interview questions to assess problem solving skills

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!

Click below to get your free PDF now:

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FREE BONUS PDF CHEAT SHEET: Get our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you " word-word sample answers to the most common job interview questions you'll face at your next interview .

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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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interview questions to assess problem solving skills

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

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

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

About The Author

Mike simpson.

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

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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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The Best Interview Questions for Assessing Problem Solving Skills

No matter the domain, industry, or seniority level, problem solving skills are an essential tool for any employee. With carefully-crafted interview questions, you can get a solid understanding of how candidates will respond to real-world challenges they're likely to face at your organization. Zero in on candidates' problem-solving prowess with our curated list of the best interview questions.

Unlocking a Candidate's Problem Solving Abilities

By probing a candidate's problem solving skills, you'll get a more thorough understanding of their approach, thought process, and skill in solving challenges and having impact in the workplace. With problem solving interview questions, the objective is to get a better sense for how a candidate approaches:

Identifying and analyzing problems
Creating action plans
Implementing solutions
Evaluating results
Taking learnings forward for the future

In job interviews, you'll want to dig into specific examples of candidates' problem solving process in real-world scenarios, and test how they would deal with hypothetical problems that might arise in your own company.

Problem Solving Interview Questions

Describe a time when you solved a problem without input from someone more senior to you.
How do you decide when to handle a problem independently or seek help?
Tell me about a time when you preemptively addressed a complex problem before it escalated.
If faced with two urgent tasks simultaneously, how would you prioritize them?
Describe a time when you developed an innovative solution with limited resources or information.
Describe a time when you had to develop a solution for a problem when you had limited resources or information.
Tell me about a situation where you came up with a creative solution to a problem.
Walk me through an experience of tackling a daunting project.
Tell me about a time when you had to change your strategy last minute.
Describe a time when you faced significant obstacles to solving a problem.
Can you give me examples of metrics you use to measure the success of your problem-solving efforts?
How do you decide when a problem is "solved"?
Can you tell me about a time when you've solved a problem that required making tradeoffs between short and long-term outcomes?

General problem solving & decision making skills interview questions

Effective problem-solving goes hand in hand with sound decision-making. Identifying candidates who can independently tackle issues and make well-reasoned decisions is crucial.

Here are some interview questions to explore how candidates approach their decision making process in problem solving:

What to look for in responses:.

These interview questions will help assess how job candidates use critical thinking and initiative to tackle problems. Do you they wait for others to tell them when to fix something, or do they proactively find opportunities to make improvements? Look for answers demonstrating an analytical approach to the prioritization and execution of problem solving. Make sure you dig into the candidate's thought process behind how they assess tradeoffs and think about the impact of potential solutions.

Interview questions for assessing creativity in problem solving

Few problems can be solved without some degree of creativity. To get a sense for these skills in a potential candidate, you can pose problem-solving questions that dig into the their past experiences with delivering original and out-of-the box solutions.

To gauge a candidate's creative problem-solving skills, consider these job interview questions:

These questions uncover the candidate’s ability to think outside the box. If they struggle to come up with detailed answers, it's likely a sign they rely on tried and tested ways of doing things rather than searching for innovative solutions. Look for answers that showcase originality, inventive use of resources, and the ability to deliver practical solutions under constraints.

As when testing most competencies, it's important to hear real-world examples of problem solving rather than generic answers that don't reveal anything about how they approached complex situations in previous roles. As always, look for answers that use the STAR (situation-task-action-result) method to effectively demonstrate how the candidate uses creativity to solve problems.

Problem solving interview questions for adaptability and resourcefulness

The ability to adapt and be resourceful is essential in fast-paced work environments and is a key component of strong problem-solving capabilities.

Here are some interview questions you can use to assess these skills:

Responses to these questions should highlight the candidate’s flexibility and resourcefulness as demonstrated in previous experiences. Effective answers typically include examples of problem solving by adjusting strategies, on-their-feet thinking, and maintaining composure under pressure. You'll want to get a clear understanding of whether a candidate can thrive in challenging situations. Do they break down in stressful situations or do they maintain composure and find a way forward? Do you they know when to ask for help to maximize chances of success? These are the types of questions you'll want to address in your probing.

Problem solving interview questions that test results-orientation

Execution is one thing, but strong problem solving skills must also include a focus on results, measurability, and long-term impact.

Here are some interview questions to assess how a candidate thinks about the results of their problem solving:

You'll want to see that a candidate doesn't have a "box ticking" mentality, where they want to close out a problem just to check it off their list. Do they think critically about how to define and measure success, or do they take a binary problem solving approach? A candidate's problem-solving skills are only as good as their ability to understand the quality of their solutions and the tradeoffs of their impact.

Carefully crafted problem-solving questions can play a crucial role in assessing a candidate’s ability to navigate difficult situations and devise effective solutions. We hope this guidance on problem solving interviews helps you more thoroughly understand a candidate's approach.

Other resources

Career Blog

Overview of problem-solving interview questions

Problem-solving interview questions assess your ability to identify, understand, and resolve workplace problems. These questions are usually open-ended and thought-provoking, with the intention of gauging your thought process and analytical skills. Additionally, these questions aim at highlighting whether you can work effectively under pressure and whether you can apply theoretical knowledge in practical situations.

Importance of problem-solving skills

In today’s fast-paced business world, problem-solving is a vital skill to have for any employee. Employers look for those who can identify issues and generate solutions quickly and efficiently. A strong problem solver is one who can cut through vague information and arrive at an actionable plan. Demonstrating problem-solving skills during an interview can make you stand out from other candidates and increase the chances of landing the job.

Tips for answering problem-solving interview questions

While answering problem-solving interview questions, it’s essential to articulate a clear thought process, present realistic solutions, and demonstrate your ability to apply theoretical knowledge to practical situations. Here are some tips to aid you in your preparation:

Start by understanding the problem.
Assess and analyze the situation in detail.
Break the problem down into smaller sub-problems.
Generate feasible solutions and evaluate their potential effectiveness.
Choose the solution you think is the best and provide clear reasoning as to why you chose it.
Additionally, ensure that you remain professional, positive, and calm throughout the interview.

By following these tips, you’ll be able to showcase your problem-solving abilities effectively and leave a lasting impression on your potential employer.

Preparing for a Problem-Solving Interview

As a candidate, preparing for a problem-solving interview is essential. Here are three steps you can take to prepare for a successful interview:

A. Researching the Company

Before going to the interview, research the company to learn about their mission, values, culture, and current projects. This information can help you better understand the organization and its needs, and it can also help you tailor your responses to match the company’s goals and values.

To research the company, visit its website, read its latest press releases, and browse its social media channels. You can also try reaching out to current or former employees to get a better sense of the company’s culture and work environment.

B. Reviewing the Job Description

Be sure to carefully review the job description to understand the position’s requirements and expectations. This will help you better prepare for specific problem-solving questions that may be relevant to the role.

Make a list of the skills and experiences you possess that match the job description. Then, think about specific examples from your current or past work experience that demonstrate how you have successfully used those skills or solved similar problems.

C. Anticipating Common Problem-Solving Questions

Finally, anticipate common problem-solving questions that may come up during the interview. Here are a few examples of question types that often require problem-solving skills:

Situational questions: These questions ask you to imagine a scenario and describe how you would respond. For example, “How would you handle a difficult client who is dissatisfied with your work?”
Brain teasers: These questions are designed to test your critical thinking skills. For example, “If you were given a jar of marbles, what would be the best way to determine how many marbles are in the jar?”
Behavioral questions: These questions ask you to describe a specific situation from your past work experience and explain how you solved a problem. For example, “Tell me about a time when you had to make a difficult decision at work.”

To prepare for these types of questions, practice framing your responses in a clear and concise way. Use specific examples, and highlight your problem-solving skills and creative thinking abilities.

By researching the company, reviewing the job description, and anticipating common problem-solving questions, you’ll be well prepared for your problem-solving interview. Good luck!

Sample Problem-Solving Interview Questions

When it comes to problem-solving interview questions, there are three main types that employers tend to ask: Behavioral-based questions, situational-based questions, and critical thinking questions. Let’s take a closer look at each of these categories.

A. Behavioral-based questions

Behavioral-based questions are designed to help the interviewer gain insight into how you have handled specific situations in the past. These questions typically begin with phrases like “Tell me about a time when…” or “Describe a situation where…”. Here are some sample behavioral-based questions:

Tell me about a time when you had to think creatively to solve a problem.
Describe a situation where you had to make a tough decision.
What’s the most difficult problem you’ve ever had to solve, and how did you go about solving it?

B. Situational-based questions

Situational-based questions are similar to behavioral-based questions, but they focus on hypothetical scenarios rather than past experiences. Employers use these questions to evaluate your problem-solving skills and your ability to think on your feet. Here are some sample situational-based questions:

If you were working on a project with a tight deadline and your team was falling behind, what steps would you take to get back on track?
What would you do if you received conflicting instructions from two different supervisors?
How would you handle a situation where a customer was upset and demanding a refund, but company policy stated that refunds are not allowed?

C. Critical thinking questions

Critical thinking questions are designed to test your ability to analyze and evaluate information, and to come up with logical solutions to complex problems. These questions often begin with phrases like “How would you…” or “What steps would you take to…”. Here are some sample critical thinking questions:

How would you determine the root cause of a recurring problem in a manufacturing process?
What steps would you take to evaluate the effectiveness of a new marketing campaign?
How would you handle a situation where you needed to make a decision with incomplete information?

Each type of problem-solving interview question serves a different purpose. Behavioral-based questions help employers gain insight into your past experiences, situational-based questions evaluate your problem-solving skills, and critical thinking questions assess your ability to analyze and evaluate information. By preparing for all three types of questions, you’ll be better equipped to showcase your problem-solving abilities during your next interview.

Using the STAR Method in Problem-Solving Interview Answers

When it comes to problem-solving interviews, the STAR method is a useful tool for structuring your answers. The STAR acronym stands for Situation, Task, Action, and Result.

Situation: This refers to the context or background of the problem you were facing. It’s essential to provide enough detail to paint a clear picture of the issue you were dealing with.
Task: In this step, you explain what you needed to accomplish or solve. It’s helpful to be specific and highlight the key objectives that you set for yourself.
Action: Here, you describe the actions you took to address the problem. This is where you demonstrate your problem-solving skills and showcase your ability to think creatively and strategically.
Result: Finally, you need to describe the outcome of your actions. It’s essential to quantify and qualify the results to demonstrate the impact you had and the value you added to the organization.

