decision making and problem solving interview questions

Common Decision Making Interview Questions

1. how do you prioritize tasks when faced with multiple urgent decisions.

In roles where urgency is commonplace, effective decision-making under pressure is a hallmark of professionalism. When faced with simultaneous high-priority tasks, the ability to discern which task holds the greatest significance to the organization’s goals, resources, and timelines is crucial. This question delves into a candidate’s critical thinking, time management, and strategic planning abilities. It’s not simply about choosing which task to address first, but also about understanding the potential impact of each decision on the team, the project, and the company at large.

When responding to this question, candidates should outline a clear and logical method for assessing tasks. This might include evaluating deadlines, the tasks’ potential impacts, available resources, and dependencies between tasks. It’s also important to communicate flexibility in re-evaluating priorities as situations change and the ability to delegate effectively. Providing concrete examples from past experiences where prioritization was key can demonstrate competence in navigating such challenges.

Example: “ In prioritizing tasks amidst multiple urgent decisions, I employ a systematic approach that hinges on assessing the impact and immediacy of each task. I begin by evaluating the potential outcomes of decisions, prioritizing those with the most significant consequences or those that could lead to cascading effects if not addressed promptly. This involves considering both the short-term and long-term implications of each task.

Once the impact is assessed, I weigh the urgency by examining deadlines and the necessity of immediate action. I also consider resource availability and whether any tasks are interdependent, which could necessitate a particular sequence of actions. In practice, this methodology has allowed me to effectively navigate situations with competing priorities, such as when I had to choose between addressing a critical system outage or a security vulnerability. By quickly evaluating the broader impact on operations and customer trust, I prioritized the security issue, delegating the system outage to a competent team member, ensuring both issues were resolved efficiently with minimal disruption. This approach reflects a balance of strategic foresight and operational agility, essential for making sound decisions under pressure.”

2. Describe a time when you made a decision with incomplete information.

Navigating conditions of uncertainty and time pressure requires a delicate balance between intuition and analysis. Your ability to act with decisiveness and confidence even when you don’t have all the details at your disposal is of interest to those assessing your fit for a role. This question delves into your problem-solving skills, risk assessment capabilities, and your judgment in prioritizing which information is essential for the decision at hand. It also touches upon your ability to adapt and learn from the outcomes, whether they are positive or negative.

When responding, outline the context succinctly, emphasizing the stakes involved and the information gap. Proceed to describe your thought process, highlighting how you differentiated between what was known and unknown, how you assessed the risks, and what resources or expertise you leaned on to fill the gaps. Conclude with the decision made, the action taken, and reflect briefly on the result—focusing on what you learned and how it has informed your approach to making decisions since then.

Example: “ In a situation where a critical product launch was on a tight deadline, I was faced with the decision to proceed without complete data on potential market reactions. The stakes were high as a delay could result in significant financial loss and a missed opportunity to establish market leadership. I distinguished between known factors, such as our product’s capabilities and existing customer demand, and unknowns, primarily competitor responses and precise customer adoption rates.

I conducted a swift risk assessment, considering the worst-case scenarios of proceeding versus waiting for more information. To mitigate the risks, I consulted with the product development and marketing teams to gather their expert judgments and utilized historical data to inform our projections. Based on this, I decided to go ahead with the launch, implementing a flexible marketing strategy that could be adjusted in real-time as new information became available.

The launch was successful, capturing a substantial market share despite initial uncertainties. This experience reinforced the importance of adaptive decision-making and has since guided my approach to balance risk with opportunity in situations with incomplete information.”

3. What strategies do you employ to mitigate risks in decision-making?

Mitigating risks is a fundamental skill that showcases your foresight, analytical abilities, and problem-solving acumen, especially in a professional context. This question delves into your approach to uncertainty and your capacity for balancing potential benefits against potential drawbacks. It also reveals your propensity for due diligence and your competency in predicting outcomes and preparing contingency plans. This is crucial in a work environment, as decisions often carry significant weight and can impact the company’s direction, finances, and team morale.

In responding, articulate a structured approach: begin with identifying potential risks through thorough analysis and research. Follow this with detailing how you prioritize these risks based on their likelihood and potential impact. Next, explain how you develop strategies to avoid, minimize, or transfer these risks, which might include creating detailed plans, seeking expert advice, or implementing safeguards. Finally, emphasize the importance of monitoring outcomes and adjusting your strategies as necessary, showing your adaptability and commitment to continuous improvement.

Example: “ In mitigating risks during decision-making, my approach begins with a comprehensive analysis to identify potential risks, utilizing both quantitative and qualitative data. This enables a clear understanding of the variables at play and the potential challenges that could arise. I then prioritize these risks based on a matrix of likelihood and impact, which helps to focus attention and resources on the most significant threats.

Once risks are identified and prioritized, I develop strategies to manage them effectively. This could involve a range of tactics such as diversification, establishing contingency plans, or seeking insurance where appropriate. I also consider the value of consulting with experts to gain insights that might not be immediately apparent from internal analysis. Throughout the decision-making process, I ensure that there are clear lines of communication and that all stakeholders are informed and prepared for possible risk scenarios.

Monitoring the outcomes of decisions is crucial, as it allows for the identification of any early signs of risk manifestation. This vigilance ensures that I can respond swiftly to mitigate impacts. I maintain a dynamic approach, ready to adjust strategies in response to new information or changes in the external environment, thereby ensuring resilience and the capacity for continuous improvement in decision-making processes.”

4. In what way do you balance data analysis and intuition in your decision process?

Striking an optimal balance between empirical evidence and gut feeling is a complex interplay in any professional context—a harmony of hard facts and soft instincts. This question is designed to discern whether candidates can leverage quantitative data to inform their choices while also acknowledging the irreplaceable value of human intuition that often draws from experience and unquantifiable factors. It also reveals a candidate’s decision-making style, their approach to risk management, and their ability to adapt in situations where complete data may not be available.

When responding, candidates should articulate their process for gathering and analyzing relevant data, demonstrating an understanding of its critical role in making informed decisions. Furthermore, they should share experiences where their intuition guided them to a conclusion not immediately obvious from the data alone. This conveys a well-rounded decision-making capability that values both the reliability of data and the agility of instinctual judgment. It’s important to provide specific examples to show the interviewer how this balance has been effective in past scenarios, illustrating the candidate’s depth of thought and maturity in decision-making.

Example: “ In balancing data analysis with intuition, I employ a rigorous approach to gather and scrutinize data, ensuring that my decisions are grounded in empirical evidence. I analyze trends, patterns, and statistical metrics to construct a solid informational foundation. However, I recognize that data can sometimes be incomplete or lagging behind real-time events. In such instances, I leverage my intuition, which is honed by years of experience and a deep understanding of the context in which I’m operating.

For example, in a situation where market data indicated steady conditions, but I perceived subtle shifts in consumer behavior and competitor activity, I trusted my intuition to probe deeper. This led to a preemptive strategy adjustment that capitalized on an emerging opportunity, ultimately resulting in a successful outcome. This experience reinforced my belief in the synergy of data and intuition, where data provides the groundwork for decision-making, and intuition offers the strategic finesse to navigate complexities not yet captured in the numbers.”

