interview questions on problem solving skills

“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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10 problem-solving interview questions to find the best candidate

Sophie Heatley, Content Writer

| 03 Oct 2018

10 problem-solving interview questions to find the best candidate

An interview is a good chance to evaluate how candidates approach difficult situations and by asking problem-solving questions you can separate those that are results orientated from those that crumble under pressure. Asking the right sorts of questions will also reveal a person's suitability for the role and company they are trying to enter.

That being said, this can be hard to assess when you first meet someone, so here are 10 problem-solving competency questions to solve your problem of what to ask:

Problem-solving interview question examples

Question 1: describe a situation where you had to solve a problem. what did you do what was the result what might you have done differently.

This question tests their problem-solving ability. As an employer, you want to hire people that get things done and when faced with a problem actively solve it. There are three steps to solving a problem:

A good answer should show that the applicant took the initiative, didn’t act thoughtlessly and was willing to ask questions and work as a team. Ideally their actions were in that order.

Question 2: Give an example of a situation in which you saw an opportunity in a potential problem. What did you do? What was the outcome?

This question tests if they see opportunities in problems. Every business has problems, both minor and major, and you should be able to trust your employees to identify and solve them. Problems are opportunities for improvement, both for an individual and a company as a whole.

Essentially you are looking for an answer that recognises this. Whether they solved a problem single-handedly or flagged the issue to a superior, you are looking for applicants who played a key part in arriving at a solution.

Question 3: What steps do you take before making a decision on how to solve a problem, and why?

This question tests how they problem solve before making a decision. A strong answer showcases that the candidate is considered in their decision-making and has a formal process of thought, instead of becoming overwhelmed and acting rashly. You should be looking for those that have a formalised process that makes sense, and that shows that they don’t just ask for help the entire time.

Question 4: Give an example of a time that you realised a colleague had made a mistake. How did you deal with this? What was the outcome?

This question tests their interpersonal skills . The best type of employees have great interpersonal skills and help others to succeed. Therefore, a good answer should show the candidate was diplomatic and constructive – someone that helps their colleagues to solve problems and doesn’t just highlight them.

Anyone that proceeds to say unsavoury things about previous co-workers should be treated with caution – respect and kindness are core attributes in the workplace.

This question tests their problem-solving strategies. An impressive answer will showcase awareness of problem-solving strategies, although these may differ from person to person.

You don’t want to hire someone that is constantly asking for help and knowing that a candidate has given some thought to potential strategies will provide you with assurance. Problem-solving strategies could vary from data-driven or logical methods to collaboration or delegation.

Question 6: Describe the biggest work-related problem you have faced. How did you deal with it?

This question tests how they tackle big problems. It reveals three things about a candidate:

1. What they are willing to share about a previous employer.

2. What they consider to be a big problem.

3. How they problem solve.

You want a candidate to be appropriate when discussing their current (or former role) and be positive. Of course what constitutes a big problem is relative, but you should be wary of candidates that sound like they might become overwhelmed by stress or blow things out of proportion.

You’ve found the perfect candidate, what’s next? Check out Perkbox’s administration platform to assist you with onboarding and retaining talent.

Question 7: Tell me about a time where you have been caught off-guard by a problem that you had not foreseen? What happened?

This question tests how they deal with pressure. Even the most careful minds can crash into an unforeseen iceberg, but it is how they deal with it that matters. This question should be a chance for you to catch a glimpse of a candidate’s character and personality. Ideally, you want an answer that shows the following:

Question 8: Describe a time where you developed a different problem-solving approach. What steps did you follow?

This question tests their creative problem-solving skills and initiative. If your company was complete you wouldn’t be hiring. Someone that takes initiative and thinks outside of the box can help your business progress and stay ahead of the competition. Creative initiative is a definite bonus as you don’t want an office filled with like-minded people, after all, it’s the new ideas that change the world.

Question 9: Tell me about a time when you became aware of a potential problem and resolved it before it became an issue.

This question tests their ability to identify problems and solve them. Having foresight is important quality and it’s much more than wearing glasses. Foresight is about identifying issues before they actually become issues. Being able to see into the future and red-flagging a problem, is something that you should not only value, but covet – being thoughtful helps avoid disaster.

Question 10: Describe a personal weakness that you had to overcome to improve your performance at work? How did you do it?

This question test their self-awareness and dedication. Self-awareness is crucial to growth and becoming a better employee. A good answer is one that shows a candidates willingness to improve, whether that be learning new skills or honing their talents. This is a hard problem-solving interview question so a successful response is a testament to their ability.

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10 Problem Solving Interview Questions To Hire the Best Candidates

You can't account for every external factor that occurs, and there won't be a single person that can solve every problem. here, we’ll explore why problem-solving questions are crucial to your interview process and offer ten problem solving interview questions to help you hire the best candidate..