B. Sample STAR method answer.

Situation: In my previous role as a marketing manager at XYZ Company, I was given the task of increasing lead generation and improving the sales conversion rate for our e-commerce platform. I quickly realized that the website was outdated, unresponsive, and lacked clear calls to action, making it challenging for users to navigate and make purchases.

Task: My primary objective was to redesign the website and implement a sales funnel to increase conversions. I needed to set clear goals and timelines for the project to ensure that we could launch before peak shopping season.

Action: To accomplish our objectives, I started by conducting market research to understand our target audience and identify the pain points that were causing them to abandon the site. I worked closely with our development team and UX designers to come up with a new design and user interface that was tailored specifically for our target audience. I also implemented tools such as heat mapping software, user testing, and A/B testing to optimize our sales funnel and ensure maximum conversions.

Result: The new website and sales funnel were launched three weeks ahead of schedule, just in time for peak shopping season. The bounce rate decreased by 25%, and the conversion rate increased by 40%. We also saw a 50% increase in lead generation, which resulted in higher revenue and profits for the company.

This STAR method answer showcases my problem-solving skills and ability to think creatively and strategically to solve complex business problems. By using the STAR method, I was able to structure my answer in a clear, concise, and organized way, highlighting the Situation, Task, Action, and Result components of my solution.

Demonstrating Analytical and Creative Problem-Solving Skills

Problem-solving interview questions are designed to assess a candidate’s ability to solve complex issues and think critically. Employers seek individuals who display analytical and creative problem-solving skills, which are essential traits for succeeding in any organization.

A. Explaining Analytical Skills

Analytical thinking is the process of breaking down a problem into smaller, more manageable components and analyzing each component to create a solution. Individuals who possess analytical skills are highly methodical and objective in their approach to problem-solving. Such individuals are cautious about their decisions, and they embark on anything with a systematic approach to achieve the best possible outcome.

Analytical thinking requires a breakdown of a problem into its component parts, analyzing the problem with data and statistics, and drawing a conclusion from the analysis. People with excellent analytical thinking skills tend to approach problems systematically, factoring in the relevant data to solve problems accurately.

Recruiters use analytical mindset interview questions to test candidates’ abilities to examine, critique, and prioritize multiple perspectives.

B. Explaining Creative Skills

Solving problems creatively means thinking outside of the box, making connections and developing solutions that are not necessarily evident at first glance. Creativity is a highly sought-after attribute in today’s workplace, with organizations increasingly looking for imaginative and versatile problem-solvers.

Individuals who possess highly creative skills tend to be highly adaptable, innovative, and open to new ways of thinking. Such individuals can conceptualize alternatives, approaches, and possibilities that others might not see.

Creativity relies heavily on human instinct, imagination, and the ability to embrace change. Creative thinking involves measuring and identifying hidden opportunities, which are not seen through a logical lens. Creative problem-solving requires developing an understanding of the problem, shifting perspectives, and exploring multiple alternatives.

C. Examples of Analytical and Creative Problem Solving

Analytical problem-solving

An example of using analytical problem solving is when an analytics team is tasked with improving the UX of an existing website. The team would begin by breaking down the problem into its component parts, analyzing the existing data, customer feedback and technology, and drawing a conclusion from the analysis to offer improvements.

The team would develop and implement alternative steps alongside the data acquired, factoring in the user experience statistics, design trends, and customer’s preferences. The team would examine the feedback after implementing changes to identify which alterations brought improvements to the user experience and compare them with the previous metrics.

Creative problem-solving

A real-world example of creative problem-solving was demonstrated during the coronavirus pandemic. With limited resources, some creative entities modified their strategies, such as restaurants that shifted from dine-in customers to takeout and delivery services. In addition, some of the restaurants shared their kitchens with food vendors without one.

This led to cost reduction, higher operational efficiency and becoming a meeting zone for different consumers to avoid a crowded room environment.

Communicating Your Problem-Solving Process

When it comes to problem-solving, communication skills are just as important as analytical skills. A problem solver might have a perfect solution to an issue, but if they are unable to effectively communicate their thought process, the solution can quickly become incomprehensible to others. This is why it is important to work on improving communication skills as a part of one’s problem-solving process.

One way to improve communication skills is by outlining the thought process involved in problem-solving. By taking the time to think through the problem and breaking it down into manageable steps, it becomes easier to explain each step to others. This approach can also be helpful in identifying any gaps in the thought process and fixing them before presenting the solution.

Another important aspect of communicating problem-solving processes is providing clear examples. By using a real-life scenario or an example that is relevant to the problem at hand, it can help others understand the thought process and the solution better. This approach is particularly useful in interviews where the interviewer might not have a thorough knowledge of the problem.

For example, if the interviewer asks the candidate how they would handle a situation where a customer is unhappy with a product, the candidate can provide a clear example of a similar situation they handled in the past. They could explain how they identified the problem, how they communicated the issue to the customer, and what steps they took to resolve the problem. By providing a clear and concise example, the candidate can demonstrate their problem-solving abilities as well as their communication skills.

Communication skills are crucial when it comes to problem-solving. Outlining the thought process and providing clear examples are effective ways to improve communication skills and ensure that others can understand the solution. By demonstrating these skills in an interview, candidates can showcase their problem-solving abilities and increase their chances of securing the job.

Applying Problem-Solving Skills to Real-Life Scenarios

When it comes to demonstrating your problem-solving skills during an interview, it’s important to be able to provide specific examples that showcase your abilities. Employers want to know that you have the skills and experience necessary to tackle real world challenges.

A. Industry-specific scenarios

One effective way to demonstrate your problem-solving skills is to provide examples of challenges you’ve faced in your specific industry. For example, if you work in manufacturing, you could explain how you identified and resolved a production issue that was impacting quality.

In the healthcare industry, you might describe how you analyzed patient data to identify patterns that could inform treatment decisions. Whatever your industry, be prepared to provide an example that showcases your ability to work within its unique set of challenges.

B. Common work scenarios

Another way to showcase your problem-solving skills is to provide examples of common work scenarios that require quick thinking and a strategic approach. For example, you could describe how you resolved a conflict between team members or came up with a creative solution to a tight deadline.

Being able to navigate common workplace challenges is an important skill that every employer values. Be prepared with examples that show your ability to approach these scenarios in a thoughtful and effective way.

C. Case study examples

Finally, you may be asked to provide a case study that demonstrates your problem-solving skills in action. These examples may be hypothetical, or they may be based on real scenarios that you’ve encountered in your professional life.

Whatever the case, make sure that you provide a clear explanation of the problem at hand, the steps you took to address it, and the results that you achieved. Use specific metrics and data points whenever possible to showcase the impact of your actions.

Being able to provide concrete examples of your problem-solving skills is key to acing an interview. Whether you’re discussing industry-specific challenges or common workplace scenarios, make sure that you’re able to demonstrate your ability to think strategically and effectively tackle the problems that come your way.

Identifying Potential Issues and Offering Solutions

A. identifying issues.

When it comes to problem-solving, the first and most crucial step is identifying the issues at hand. During an interview, the interviewer will likely present you with a scenario or problem to solve. Take your time to identify the underlying issues, and ensure that you understand the problem statement before proceeding to the next stage. Avoid making assumptions or jumping to conclusions, and seek clarification from the interviewer where necessary.

To effectively identify the issues, it helps to break down the problem into smaller components. This allows you to better understand each aspect of the problem and determine whether they relate to the issue at hand. Once you have determined the underlying issues, you can proceed to the next stage.

B. Generating Practical Solutions

After identifying the issues, the next step is to generate practical solutions. Brainstorming potential solutions is an essential part of the problem-solving process. Try to come up with as many possible solutions as you can think of, considering both short-term and long-term perspectives.

To generate practical solutions, you should consider various factors that may affect the problem. Think about the resources available, the time frame, and the potential risks and opportunities. Strive to come up with creative and innovative solutions that will quickly and efficiently address the identified issues.

C. Discussing Potential Outcomes

The final step in solving the problem is to discuss potential outcomes. This stage involves evaluating each solution’s feasibility and considering the potential consequences of each alternative. Discuss potential outcomes to help determine the most suitable solution to the problem.

When discussing potential outcomes, it’s essential to consider the short-term and long-term effects of each solution. Consider any potential risks and opportunities, including potential financial, operational, or social impacts. By carefully considering all possible outcomes, you’ll be better positioned to suggest the most viable solution.

Identifying potential issues and offering practical solutions are essential components of problem-solving. Take time to identify the issues, brainstorm possible solutions, and discuss potential outcomes to find the most suitable solution. By dealing with problems in a structured and thoughtful way, you can likely impress the interviewer and demonstrate that you’re a problem solver.

Handling Unexpected Problems During the Interview

During job interviews, unexpected problems can arise, such as difficult or unexpected questions, technical difficulties, or other unforeseen circumstances. As a job candidate, it is essential to handle these situations with composure and professionalism to make a positive impression on the interviewer. Here are three strategies that can be helpful in dealing with unexpected problems during a job interview:

A. Remaining calm under pressure

When faced with unexpected problems during an interview, it is essential to remain calm under pressure. Staying calm can prevent you from feeling overwhelmed or anxious, which can negatively impact your ability to think clearly and respond effectively to questions. Keeping a positive attitude and demeanor can also convey confidence and professionalism to the interviewer, making a good impression even in difficult situations.

B. Asking clarifying questions

If you encounter a question or situation that you find unclear or confusing, don’t be afraid to ask for clarification. Asking clarifying questions demonstrates your critical thinking skills and shows that you are engaged and committed to understanding the problem at hand. Moreover, it can help you provide more accurate and insightful answers, which can increase your chances of getting hired.

C. Relying on past experiences

One effective way to handle unexpected problems during an interview is to rely on your past experiences. Think about similar situations you have encountered in your previous roles or projects and how you overcame them. Use these past experiences as a reference to help you solve the current problem. Be sure to highlight your relevant skills and accomplishments to demonstrate your ability to handle challenging situations in the past.

Preparing for unexpected problems during a job interview is crucial for success. Remaining calm under pressure, asking clarifying questions, and relying on past experiences are some effective strategies for dealing with unexpected problems during a job interview. By implementing these strategies, you can make a positive impression on the interviewer and enhance your chances of getting hired.

Following Up After the Interview

In a job search, following up after an interview is just as important as the interview itself. It’s an opportunity to reiterate your interest in the job and to make a positive impression on the hiring team.

A. Thank-you note etiquette

One of the most important things you can do after an interview is to send a thank-you note to the interviewer. A well-written thank-you note can make you stand out from other candidates and reinforce why you’re a strong fit for the job.