5. Share an example of a high-stakes decision you’ve made. What was the outcome?

The litmus test for an individual’s judgment, risk assessment, and ability to remain composed under pressure comes with high-stakes decisions. Such decisions often involve significant consequences and can affect the trajectory of a project, team, or entire organization. They require a careful balance of intuition, data analysis, and consultation with stakeholders. The outcome of these decisions not only reveals the immediate impact on the task at hand but also provides a window into the decision-maker’s strategic thinking, resilience, and adaptability when faced with the unpredictable aftershocks of their choices.

When responding to this question, it’s crucial to select an example that showcases your ability to handle responsibility and navigate complex situations. Outline the context and the stakes involved, articulate the options you considered, and explain the rationale behind your ultimate decision. Be transparent about the results—whether successful or not—as the lessons learned are often as valuable as the decision itself. Demonstrating reflective thought and the capacity to learn from the experience will underscore your maturity as a decision-maker.

Example: “ In a previous project, I faced a high-stakes decision when a critical product feature failed to meet its performance benchmarks just weeks before launch. The stakes were significant, as any delay would not only impact our market position but also our financial forecasts and customer trust. I had to decide between delaying the launch to perfect the feature or proceeding with a workaround that would temporarily satisfy functionality but potentially compromise the user experience.

After a thorough risk assessment and consultation with the technical and customer service teams, I decided to delay the launch. This choice was based on long-term strategic thinking; preserving brand integrity and customer trust was paramount. I also initiated a transparent communication strategy with our stakeholders, explaining the reasons for the delay and outlining our action plan.

The outcome was a mixed bag initially, with some short-term revenue loss and market disappointment. However, the decision ultimately paid off. The feature was perfected, the product launched successfully, and the customer feedback was overwhelmingly positive. The experience reinforced the importance of prioritizing long-term value over short-term gains and the value of clear communication during crisis management.”

6. When have you had to make a controversial decision, and how did you handle the fallout?

Navigating through choices that elicit strong reactions and differing opinions from various stakeholders is a part of decision making. The ability to make a controversial decision showcases a person’s leadership qualities, resilience, and ethical compass. The question aims to understand how a candidate deals with the consequences of their decisions, including managing backlash, maintaining professional relationships, and preserving the integrity of the decision-making process.

In responding, outline the situation that led to the controversial decision, emphasizing the analysis and the thought process behind your choice. Then, describe the steps you took to handle the fallout—this could include clear communication, seeking feedback, and taking remedial actions if necessary. Highlight your commitment to transparency, your skills in conflict resolution, and your capacity for empathy, showing that you can lead decisively while considering the implications of your decisions on all parties involved.

Example: “ In a previous situation, I faced the challenge of implementing a new policy that significantly altered the existing workflow, which was met with resistance from a segment of the team. The decision was based on extensive data analysis indicating that the change would substantially increase efficiency and reduce long-term costs. However, I was acutely aware of the discomfort it would cause in the short term.

To manage the fallout, I initiated a series of open forums and one-on-one discussions to address concerns transparently, providing a platform for dialogue and expressing empathy for the disruption. I also set up a feedback loop, allowing for adjustments to the implementation plan based on constructive input. This approach not only mitigated the immediate tension but also fostered a sense of ownership among the team, leading to a more cohesive adoption of the new policy. My commitment to maintaining open channels of communication and readiness to adapt strategies as necessary helped to navigate the company through the transition period with minimal disruption to morale and productivity.”

7. Outline your approach to making ethical decisions under pressure.

The process of making ethical decisions, especially under pressure, reveals much about a person’s moral compass and problem-solving skills. Ethical dilemmas often have no clear right or wrong answers, and the choices made can have far-reaching implications for the company, its employees, and its stakeholders. The line of questioning delves into your thought process, revealing how you balance practical business considerations with ethical standards, and whether you can remain composed and principled when faced with tough choices.

To respond effectively, articulate a clear and structured approach: start by describing how you gather all relevant information and viewpoints to fully understand the situation. Explain how you weigh the potential outcomes against your own values and the company’s ethical guidelines. Emphasize the importance of considering the impact on all stakeholders involved. Illustrate your answer with a concise example from your past that demonstrates your ability to remain calm and make a principled decision under pressure. Convey confidence in your ethical judgement, but also show willingness to seek guidance from mentors or colleagues when necessary.

Example: “ My approach to making ethical decisions under pressure begins with quickly gathering all pertinent information and perspectives to ensure a comprehensive understanding of the situation. I prioritize transparency and open communication to obtain insights from all relevant stakeholders. This allows me to consider the broader implications of the decision, ensuring that it aligns with both my personal values and the organization’s ethical standards.

In one instance, I was faced with a time-sensitive decision that posed a potential conflict of interest. Despite the pressure to expedite a resolution, I maintained a methodical approach, evaluating the long-term consequences against short-term gains. I consulted the company’s code of conduct, reflected on the potential impact on all parties involved, and sought advice from an impartial senior colleague. This process led to a decision that upheld the company’s integrity without compromising on our commitments. My ability to remain composed and adhere to ethical principles under pressure not only resolved the issue effectively but also reinforced the trust and respect of my peers and superiors.”

8. Can you recall a situation where you had to reverse a decision? Why did you do so?

Adaptability and the willingness to reassess and adjust when new information comes to light are key aspects of decision-making. Being able to reverse a decision shows humility, flexibility, and the understanding that the best leaders prioritize the outcome over their ego. This question digs into a candidate’s ability to pivot when necessary, and it also reveals their process for critical thinking, problem-solving, and how they handle the consequences of their choices.

When responding to this question, outline the situation that led to the initial decision and then explain what changed: new data, feedback, or circumstances that prompted a reevaluation. Focus on the thought process and criteria used to make both the original and the revised decisions. Share the communication strategies you employed to explain the change to stakeholders, and reflect on what you learned from the experience. Highlight your resilience and commitment to achieving the best results, rather than just sticking to a possibly flawed plan.

Example: “ Certainly. In one instance, a decision was made to streamline operations by consolidating two departments. The initial analysis suggested significant cost savings without a loss in productivity. However, as the implementation progressed, new data emerged indicating a substantial negative impact on employee morale and unforeseen workflow disruptions that were not initially apparent.

Recognizing these issues, I convened a meeting with key stakeholders to review the new information. It became clear that while the original decision was made with the best intentions, the real-world implications necessitated a reassessment. After a thorough review, it was decided to reverse the consolidation and instead focus on targeted process improvements within the existing departmental structure.

This experience underscored the importance of agility in decision-making and the need to remain open to new information. I communicated the change in course to all involved, ensuring transparency and understanding of the rationale behind the revised decision. The key takeaway was the value of adaptability and the importance of continuous monitoring and evaluation of decisions against their intended outcomes.”

9. What is your method for evaluating the long-term implications of your decisions?

Foreseeing the long-term outcomes of one’s decisions is a vital trait for any professional, especially those in roles where choices can have far-reaching impacts on the team, company, or wider community. This question delves into whether a candidate possesses strategic thinking and can balance immediate needs with future consequences. It also touches on the individual’s capacity to analyze various factors and potential risks, indicating their aptitude for critical thinking and planning.

When responding, candidates should articulate a clear and structured approach to decision-making. This might involve outlining steps such as defining objectives, gathering and analyzing data, considering alternatives, consulting with stakeholders, assessing risks, and weighing the pros and cons. It’s important to exemplify this process with a concrete example from past experience, demonstrating how the method was applied and what the long-term results were, thereby confirming the effectiveness of their decision-making strategy.