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No matter how perfect or well-thought-out a business plan sounds, unforeseen circumstances will always arise. You can't account for every external factor that occurs, and there won't be a single person that can solve every problem. For a company to be successful, you will need to hire a wide array of capable employees who can identify and resolve almost any issue.

You'll have to employ interview problem solving questions that examine how a candidate solves problems during the interview process. Here, we’ll explore why problem solving questions are crucial to your interview process and offer ten problem solving interview questions to help you hire the best candidate.

What Are Problem Solving Interview Questions?

First, it's important to note what problem solving questions are and why they're essential.

Problem solving interview questions are thought provoking inquiries that analyze a candidate's ability to recognize unexpected complications and their process of solving them. This includes planning on multiple levels (having a plan A and a plan B), implementation, and execution.

These types of questions specifically target an interviewee's critical thinking and creativity. By understanding how a person handles problems, you'll get a clearer idea of how they'll fit in the workplace.

Internally solving problems within a business structure is also vital to the synergy and prolonged survival of a company. If its workers can't discern or ignore problems, they will only worsen.

You'll want to consider a prospective worker's problem-solving capabilities before hiring.

It may be wise to research a more in-depth explanation of why problem-solving skills are critical when hiring in the workplace.

Tips For Using Problem Solving Questions To Screen Candidates

A big part of adequately gauging a candidate's abilities during the screening process is how you utilize interview questions about problem solving.

Here are some helpful tips to optimize your interview questions for problem solving and make the most out of your time:

Look Out For Generic Answers

Many resources help people practice interview responses by giving them generic answers to the standard problem solving interview questions based on "what employers want to hear."

You'll want to be on guard for these answers because they don't reflect a person's actual abilities and are easy to replicate.

You'll want to ask questions drawing from a worker's personal experiences to combat this. Candidates who provide unique and genuine answers give more in-depth insights into their problem solving capacity.

Ask Job Specific Questions

Different jobs have different problems.

Asking a computer programmer how to treat a cramped muscle is the same as asking a fitness trainer how to solve an error in the HTML; you won't be getting any insights into their job-specific skills.

Ask questions that are relevant to the interviewee’s potential position. Use common problems in that field and try to pertain to a specific theme.

It's also a good idea to propose real problems at your workplace . Compare and contrast the candidate's solution to how your company resolved the issue.

Their response may not be the same, but it could be vastly more effective than your resolution.

Ask Different Types of Problem Solving Questions

There are different categories of problems. Technical problem solving interview questions gain one perspective on a candidate’s skill set. A relationship problem solving question or a critical thinking problem solving question offers additional insight.

A technical problem might mean an error in the system or a malfunctioning piece of equipment. A candidate should be able to notice early signs of these problems (if applicable) and take action accordingly.

They should also know when the situation is impossible for them to solve alone and that they should go to a higher authority for help.

A relationship problem is when there is a conflict between two or more employees. Teamwork is critical in some fields and a must for cumulative progress.

HR can't resolve every little argument between workers, so it's often up to the individual to take action and compromise.

Assessing a candidate's relationship problem solving ability is essential, especially in team-based environments.

A critical thinking problem is a more complex problem requiring creativity and innovation to solve.

There isn't a simple fix to these problems, and a person will have to get crafty to solve them. Management, organization, and unanticipated issues usually fall under this category and require the greatest attention to resolve.

Give Candidates Multiple Opportunities To Relay Experiences

Keep in mind that not every exceptional employee is good at interviews. Some people panic and freeze up on the spot; it's a natural reaction.

If your screening process has multiple stages, you'll want to capitalize on this by assessing a candidate's problem solving abilities twice. There should be one time when they are asked unexpectedly and another when they have time to formulate their answer.

By doing this, you won't miss out on highly qualified individuals who may not be the best at interviews, and you'll also get a better idea of each candidate's capabilities.

Incorporate Team Related Problems

People cannot always solve problems on their own. A person shouldn't be entirely dependent on others, but they also have to be able to work on a team efficiently .

The way a candidate tackles team-related issues conveys their ability to get along with co-workers, leadership potential, and capacity for compromise.

People on different wavelengths are going to have other ideas and solutions. If no one can agree, then nothing is ever going to get done. You'll also have to consider a candidate's competence at evenly distributing work and versatility in the planning process.

Yes, a person's solo problem solving capabilities are important, but their teamwork skills and communication are vital. Keep this in mind during the screening process.

Build Off of Interviewee Responses

Don't go through a repetitive hit-and-go questioning process. Once you ask a question, try to build on the candidate's response.

This especially goes for questions that draw on a person's real-life experiences. You may have a limited time to ask your questions, but that doesn't mean you have to go through all of them.

Getting in-depth answers to a few questions will better look at a person's problem solving abilities and work ethic.

If there's something you're curious about or something the candidate says piques your interest, speak up and try to pry as much as possible.