When crafting your thank-you note, keep the following etiquette tips in mind:

Send the note within 24-48 hours of the interview
Use a professional email address
Address the interviewer by name
Express your gratitude for the opportunity to interview
Mention specific things that you liked about the company or job
Restate your interest in the position
Proofread for spelling and grammar errors

Remember to make your thank-you note personal and sincere. Avoid copying and pasting a generic message, as this can come across as insincere.

B. Information gathering

If you haven’t heard back from the hiring team within a week or two of the interview, it’s okay to follow up with them. However, before you do so, make sure you’ve exhausted all other avenues of information gathering.

Here are some ways to gather information before following up:

Check the company’s website and social media pages for updates
Look for any news articles or press releases about the company
Reach out to your network to see if they know anyone at the company
Check with your recruiter or hiring manager (if you’re working with one)

By gathering more information about the company, you’ll be better equipped to ask intelligent questions and show that you’re genuinely interested in the job.

C. What to do if you do not get the job

If you receive a rejection message, don’t despair. Getting turned down doesn’t mean you’re not qualified or that you won’t find the right job. Here are some tips for handling rejection:

Respond graciously to the rejection message
Ask for feedback on how you can improve for future interviews
Keep in touch with the hiring team and express your interest in future opportunities
Continue your job search and stay positive

Remember that any interview is a learning experience, and each one will help you improve your interviewing skills. Stay determined, and you will eventually find the right job for you.

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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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15 Common Problem-Solving Interview Questions

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place.

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively.

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

Problem solving lies at the heart of programming.
Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture.

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task?

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals.

2. Have you ever recognized a potential problem and addressed it before it occurred?

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs.

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach.

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving.

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took.

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it?

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters.

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome.

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome.

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances.
Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
Result : Wrap it up by stating the outcome achieved.

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
Obstacle: State the challenge or problem you faced.
Action: Detail carefully how you went about overcoming this obstacle.
Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process?

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.

Point : State the solution in plain terms.
Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution.
Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture.

Here are some tips to do so:

Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.
Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?”
Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?”
Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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18 Problem Solving Interview Questions and Sample Answers

Every day we face a ton of issues — from a glitching app to a misplaced important document. Some are tiny ones and rarely have an impact on our work. Other events tinder to push a manageable problem into a likely crisis (unless you take decisive action).

So it follows that companies are looking for people with strong problem-solving abilities — candidates with strong analytical, critical thinking, and conceptual skills. You need to demonstrate these on your resume and during the job interview to land a solid job.

In this post, we provide a set of common problem-solving interview questions employers use to screen candidates (with sample answers included!). But first, let’s recap the basics!

What Are Some Examples of Problem-Solving Skills?

As the name implies, problem-solving skills indicate your ability to effectively resolve different issues and move past various bottlenecks in your day-to-day work. Essentially, it’s a collection of conceptual and critical thinking skills , indicative of your strong cognitive abilities, creative thinking, and proactive approach to work.

Common examples of problem-solving skills include:

Data analysis
Issue resolution
Conflict management
Strategic thinking
Process optimization
Troubleshooting
Deductive reasoning
Strategic planning
Industry analysis

How Do You Show Problem-Solving Skills in an Interview?

Problem-solving skills are rather hands-on. They indicate your ability to tackle an array of challenges in different situations. Therefore, the best way to show your strong problem-solving skills in a job interview is by using contextual examples. When answering interview problem-solving questions, first describe the general situation. Next, talk about the task (problem) you’ve had. Then explain what actions you took. Finally, conclude with an outcome (result) gained.

The above approach is called the STAR interview method . It’s a highly effective approach to excelling at different types of problem-solving interview questions that we are covering in this post!

6 Problem-Solving Interview Questions and Answers Examples

The universe of problem-solving interview questions can be conditionally broken down to:

Situational interview questions — such as when the interviewer asks you to explain your response/actions in a certain setting.
Case challenges (studies) — context-rich, modeled business scenarios you are given some time to review and respond to.
Tests and exercises — shorter puzzles or quiz-style questions you need to complete within a certain time.

Some interviewers also like to throw in a couple of weird interview questions , aimed at challenging your on-the-stop problem-solving skills. For example, Jeff Bezos once asked an interviewee to try counting the number of windows in Seattle.

What stays the same in every case is the purpose of such questions: An interviewer aims to understand your thought process and logical reasoning abilities.

To help you successfully do just that, we’ve made a list of common problem-solving skills interview questions with sample answers you can use to model your responses.

1. Tell Me About The Time You’ve Faced a Major Challenge At Work

This question can be more context-specific. For example, the interviewer may prompt you to talk about meeting an unrealistic deadline, resolving a professional mishap, or dealing with another type of out-of-the-ordinary work situation. In every case, you must not just describe the problem, but clearly communicate what you’ve done to resolve it.

Sample answer:

“My sales team spent 6+ months preparing for a major demo for this manufacturing client. It was an important strategic deal for Acme Inc. Two days before the presentation, the main Account Manager fell sick with COVID-19 and couldn’t do the meeting. Since I worked closely with him, I volunteered to moderate the presentation and facilitate the discussion. We’ve notified the client team about the changes and I’ve invited their management to a quick lunch a day ahead to meet up and “break the ice”. Then helped conduct the negotiation. We’ve successfully closed this deal.”

2. What’s Your Standard Approach to Resolving Blockers at Work?

The answer to this problem-solving interview question will be somewhat different for regular employees and managers.

As a regular employee, you should focus your reply on your personal time-management and organizational skills .
As a manager, you should lean more towards your administrative and leadership skills .

Below is a sample answer from a manager’s perspective:

“I’d describe my management style as a facilitator. As a UX Design Lead, I spend a lot of time prioritizing our backlog in line with the company-wide product roadmap and collecting regular input from other teams. Based on it, I set different levels of priorities for design tasks and map dependencies between them. Then I communicate the main priorities in this Sprint to the design team every 2-3 months. Weekly, I go through the work backlog to analyze progress and reach out to individual members on status reports. If the person is stuck, I try to figure out the root cause for that first, then get back to them with different suggestions on how to move forward.”

3. You Have Two Vendors: One Has Lower Prices, Another Proposes Faster Shipping. Which One Would You Pick?

Many interviewers like to pose short case study-based questions as a prompt for you to describe your approaches to decision-making. In most cases, there’s no right or wrong answer to them. Instead, the interviewer wants to understand how you access different options when making operational calls. Give them a walkthrough.

Sample answer.

“I’d check two metrics first — planned deadlines and current budgets. If a later delivery doesn’t affect the manufacturing schedule, I’d go with a cheaper vendor. If the materials are time-sensitive, I’d approach the CFO regarding the matter and explain why paying a higher supply price is more favorable than risking manufacturing delays (and bearing direct and indirect costs of that). To make my case, I’d use ERP data and a business intelligence app to model different scenarios.”

4. You Need to Proceed with the Project Execution, But You Lack Important Data. What Are Your Next Steps?

For most companies, the current economic realities are rather volatile — from ongoing supply chain disruptions to rapid changes in consumer preferences. Thus, operational decisions have to be taken fast, often with incomplete data.

By posing this question, the interviewer likely wants to assess your general business acumen skills , as well as approaches to strategic planning.

Sample answer

“As a marketing manager, I fully understand that good data may not always be available. In such cases, I try to generate my own data and test assumptions. First, I try to split test different types of creative and run them by a sample target audience group. Based on the response rates (e.g. average click-through rates), I then select the main creative to use in the campaign.”

5. A Customer Asks for a Certain Product, But It’s Out of Stock. They are Unhappy. How Would You Respond?

For customer-facing roles, you may be probed with a problem-solving interview question presenting some sort of a customer issue. Such questions are common in hospitality, restaurant, and retail industries among others.

Your goal is to showcase your stellar customer service skills and ability to manage potential conflicts effectively.

Sample answer .

“First, I’d ask the customer if they’d be open to some alternatives — and provide a range of similar products we currently have in stock. If neither works for them, I’d look up the restock information and offer to put them on a notification list. Or, if they are open to that — suggest placing a backorder. If they are still not happy, I’d politely ask them to wait for a moment and approach the manager about the possibility of issuing a discount for them or offering free expedited shipping once the product is back in stock.”

6. You Are Last to Leave the Office, But Can’t Find Your Keys. It’s Late and No One Else is Around. What Would You Do?

This is another sample situational interview question, prompting you to talk about your approaches to responding to unexpected circumstances. The other party wants to understand whether you’d be following the protocol or acting erratic (or unprofessional).

Here’s how you should answer this question:

“Well, I’d first re-check if I haven’t misplaced my keys and search all my belongings. If I truly don’t have them on me, I can’t leave the office without properly securing it, right? So I’d try calling my manager to see if they could help — or another employee, whom I know to leave close by. I believe one of them would be able to come and help me out or direct me towards the right HR person to contact about this.”

Even More Problem-Solving Interview Questions To Practice!

You’ve hatched a detailed plan, but there were some last-moment changes. How would you respond?
Your colleague proposes an alternative plan. The team can’t decide between the two ideas. What would you do?
How do you usually handle workplace conflict between employees of the same level?
What is your approach to collecting data before the project kick-off? Please describe your usual steps.
What was the biggest professional problem you’ve managed to successfully overcome? How did you tackle it?
A senior colleague is looking for your recommendation on X. How would you prepare it?
You and your team are stuck in a traffic jam. You are running late to an important client meeting. What would you do?
What would you do if you got stuck on an office balcony without your cell phone?
During a regular equipment inspection, you’ve found that one machine is behaving oddly. How will you do the troubleshooting?
Can you count how many tennis balls would fit into this room?
What does “being resourceful” mean for you?
Could you exemplify your “self-sufficiency” abilities? How do you ensure high personal performance?

How to Approach Problem-Solving Interview Questions?

When presented with any type of a problem-solving interview question your main goal is to narrate how you’ll use your analytics, situational analysis, and critical-thinking skills to best navigate the matter. You should always clearly communicate what you plan to do and why. Then highlight the outcome you’d aim to achieve.

Remember: the interviewer doesn’t expect you to come up with a highly elaborate multi-step roadmap. They just want to hear how you’ve solved similar issues in the past and how you might react to new challenges!

Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice... more

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8 Problem-Solving Interview Questions You Should Ask

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

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

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

TL;DR – Key Takeaways

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

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

What Are Problem-Solving Interview Questions?

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

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

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

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

Want to know more about behavioral interview questions ?