Example: “ In evaluating the long-term implications of my decisions, I employ a strategic approach that integrates both quantitative and qualitative analysis. Initially, I define clear objectives to ensure alignment with overarching goals. I then gather relevant data and conduct a thorough analysis, which includes financial modeling, scenario planning, and risk assessment to quantify potential outcomes. Qualitatively, I consider the broader impact on stakeholders, company culture, and market trends. This dual-lens approach ensures a holistic view of possible long-term scenarios.

For example, when faced with a significant investment decision, I developed a comprehensive model projecting the financial return over a 10-year horizon. I incorporated sensitivity analysis to understand the impact of variable changes on our long-term financial health. Concurrently, I engaged with key stakeholders to gauge the investment’s potential effects on our brand and customer relationships. This process culminated in a decision that not only achieved a robust financial return but also enhanced our market position and stakeholder trust, demonstrating the efficacy of a well-rounded, forward-looking decision-making strategy.”

10. Illustrate a scenario where you utilized consensus-building in decision-making.

Consensus-building is a method that seeks to find common ground and shared understanding, leading to decisions that are broadly supported by all stakeholders. This question allows the interviewer to assess the candidate’s ability to navigate differing opinions, foster an inclusive dialogue, and ultimately guide a group towards a unified outcome. It demonstrates the candidate’s leadership in fostering teamwork, their diplomatic skills in managing conflict, and their strategic approach to achieving buy-in from various parties.

When responding to this question, outline a specific situation where you faced a decision that required input from multiple individuals or departments. Detail the steps you took to bring everyone to the table, how you facilitated the discussion to ensure all voices were heard, and the techniques you utilized to negotiate and compromise where necessary. Highlight the outcome and reflect on any lessons learned from the experience that have informed your approach to decision-making going forward.

Example: “ In a scenario involving the integration of two distinct technology platforms after a company merger, consensus-building was crucial to harmonize divergent views from both IT departments. Recognizing the complexities, I initiated a series of workshops with key stakeholders from each team to map out the integration process. By employing active listening and acknowledging the concerns of each party, I facilitated a collaborative environment where each voice could contribute to shaping the solution.

Through these discussions, I utilized a decision-making matrix to prioritize features and identify potential trade-offs, ensuring transparency in how decisions were made. This approach helped to foster mutual understanding and respect among the teams. The outcome was a well-orchestrated integration plan that balanced technical feasibility with business needs, leading to a successful merger with minimal disruption. The experience reinforced the value of inclusive dialogue and structured negotiation in achieving a collective agreement that aligns with strategic objectives.”

11. Tell us about a time when you had to decide without team consensus.

Leadership often involves making decisions in isolation, revealing how an individual handles responsibility, pressure, and the potential fallout of their choices. When a team cannot reach a consensus, it often falls to one person to make the final call, which can significantly impact the team’s dynamics, project outcomes, and individual morale. This question ascertains if a candidate can balance decisiveness with empathy, exercise judgment under uncertainty, and ultimately stand by their decisions while still valuing team input and maintaining cohesion.

When crafting your response, focus on the process you used to weigh the different options and the rationale behind your decision. Highlight your ability to consider the risks and benefits, consult relevant data or expertise when possible, and communicate your decision transparently to the team. Emphasize how you managed any resulting impact on the team and what you learned from the experience that has since informed your approach to leadership and decision-making.

Example: “ In a previous situation, I faced a critical decision that required immediate action where team consensus was not feasible due to time constraints. After gathering all available data, I performed a swift cost-benefit analysis, considering the potential impacts on various stakeholders and the alignment with our strategic objectives. I also consulted briefly with key team members who had expertise relevant to the issue at hand to ensure that I wasn’t overlooking critical information.

Making the decision, I took responsibility for the potential risks, while also setting up a contingency plan to mitigate any negative consequences. Once the decision was made, I communicated it clearly to the team, providing my rationale and encouraging open dialogue to address any concerns. This approach not only resolved the immediate challenge but also reinforced a culture of transparency and accountability. The decision ultimately proved successful, and the experience highlighted the importance of decisiveness, informed risk-taking, and clear communication in leadership. It also underscored the value of fostering a team environment where members feel their expertise is respected and utilized, even when consensus is not possible.”

12. Describe how you assess different options before arriving at a decision.

Quizzed about your decision-making process, it reveals how you prioritize, analyze data, and consider the impact of your choices. It also shows whether you’re the kind of person who makes informed decisions or if you tend to shoot from the hip. The interviewer is looking for evidence of a methodical approach that ensures risks and benefits are weighed, and that you’re not paralyzed by indecision when faced with multiple pathways.

When responding, outline a clear, structured thought process. Begin by mentioning that you identify the key objectives and criteria for a successful outcome. Then, explain how you gather relevant information and options, followed by evaluating these options against the set criteria. Highlight the importance of seeking diverse perspectives if the decision is complex, and how you use this input to inform your final choice. Conclude by discussing how you implement the decision and the methods you use to evaluate its effectiveness afterwards.

Example: “ In assessing different options before arriving at a decision, I start by clearly defining the objectives and success criteria, ensuring they align with the strategic goals. This sets a framework for evaluating the options. I then systematically gather relevant data and potential solutions, employing both quantitative analysis and qualitative insights. This dual approach allows for a comprehensive understanding of the potential impact of each option.

Once the data is compiled, I apply a weighted decision matrix, scoring each option against the predefined criteria. This method quantifies the decision-making process, making it more objective. For complex decisions, I also seek diverse perspectives to challenge assumptions and uncover any biases, integrating this feedback into the matrix. After selecting the most viable option, I devise an implementation plan with key performance indicators to monitor the decision’s effectiveness, ensuring that it delivers the intended outcomes and adjusting the course of action as necessary based on the feedback and results.”

13. How do you ensure fairness when making decisions that affect team members?

In leadership roles, fair decision-making directly impacts team morale, trust, and performance. A leader must balance individual needs with collective goals, often under the scrutiny of those affected. The question delves into the candidate’s ability to employ objectivity, empathy, and ethical considerations, ensuring each team member feels valued and respected. It also reveals the candidate’s understanding of the impact their decisions can have on the team’s dynamics and overall success.

To respond, a candidate should outline a clear decision-making process that includes gathering relevant information, considering the implications for all stakeholders, and communicating transparently with the team. They might also discuss the use of established criteria or frameworks to guide their choices, the importance of consulting with diverse perspectives to avoid bias, and how they follow up on decisions to address any concerns and ensure equitable outcomes.

Example: “ When ensuring fairness in decision-making, I adopt a structured approach that starts with comprehensive information gathering to understand the full scope of the situation and its potential impact on all team members. I leverage objective data and consult with key stakeholders to gain diverse insights, which helps mitigate personal biases and blind spots. By integrating these perspectives, I develop a well-rounded view that informs the decision-making process.

I then apply consistent criteria or frameworks that align with organizational values and goals to evaluate options, ensuring each team member is subject to the same considerations. Transparency is crucial throughout this process; I communicate the rationale behind decisions openly, providing a clear explanation of how and why certain conclusions were reached. This not only fosters trust but also invites feedback, allowing for any oversights to be addressed promptly. Post-decision, I monitor the outcomes closely, ready to make adjustments if the effects reveal any unintended disparities, thereby maintaining an equitable environment.”

14. What measures do you take to stay informed and prepared for critical decision-making?

Transcending job titles and industries, decision-making is the ability to choose a direction based on available information and desired outcomes. Consistently sound decisions can lead to success, while poor decisions might spell disaster. This question assesses whether a candidate has a systematic approach to gathering and analyzing information, how they prioritize tasks, and if they have the foresight to anticipate consequences and plan accordingly. The subtext is an evaluation of the candidate’s commitment to continuous learning, adaptability, and risk management strategies.