10 Problem Solving Interview Questions To Hire the Best Candidate

Here are some excellent base questions to ask prospective employees. Each job is unique and encounters different issues, so you'll likely have to make some modifications to fit your case better.

Nonetheless, these are ten great problem solving interview questions that'll isolate the best candidates during the screening process:

1. What Is Your Approach To Problem Solving?

One of the first things you'll want to assess in a candidate is their approach to solving problems.

Using inefficient, unorganized, or reckless methods can be more detrimental than good, so be sure to comprehend a person's problem solving strategy deeply.

Try to get them to relay the exact structure of their approach and have them explain their reasoning behind each step. Encourage your candidate to draw on past experiences and successes as well.

The problem solving approach also includes a person's attitude towards an issue. Consider elements such as cautiousness, incentive, and reliance on external factors.

2. How Do You Identify Potential Problems?

Problems cannot be solved if they cannot be seen.

Ask the candidate how they have identified different problems throughout their work and personal history. You'll also want to inquire about frequent issues in your business's workplace and common complaints.

Don't just assess a candidate's ability to realize problems. The time it takes to identify a problem is equally important. Problems become more blatant the longer they are left untouched.

An excellent type of question to use here is a scenario question. Propose a simulated setting based on your company's environment and have them pinpoint the problem.

3. How Do You Evaluate The Impact of Potential Problems?

Another skill prospective employees need is the capacity for foresight. They should be able to evaluate the adverse effects of a particular issue. Otherwise, they'd be able to identify the problem but have no incentive to solve it.

Try to ask questions relating to cause and effect. Ex: If [blank] occurs, then what will happen in the short term and the long run.

4. How Do You Prioritize Problems To Be Solved?

A spilled drink likely won't require as much attention as a corporate-wide virus in the systems.

Recognizing where issues lie and knowing how to distribute time can save large sums of money while avoiding catastrophic scenarios.

A candidate's prioritization of problems also indicates their decision-making and organization skills.

To go further in-depth here, give a candidate a series of problems and have them rank them in the order in which they should be solved.

5. How Do You Develop Solutions To Problems?

Developing solutions is a prominent indicator of planning ability and intuitive thinking. Proposing unique problems will test an individual's creative process and reveal how flexible their logic is.

If a person has a single set strategy for solving every problem, they'll eventually fail. You'll need to hire adaptable workers who can think outside of the box.

There will never be a plan that accounts for everything.

You can modify this question to work with different problems, such as technical problems, relationship problems, and critical-thinking problems. Each of them necessitates a distinctive solution, so you'll inadvertently force a candidate to display their plasticity.

6. How Do You Implement Solutions To Problems?

Having a plan is one thing. Putting it into action is an entirely different matter. If you're familiar with the adage "easier said than done," you can probably infer the purpose of this question.

Unfortunately, you probably won't be able to test candidates firsthand on their ability to implement solutions to problems . The next best thing is closely scrutinizing their personal experiences.

Ask about problems they have solved in the past. Inquire about what may have happened if their solution didn't work.

For any theoretical scenarios, you propose, point out flaws in the candidate's plan of action and have them gauge the practicality of performing it.

Be meticulous here and determine how viable their answers are.

7. How Do You Evaluate The Effectiveness of Solutions?

There should be multiple layers to a person's planning process. A candidate can't just propose a well-thought-out plan without evaluating its efficiency.

The easiest or quickest solutions won't always be the most effective. Yes, simplicity and speed are crucial factors in evaluating effectiveness, but they aren't all-encompassing.

Candidates should also consider the resources used and the longevity of their solution. Identify "bandage fix" answers, and look for long-term results.

A candidate should exhibit the ability to compare the pros and cons of different solutions and determine which one will be the most effective.

8. How Do You Learn From Problem Solving Experiences?

Learning from past problems is essential for solving future ones.

A candidate's ability to draw from previous experiences will suggest their effectiveness at problem solving at your workplace.

You will want to hear about the successes of a candidate's problem solving endeavors and their utter failures. Have them relay their gravest mistakes and how they learned from those experiences.

Remember, while succeeding feels good, a person learns more from failure. If a candidate is confident enough to tell you about their most significant shortcoming, they've moved past it and will likely handle adversity more effectively.

9. How Do You Handle A Situation Where a Colleague Made a Mistake?

It is almost always more comfortable to stay in your lane and mind your own business when it comes to working life. However, interacting with others is a crucial part of teamwork and creating an effective workplace environment.

This question gauges your candidate’s interpersonal skills. You would not like to hear your candidate slandering former colleagues or companies.

Instead, a candidate's ability to exhibit diplomacy within the workplace is a far more desirable response. When people can work together well and solve problems, your business is more likely to run like a well-oiled machine.

10. How Have You Overcome Personal Weaknesses To Improve Work Performance?

When looking to gain insight into a candidate's self-awareness, this is a great leading question to get a conversation started.

While self-awareness may seem more relevant to life outside of work, it procures growth in all aspects of a person’s life, leading to a more well-rounded employee.