Why Interviewers Ask Problem-solving Interview Questions

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

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

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

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

8 Examples of Common Problem-Solving Interview Questions and Answers

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

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

1. The challenging situation

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

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

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

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

2. Problem-solving process

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

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

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

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

3. Decision-making

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

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

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

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

4. Creative thinking

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

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

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

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

5. Teamwork

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

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

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

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

6. Overcoming obstacles

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

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

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

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

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

7. Dealing with recurring problems

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

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

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

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

8. Multi-tasking

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

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

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

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

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

Red Flags for Interviewers Assessing Problem-solving Skills

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

Red flags to watch for include:

A lack of specific examples

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

Vague or generalized answers

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

Limited adaptability

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

Poor decision-making skills

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

Lack of collaboration or communication skills

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

Limited initiative or creativity

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

Tips For Using Problem-Solving Questions To Screen Candidates

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

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

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

Yes, yes, there is.

Evaluating problem-solving skills beyond the interview

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

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

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

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

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

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

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

The types of difficult problems you have solved and
How you coped with or overcame these difficulties.

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

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

Being assigned a project with an impossible deadline
Having to manage a team member who was not meeting expectations
Having to come up with an innovative solution to a long-standing problem

2. How do you go about solving problems?

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

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

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

3. Describe the result of a recent problem you solved

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

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

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

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

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

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

Be prepared to answer this question with a great story.

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

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

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

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

This question shows the interviewer your proactiveness and vigilance.

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

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

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

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

To answer this well you should:

Give an example of a time when you had to use your creativity to solve a problem.
Explain how you were able to come up with a creative solution and what the outcome was.
Be sure to highlight any challenges that you faced and how you overcame them.

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

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

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

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

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

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

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

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

10. Do you enjoy problem-solving?

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

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

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

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

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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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5 problem-solving questions to prepare you for your next interview

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What is problem-solving, and why do hiring managers care so much about it?

How to answer problem-solving questions

Common problem-solving questions and answers, things to avoid when answering problem-solving questions, how to prepare for problem-solving interview questions, problem solved.

“How would you approach telling a manager that they’ve made a mistake ?”

Hard problem-solving questions like these can catch you off guard in a job interview. They’re hard to prepare for if you don’t know they’re coming, and you might not even see why they’re relevant to the job.

Even the most experienced interviewees might feel like they’re giving a bad interview if they stumble on questions like these.

Preparing and practicing hard questions is one way to ease your fears. Learn to dissect what a hiring manager is really asking and answer problem-solving questions with confidence.

What is problem-solving, and why do hiring managers care so much about it?

Problem-solving is holistically understanding a problem, determining its cause, and identifying creative solutions . Many, if not most, job descriptions ask for problem-solving skills because regardless of industry, they’re an asset in the workplace.

Startups and tech companies like Google famously pose critical thinking and problem-solving questions in job interviews . But hiring managers from all industries use unique questions like these to understand your problem-solving skills. It’s not about the answer you give, or whether it’s correct, but the way you come to that conclusion.

In job interviews, problem-solving questions pose a potential problem or situation typical to the job you’re interviewing for. Your response shows your ability to respond to common problems, even on the spot. Depending on the question, it can also indicate other skills like:

Critical thinking

Communication

Dependability

Behavioral competency

Soft skills

Decision-making

The average business spends $4,700 hiring one new worker , so it wants to make sure you’re the right fit for the job. Even if you have the right skills and experience on paper, hiring managers need a comprehensive idea of what kind of worker you are to avoid choosing the wrong candidate.

Like standard behavioral interview questions , problem-solving questions offer interviewers a more well-rounded view of how you might perform on the job.

Problem-solving questions encourage you to give answers about your past experiences, decision-making process , and ability to arrive at creative solutions . Learning how to answer questions in an interview means learning how to tell a good story , so your answer should have a clear structure, unique topic, and compelling journey to demonstrate your competencies.

The STAR method is a common technique for answering problem-solving interview questions clearly and thoughtfully. The acronym stands for situation, task, action, and result. It provides a simple structure that gives your response a smooth beginning, middle, and end.

Here’s how to use the STAR method to describe past on-the-job experiences or hypothetical situations:

Situation: Start with a problem statement that clearly defines the situation.

Task: Explain your role in the situation. What is, or would be your responsibility?

Action: Recount the steps or problem-solving strategies you used, or would use, to overcome the problem.

Result: Share what you achieved or would hope to resolve through your problem-solving process.

Every job requires problem-solving on some level, so you can expect at least one job interview question to ask about those skills. Here are a few common problem-solving interview questions to practice:

1. Give us an example of when you faced an unexpected challenge at work. What did you do to face it?

What’s a hiring manager really asking? Employers want to know that your problem-solving has a process. They want to hear you break down a problem into a set of steps to solve it.

Sample answer: I was working in sales for a wholesale retailer. A regular client wrongly communicated the pricing of a unit. I realized this immediately, and rather than pointing out the error, I quickly double-checked with my supervisor to see if we could respect the price.

I informed the client of the error and that we were happy to keep the price he was given. It made him feel like he'd gotten a fair deal and trusted my authority as a sales rep even more. The loss wasn't significant, but saving face in front of the client was.

Man-talking-confidently-at-job-interview-problem-solving-questions

2. How would you manage a frustrated client?

What’s a hiring manager really asking? They want to gauge your ability to stay cool and be patient in stressful situations, even when dealing with difficult people . Keep your answer professional, and don't use the opportunity to bad-mouth a past client. Show that you can stay respectful even if someone isn’t respecting you.

Sample answer: I've had plenty of experience dealing with unhappy clients. I've learned two important things: their frustration isn’t a personal attack against me, and we have the same goal to solve the problem. Knowing that helps me stay calm, listen carefully to the client's situation, and do my best to identify where the situation went astray.

Once we identify the problem, if I can handle it myself, I communicate exactly what we’ll do for the client and how. What steps we’ll take depend on the client, but I always start by proposing solutions to show I care about a path forward, and then keep them updated on my progress to implementing that fix.

3. Describe a time you made a mistake at work. How did you fix it?

What’s a hiring manager really asking? No one is above making an error. Employers want to know that you own up to and learn from your mistakes instead of getting frustrated and walking away from the problem.

Sample answer: My first managerial position was at a public relations agency. When I was promoted to work on client outreach, I struggled to learn to delegate my old responsibilities, which were writing social media copy. I was afraid to let go of control, and I was micromanaging . One day, I wrote out some copy, sent it out, and quickly realized I was using the wrong style guide in my haste.

The client noticed, and we had to work to regain their trust, which put a strain on the entire team. I took full responsibility and used that moment to understand that I wasn't trusting my team's abilities. I apologized to my team for overstepping boundaries and worked to let go of my old role completely.

4. Have you ever had a difficult time working with a team member? How did you deal with the situation?

What’s a hiring manager really asking? Even the most independent job requires some teamwork, whether it’s communicating with clients or other team members. Employers want to know that you can solve interpersonal problems, know when to escalate and help maintain a positive work environment.

Sample answer: At my last job, we were fully remote. I had a coworker that wasn't very communicative about their process, which led to redundancies in our work and miscommunications that set us behind. I asked them to have a one-on-one meeting with me so we could analyze where we were failing to communicate and how to improve.

It wasn't a comfortable process, but we developed a better practice to collaborate and improve our ability to work as a team , including weekly meetings and check-ins.

5. Tell me about a time you created an innovative solution with limited information or resources.

What’s a hiring manager really asking? They want to test your resourcefulness, which is a valuable soft skill. Using a “ Tell me about a time” question lets you demonstrate out-of-the-box thinking and shows that you don't quit when things get difficult.

Sample answer: I worked in project management for a software developer. We were frequently going over budget and needed to limit spending. I instituted a new workflow app across departments and made everyone track every step of their process. We ended up finding information silos between design, sales, and product development.

They were all using different platforms to communicate the status of the same project, which meant we were wasting time and money. We centralized communication and improved operational efficiency, solved our budget problems, and increased productivity by 30%.

Man-presenting-something-at-work-in-front-of-people-problem-solving-questions

Problem-solving questions offer deep insights into the kind of worker you are. While your answer is important, so is your delivery. Here are some things to avoid when trying to answer problem-solving questions:

Don’t clam up: It's okay to take your time to reflect, but never abstain from answering. An interviewer will understand if you need to pause and think. If you’re really stumped, you can ask to return to that question later in the interview.

Avoid generic answers: Generic answers show a lack of creativity and innovation . Use the opportunity to explain what makes you and your problem-solving process unique.

Don’t lose confidence: How you answer is as important as what you answer. Do your best to practice confident body language, like eye contact and strong posture. Practicing ahead of time can help alleviate pressure while you’re answering.

Try not to rush: Rushing through an answer could make it unclear or incoherent, which might reflect poorly on your ability to keep a level head. Practice mindful breathing and pace yourself. Answer slowly and deliberately.

Woman-talking-at-remote-job-interview-problem-solving-questions

Preparing for an interview will make you feel more comfortable and confident during the hiring process. Rather than thinking of answers on the spot, you can pull from different responses you're already familiar with. Here are some tips for practicing and improving your answers:

Create a list of problem-solving examples from throughout your career. Consider varied past experiences that play into important skills, like time management, project management, or teamwork, to show that you're a well-rounded candidate.

Whenever possible, give metrics to show results. For example, if you improved productivity, share percentages. If you upped sales, share numbers.

Carefully study the job description and connect the skills you find with specific ways you’ve used them.

Identify what you’re good at and choose experiences that play to your strengths.

When talking about mistakes or errors, always finish with the lesson you learned and how you plan on avoiding the same mistake.

Provide details that a hiring manager can recognize within the position they’re hiring for.

Woman-shaking-hand-of-interviewer-at-office-problem-solving-questions

It’s normal to feel nervous about a job interview, especially if you’re expecting difficult questions. Learning how to overcome that challenge is the perfect way to put your problem-solving skills to the test.

Like everything else in your career, practice makes perfect, and learning to answer tough problem-solving questions is no different. Take the time to recall moments in your career when you overcame challenges, and practice telling those stories. Craft an answer that hiring managers will be excited to hear.

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Maximize your time and productivity with strategies from our expert coaches.

Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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Interview Questions To Assess Problem Solving Skills

Every employee faces challenges in their workplace– and it is a must for recruiters to hire someone with the right skills and mindset who can handle the situation effectively.

Problem-solving skills are one the most significant soft skills which every candidate must have. These skills are crucial for entry-level and senior-level positions where employees have to deal with tight deadlines.

Asking interview questions to assess problem-solving skills will give you a deep insight into how a candidate addresses difficult situations and meet deadlines. These questions will also help you evaluate whether the candidate matches your office requirements or not.

The way you interview a candidate can either make or break a candidate’s career. As a recruiter, ensure that you ask relevant interview questions to assess problem-solving skills to get a real sense of the candidate’s potential.

Before onboarding the candidates , it’s essential to conduct assessments to get a clear picture of the candidates.