When responding, outline a clear and thoughtful process that includes staying current with industry trends, seeking diverse perspectives, and employing analytical tools or methods. Discuss how you prioritize information relevance and reliability, and how you balance instinct with evidence in your decision-making. It’s beneficial to provide examples that demonstrate your ability to foresee potential challenges and incorporate contingency planning. Show that you’re not just reactive but also proactive in your approach to decision-making.

Example: “ To ensure informed and effective decision-making, I maintain a rigorous regimen of staying abreast with the latest industry trends and research. This involves a disciplined approach to continuous learning, subscribing to leading journals, attending relevant conferences, and participating in professional networks. I also seek out diverse perspectives, engaging with a range of stakeholders and experts to challenge my assumptions and broaden my understanding.

Analytical rigor is central to my decision-making process. I leverage advanced analytical tools and methodologies to dissect complex data, ensuring decisions are grounded in solid evidence. This analytical framework is complemented by a cultivated intuition, allowing me to balance data-driven insights with experiential knowledge. I prioritize the relevance and reliability of information, critically evaluating sources to avoid the pitfalls of misinformation.

Proactivity is key, and I engage in scenario planning to anticipate potential challenges and devise contingency strategies. This forward-looking approach enables me to not only react to emerging situations but also to shape outcomes proactively. By integrating foresight with a systematic evaluation of options, I ensure that my decisions are both strategic and adaptable to changing circumstances.”

15. Provide an instance where you used customer feedback to guide a strategic decision.

Leveraging customer feedback is a hallmark of customer-centric business practices. It demonstrates an ability to listen, adapt, and innovate based on the real-world experiences and needs of the customer base. This question determines if a candidate is not just open to feedback but can also translate it into actionable strategies that drive business success. It reflects on a candidate’s critical thinking, problem-solving capabilities, and willingness to embrace the perspectives of those who ultimately determine the value of a product or service.

When responding, recount a specific situation where customer feedback highlighted a need or an opportunity for improvement. Detail how you analyzed the feedback, decided on a course of action, and the steps you took to implement the decision. Emphasize the outcomes, such as improved customer satisfaction, increased sales, or enhanced product features. Be clear about the impact of your decision on the business, showing that you can make data-driven decisions that align with customer needs and company goals.

Example: “ In one instance, customer feedback indicated a growing dissatisfaction with the turnaround time of our service delivery. Analyzing the feedback, it became clear that the issue was not only affecting customer satisfaction but also had the potential to impact customer retention and lifetime value. To address this, I led a cross-functional team to streamline our service delivery process, incorporating lean methodologies to reduce waste and improve efficiency.

The decision to revamp our service delivery was data-driven, leveraging both quantitative metrics from customer surveys and qualitative insights from direct customer comments. Post-implementation, we saw a 30% reduction in delivery time, which directly correlated with a 15% increase in customer satisfaction scores and a noticeable uptick in repeat business. This strategic decision underscored the importance of listening to customer feedback and demonstrated how it can be a catalyst for impactful change that drives business success.”

16. How do you differentiate between a good and a great decision?

Balancing data, intuition, and potential outcomes, often under pressure, is an art of decision making. The distinction between a good and a great decision hinges on the degree to which the decision maximizes benefits, minimizes risks, and aligns with long-term strategic goals. A great decision is often marked by its enduring positive impact, the innovation it spurs, and the efficiency it brings to processes or outcomes. It’s also characterized by the decision-maker’s willingness to take calculated risks and consider the broader implications of their choices.

When responding to this question, a candidate should articulate their decision-making process, emphasizing how they evaluate options not just for immediate gains, but for their potential to drive exceptional results. A strong response would include examples where the candidate identified and leveraged opportunities that others may have overlooked, and how they measured the success of their decisions over time. It’s also beneficial to discuss how you stay open to feedback and learning, which can transform a good decision into a great one as you refine your approach based on results and new information.

Example: “ A good decision effectively addresses the problem at hand and meets the immediate objectives, often based on sound analysis and reliable data. However, a great decision goes further; it anticipates future scenarios and incorporates a strategic perspective that aligns with long-term goals. It’s the product of not only rigorous analysis but also creative thinking that identifies leverage points in a system that can produce outsized benefits.

In differentiating between the two, I assess the potential impact of the decision on various stakeholders, the scalability of the outcome, and the adaptability of the chosen path in the face of unforeseen events. A great decision is marked by its robustness and the way it positions an organization to capitalize on future opportunities while mitigating risks. It’s often characterized by a willingness to challenge assumptions and incorporate diverse perspectives, leading to innovative solutions that deliver sustained value. Post-decision, I measure success against both the immediate results and the progress towards strategic objectives, continuously learning and adjusting the approach to enhance decision quality over time.”

17. Detail an occasion when you had to adapt your decision-making style to the context.

Flexibility and awareness of the need to shift gears in your decision-making process are crucial, as not all situations demand the same approach. This question delves into your ability to read a situation, understand the dynamics at play, and adapt your style to meet the needs of the moment, whether that involves delegating, consensus-building, or making an executive call. It also sheds light on your ability to navigate through quick, decisive action or a more collaborative and inclusive approach.

When responding, illustrate with a specific example that highlights your adaptability in decision-making. Begin by setting the scene to provide context, then describe the original decision-making approach you intended to use. Next, explain the factors that led you to change your approach, detailing how you adapted and what the outcome was. Emphasize the thought process behind the adaptation and the results that followed, showcasing your ability to pivot effectively when necessary.

Example: “ On one occasion, I was leading a project that required a consensus-driven decision-making approach due to the diverse perspectives within the team. Initially, I planned to facilitate a democratic process, ensuring each team member had equal input. However, as the project progressed, it became clear that the team was becoming mired in analysis paralysis, with the democratic approach leading to lengthy discussions without reaching a conclusion.

Recognizing the need to adapt, I shifted to a more directive decision-making style. I synthesized the information gathered from the team discussions, identified the core objectives, and proposed a clear direction based on the collective input and strategic goals. This approach accelerated the decision-making process and led to a successful project outcome. The team was able to move forward with a sense of clarity and purpose, and the project was completed on time and within budget. This experience underscored the importance of being flexible with decision-making styles to align with the needs of the situation and drive effective outcomes.”

18. Elaborate on a complex problem you solved through systematic decision-making.

Analyzing situations, anticipating outcomes, and making choices that align with both immediate needs and long-term objectives are facets of a multifaceted decision-making skill. When faced with a complex problem, the capacity to approach it systematically demonstrates critical thinking, resourcefulness, and a structured thought process. This question is an invitation to showcase analytical prowess and the ability to remain composed and focused under pressure, while also highlighting the potential for leadership and innovation.

When responding, outline the problem clearly, emphasizing its complexity and the stakes involved. Walk the interviewer through your systematic approach: how you gathered information, identified key factors, weighed options, and the criteria you used to evaluate potential solutions. Discuss the steps you took, any obstacles you encountered, and how you overcame them. Conclude by explaining the outcome, what you learned from the experience, and how it has influenced your approach to problem-solving since. It’s essential to be specific and use a real-life example to illustrate your decision-making process in action.