A promising candidate will be more than willing to acknowledge their weaknesses, using them as a tool to improve performance. Candidates' answer to this question will also gauge their willingness to learn and adjust to various fluid workplace elements.

The Bottom Line

There will always be unaccounted problems in a company's business structure. There are no amount of preventive measures one can take to avoid them all; it's just not possible.

Hiring intuitive employees who can think broadly and resolve issues independently is essential to every company. This is why problem solving interview questions are so vital.

Evaluating this skill set in prospective candidates may require extra work but is ultimately worth it.

Try this free problem solving advanced test if you're looking for a more in-depth evaluation of an applicant's problem solving abilities for your screening process.

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1. What are some of the most difficult problems you have solved?

When interviewers ask “What are some of the most difficult problems you have solved,” they usually want to know two things:

To answer this question effectively, first, take a few moments to think about and jot down the types of difficult problems you have faced in your work. Then, for each problem, briefly describe the steps you took to solve it. Be sure to highlight a few key learnings or lessons that you took away from overcoming these difficulties.

Some examples of difficult problems that job seekers have solved include:

2. How do you go about solving problems?

When you are asked how you go about solving problems during an interview, focus on what works for you specifically - there is no one ‘right’ way to solve problems, so don’t try to fit yourself into that mold.

You should have a clear process and some examples to help support your answer.

Remember to keep it positive - interviews are about selling yourself and your skills, so make sure your answer reflects that.

3. Describe the result of a recent problem you solved

For this question, the interviewer is looking to understand the impact you’ve had on solving problems and how important the problems you’ve described are. The bigger the impact the better the example.

4. Give an example of a time when you had to think outside the box to solve a problem.

When answering this question, it’s important to provide a specific example of a time when you had to think outside the box to solve a problem. Avoid generalities or platitudes like “I’m a creative person” or “I always look for new and innovative ways to solve problems.”

Instead, focus on describing a concrete situation where you were faced with a difficult problem and had to come up with an original solution. Be sure to describe the steps you took to solve the problem and what resulted from your efforts.

If you can illustrate that you can think creatively and come up with innovative solutions, you’ll be sure to impress potential employers and set yourself apart from other candidates.

5. What is a time when you went above and beyond to solve a problem?

Be prepared to answer this question with a great story.

Think of a time when you were faced with a difficult situation at work. Maybe there was a big project that needed to be completed or a customer that was particularly challenging. Whatever the situation was, make sure it’s something that you were able to successfully overcome.

Next, describe what steps you took to solve the problem. Did you come up with an innovative solution? Did you put in extra hours to make sure the job got done? Was it a team effort? Whatever it was that you did, be sure to highlight your role in the story.

Lastly, include details of the results and how they impacted others.

6. Tell me about a time when you predicted a problem before it occurred?

This question shows the interviewer your proactiveness and vigilance.

Try to think about a time when you were able to identify a potential issue and take steps to prevent it from happening. It may be a problem that you had anticipated occurring - how did you know it would happen? What would have been the impact if it did?

Showing that you have the ability to think ahead and predict problems before they occur is a strong skill for any potential employee to have, and by providing specific examples of your own experience, you can demonstrate that you possess it.

7. Give an example of a time when you had to use your creativity to solve a problem

When interviewers ask this question, they are looking to see if you have the ability to come up with new and innovative solutions to problems. They want to know if you are able to think outside the box and come up with creative solutions that others may not have thought of.

To answer this well you should:

8. How do you know when to solve a problem on your own or to ask for help?

There’s no single answer to this question, as the best course of action will vary depending on the situation. However, here are a few general tips to keep in mind:

First, try to assess the difficulty of the problem and whether you have the necessary skills and knowledge to solve it. If it’s a simple issue that you’re confident you can handle, then go ahead and take care of it yourself.

However, if the problem is more complex or outside of your area of expertise, then it’s probably best to seek out help from someone who knows more about it.

9. How do you know when a problem is solved?

This is a great opportunity to show off your critical thinking skills.

First, take a step back and assess the situation. What are the goals that need to be accomplished? What does “solved” look like? What are the constraints that you’re working within?

Defining success criteria will ultimately determine when the problem is solved.

10. Do you enjoy problem-solving?

Almost all roles require some form of problem-solving. A strategic “yes” is always recommended when answering this question.

If you have experience solving problems in previous roles, be sure to mention that. This will show the interviewer that you have the ability to handle challenges.

For example, you might say something like: “I actually enjoy problem-solving quite a lot. There’s something satisfying about being able to find a solution to something that was once a mystery. One time, I was able to help my team solve a big issue we were having with our website. We were able to identify the problem and put together a plan to fix it.”

This response shows that you not only have the ability to solve problems but that you also enjoy doing so. It also gives the interviewer a specific example of a time when you were successful in this area.