Asking interview questions to assess problem-solving skills will show how candidates:

Perform under stressful situations and how they meet the deadlines
Handle complex issues
Analyze data to understand the issue in real-time

You can ask questions where candidates have to demonstrate how they address the issues and prevent them from occurring again.

That said, let’s discuss the list of questions to ask a candidate to assess problem-solving skills.

Describe A Situation When You Have To Resolve Issues With Minimum Resources.

This is the question where you can assess the creative skills of a candidate and what techniques they prefer to handle a particular situation.

You can expect a candidate to share the story of their previous organization of how they handled a situation despite the team’s conflicts and minimal resources. The solution can be theoretical, but they must share the approach with you.

What Steps Do You Take Before Landing On A Final Decision?

How a candidate takes business decisions, and addresses concerns say a lot about a candidate’s problem-solving skills.

This question will help you assess the candidate’s thought process and their preferred strategies to solve an issue. You should be looking for those with a practical approach, which shows that they don’t just ask for help the entire time.

How Do You Handle Situations Where You Can’t Find A Solution?

This is one of the most significant interview questions to assess problem-solving skills as no candidate is perfect, and not everyone can solve 100% of problems.

This question will reveal the candidate’s problem-solving and time-management skills.

What Metrics Do You Track Regularly?

As a recruiter, it’s crucial to understand what metrics a candidate tracks and how they find solutions to solve any issues.

This question will help you understand how much control the candidate has over their professional life.

What Is The Biggest Problem You Have Ever Faced? How Do You Handle Such Situations?

The way a candidate answers this question will reveal the following things about a candidate:

What they consider a big problem.
What they will share about their previous organization.
How they handle difficult situations.

You can expect a positive answer while discussing their biggest problem in their previous organization.

What Makes You A Great Problem Solver?

This question will help you understand the candidate’s preferred working style and assess whether it matches your organization’s requirements or not.

You can expect a candidate to positively answer the question and share their experience of their previous employer. The combination of problem-solving and time-management skills makes a candidate a 'great problem solver.’

So, what problem-solving skills do you need to look for in a candidate? Problem-solving skills are related to other skills, including:

Analytics Skills

Analytical skills refer to how a candidate collects and analyzes information, addresses issues, and makes decisions. It is a must-have skill for candidates which can help you improve the business’s overall productivity and achieve the desired business goals.

Adaptability And Flexibility Skills

Situations or circumstances in a workplace can be changed quickly, and therefore, it’s essential to hire someone who can adapt to new changes and solve any issues effectively.

Adapting to and thriving in different situations is more an approach to life than a skill.

Team Working Skills

Team Working skills combine multiple soft skills such as leadership skills, communication skills, and delegation skills. Candidates with solid teamwork skills can help a business to reach its height and outrank its competitors.

Team working skills also include:

Conflict management skills
Decision-making skills
Accountability
Time-management skills
Self-Awareness

Influencing Skills

If your job requires communicating with clients, project management, and teamwork, then the potential candidate must have the right influencing skills.

These skills are more than communication, negotiation, and persuasion. Influencing skills are crucial when you’re hiring for a senior-level position.

Lateral Thinking Skills

An ideal candidate must have lateral thinking skills to find a cost-effective and creative way to address and solve the issues. This skill is valued in creative industries such as the media and journalism and is valued across different industries and professions. It can also be assessed using psychometric tests.

Resilient Skills

Resilient skills refer to experimenting with what works best for your business. An ideal candidate must plan and implement multiple strategies and focus on what works best for their organization. It is all about recognizing issues and coping with new strategies to manage them.

No matter what role you’re hiring for, it’s crucial to find a candidate with great problem-solving skills. The candidate’s cognitive ability, communication skills, leadership skills, and decision-making skills are all important components for you to consider.

The above-mentioned interview questions to assess problem-solving skills will help you identify the right person for your organization.

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Common Interpersonal Skills Interview Questions

1. how have you resolved a conflict between team members in the past.

Fostering an environment where collaboration and productivity can thrive despite differing opinions or personalities is crucial when resolving conflicts within a team. The question delves into your ability to understand the root causes of conflict, navigate the emotional landscape of the team, and employ strategies that promote mutual respect and understanding. It’s a testament to your emotional intelligence, problem-solving skills, and leadership qualities, as well as your capacity to maintain team cohesion and morale under stress.

When responding, outline a specific situation where you encountered a team conflict. Describe the steps you took to address the issue, emphasizing active listening, impartiality, and the promotion of open communication. Highlight how you facilitated a dialogue between the parties involved, helped them find common ground, and worked towards a resolution that respected everyone’s perspectives and met the team’s goals. Conclude with the positive outcomes that resulted from your intervention, such as improved team dynamics or enhanced productivity.

Example: “ In a previous experience, I encountered a situation where two team members had a disagreement over the direction of a project. Recognizing the potential impact on team cohesion and project success, I promptly arranged a meeting to address the issue. I began by actively listening to each party’s viewpoint without interrupting, ensuring they felt heard and understood. This helped de-escalate emotions and demonstrated my impartiality.

Next, I guided the conversation towards identifying the underlying concerns and interests rather than focusing on positions. By encouraging open communication, the team members were able to express their motivations and apprehensions. I facilitated a brainstorming session where both parties contributed ideas on how to integrate their perspectives. This collaborative approach led to a creative solution that aligned with our collective objectives.

The resolution not only resolved the immediate conflict but also strengthened the trust and respect among team members. The process reinforced the value of open dialogue and set a precedent for constructive conflict resolution within the team. As a result, we experienced a noticeable improvement in team dynamics and a boost in productivity, as the members felt more engaged and committed to the project’s success.”

2. Describe your approach when you need to give negative feedback to a colleague.

When it comes to delivering negative feedback, it’s important to strike a balance between honesty, empathy, and constructive criticism. It’s an essential skill for maintaining professional relationships and fostering an environment of growth and improvement. The question assesses whether you possess the emotional intelligence to handle such situations without causing unnecessary conflict or demotivation, and whether you can turn a potentially negative interaction into a positive developmental opportunity for your colleague.

When responding, begin by emphasizing the importance of creating a private and respectful setting for the conversation. Explain your strategy for ensuring the feedback is specific, actionable, and focused on behavior rather than personal attributes. Illustrate with an example how you would emphasize the value of the colleague’s work while presenting areas for improvement, and how you would engage in a dialogue to collaboratively develop a plan for progress. Your response should reflect your ability to be both a supportive team member and a catalyst for professional growth.

Example: “ In delivering negative feedback, my approach is to first establish a private and respectful environment, ensuring the conversation remains confidential and focused. I initiate the dialogue by acknowledging the individual’s strengths and the value they bring to the team, which sets a positive tone and demonstrates my appreciation for their contributions.

I then provide specific and actionable feedback, concentrating on behaviors and outcomes rather than personal characteristics. For instance, if a colleague’s report lacked necessary details, I would point out the specific sections where further information could enhance clarity and usefulness, rather than questioning their overall effort or capability. This method not only facilitates a constructive conversation but also provides clear direction for improvement.

Lastly, I encourage a two-way dialogue, inviting the colleague to share their perspective and to collaborate on developing a plan for progress. By doing so, I ensure they feel supported and empowered to make the necessary changes, fostering both professional growth and a positive working relationship.”

3. What strategies do you use to ensure effective communication in a diverse workplace?

In a diverse workplace, effective communication is key to fostering an inclusive environment where different perspectives are valued and collaboration thrives. This question assesses a candidate’s ability to navigate the nuances of a multicultural environment, their empathy, and their commitment to creating a cohesive team dynamic despite potential language barriers or cultural differences.

When responding to this question, candidates should discuss specific methods they employ to adapt their communication style to fit the needs of their audience, such as active listening, clarifying and confirming understanding, and using inclusive language. Additionally, sharing examples of how they’ve educated themselves on cultural norms, sought feedback to improve interactions, and leveraged diverse communication channels to accommodate team preferences will demonstrate their proactive approach to maintaining clear and respectful communication.

Example: “ To ensure effective communication in a diverse workplace, I prioritize active listening and empathy, which allows me to understand the perspectives and needs of my colleagues. Recognizing that each individual may have different communication preferences and cultural backgrounds, I make it a point to tailor my approach accordingly. This might involve simplifying language, avoiding jargon, and being mindful of non-verbal cues that can vary significantly across cultures.

I also seek to establish a feedback loop, encouraging others to share their thoughts on our communication effectiveness and making adjustments as needed. This approach not only helps in fine-tuning my communication style but also fosters an environment of mutual respect and continuous learning. Additionally, I utilize various communication channels, from face-to-face meetings to written memos or digital platforms, ensuring that the medium chosen is accessible and comfortable for all team members. By combining these strategies, I strive to create an inclusive atmosphere that promotes clarity, collaboration, and a shared understanding among a diverse workforce.”

4. Share an experience where active listening improved a work situation.

Understanding the emotions and intentions behind the words is part of active listening. In the workplace, this skill is essential for resolving conflicts, building teamwork, and ensuring that tasks are understood and executed effectively. By asking for a specific instance of active listening, the interviewer seeks to discern whether a candidate not only values this skill but also can apply it practically to enhance collaboration, clarify misunderstandings, and facilitate a positive work environment.

When responding, recount a situation that highlights your ability to focus attentively on the speaker, ask clarifying questions, and provide feedback that confirms comprehension. Your example should reflect your capacity to stay engaged in a conversation, interpret non-verbal cues, and subsequently use the information gleaned to address a problem, improve a process, or support a colleague. This demonstrates your active involvement in workplace dynamics and your commitment to effective communication.

Example: “ In a project where tensions were high due to looming deadlines and misaligned expectations, active listening played a pivotal role in de-escalating the situation. During a critical team meeting, I noticed one of our key stakeholders expressed concerns through not just their words but also their body language – they were clearly frustrated but struggling to articulate the root cause. By maintaining eye contact, nodding affirmatively, and paraphrasing their points for clarity, I demonstrated genuine engagement. This approach opened the floor for a more in-depth discussion, allowing the stakeholder to feel heard and valued.

Subsequently, I asked targeted questions to delve deeper into their concerns, which revealed a misunderstanding about the project’s scope. By actively listening and not dismissing their initial, somewhat vague expressions of dissatisfaction, I was able to identify and clarify the miscommunication. This led to a realignment of project goals and expectations. The outcome was not only a more cohesive team environment but also a clear path forward that satisfied all parties involved, ultimately contributing to the project’s success.”

5. In what ways have you adapted your communication style to better collaborate with others?

The ability to communicate in ways that resonate with various personalities and work styles is crucial for effective collaboration. This question delves into the candidate’s self-awareness and flexibility in adjusting their communication to facilitate smoother interactions and teamwork. It reflects on the candidate’s understanding that a one-size-fits-all communication approach is often ineffective in a diverse workplace.