Example: “ In a previous project, I was faced with the challenge of optimizing the supply chain for a multi-national product launch, which was critical to meeting our market penetration goals. The complexity lay in balancing cost, speed, and reliability across various transportation modes and international borders, while also considering the impact of potential supply chain disruptions.

To address this, I first conducted a thorough analysis of the existing supply chain, identifying bottlenecks and potential risks. I then engaged with key stakeholders, including suppliers, logistics providers, and customs officials, to gather insights and explore alternative solutions. Utilizing decision analysis tools, I modeled various scenarios, taking into account factors such as lead times, cost implications, and the probability of delays or disruptions. Each potential solution was evaluated against a set of criteria, including financial impact, implementation timeline, and risk profile.

The chosen solution involved a mix of air and sea freight, coupled with strategic stock positioning to buffer against unforeseen delays. This approach required upfront investment but ultimately resulted in a 15% reduction in lead times and a significant increase in on-time deliveries, which bolstered the product launch. The experience honed my ability to dissect complex problems and reinforced the importance of a structured, data-driven approach to decision-making. It also underscored the value of stakeholder engagement in devising effective solutions that align with broader business objectives.”

19. Recall a moment when you trusted a team member’s judgment over your own. Why?

Recognizing and valuing the expertise and perspective of others, even when it conflicts with your own, is a fundamental element for successful collaboration and leadership. This question touches on humility and the willingness to put the team’s objectives above personal ego. It demonstrates that you don’t cling to authority but are open to the best ideas, regardless of their source, which is a trait of a mature and effective decision-maker.

When responding, share a specific example that illustrates your ability to trust a colleague’s insight. Highlight the situation, the differing opinions, and the reason you chose to go with your teammate’s judgment. Emphasize the outcome of that decision and what you learned from the experience. It’s important to convey that your decision was not just about deferring to another person but about actively recognizing that their expertise provided the best path forward for the team’s success.

Example: “ In a project where we were tasked with optimizing the workflow for a manufacturing process, I had initially proposed a solution based on my analysis of the data and previous experiences. However, a team member, who had recently joined from a competitor and had direct experience with a similar challenge, suggested an alternative approach that was contrary to my initial plan. She presented a compelling case, backed by recent data and a successful case study from her previous employment.

After a thorough review of her proposal and a critical discussion, it became clear that her insight into the specific technology and processes involved was more up-to-date and relevant than my own. Her judgment indicated a higher probability of improving efficiency by 15% more than my proposal. Trusting her judgment, we implemented her strategy, which resulted in not only meeting our efficiency improvement targets but also reducing the implementation time by two weeks.

This experience reinforced the importance of leveraging diverse expertise within a team and remaining open to new information, even when it challenges your own views. It was a reminder that effective decision-making often requires the humility to acknowledge the limits of one’s knowledge and the wisdom to trust the specialized expertise of others for the collective success of the team.”

20. How do you maintain decisiveness during times of organizational change or uncertainty?

Navigating organizational change and uncertainty tests the mettle of decision-makers, revealing their capacity to maintain decisiveness amidst such flux. This is a litmus test for leadership, as it demonstrates resilience, adaptability, and a forward-thinking mindset. It also signals to employers the candidate’s potential for steadying the ship when waters get rough, a quality invaluable in dynamic business environments where the only constant is change. Employers are looking for individuals who can cut through the noise, make informed choices promptly, and stand by them—thereby fostering a sense of stability and direction for the team.

When responding to this question, candidates should articulate their approach to staying informed and grounded, even when information is imperfect or incomplete. They might describe how they prioritize tasks and responsibilities to ensure key decisions are not delayed, how they consult with a diverse range of stakeholders to gather different perspectives, or how they rely on past experiences and proven strategies to guide them. It’s also important to convey an openness to revisiting and adjusting decisions as new information becomes available, reflecting a balance between decisiveness and flexibility.

Example: “ In times of organizational change or uncertainty, maintaining decisiveness hinges on a robust framework for decision-making that accommodates new information and rapidly changing circumstances. I prioritize critical decisions by assessing their impact on the organization’s strategic objectives and stakeholder interests. This involves a systematic evaluation of available data, potential risks, and benefits, and considering the urgency of the decision.

I also engage with a diverse set of stakeholders to gather insights, which helps in constructing a well-rounded view of the situation. This stakeholder engagement is not limited to collecting varied perspectives but also involves transparent communication about the decision-making process and its potential outcomes. By doing so, it fosters a culture of trust and collaboration, which is crucial during times of flux. Moreover, I leverage past experiences and established best practices as a compass, but remain adaptable, ready to pivot strategies as new information emerges. This blend of structured analysis, inclusive dialogue, and adaptability ensures that decisiveness is both informed and resilient, effectively navigating the organization through uncertainty.”

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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What Is Your Greatest Weakness?
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Why Should We Hire You?

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decision making and problem solving interview questions

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

By the BrightHire Team

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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?

Hire better with help from 300+ interview questions

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.

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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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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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.

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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13 Problem-Solving Interview Questions to Assess a Candidate

Solving problems is something we do every day – whether it be at work or throughout our personal lives. However, what we often tend to forget about is that each one of us has different approaches to finding solutions and solving problems.

As cognitive skills, according to World Economic Forum, especially complex problem-solving in the workplace, are reportedly growing in importance – so is the urgency to be able to assess these skills in candidates. However, these skills cannot be easily assessed by looking at someone’s CV or motivation letter. This is precisely why many employers have turned to assessing problem solving abilities during the interview process.

In this blog, you will find out:

5 aspects of what make up problem solving ability

2 different types of problem solving styles

13 interview questions to determine problem-solving abilities

Disadvantages of assessing problem-solving in interviews

What is problem-solving skill/ability.

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.

In the workplace, employees are expected to solve problems daily, ultimately ensuring the smooth functioning of the company. Therefore, 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.

However, the thing is that assessing whether someone’s problem solving skills are high or low during an interview process is quite challenging . That is why you should focus on asking questions that allow to understand what kind of a problem solving style the candidate possesses.

Individuals might adopt different problem-solving strategies (otherwise also called styles) based on the information available for the problem, the time they spend on planning before they take action, or whether they like to test multiple solutions before deciding on which solution is the optimal one. The main problem-solving styles can be classified as intuitive and systematic, but what are the differences between these two styles of problem-solving?

Individuals with more systematic problem-solving style

They have a higher tendency to first identify the situation and analytically disentangle problems into several components, then logically evaluate the available alternatives and try to find a rule to solve problems.
At the end of the process, they may also evaluate the consequence of the whole process to possibly adjust their strategy in the future. However, they might face difficulty when tackling ill-structured or defined problems, whereby they cannot generate a promising plan to act.
They may also struggle under time constraints when intuitive decisions need to be made.

Individuals that prefer more intuitive problem-solving style

They prefer relying on their “gut feeling” when solving problems. While they may rely on their intuition to assess facts, they also often take their feelings and non-verbal cues from their surrounding into consideration.
They are open to quickly switching to alternative solutions when things do not work out. Using this strategy, they are good at dealing with uncertainty, ill-defined problems or novel problems with no real information.
However, this kind of thinking pattern might work sometimes but can be less effective with more complex problems and end up being more time-consuming overall than a more systematic approach.

Why you should assess problem solving style not ability during interviews?

Problem-solving style refers to an individual’s preferred approach to solving problems, such as relying on intuition or using a systematic approach. This is a relatively stable trait that can be identified through the candidate’s responses to interview questions.