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13 Problem-Solving Interview Questions to Assess a Candidate

Solving problems is something we all do on a daily basis, whether it be in our personal life or at work. The issue is that finding the right solutions to those problems is not always easy for everyone. Some people are simply better at it than others. But how can you determine a candidate’s problem-solving skills by only looking at their resume or motivational letter? You simply cannot. That’s why you should assess candidates’ problem-solving skills during the interview process.

Why? Because it is a good chance for evaluating how different candidates approach challenging situations.

Problem-solving skills: A Definition

A problem can be defined as a gap between the current situation and the desired outcome. To fill this gap, problem-solving abilities are needed. Problem-solving in the workplace describes our way of thinking and the behaviour we engage in to obtain the desired outcome we seek, which could be attaining a certain goal or finding a satisfactory answer to our questions.

Different problem-solving strategies can be based on factors such as the amount of information available about the problem, the time spent on planning, or whether multiple solutions have to be tested before deciding on the optimal one.

Why assess problem-solving when it comes to candidates

You and I both know that there every single business, as well as every single job role consists of people constantly being faced with challenges and a variety of problems. Some smaller, some more drastic. But that is the reality and it’s unavoidable.

Often being faced with a problem in the workplace can become a problem within itself. Especially if you don’t have the right people in your team. That’s why it is important to assess someone’s level of problem-solving skills before you hire them. In positions that involve frequent decision-making or in which you often get confronted with complex business issues, this is an important skill.

In the workplace, employees are expected to solve problems daily, ultimately ensuring the smooth functioning of the company. Therefore, the problem-solving ability is one of the most important aspects which needs to be assessed prior to hiring. Problem-solving ability is associated with several sub-skills depending on the nature of the tasks involved in the profession.

For instance, a successful business consultant might want to be equipped with good communication skills, empathy, and analytical thinking, all of which can be considered sub-skills of problem-solving ability.

People who are very good at problem-solving are more self-reliant, as they need less help. However, they also tend to take their time when solving problems. People who are less good at problem-solving are more likely to try different solutions (trial-and-error approach), but also might ask for help more. Depending on the team, work setting, and type of job, you might prefer one type over another.

Types of problem-solving skills to look for in candidates

Problem-solving skills probably encompass more layers than you might initially think they do, after all, any job role involves a set of challenges that need to be overcome. Other aspects that fall under problem-solving, could also be:

What interview structure allows to best assess candidates problem-solving skills?

According to research , a structured interview is more reliable, valid, and less discriminatory than an unstructured interview. When you structure your interview process, the assessment of personality becomes a designed process. Every question should be carefully chosen to assess the candidate’s skills and knowledge.

Guide: How to set up a structured interview process

Get your guide here, 13 interview questions to determine problem-solving abilities.

Problem-solving skills may not be tangible but it shows up in behaviors and conversations, it is visible and you can hear it:

Once you have a full understanding of the above-mentioned, here are some questions you can use throughout interviews with candidates to assess their problem-solving skills.

2 interview questions for assessing listening skills when solving problems

Describe a time when you had to solve a problem but didn’t have all the necessary information about it in hand. What did you do?

For example, if a candidate says that in such a situation they would be uncomfortable and would prefer someone else to take over coming up with a solution – it’s likely that they possess lower problem-solving skills. In contrast, if a candidate would tell you about their strengths and ability to work independently in such a situation, then that would indicate higher problem-solving abilities.

Let’s say you had to solve an unexpected problem but didn’t have much information about it. What would you do in order to solve it efficiently?

If a candidate mentions that they would try to gather more information relating the potential causes of the problem to be able to grasp it better, that’s probably a better answer than just stating that they’d just decide to give up.

3 interview questions for assessing analytical thinking skills when solving problems

Before making a decision, do you outweigh all the alternatives?

Asking this question will help you determine whether this person is more intuitive and fast. Or more analytical and a bit slower. If a candidate were to answer: “I normally make a list of advantages and disadvantages of each solution before deciding which is the most beneficial one” , then this person is likely to be a bit slower when it comes to solving problems than someone who just picks the first solution they come up with.

Describe a situation where you had to solve a problem. What steps did you take to solve this problem?

The main goal of asking this question during the interview is to be able to determine what steps the person chooses to take when addressing the problem. For example, people who seem to plan less and act more intuitively will likely prefer a more trial-and-error, rather than an analytical approach to solving a problem.

If a candidate answers the following: “When I’m faced with a problem, I typically start by doing research and gathering all the relevant information before proceeding.” Then you can assume that they are more likely to take an analytical approach when solving a problem. Whereas, if someone were to say that they just go with the flow, then this person is more likely to prefer a trial-and-error-based approach.

Tell me about a time you made a mistake. How did you deal with it?

When asking the candidate this question, you are looking for an honest, self-critical answer. The candidate should also be able to explain how making this mistake led them to become better at their job. Their answer to this question will serve as an indication of how they deal with challenging situations.