When responding, highlight specific instances where you’ve adjusted your communication style to accommodate different team members or work situations. Describe the context, your original communication approach, the cues you picked up on that necessitated a change, and how you adapted your style. Discuss the outcomes of these adaptations, emphasizing improved team dynamics, enhanced understanding, or successful project delivery. Your answer should convey emotional intelligence, a commitment to team cohesion, and a proactive approach to problem-solving through effective communication.

Example: “ In a project involving diverse stakeholders, I recognized the necessity to tailor my communication style to each participant’s preferences. For instance, with data-driven team members, I focused on presenting information with clear metrics and logical reasoning. Conversely, when engaging with creative individuals, I shifted to a more narrative and visual approach, utilizing storytelling to convey the same data points in a manner that resonated with them.

The adaptation of my communication approach was evident during a critical project phase where it was imperative to gain consensus among team members with varying perspectives. By actively listening and observing their communication preferences, I was able to reframe the project goals in a way that was compelling to each stakeholder. This led to a more cohesive team environment and a successful project outcome, as each member felt understood and valued, fostering a collaborative and efficient working dynamic.”

6. Can you provide an example of how empathy has played a role in your professional relationships?

Holding professional relationships together often requires empathy, allowing for a deeper understanding of colleagues’ perspectives, challenges, and motivations. It’s the skill that enables individuals to navigate the social intricacies of the workplace, foster collaboration, and effectively manage conflict. By asking for a real-world example, the interviewer is looking to assess whether a candidate can transcend mere task execution and engage with others on a human level, which is essential for a cohesive work environment and for leadership roles where emotional intelligence is paramount.

When responding, choose a scenario that illustrates your ability to genuinely connect with a colleague or client on an emotional level, perhaps during a challenging project or a stressful period. Describe the situation with enough context to show the stakes involved, explain your empathetic approach, and detail the positive outcomes that resulted. Your answer should reflect your ability to read emotional cues, listen actively, and respond in a way that acknowledges others’ feelings and helps to resolve issues constructively.

Example: “ Absolutely, empathy has been a cornerstone of my professional interactions, particularly during a project that was falling behind schedule, creating a high-stress environment for the team. Recognizing the mounting pressure, I took the initiative to have one-on-one conversations with team members to understand their individual challenges and stressors. Through active listening and acknowledging their concerns without immediate judgment or solutions, I was able to foster a sense of trust and support.

This empathetic approach not only helped in identifying the root causes of delays – such as personal struggles affecting work performance or a lack of resources – but also in collaboratively developing a more realistic project timeline. By validating their feelings and involving them in the problem-solving process, the team felt more engaged and motivated. Consequently, we not only improved our workflow but also strengthened our professional relationships, leading to a more cohesive and resilient team dynamic in the long run.”

7. Illustrate how you maintain relationships with difficult stakeholders.

An intrinsic part of many professional roles is maintaining relationships with difficult stakeholders, reflecting the reality that not all interactions are smooth or straightforward. Success in this area often hinges on the ability to diplomatically navigate divergent interests, manage expectations, and mitigate conflict while maintaining a professional demeanor. This question seeks to uncover if candidates possess the emotional intelligence, patience, and strategic communication skills necessary to maintain productive working relationships, even when faced with challenging personalities or high-stress situations.

To respond effectively, candidates should articulate strategies such as active listening, empathy, clear and assertive communication, and problem-solving. They might share a specific example where they turned a contentious situation into a collaborative one, demonstrating their ability to understand the stakeholder’s perspective, find common ground, and negotiate a solution that respects both the stakeholder’s needs and the project or company’s goals. It’s important to convey a sense of resilience and a commitment to positive outcomes, without compromising professional standards or organizational objectives.

Example: “ In maintaining relationships with difficult stakeholders, I prioritize active listening and empathy to fully understand their concerns and perspectives. For instance, I once faced a situation where a stakeholder’s demands were initially at odds with the project’s direction. By engaging in a candid dialogue, I acknowledged their concerns and demonstrated an understanding of their position, which helped to de-escalate tension.

Subsequently, I steered the conversation towards collaborative problem-solving, focusing on shared objectives. I proposed alternative solutions that aligned with the stakeholder’s interests while remaining feasible within the project’s constraints. Through assertive communication and a willingness to find a middle ground, we reached an agreement that satisfied all parties involved. This approach not only resolved the immediate issue but also strengthened the relationship in the long term, as it established a foundation of mutual respect and a track record of successful negotiation.”

8. When was the last time you mediated a misunderstanding within your team, and what was the outcome?

Mediating misunderstandings reflects a candidate’s level of empathy, emotional intelligence, and problem-solving skills, which are essential in conflict resolution. This question assesses the candidate’s leadership potential and their ability to navigate the social dynamics of a team without escalating tensions or allowing conflicts to derail project progress.

When responding to this question, you should recount a specific instance where you played a key role in resolving a misunderstanding. Detail the steps you took to understand each party’s perspective, how you facilitated open communication, and the strategies you used to find common ground or a compromise. Conclude with the positive outcome that resulted from your mediation, such as a restored team relationship, continued project momentum, or improved team dynamics. Demonstrating that you can not only resolve conflicts but also turn them into opportunities for team growth and improved communication will make your answer particularly compelling.

Example: “ Recently, I facilitated the resolution of a misunderstanding that stemmed from a miscommunication about project responsibilities. Two team members had overlapping duties, which led to confusion and frustration. Recognizing the tension, I initiated a mediation session where I first listened to each individual’s concerns separately to fully understand their perspectives without bias.

After gathering insights, I brought them together for a joint discussion. My approach was to foster a collaborative environment, emphasizing shared goals over individual grievances. By guiding the conversation towards a solution-focused dialogue, we identified the root cause of the overlap and collaboratively developed a clear delineation of responsibilities. I also introduced a regular check-in system to prevent similar issues in the future.

The outcome was twofold: the immediate conflict was resolved, allowing the project to proceed without further delay, and the team members reported an increased sense of clarity and cooperation in their roles. This intervention not only restored harmony but also strengthened our communication protocols, enhancing overall team efficiency and morale.”

9. Detail a scenario where you successfully persuaded someone to see things your way at work.

Serving as the driving force behind collaboration, buy-in, and the successful implementation of ideas, persuasion is a subtle art in the workplace. The ability to persuade reflects a candidate’s emotional intelligence, understanding of human behavior, strategic thinking, and communication skills. It also suggests an individual’s capacity for empathy, as effective persuasion typically involves recognizing and appealing to others’ emotions, values, and needs.

When responding to this question, you should recount a specific instance that showcases your persuasive skills in a positive light. Describe the situation succinctly, focusing on the conflicting viewpoints involved. Explain your approach to the conversation, highlighting how you listened and understood the other person’s perspective before presenting your own. Detail the steps you took to find common ground and how you aligned your proposal with the other party’s interests or values. Conclude by sharing the successful outcome and, if relevant, the positive impact it had on the work environment or project success.

Example: “ In a recent project, my team faced a critical decision about adopting a new software platform. While I advocated for a more innovative, albeit less familiar system that promised greater long-term benefits, my colleague favored a more established, traditional option. Understanding the importance of alignment, I initiated a dialogue to explore our respective positions. I listened attentively to my colleague’s concerns about the learning curve and potential disruptions, demonstrating empathy and validating their perspective.

To persuade them, I prepared a comprehensive comparison of both platforms, highlighting how the innovative system’s scalability and advanced features aligned with our company’s strategic goals for efficiency and growth. I also proposed a phased implementation plan to mitigate the learning curve concerns. By aligning my argument with our shared objectives and offering a concrete solution to address their apprehensions, I was able to sway my colleague’s opinion. The decision to adopt the new platform led to a 30% increase in project efficiency after a successful rollout, validating the effectiveness of the persuasive approach and collaborative decision-making.”

10. How do you balance assertiveness and diplomacy in team discussions?

Navigating team discussions where diverse perspectives and potential conflicts can arise requires a harmonious blend of assertiveness and diplomacy. Assertiveness helps you to articulate your viewpoint clearly and stand your ground, while diplomacy allows you to do so without offending others or escalating tension. Employers seek candidates who can demonstrate these traits, ensuring that they can contribute effectively to team objectives while maintaining a positive and collaborative work environment.

When responding to this question, reflect on specific instances where you’ve successfully managed this balance. Describe a situation where you had to advocate for your ideas or the needs of a project while also considering the opinions and feelings of your colleagues. Explain the strategies you used to communicate your points, such as active listening, acknowledging different perspectives, and finding common ground. Highlight the outcome of the discussion and any positive feedback you received, showcasing your ability to be both a team player and a decisive contributor.

Example: “ In balancing assertiveness and diplomacy during team discussions, I employ a strategy that hinges on active listening and empathetic communication. For instance, when advocating for a particular project direction that I strongly believe in, I first ensure I fully understand the perspectives of my colleagues by asking clarifying questions and summarizing their points to confirm comprehension. This approach not only demonstrates respect for their viewpoints but also allows me to tailor my arguments in a way that addresses their concerns.

Once I’ve laid the groundwork for a respectful dialogue, I present my case with clear, evidence-based reasoning, ensuring that my tone conveys confidence without bordering on aggression. In situations where consensus is challenging, I strive to identify common objectives and propose solutions that incorporate elements from multiple suggestions, thereby fostering a collaborative environment. This method has consistently yielded positive outcomes, with team members feeling heard and valued, and projects moving forward with a unified vision that integrates the strengths of diverse ideas.”

11. Describe a moment when you had to motivate a disengaged team member.

Engaging a disengaged team member is a delicate task that requires a deep understanding of individual motivations and team dynamics. It’s a litmus test for empathy, emotional intelligence, and leadership—a demonstration of how one identifies and addresses the roots of apathy or disconnection within a team. The ability to re-engage someone shows adaptability and the skill to tailor motivational strategies to diverse personalities and situations, reflecting one’s capacity to maintain a cohesive and productive team environment.

When responding to this question, share a specific story that showcases your approach to motivation and team cohesion. Start by describing the situation and the particular signs of disengagement you observed. Explain the steps you took to understand the team member’s perspective and the strategies you employed to rekindle their interest and commitment to the team’s goals. Emphasize the outcome, focusing on the positive changes in the individual’s performance and the overall team morale. Be honest about the challenges faced and the lessons learned, as these insights can further demonstrate your growth and effectiveness as a team leader.