In contrast, problem-solving ability is a multifaceted skill that involves various cognitive processes, such as critical thinking, reasoning, and creativity. It can be difficult to assess a candidate’s problem-solving ability solely through interview questions because the interview setting may not provide a realistic representation of the types of problems the candidate would encounter on the job.

13 problem-solving interview questions to assess candidates

Let’s go through each question and discuss how candidates might answer and what that could indicate about their problem-solving abilities & style:

1.Can you describe a situation where you had to solve a problem without having all the necessary information at hand? How did you approach it?

A systematic problem solver might approach answering this question by explaining that they would find it important to try to gather as much information as possible before making a decision, while an intuitive problem solver might mention they would rely more on their instincts and prior experience to make a quick decision.

2. Let’s say you need to solve an unexpected problem but don’t have much information about it. What steps would you take to solve it efficiently?

A systematic problem solver might approach answering this question by breaking down the problem into smaller components and analyzing each one systematically, while an intuitive problem solver might rely more on their gut instincts and previous experience to quickly identify potential solutions.

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.

Intuitive. “I would start by identifying the key issues and then brainstorming potential solutions. Once I had a few options, I would test them out and iterate until I found the best solution.”
Systematic. “I would begin by gathering as much information as possible, researching the problem, and analyzing the data. Then, I would create a plan to address the problem and evaluate the effectiveness of the plan as I go along.”

3. How do you approach making decisions? Do you consider all alternatives before deciding on a solution?

When answering this question by explaining the importance of weighing all available options and then considering each one carefully before making a final decision, the candidate might have a more systematic approach to problem solving. Whereas, someone who has a more intuitive approach to solving problems might be answering the question by explaining they prefer to make decisions quickly and based on their instincts.

4. Can you walk me through a situation where you had to solve a problem? What steps did you take to address it?

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.

A systematic problem solver might approach this question by breaking down the problem into smaller components and explaining each step in a logical order, while an intuitive problem solver might give a more general overview of how they solved the problem without going into as much detail when describing the situation.

Intuitive. “There was a time when our team was behind on a project deadline, so I just started throwing out ideas for how we could catch up. We eventually settled on a strategy that worked and were able to finish the project on time.”
Systematic. “When faced with a problem, I like to break it down into smaller components and analyze each part separately. Then, I create a plan of action and evaluate the effectiveness of the plan as I go along.”

5. Tell me about a time when you made a mistake. How did you handle it, and what did you learn from the experience?

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.

A systematic problem solver might approach this question by analyzing their mistake and coming up with a detailed plan to prevent it from happening again in the future, while an intuitive problem solver might reflect more on how they felt about the mistake and what they learned from the experience.

6. Describe a situation where you used a creative approach to overcome a problem.

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.

An intuitive problem solver might excel in this question by describing a creative solution they came up with on the spot, while a systematic problem solver might struggle more with this question if they prefer to rely on logical and analytical approaches.

Intuitive. “There was a time when we were running out of storage space at work, so I came up with the idea to repurpose some unused areas of the office as storage. It was a bit unconventional, but it worked.”
Systematic. “When faced with a problem, I like to think outside the box and consider all possible options. I once used a design thinking approach to come up with a creative solution to a complex issue.”

7. Can you give an example of a time when you saw a potential problem as an opportunity? What did you do, and is there anything you would have done differently?

When answering the question, an intuitive problem solver might be better at recognizing potential opportunities in a problem, while a systematic problem solver might be more likely to focus on identifying and mitigating risks.

8. 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.

Candidates’ answers to this question will allow you to determine whether they are better and more inclined to think on their feet and come up with quick solutions (more intuitive). Or in contrast, more comfortable dealing with stressful situations if there are a set of guidelines or procedures to follow (more systematic).

Intuitive. “In a stressful situation, I like to take a deep breath and then start brainstorming possible solutions. I find that staying calm and thinking creatively helps me come up with the best solution quickly.”
Systematic. “When faced with a high-pressure situation, I like to rely on the processes and systems that I have in place. I also prioritize the most important tasks and delegate when possible to ensure that everything gets done efficiently.”

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

This question can give insights into whether the candidate is more of an intuitive or systematic problem solver, with intuitive problem solvers often preferring to act quickly and systematically preferring to take a more measured approach.

10. 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.

A systematic problem solver might approach this question by analyzing each problem and weighing the potential impact of each one before making a decision, while an intuitive problem solver might rely more on their instincts and prioritize the problem that seems most urgent.

Intuitive. “When faced with multiple problems, I prioritize the ones that have the most immediate impact or are the most pressing. I also try to tackle the problems that I feel most confident in solving first.”
Systematic. “I like to use a decision matrix to evaluate and prioritize multiple problems. I analyze each problem based on factors such as urgency, impact, and feasibility, and then choose the one that has the highest priority.”

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

An intuitive problem solver might be more likely to trust their instincts and try to solve the problem on their own, while a systematic problem solver might be more willing to ask for help if they feel that the problem is outside of their area of expertise.

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.

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

An intuitive problem solver might be more likely to experiment with different solutions and try to think outside the box, while a systematic problem solver might be more likely to analyze the problem in greater detail and break it down into smaller components to identify potential solutions.

Intuitive. “When I’m stuck on a problem, I like to step away from it for a bit and come back to it with fresh eyes. I also try to approach the problem from different angles and see if I can find a new perspective.”
Systematic. “If I can’t find the right solution to a problem, I’ll go back to the data and information I have collected to see if there’s anything I missed. I’ll also consult with colleagues or experts in the field to get their input and ideas.”

13. 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.

A systematic problem solver might take this feedback as an opportunity to slow down and approach problems more carefully, while an intuitive problem solver might perceive this as a constraint.

In summary, the answers to these questions can provide insights into a candidate’s problem-solving style. While there isn’t necessarily a “right” or “wrong” style, understanding how a candidate approaches problem-solving can help employers identify individuals who are well-suited for different roles and environments.

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

Interviewer bias. The interview process is where our unconscious biases tend to cloud our judgement of a candidate the most.
Interviews are often inconsistent. 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.
Interview answers are easily manipulable. 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.
Extremely time-consuming & costly. 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.

Read more about the 6 downsides assessing candidates problem-solving abilities solely through interviews.

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

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60+ Decision-Making Interview Questions to Ask Candidates

25 September 2023

Table Of Contents

General Decision-Making Process

Business acumen and resource allocation, boundary and role decision-making, career and educational choices, interpersonal and team decisions.

More decision-making interview questions

Decision-making interview questions help you determine your candidates’ experience and competency in making decisions at work.

In this article, we discuss why you should assess your candidate’s skill in decision-making and list the best decision-making interview questions.

Why ask candidates decision-making interview questions?

Decision-making interview questions help you assess how well potential employees will be able to solve conflict and take action at work.

These questions are not meant to be asked only for managerial roles that require excellent decision-making skills. All jobs require some level of decision-making.

Employees make work-related decisions on a daily basis. For instance, hiring managers may have to select between two or more potential candidates, or a designer might need to choose between two UX patterns.

A good decision-maker has excellent:

Critical thinking skills : Be able to use reason to make the right decision for themselves and their team.
Analytical skills : Successfully analyze and interpret information to draw meaningful conclusions.
Observational abilities : Ability to make important observations through their five senses.
Problem-solving skills : Assess and consider all options or variables to arrive at the best possible solution.
Creativity : Ability to view issues and options from different perspectives and develop unique solutions.
Leadership skills : An empathetic person who provides helpful guidance to a group of people.