For example, if a candidate shows a sense of integrity and understanding of how they could avoid making the same mistake in the future when solving a problem – you’ve found yourself an individual that learns from their mistakes to better themselves.

2 interview questions for assessing creative thinking when solving problems

Tell me about a situation where you were able to overcome a problem by using a creative approach.

Of course, when hiring new people, we want to hire those who take the most innovative and creative approaches to solving problems, as well as implementing these ideas in reality. In this case, you should be looking for an answer in which the candidate is focusing on explaining the creative approach they took, rather than the problem they were trying to solve. After all, you are looking for someone who can solve problems in a creative way rather than someone who can describe the problem.

Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What, if anything, do you wish you had done differently?

This is an example of the so-called behavioural interview questions. These questions focus on revealing how individuals act in certain situations. In this case, if you’re looking for someone with high problem-solving abilities, you are looking for someone who will be able to critically assess and explain their problem-solving process. As well as highlight how problems can often be transformed into opportunities for improvement and growth.

3 interview questions for assessing time and workload management when solving problems

Imagine you’re in a stressful situation at work and you need to come up with a solution quickly. What would you do?

When asking this question to a candidate, you should be on the lookout for an answer that includes all of the following: an example story, placing their focus on how they handled the stressful situation. Basically – focusing more on actions rather than feelings, and highlighting what skills allowed them to deal with the situation successfully.

The answer you are probably not looking for is “I’ve never been stressed, cannot even imagine what that would feel like within a work environment.” Such an answer just indicates straight up that someone is lying because we all know that there is no such work environment in which stress is non-existent (even if you’d work at puppy daycare).

Are you someone who prefers to solve problems very quickly, or very carefully and slowly?

As human beings, we all have the tendency to want to arrive at a solution as quickly as possible. However, not all solutions will lead to the most optimal outcomes.

Within the startup environment, things are often subject to rapid change. This also means that it’s more likely that various problems can occur quite suddenly. In this case, you are looking for a candidate who prefers a more trial and error-based approach. Why? Because people who have extremely high problem-solving skills tend to take a longer time for a problem. What is the danger of having only people with sharp problem-solving skills in a team? It can take very long to solve problems that are maybe ad-hoc.

Tell me about a situation where you were faced with multiple problems. How did you choose which problem to prioritize?

This question has everything to do with how the candidate works under pressure. As well as the extent to which they are capable of prioritizing. When faced with multiple problems, the individual should be able to prioritize between tasks that are of high importance and those that are not as urgent.

When answering this question, the candidate should be able to walk you through their prioritization process and rationally argue their choices. While also placing focus on explaining their planning strategies to ensure that no problem is left unsolved.

3 interview questions for assessing collaboration when solving problems

How do you know when to solve a problem by yourself? And when to ask for help from someone else?

I think the important thing to take into account when asking this question is that asking for help should not be considered a sign of weakness.

What you should be looking for in the answer to this question is someone’s ability to be able to gauge in which situations they should most definitely ask for help. And in contrast, in which situations it’s not really necessary. This way you will be able to tell whether this person is capable of solving a problem independently or is always asking for help even when it comes to the little things.

What do you do in a situation when you cannot seem to find the right solution to a problem?

How would you react when your manager tells you to think more before taking action?

Lastly, save the best for last – a question that will show to you how the candidate deals with feedback provided about the process of solving a problem and the solution itself. P.S. Sometimes thinking slow is the best way to go! 😉

Key differences between people with systematic vs. intuitive problem-solving style

Person with more systematic problem-solving style.

Person that prefers more intuitive problem-solving style

Cons of assessing problem-solving in interviews

Inaccurate and unreliable results.

I dare you to take a second and do a simple google search for “how to answer problem-solving interview questions” or any query similar to that.

I guarantee you will see hundreds of articles pop up regarding the best ways of answering these questions.

Just look at the number of results available out there for just these two queries…

That’s exactly where the danger lies – candidates can prepare their answers to these questions, thus leading to unreliable assessment from your side on whether they have the problem-solving skills you are looking for.

No standardized way of presenting results

Using solely interview questions to assess problem-solving skills allows for no standardized way of presenting results as each candidate you interview will give a different answer to your question and it will become gradually more difficult to compare candidates with each other.

Ultimately, resulting in – hiring decisions made based on gut feeling & influenced by your implicit bias.

Extremely time-consuming

If the job posting receives 100 CVs. Now, you not only need to scan 100 CVs, but you also need to decide which candidates out of these 100 will be invited for an interview. And even though that doesn’t sound so bad, it actually is.

Because how can you decide which candidates are the best suited for a role by just taking a short glimpse at their CV? You simply cannot.

So then you’ll probably end up interviewing more people than you should. Just imagine all the time spent interviewing, talking, asking questions, taking notes of the candidate’s answers, and then later on comparing them.