Example: “ In one instance, I noticed a team member’s participation levels had significantly decreased, and their usual enthusiasm was absent. Recognizing these signs of disengagement, I arranged a private meeting to open a dialogue and understand their perspective. Through active listening, I learned that they felt their skills were underutilized, leading to a lack of fulfillment in their role.

To address this, I collaborated with them to identify opportunities that aligned with their interests and expertise, integrating these into their responsibilities. This not only reignited their motivation but also brought fresh insights to the team. The outcome was a marked improvement in their engagement and performance, which had a ripple effect, enhancing team morale and productivity. This experience underscored the importance of personalized motivation strategies and the value of investing time in understanding individual team members’ needs.”

12. Share an instance where cultural differences influenced your communication strategy.

Recognizing and adapting to cultural differences is not just about being respectful; it’s about being effective and inclusive in your communication. This question delves into your awareness, sensitivity, and adaptability, which are crucial for team cohesion and leveraging the rich perspectives diversity brings.

When responding, recount a specific situation where you identified cultural differences and describe how you adjusted your communication approach. Detail the steps you took to ensure clarity and understanding, perhaps by slowing down your speech, using simpler language, or incorporating non-verbal cues. Highlight the positive outcomes of your strategy, such as improved collaboration, increased trust, or successful project delivery. It’s important to convey that your actions were driven by a genuine desire to connect and that you view diversity as a strength that enriches interactions.

Example: “ In a project involving team members from various cultural backgrounds, I noticed that direct communication was leading to misunderstandings and discomfort among some colleagues who were accustomed to a more indirect or high-context communication style. Recognizing this, I shifted to a more nuanced approach, carefully framing my language to be more inclusive and less assertive. I also increased my use of metaphors and analogies common in their cultures to convey complex ideas in a relatable manner.

To ensure clarity and prevent miscommunication, I began to incorporate more visual aids and written summaries to complement verbal explanations, allowing team members to process information in their preferred format. This strategy not only improved the team’s efficiency but also fostered a more inclusive environment that respected and valued cultural diversity. The result was a significant enhancement in collaboration, with the team successfully delivering the project on time, and team members expressing greater satisfaction with the communication process.”

13. What is your method for building trust with a new team?

Establishing trust quickly in a new team can lead to more effective collaboration, as team members are more likely to share ideas, give honest feedback, and support one another. This question discerns whether a candidate has a deliberate approach to becoming a reliable and supportive team member, which is essential for maintaining a cohesive work environment where everyone feels valued and understood.

When responding, it’s important to articulate a clear and actionable strategy for earning trust. Begin by emphasizing the importance of listening actively to understand team members’ perspectives and demonstrating respect for their expertise. Share examples of how you have built rapport in the past, perhaps by being transparent about your own skills and limitations, following through on commitments, or finding common ground on professional or personal levels. Highlighting specific behaviors that show dependability, empathy, and integrity will illustrate your understanding of what it takes to be a trusted team player.

Example: “ Building trust with a new team starts with active listening and showing genuine interest in each team member’s insights and concerns. By attentively engaging with their perspectives, I establish a foundation of respect and demonstrate that I value their contributions. This approach not only fosters open communication but also helps identify the team’s dynamics and individual motivations.

I complement this by consistently being transparent about my abilities and areas for growth. This honesty sets a precedent for a trust-based environment where everyone feels comfortable sharing their thoughts and vulnerabilities. Furthermore, I ensure that my actions align with my words, as reliability is key to building trust. By meeting deadlines, keeping promises, and maintaining accountability, I reinforce my commitment to the team’s success. Additionally, I make an effort to connect with team members on a personal level when appropriate, finding common interests that can strengthen our professional rapport. These deliberate actions, rooted in empathy and integrity, are integral to cultivating a trusting and collaborative team atmosphere.”

14. How do you handle receiving criticism from peers or superiors?

Processing feedback is an integral part of professional growth and workplace dynamics. It tests an individual’s emotional intelligence, resilience, and capacity for constructive self-assessment. The ability to handle criticism well indicates a candidate’s potential for leadership, teamwork, and continuous professional development.

When responding, it’s beneficial to articulate a positive and proactive approach. Provide a specific example that demonstrates your ability to listen actively, seek clarification if needed, and apply the feedback to better your work or behavior. Illustrate your thought process and how you turned the criticism into a learning opportunity, thus showcasing adaptability and a commitment to excellence.

Example: “ When receiving criticism, I approach it with a growth mindset, viewing the feedback as an opportunity to improve. For instance, I once received constructive criticism regarding the way I managed project timelines. My superior pointed out that my approach was too optimistic, often underestimating the time needed for certain tasks, which occasionally led to delays.

I actively listened to the feedback without defensiveness, asked targeted questions to fully understand the concerns, and reflected on past projects to identify patterns in my planning. To address this, I implemented a more robust project management strategy, incorporating buffer times and more realistic milestones. This not only improved my project delivery times but also enhanced team trust in the timelines I set. The experience reinforced the value of embracing criticism as a catalyst for professional development and operational excellence.”

15. Provide an example of a time when you had to adjust your communication style to suit a virtual setting.

Adjusting communication styles is essential in a world where interactions frequently occur across digital platforms. The question is designed to assess a candidate’s flexibility and awareness of these challenges, as well as their ability to overcome them to maintain clear and effective communication. It reveals the candidate’s proficiency in utilizing various digital tools and their capacity to tailor their approach to different audiences and contexts.

When responding to this question, it is crucial to recount a specific scenario that demonstrates your adaptability in communication. Detail the situation and the virtual platform used, explain the communication barriers encountered, and describe the steps you took to adjust your communication style. Highlight any tools or strategies you employed, such as adjusting your language, using visual aids, or providing written summaries, to ensure your message was understood. Conclude by reflecting on the outcome of your adjustments and what you learned from the experience.

Example: “ In a previous virtual collaboration with a diverse, international team, I encountered a scenario where language barriers and varying cultural communication styles posed a significant challenge. We were using a video conferencing platform for our meetings, and I quickly realized that my usual direct and fast-paced speaking style was not effective for all team members.

To address this, I made a conscious effort to slow down my speech, enunciate clearly, and incorporate pauses to allow for processing time and potential translation needs. I also began utilizing screen sharing to provide visual context to our discussions, which helped bridge the gap between different levels of language proficiency. Additionally, I followed up our meetings with concise, bullet-point summaries to reinforce key points and action items.

The outcome was a marked improvement in mutual understanding and collaboration efficiency. Team members expressed appreciation for the adjustments, and our project benefited from the enhanced communication. This experience reinforced the importance of being attuned to the needs of your audience and the effectiveness of visual aids and written summaries in ensuring clarity in a virtual setting.”

16. Tell us about a situation where you took initiative to improve team cohesion.

Fostering cohesion within a group is a highly sought-after trait, as effective teams are the lifeblood of any successful organization. When interviewers pose questions about taking initiative to improve team cohesion, they are looking for evidence of leadership, problem-solving skills, and the capacity to recognize and bridge interpersonal gaps. Demonstrating initiative in this area suggests an individual is observant of group dynamics, willing to step in proactively, and committed to the overall success of the team.

When responding to this question, it’s crucial to outline a specific scenario that showcases your awareness of a lack of cohesion within a team. Briefly describe the situation, focusing on the dynamics that were causing friction or disunity. Then, detail the steps you took to address the issue—these could include organizing team-building activities, mediating conflicts, or simply opening lines of communication. Emphasize the positive outcomes of your actions, such as improved collaboration, higher morale, or increased productivity. Be sure to convey your actions in a way that highlights your leadership qualities and your dedication to fostering a supportive and unified team environment.

Example: “ In one instance, I recognized a growing disconnect between team members due to siloed communication and a lack of shared understanding of our project goals. To address this, I initiated a series of “lunch and learn” sessions where each team member presented their current work and explained how it contributed to our collective objectives. This not only provided clarity on everyone’s roles but also allowed team members to ask questions and offer insights, fostering a culture of openness and mutual respect.

The outcome was a marked improvement in interdepartmental communication and a more cohesive team dynamic. Our project deliverables saw a notable increase in quality due to the enhanced collaboration, and team members reported feeling more valued and understood within the group. This initiative also led to the adoption of regular knowledge-sharing meetings, which continued to strengthen our team cohesion over time.”

17. What techniques do you employ to manage stress in high-pressure group settings?

Managing stress in high-pressure environments is a testament to one’s resilience, self-awareness, and capacity for adaptive problem-solving. The techniques an individual uses to handle stress in group settings not only impact their own performance but also influence the group’s overall dynamic, potentially mitigating stress contagion and fostering a supportive atmosphere that can drive collective success.

When responding to this question, articulate specific strategies you’ve developed or learned, such as mindfulness practices, prioritization of tasks, or the implementation of structured breaks for the team. Explain how these techniques have tangibly improved both your personal performance and the group’s efficacy. Provide examples that demonstrate your ability to remain composed and maintain a clear focus on objectives, while also acknowledging the importance of emotional support among team members.

Example: “ In high-pressure group settings, I employ a blend of mindfulness and structured task prioritization to manage stress effectively. Mindfulness techniques, such as focused breathing or brief meditative pauses, allow me to maintain composure and clear-headedness amidst chaos. This practice not only aids in my personal stress management but also sets a calm tone that can positively influence the group’s dynamic.

Concurrently, I prioritize tasks using a systematic approach, categorizing them based on urgency and impact. This helps the team to focus on what’s most critical, reducing the overwhelm that can come from a high volume of demands. By breaking down larger objectives into manageable actions, we can track progress and maintain momentum, which provides a psychological boost and reduces collective stress. This dual approach has consistently enhanced our group’s performance, ensuring that we meet deadlines without sacrificing the well-being of team members.”

18. How do you navigate situations where there is a lack of consensus among team members?

Facilitating dialogue, fostering understanding, and driving a group towards a shared goal despite differing opinions are key when there’s a lack of consensus. The question aims to assess a candidate’s ability to manage conflict, employ diplomacy, and apply problem-solving skills to achieve alignment and maintain team cohesion.

To respond effectively, a candidate should outline a structured approach that includes active listening to understand the varying perspectives, encouraging open communication, and seeking common ground. It’s important to demonstrate respect for all opinions while steering the team towards a decision that aligns with the project’s objectives. Examples from past experiences where the candidate successfully navigated such situations can provide tangible evidence of their capability in this area. Highlighting the use of specific techniques or frameworks for decision-making, such as majority rule, consensus-building activities, or compromise, can also strengthen the response.

Example: “ Navigating situations with a lack of consensus requires a strategic approach that balances empathy with decisiveness. When faced with such challenges, I initiate by fostering an environment of open communication, ensuring that each team member feels heard and valued. I actively listen to understand the underlying concerns and motivations behind differing viewpoints. This not only helps in identifying common ground but also in building mutual respect among team members.