Apart from looking for certain qualities, one key area to focus on is the candidate’s past performance in situations similar to what they will encounter in your workplace.

The best decision-making interview questions you should be asking every candidate

Here are the questions to ask your candidates to assess their decision-making skills:

These questions evaluate a candidate’s general approach to making decisions and forming action plans.

You have a number of different choices or options you could choose to solve a problem. What’s the process you would follow to make a decision that would result in a positive outcome?
Describe the process or methodology you typically follow for making a decision and forming a plan of action.
You could take two or three equally viable paths to accomplish a goal. How would you make your decision about which path to follow?
Have you ever delayed choosing a course of action? How did that hesitation affect you and your customers?
Tell me about a time when you had to make a quick decision under pressure. What was the situation, and how did you ensure the decision was the right one?
Have you ever had to make a decision with incomplete or ambiguous information? How did you handle the uncertainty, and what was the outcome?
Tell me about a decision you made that didn’t result in the desired outcome. How did you reflect on and learn from the experience?
Describe a situation where you faced an ethical dilemma while making a decision. How did you resolve it, and what principles guided your decision?
Can you share an example of a time when you had to consider the long-term impact of your decision? How did you ensure that the decision would align with future goals and objectives?
Describe a situation where you received feedback that challenged your decision. How did you respond, and did you make any adjustments based on the feedback?

These questions assess a candidate’s ability to make informed business decisions and allocate resources effectively.

You have several options to pick, but none of them are enough to achieve your goal. How would you decide which option to pick?
Faced with a choice between a candidate for a promotion, a project leader, a lateral move, or a new hire, describe how you would make your decision.
How do you prioritize resource allocation when managing multiple projects with competing deadlines and limited resources? Can you give a specific example?
Describe a situation where you had to make a trade-off between the quality and cost of a product or service. How did you ensure the business’s interests were met?
When you have to work with a tight budget, how do you decide which areas or projects get funding and which ones do not? Can you provide an example of a difficult decision you had to make in this area?
Can you share an instance where you had to make a strategic decision that had a long-term impact on the business? How did you approach it, and what were the results?
Can you discuss a situation where you had to assess the risk and return of a business decision? What were the potential benefits and drawbacks, and how did you mitigate risks
How do you stay informed about industry trends and market developments, and how have you applied this knowledge in making business decisions?
Describe a time when you identified an opportunity to improve operational efficiency within your department or the organization. What steps did you take, and what was the outcome?
Can you give an example of a time when you made a business decision primarily based on customer needs? How did you balance customer satisfaction with the company’s interests?
Have you ever had to make a decision that did not fall into your job responsibilities? Describe the situation, your decision, and the effects of that decision.
Describe a time when you had to make a decision in the absence of clear guidelines or protocols. How did you ensure that your decision was appropriate and aligned with organizational values?
Have you ever found yourself in a situation where a decision was needed but no one was taking charge? What did you do, and what was the result?
Can you discuss a situation where you had to make a decision that impacted multiple departments within the organization? How did you consider the needs and constraints of each department in your decision-making process?
Tell me about a time when you had to make an unpopular decision that you believed was in the best interest of the organization. How did you handle the fallout or backlash?
Describe a situation where you were part of a cross-functional team and had to make a collective decision. How did you ensure that all perspectives were considered and the final decision was agreed upon by all stakeholders?
Have you ever had to decide whether to delegate a decision or make it yourself? How did you determine the appropriate level of involvement, and what was the outcome?
Can you recall a time when you had to make a decision that significantly impacted external partners or stakeholders? How did you manage their expectations and communication?
Describe a time when an unforeseen situation required an immediate decision, and there was no one in authority available. How did you handle the situation, and what were the repercussions?
Have you ever been in a situation where adhering strictly to an organizational policy would result in a negative outcome? How did you navigate this, and what decision did you ultimately make?

These questions focus on personal and career-related decisions that candidates have made.

Briefly describe the process you followed to pick the college you attended.
How will you decide whether to accept a job offer that you think is a good match for your skills, salary requirements, and preferred workplace?
Have you ever had to choose between multiple job offers? What criteria did you use to evaluate them, and how did you arrive at your final decision?
Can you share a time when you had to make a critical decision regarding your career path? How did you ensure that the decision aligned with your long-term goals and aspirations?
Describe a situation where you had to make a decision involving a trade-off between your career and personal life. How did you approach this, and were you satisfied with the outcome?
Talk about a time when you decided to make a significant change in your career, such as changing industries or roles. What motivated this decision, and what was the impact on your career trajectory?
Describe the process you use to evaluate whether to accept a promotion or a lateral move within an organization. What factors do you consider, and how do you prioritize them?
Have you ever had to decide whether to relocate for a career opportunity? How did you approach this decision, and what were the key considerations?
Can you discuss a time when you decided to invest time and resources in your professional development? How did you choose the area to focus on, and what was the return on your investment?
If you have considered starting your own business or have done so, describe the decision-making process that led you to that choice. What were the risks and benefits you considered?

These questions probe how candidates decide on and communicate their needs and preferences in team settings.

When you are working with a colleague, how do you decide upon and communicate the points at which you need feedback?
If you had the opportunity to hire employees, what criteria would you use to hire them? What’s important to you when making this decision?
Describe a situation where you had to collaborate with a teammate who had a different opinion or approach. How did you arrive at a consensus?
Can you discuss a time when you had to mediate a conflict within your team? How did you ensure that a fair and productive resolution was reached?
How do you decide what information to share with your team and what to keep to yourself? Can you provide an example of how you made such a decision?
Describe the criteria you use to delegate tasks to team members. How do you ensure the right person is assigned to the right task?
When working in a team, how do you decide which tasks or roles to volunteer for? Can you discuss a time when you had to make such a decision?
How do you approach decisions involving team recognition and rewards? Can you give an example where you had to decide who should be recognized or rewarded?
Describe a situation where you had to make a decision about accepting or rejecting a team’s input. How did you approach this, and what factors did you consider?
Discuss a time when you had to make a decision that was in the best interest of the team, even if it was not in your personal best interest. How did you handle it?

Final thoughts

Decision-making interview questions allow you to understand how competent and comfortable your candidates are with making decisions.

When done right, you’ll be able to identify potential hires with sound judgment. We hope this article will help you ask effective decision-making interview questions.

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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.

Leaders Media has established sourcing guidelines and relies on relevant, and credible sources for the data, facts, and expert insights and analysis we reference. You can learn more about our mission, ethics, and how we cite sources in our editorial policy .