Wrong first impressions, lasting consequences

According to The New York Times, 44% of all job openings online still require a certain educational level/degree. Why is it so? Because education for most of us is perceived as a solid proxy for intelligence. If someone completed higher education – they must possess analytical intelligence, creativity, ability to collaborate and so on. However, science says something else:

This means that someone’s cognitive ability (also called your General Mental Ability, the indicator for human intelligence) is 6.5x as predictive for future job performance than education. So, the habit to link intelligence to education might not be as solid as we’d think.

How does this relate back to assessing problem-solving skills in interviews? Well, even before deciding whom you will be inviting for an interview, you most likely take a look at their CV. This is exactly the very first moment your implicit bias star playing tricks on how you perceive the candidate. Here is what happens:

If you really value problem-solving ability and intelligence, and these are crucial skills to perform well at the job you are hiring for – it is (highly) likely that, based on this first gut feeling, you will invite Candidate A to an interview.

However, the thing is – fit for a job and future job performance is so much more than just one or two skills. It is in fact a combination of multiple factors that contribute to the success someone will have in a certain job. There is no one size fits all.

The bottom line..

Knowing what to look for in candidates even before the interview process is a crucial step to setting your hiring process up for success. And that starts with gathering data-backed, objective and science-based insights about your teams and your candidates…

Interviews are often perceived as the ultimate gateway to finding the perfect candidate, however, in reality, it’s littered with many pitfalls:

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Interview Answers

26 Good Examples of Problem Solving (Interview Answers)

300+ Interview Questions Answered.

300+ Interview Questions with Expert Answers.

good examples of problem solving for job interviews and cover letters

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?”

Examples of Problem Solving Scenarios in the Workplace

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

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.

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:

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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Behavioral Interviews

Answering Behavioral Interview Questions About Problem Solving Like a Pro

Many candidates prepare for interviews by focusing on highlighting soft skills like leadership, teamwork, and communication. They tend to ignore getting ready for problem-solving interview questions and that could prove to be a huge mistake.

If interviewers ask you about your problem-solving skills, it’s tough to wing it, especially if improv is not your strong suit. You’ll definitely want to be prepared, or you’ll end up mumbling your way through a weak answer. Even worse, you might just say nothing.

In this article, you’ll learn how to properly answer interview questions about problem-solving. Let’s begin!

What Are Problem-Solving Skills?

Before we define problem-solving skills, we’ll first need to remind ourselves what a behavioral interview question is.

Behavioral interview questions are the ones that ask you for specific examples of past work experiences. Studies have shown that the best way for hiring managers to predict future job performance is by understanding past performance.

These behavioral questions typically start with “Tell me about a time…” or “Give me an example of…” Each question focuses on a desired competency area (a few examples: communication skills, time management, creativity).

Read our Behavioral Interview Questions 101 Guide for more.

“ Problem-solving skills” relate to your ability to identify issues, obstacles, and opportunities and then develop and implement effective solutions.”

Clearly, there are many different types of problem-solving — and different fields and types of companies prize different aspects of problem-solving. This is why some candidates stumble when trying to answer this question.

Here are just some of the competency areas that can be considered part of “problem-solving:”

As always, it’s important to thoroughly review the job description and try to understand what types of problems you would be solving in the role . This analysis will help you choose the examples from your past that are most likely to wow your interviewer.

Behavioral Questions About Problem Solving

Here are some popular behavioral questions related to the competency of problem-solving:

How to Answer Behavioral Questions About Problem Solving

You probably solve many problems in a typical week on the job. If you haven’t prepared in advance, this type of behavioral question can throw you off because it can be hard to pull up a strong example (and all of the relevant details) on the fly.

I highly recommend preparing a few stories about your greatest problem-solving hits. Think of the most impressive challenges that you’ve overcome, the most creative approaches, and the solutions that made the biggest difference for the organization. These can be job-specific problems or higher-level strategic issues.

As always, use the STAR format as a framework for your story. The STAR format will help you focus your thoughts and turn your example into an interesting (non-rambling) and convincing (impressive) story.

Keep in mind that you don’t want to write and memorize a script. With the STAR format, you can simply capture a few bullet points for each of the key aspects of your story (Situation/Task, Approach, and Results). This will allow you to keep your example concise while still hitting all of the key points that make you look good.

Sample Answer — “Tell Me About a Time You Had to Solve a Challenging Problem.”

Here’s an example that shows how the STAR format can be used specifically to detail a problem-solving experience

S/T (Situation/Task)

Give a brief overview of the project or situation. Provide only enough background to give context and help your interviewer understand the difficulty and importance.

Example Situation/Task Bullets

Why We Like Them

This is a nice concise overview of the candidate’s role, what the business problem was, and why it was important to the organization.

Notice that the candidate included a brief description of the company’s business and her team’s area of responsibility. This may not always be necessary, but don’t assume that the hiring manager knows all about your former company if it’s not a household name. I see this a lot with my coaching clients — they don’t provide enough information about the context of the problem and lose the listener.

