork skills can hinder problem-solving, especially in situations where input or feedback from stakeholders is required.

Limited initiative or creativity

Problem solvers who stand out demonstrate initiative, creativity, and a drive to think unconventionally. Those who cannot offer examples of inventive problem-solving or use only traditional techniques may not possess the ability to come up with creative solutions.

Tips For Using Problem-Solving Questions To Screen Candidates

Before you run off and start asking all of the above problem-solving interview questions, there are a few more factors to consider. To be specific, context is king when it comes to speaking to interviewees during the job interview. And the below tips will help you to understand them better.

Always be sure to ask job-specific questions
Start with a robust, written job description that details all the required skills, competencies, and experience to compare with the candidate’s answers
Keep a look out for generic answers
Do they use the STAR method to structure their thinking/answers?
Ask different types of problem-solving questions
Reword the question if a candidate is having trouble answering it
Ask how they handle a situation that doesn’t have an easy outcome or answer
Inquire if they have ever had disciplinary action taken against them and how they handled it
Ask them team-related questions
Prepare responses that you can play off of their answers
Check if they have ever tried to inspire their team
It’s not out of the ordinary to ask the candidate out-of-the-box questions (How would you escape a blender?) to understand how they solve problems

You’re almost ready to integrate problem-solving questions into your job interview workflow, but there’s just one last topic to cover: Is there a piece of software that can help you to streamline the problem-solving interview process?

Yes, yes, there is.

Evaluating problem-solving skills beyond the interview

While interviews are a useful tool for recruiters and hiring managers to gauge candidates’ competence, they’re not quite sufficient for assessing candidates’ full skill set. That’s especially true when the role requires mastery of a certain technical or power skill, like problem-solving.

A better, more effective way to evaluate candidates ‘ abilities is to combine structured interviews with job-specific skills assessments. Here are some of the reasons why:

It allows for more objective evaluation. Interviews inherently favor candidates with advanced communication skills, charisma, and confidence. But! Just because a candidate interviews well, doesn’t mean they have what it takes to succeed in the role. Sadly, the interviewer’s perception of a candidate is almost always highly influenced by the candidate’s interviewing skills. Incorporating a skills assessment can help you assess candidates’ actual abilities in role-specific tasks.
It offers a practical demonstration. Interviews often rely on a candidate’s self-reporting of their skills and past experiences. However, candidates may overstate their abilities or have difficulty articulating their skills in an interview setting. Skill-specific assessments give candidates the opportunity to demonstrate their abilities in a practical, real-world context. This allows hiring managers to see the candidate’s skills in action, which can be a more reliable indicator of their ability to perform in the role.
It guarantees consistent metrics. Assessments provide a consistent set of metrics to compare all candidates. This can help to eliminate bias and ensure fairness in the hiring process. Interviews can be more subjective and may vary greatly depending on the interviewer or the specific questions asked. Having a standardized assessment ensures that all candidates are evaluated on the same criteria.
It helps to predict job performance. Research has shown that work sample tests, which are a type of skill-specific assessment, are one of the best predictors of job performance. They can provide valuable insights into how a candidate might perform in the job beyond what can be learned from an interview alone.
It makes the hiring process more efficient. Skill-specific assessments can also make the hiring process more efficient. If a candidate performs poorly on an assessment early in the process, this could save time for both the candidate and the company by indicating that the candidate may not be the right fit for the role.

Interested in exploring a skills-based hiring approach? Take no risks – start with our free account to browse all available assessment templates .

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

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8 Common Problem-Solving Interview Questions and Answers
2. Tell me about a time when you faced an unexpected challenge at work. Tip: For this question, you'll want to choose a specific example from your work history to demonstrate your ability to be flexible while solving problems. To stay focused, you can use the STAR method to answer this question.
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MIKE'S TIP: When you're answering this question, quantify the details. This gives your answer critical context and scale, showcasing the degree of challenge and strength of the accomplishment. That way, your answer is powerful, compelling, and, above all, thorough. 2. Describe a time where you made a mistake.
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Examples of Problem Solving Scenarios in the Workplace. Correcting a mistake at work, whether it was made by you or someone else. Overcoming a delay at work through problem solving and communication. Resolving an issue with a difficult or upset customer. Overcoming issues related to a limited budget, and still delivering good work through the ...
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Common Problem Solving Skills Interview Questions 1. Describe a situation where you had to solve a problem with no obvious solution. ... This method allows for an objective comparison and helps to minimize bias in the decision-making process. For instance, in a scenario where I had to choose between several technical solutions to optimize a ...
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A sign of strong critical thinking is the ability to maintain your use of logic and reasoning to make the right choice, even within time constraints. Answer this question with a situation where a quick decision resulted in a positive outcome. Example: "One time, my manager had to leave the office an hour before a scheduled presentation.
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Hiring managers use problem-solving questions in the job interview to evaluate critical skills and competencies such as analytical thinking, decision-making, adaptability, creativity, collaboration, and communication. A predictor of future job performance is past performance. By understanding how they have dealt with problems in the past, you ...

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