As.com. (2022, October 25). What was Steve Jobs’ ‘beer test’ for Apple employees? Diario AS. https://en.as.com/latest_news/what-was-steve-jobs-beer-test-for-apple-employees-n/
Lazic, M. (2023, March 30). 30 Mind-Blowing Interview Statistics to Get You Going in 2023 . https://legaljobs.io/blog/interview-statistics/
Stachniewska, C. (2023, March 20). A Recruiter’s Guide to Behavioral Interview Questions . HiPeople. https://www.hipeople.io/blogs/a-recruiters-guide-to-behavioral-interview-questions
Hansen, K. (n.d.). Behavioral Interviewing Strategies for Job-Seekers . Baker U. Retrieved April 13, 2023, from http://www.bakeru.edu/images/pdf/CDC/Behavioral_Interviewing_Strategies_for_Jobseekers.pdf
Elliott, J. (2022b, July 29). Behavioral Interviewing: What It Is and Tips for Getting Started . https://www.uschamber.com/co/. https://www.uschamber.com/co/run/human-resources/behavioral-interviewing
(2023, March 28). 30+ Job Interview Statistics Recruiters Need to Know . RecruitCRM. https://recruitcrm.io/blogs/job-interview-statistics/
Birt, J. (2023, March 16). How To Use the STAR Interview Response Technique . Indeed Career Guide. https://www.indeed.com/career-advice/interviewing/how-to-use-the-star-interview-response-technique
Research Guides: Research Methods Guide: Interview Research. (n.d.). https://guides.lib.vt.edu/researchmethods/interviews
Jacimovic, D. (2023, February 20). 27 Astonishing Interview Statistics . What to Become. https://whattobecome.com/blog/interview-statistics/

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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.
Top 20 Decision Making Interview Questions & Answers
Decision-making is an essential skill in almost every aspect of life, but it holds a particular weight in the professional realm. Whether you're at the helm of a Fortune 500 company, steering a start-up through uncharted waters, or making strategic calls on a project, your capacity to make informed and effective decisions can significantly influence the success of your endeavors.
10+ Proven Decision-making Interview Questions [+Answers]
Good decision-makers: Evaluate circumstances, consider alternatives and weigh pros and cons. Use critical-thinking skills to reach objective conclusions. Are able to make decisions under pressure. Opt for a " problem-solving " attitude, as opposed to a " that's not my job " approach. Help teams overcome obstacles.
Top 20 Problem Solving Interview Questions (Example Answers Included)
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.
50 Interview Questions About Problem Solving (With Answers)
Demonstrating your ability to tackle challenges effectively can set you apart from other applicants. Here are five tips to help you showcase your problem-solving skills during an interview: 1. Use the STAR Method. Structure your responses using the Situation, Task, Action, and Result (STAR) method.
10 Proven Problem-solving Interview Questions [+Answers]
5. Recall a time when you successfully used crisis-management skills. This question assesses candidates' ability to remain calm and make effective decisions under pressure. Look for their problem-solving approach and their ability to handle high-stress situations.
Problem-Solving Interview Questions: How-to + Examples
To put these skills to the test, recruiters use "problem-solving" job interview questions, also known as analytical questions. Here are some common ones: Tell me about a situation where you had to solve a difficult problem. Give me a specific example of a time when you used good judgment and logic in solving a problem.
Problem-Solving Interview Questions And Answers (With Examples)
When you're answering problem-solving interview questions, there are a few important tips to keep in mind: ... 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 ...
Decision-making Interview Questions
Decision-making interview questions are designed to assess a candidate's ability to analyze situations, consider available options, and make effective choices. These questions aim to evaluate several key aspects of a candidate's decision-making skills: Problem-solving skills: Decision-making often involves identifying and addressing problems or ...
17 Interview Questions to Gauge Decision-Making Skills
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.
Problem-Solving Interview Questions & Answers
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 ...
26 Good Examples of Problem Solving (Interview Answers)
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 ...
10 Critical-Thinking Interview Questions (With Sample Answers)
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.
8 Problem-Solving Interview Questions You Should Ask
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 ...
13 Problem-Solving Interview Questions to Assess a Candidate
I also try to tackle the problems that I feel most confident in solving first.". Systematic. "I like to use a decision matrix to evaluate and prioritize multiple problems. I analyze each problem based on factors such as urgency, impact, and feasibility, and then choose the one that has the highest priority.". 11.
60+ Decision-Making Interview Questions to Ask Candidates
Decision-making interview questions help you assess how well potential employees will be able to solve conflict and take action at work. These questions are not meant to be asked only for managerial roles that require excellent decision-making skills. All jobs require some level of decision-making. Employees make work-related decisions on a ...
25 Important Behavioral Interview Questions (and Example Answers)
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.
Situational Interview Questions: Sample Answers & Tips
Then try to ascertain what skills the question is asking about — problem-solving, decision-making, communication, resourcefulness — and then propose a theoretical approach that aligns with the company values and industry best practices, while highlighting your skills in those areas. What are the most difficult situational interview questions?
Showcase Problem-Solving Skills in Your Next Interview
Problem-solving is multifaceted, involving various skills like critical thinking, decision-making, and adaptability. In your interview, make sure to highlight these skills within the context of ...

Top 20 Decision Making Interview Questions & Answers

Common Decision Making Interview Questions

2. Describe a time when you made a decision with incomplete information.

3. What strategies do you employ to mitigate risks in decision-making?

4. In what way do you balance data analysis and intuition in your decision process?

5. Share an example of a high-stakes decision you’ve made. What was the outcome?

6. When have you had to make a controversial decision, and how did you handle the fallout?

7. Outline your approach to making ethical decisions under pressure.

8. Can you recall a situation where you had to reverse a decision? Why did you do so?

9. What is your method for evaluating the long-term implications of your decisions?

10. Illustrate a scenario where you utilized consensus-building in decision-making.

11. Tell us about a time when you had to decide without team consensus.

12. Describe how you assess different options before arriving at a decision.

13. How do you ensure fairness when making decisions that affect team members?

14. What measures do you take to stay informed and prepared for critical decision-making?

15. Provide an instance where you used customer feedback to guide a strategic decision.

16. How do you differentiate between a good and a great decision?

17. Detail an occasion when you had to adapt your decision-making style to the context.

18. Elaborate on a complex problem you solved through systematic decision-making.

19. Recall a moment when you trusted a team member’s judgment over your own. Why?

20. How do you maintain decisiveness during times of organizational change or uncertainty?

Top 20 Growth Mindset Interview Questions & Answers

Top 20 Problem Solving Interview Questions (Example Answers Included)

By Mike Simpson

What Is Problem-Solving?

How to Answer Problem-Solving Interview Questions

Get Our Job Interview Questions & Answers Cheat Sheet!

Top 3 Problem-Solving-Based Interview Questions

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

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

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

17 More Problem-Solving-Based Interview Questions

Putting It All Together

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

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Problem-Solving Interview Questions And Answers (With Examples)

What Is a Problem-Solving Interview Question?

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

General Decision-Making Interview Questions

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Problem-Solving Interview Questions & Answers

What Are Problem-solving Interview Questions?

Examples of problem-solving competencies are:

Creative thinking

Resourcefulness

Analytical thinking skills

Determination

Results-oriented

Problem-solving behavioral interview questions

Behavioral job interview questions usually start with the following:

Examples of problem-solving behavioral interview questions:

Why Interviewers Ask Problem-solving Interview Questions

The Interviewers’ Goal When Assessing Your Problem-solving Skills

Costs of making a bad hiring decision

Specific details of your behavior

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

Avoid making a wrong hiring decision

What Interviewers Look for in Successful Candidates

Red Flags for Interviewers Assessing Your Problem-solving Skills

1. Not answering the question or not providing enough detail

2. Canned responses to questions

3. Answers that focus on problems, not solutions

4. Too stressed or uncomfortable during an interview

5. Failing to respond effectively

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

Frequently Asked Problem-solving Interview Questions

Problem-solving interview questions:

Hypothetical problem-solving interview questions:

Preparing Answers to Problem-solving Interview Questions

Step 1: Research

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

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

Step 4: Prepare successful and challenging answer examples

Step 5: Use the STAR method to structure your answers

STAR Interview Technique For Problem-Solving Interview Questions & Answers

Sample Answers to Problem-solving Questions

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

Task & Action