Tip: Don’t give in to the temptation to pile on the details. You don’t need to fill the interviewer in on all of the different events and locations and agendas and speaker line-ups. You don’t have to share the history of the business development team or the detailed methodology behind tracking attendance. Stick to what’s relevant.

A (Approach)

— Once you’ve set up the problem, it’s time to walk through the key actions that you took to address it. What exactly did you do and why?

Example Approach Bullets

He gives us a step-by-step breakdown of how he analyzed the problem and how he came up with solutions. He makes it clear that he took initiative to understand the causes of the issue, listened to constructive feedback, made decisions, and took action.

R (Results)

Remember that a good STAR interview story always features a happy ending. The last part of your answer should describe the positive result(s) of the actions that you took. Hard numbers are always especially impressive (increased revenue by 41%, came in 20% under budget or 2 weeks ahead of schedule) , but anecdotal results can also be powerful (My client said I was a hero, my VP gave me a raise based on my stellar performance).

Example Results Bullets

This is indeed a happy ending. The candidate covers a couple of different positive outcomes:

Tip: It’s nice to have specific metrics around increased attendance and client evaluations, but the anecdotal results are also strong in this example. The CEO’s recognition shows that the project was important and that the results were valued by the company.

If you’d like to learn more about behavioral interview questions, we’ve made an awesome video that contains some super helpful advice. Check it out!

This is only one of the lessons you’ll have access to if you want to join Big Interview .

Also, you’ll be able to spruce up your answers with the Answer Builder. It’s a great tool if you’re looking to answer problem-solving questions like a pro and it’s extremely user-friendly.

Photo a Big Interview's Answer Builder start page.

Select Behavioral and you’ll be well on your way to crafting amazing answers.

Screenshot of Big Interview Answer Builder - Selecting Behavioral

It’s time to name your story. If you’re unsure how there’s a video on the page to help you.

Screenshot of Big Interview Answer Builder - Naming Your Story

You’ll want to describe your situation next. You could check out some more sample answers and learn how to outline the problem.

Screenshot of Big Interview Answer Builder - Describing Your Situation

After you’ve described your situation, give a detailed account of your approach, and mention the results and the competencies you’ve demonstrated. You’ll then be able to review your answers and improve them until you’re pleased.

Why Interviewers Ask About Problem Solving

Hiring managers ask behavioral questions about problem-solving to get a better understanding of how you work.

Are you a go-getter who proactively looks for ways to contribute? Are you someone who can be counted on to help the team perform better? Will you step up to improve things or sit around waiting for instructions?

The interviewer is likely looking for a general problem-solving orientation to your personality. For many jobs, the hiring manager is also looking for a proven track record in addressing the types of challenges that are common in the role.

For example, a customer service representative should be able to deal with an upset customer. A project manager should be able to handle a deadline change. A senior-level operations person should be able to fix an inefficient process.

Remember that you are probably competing for the job with many other qualified candidates . You probably all look pretty good on paper.

But which of you is most likely to step up and excel — to make the hiring manager look good and make her job easier? I’d always prefer to hire the proven problem solver — often even over someone with more education or experience.

2) Be Specific About Your Actions

To stand out from the crowd, you need to provide enough detail to give a sense of who you are and how you think. Many of my coaching clients have made the mistake of rushing through their stories and leaving out the most interesting and memorable details. Good stories offer an opportunity to connect with your interviewer. Give them some details that they can relate to.

Of course, you must also keep your story concise. It is easy to wander off into extraneous details if you haven’t prepared your stories in advance. The goal is to find a nice balance between interesting detail and conciseness. The beauty of the STAR format is that it keeps you focused .

Reminder: The STAR format isn’t about scripting and memorizing stories (and it’s certainly not about fiction writing). The example above is more scripted than you want or need. We did it this way to illustrate how the final delivery might sound.

When preparing your own STAR stories, it’s not necessary to write complete sentences with clean transitions. Just jot down the rough bullet points for each section. You want to create a framework that ensures you hit your key points, but your delivery will likely be a little bit different each time.

3) Practice

If you’re a regular reader, you know how we feel about the practice. Over several years of working with thousands of job seekers, I have seen the magic of practicing for the job interview , especially when it comes to answering behavioral questions.

I know that practice interviewing can feel awkward, but please don’t skip this step. It really does make a difference. Academic studies and my own experience consistently show that the candidates who practice land more job offers. Practice makes you more eloquent and more confident and will considerably increase your odds of getting hired.

_______________________________

Need a hand? There are 2 ways we can help you:

1. Learn how to turn more job interviews into job offers here . (Rated with 4.9/5 by 1,000,000 users) 2. Learn how to successfully negotiate a better salary. (Take a sneak peek of one lesson for free here )

Pamela Skillings

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February 11th, 2023 ⚥🤔💭

COMMENTS

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