Once all perspectives are on the table, I guide the discussion towards a solution that aligns with our shared objectives. If a unanimous decision seems unattainable, I employ consensus-building techniques such as highlighting the benefits of various proposals or suggesting a compromise that incorporates elements from different ideas. This process is underpinned by a clear communication of how the final decision supports the overarching goals of the project. Through this method, I have successfully navigated through impasses, arriving at decisions that were accepted by the team and conducive to project success.”

19. Outline your process for delegating tasks while considering individual strengths and weaknesses.

Recognizing the unique capabilities and limitations of their team members is crucial for leaders when it comes to effective delegation. It is a strategic approach to optimize productivity, foster professional growth, and achieve team objectives. Employers pose this question to evaluate a candidate’s managerial acumen, their understanding of team dynamics, and their capability to harness the potential of diverse skill sets to drive collaborative success.

When responding to this question, illustrate your answer with a clear, structured approach. Begin by explaining how you assess the skills and workload of each team member. Share your method for matching tasks to the most suitable individuals, considering their proficiencies and areas for development. Discuss how you communicate expectations and offer support, while also holding team members accountable. Give examples from past experiences where your delegation strategy led to positive outcomes, reinforcing your response with tangible results.

Example: “ In delegating tasks, I start by thoroughly evaluating the capabilities and current responsibilities of each team member. This involves analyzing their past performance, soliciting feedback from colleagues, and sometimes directly discussing their comfort levels with certain types of tasks. I then align tasks with individual strengths, ensuring that each person is both challenged and equipped to succeed, while also considering their opportunity for growth in areas where they are less strong.

I communicate clearly defined expectations and the rationale behind task assignments to foster transparency and buy-in. This is coupled with setting measurable goals and providing the necessary resources and support to achieve them. I maintain an open-door policy for guidance and feedback, which helps in adjusting workloads and reassigning tasks if necessary, to maintain productivity without overburdening any individual.

An example of this approach in action was when I assigned a critical project to a team member who had shown potential but lacked experience in that particular area. By providing a clear framework and regular check-ins, the team member not only excelled in the task but also gained valuable skills. This strategic delegation resulted in the successful completion of the project ahead of schedule and contributed to the team member’s professional growth, demonstrating the effectiveness of matching tasks to both strengths and developmental needs.”

20. Describe how you support colleagues during periods of organizational change.

Acting as a stabilizing force during organizational change is a role for a candidate with strong interpersonal skills, helping colleagues navigate through the transition. The ability to support others during these times demonstrates emotional intelligence, resilience, and the capacity to foster a positive work environment, which are valuable traits in any team member. Employers are looking for individuals who not only adapt well to change themselves but who can also facilitate a smoother transition for others, thereby minimizing disruption and maintaining team cohesion.

When responding to this question, focus on specific examples of how you’ve provided support. This could involve being a listening ear, offering practical help with new systems or processes, or simply being a source of positivity and encouragement. Emphasize your ability to remain empathetic and composed, your proactive approach to problem-solving, and your commitment to clear and empathetic communication. Illustrate how your actions helped to maintain or improve team performance and morale during the change process.

Example: “ During periods of organizational change, I prioritize open communication and active listening to support my colleagues. For instance, when a new system was implemented, I recognized the anxiety it generated among the team. To alleviate concerns, I organized informal Q&A sessions where we could collectively address uncertainties and share practical tips on navigating the new system. This not only helped in demystifying the change but also fostered a collaborative environment where colleagues felt supported and heard.

In addition, I maintain a positive yet realistic outlook, which helps to keep morale high. I remember a specific instance where a departmental restructuring led to role ambiguity. I took the initiative to facilitate a workshop where we could map out the new roles and responsibilities, providing clarity and reassurance. By demonstrating empathy and taking proactive steps to address challenges, I was able to help my colleagues adapt more comfortably to the changes, ensuring that team performance remained stable and that the transition was as smooth as possible.”

10 Common Interview Questions and How to Answer Them

Have a job interview coming up? Interview preparation is key. Before going, review the most common interview questions, plan your responses, and research the company so you can walk into that room prepared.

[Featured image] A man sits in a hallway preparing responses for common interview questions.

When you land an interview, you’re probably excited and wondering about the most common interview questions. To prepare for your interview and make a great first impression, you can explore this list of 10 common interview questions and plan your responses to them.

1. Tell me about yourself.

This warm-up question is your chance to make an impactful first impression. Be prepared to describe yourself in a few sentences. You can mention:

Your past experiences and how they relate to the current job

How your most recent job is tied to this new opportunity

Two of your strengths

One personal attribute, like a hobby or an interest

The majority of this response leans on your past work experience, with a small dash of your personal life added at the end of the response. Keep your answer to two to four minutes.

2. Why do you want to work for this company?

The answer to this interview question should include specifics about the company, so you’ll need to do some pre-interview research. If, for example, the company is known for its collaborative culture, you could point out successes you’ve had while collaborating with a team.

Look for company-specific information on their website and social channels. Pay attention to the company’s mission statement, values, and the "About us" section. Explore employee-specific posts on social media to learn about the company’s culture or outreach programs. Combine this information with relatable skills to show your preparedness and enthusiasm for the company.

3. Why are you leaving your current role?

When asked about leaving a previous job, be honest but positive. Even if you left a job under trying circumstances, keep your response short and upbeat. Here are some suggestions:

I’m looking for a company that better aligns with my values.

I’m excited to find a company where I can grow my career.

I’ve decided to go down a different career path.

My position was downsized, but I’m looking forward to a new opportunity.

I’m excited to explore a culture in line with my personality.

I’m ready to take on a new challenge with an innovative company.

I’ve aspired to work for this company and seized the chance to apply.

4. What is your biggest weakness?

When it comes to identifying weaknesses, think about some conflicts you’ve had to overcome. Maybe it’s difficult for you to take criticism, collaborate, or make public presentations. Take these challenges and frame them with a solution. For instance, you learned to take feedback to better a project, collaborate to elevate a product’s offerings, or use presentations as a way to build your confidence.

5. What do you consider your greatest achievement?

Your greatest achievement should be something specific, like bringing a new video game to a saturated market despite a lack of resources. Discuss a work-related triumph as a way to humbly mention your achievements rather than listing awards or accolades. This achievement should also align with the company’s mission, goals, or the position’s objectives.

6. Tell me about a difficult situation you’ve faced and how you handled it.

This question is really asking about your character during moments of stress. Think of a time when you faced an impossible deadline, had to choose sides, or navigated interoffice turmoil. Explain the problem, how you stayed calm, and focus on the solution that produced a resolution.

7. Give an example of how you’ve gone above and beyond your role requirements.

While you might be tempted to mention the extra hours you put in or the additional tasks you take on, it’s best to showcase your skills with a story. Talk about the innovative methods you deployed to revive a stalled project or roles you filled when your team was downsized.

8. What are your salary expectations?

Salary talks can be sensitive, but they’re necessary. Research a competitive salary before you go into your interview so you don’t aim too high or low. You can use tools like a Salary Calculator or Salary Data & Career Research Center (Canada) to get baseline compensation. Remember to mention years of experience or specific certifications that enhance your value.

9. Where do you see yourself five years from now?

Another common interview question looks at your five-year plan. You should promote your commitment to the company while looking toward growth opportunities.

More specifically, you can craft a response that explores your:

Position-related goals

Potential experiences within the company over the next five years

Possible certifications, skills, or achievements you might obtain

Aspirations for growth within the role

10. Do you have any questions for us?

Typically, this is the last question of the interview, and it might be tempting to say, “No. I’m all set.” However, this question allows you to show your interest in the position. Some questions you could ask include:

What are the day-to-day tasks involved in this role?

How do you evaluate the progress of this role?

What ongoing educational or training opportunities could I pursue in this role?

Where do you see the company in five years?

How would you describe the company culture?

How to prepare for an interview

Before your interview, you should do a few things in preparation. To make a great first impression, you should research the company, practice your responses to common interview questions, and run through a practice interview. For more specific tips, take a look at this pre-interview checklist:

1. Research the company.

Start your research on the company website. Look over their mission statement, values, and history. Next, check Google News for any articles that include the company. Comb through the company’s social accounts, paying particular attention to the product- or employee-related posts. Also, read the LinkedIn profiles of the company’s key players and, if possible, the profile of your hiring manager.

2. Understand company work culture.

Take some time to learn about the company culture by looking at employee photos on social media and checking out the company's news coverage. You might see team-building events on its Facebook Page or news coverage of a recent fundraiser, which can help you understand the culture. You can also check for employee testimonials on business rating platforms like Glassdoor.

3. Prepare your answers.

Take some time to review the most common interview questions and practice your answers. You don’t want to sound rehearsed, so write down a few bullet points for each question and talk through them a little differently each time.

4. Practice the interview.

Ask a friend or family member to role-play with you. Go through the standard interview questions, and practice your greeting and exit. Wear the outfit and shoes you plan to wear during the practice to ensure you’re comfortable.

5. Ask for feedback.

Ask your mock interviewer to give you feedback. Maybe you slouched in the chair, nervously bounced your knees, or got stuck on a particular interview question. The person helping you can give you some tips to improve your interview skills.

Next steps

In addition to role-playing, you might consider taking an online class or two to improve your interview skills. Prepare for a successful job search with the Interviewing and Resume Writing in English Specialization from the University of Maryland. Learn at your own pace and practice your interviewing skills with other job seekers from around the globe.

Keep reading

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This content has been made available for informational purposes only. Learners are advised to conduct additional research to ensure that courses and other credentials pursued meet their personal, professional, and financial goals.

Download Interview guide PDF

Star interview questions, download pdf.

Are you having difficulty answering interview questions in a concise manner? When interviewing, how can you share your accomplishments without appearing boastful? How can you demonstrate to the interviewer that you are the best candidate? As we all know, job interview questions can be stressful at times, but some are more difficult to answer than others. When ranked by difficulty level, behavioral questions would probably rank first for most people.

If this is also the case for you, you will be delighted with the STAR method. Situation, Task, Action, and Result are the four pillars of the STAR acronym. Preparing for behavioral interview questions and situational interview questions can be accomplished using the STAR interview method. By answering interview questions this way, you will be able to provide concrete examples of your experience and skills for the job without sounding boastful. The following STAR method examples will assist you in preparing clear and concise responses.

Throughout this article, we will take a look at what is the STAR method , as well as 30+ of the most common STAR interview questions and answers that can be encountered during behavioral interviews.

STAR Method Interview Questions: Tips and Sample Answers

Questions about the STAR Method
Question about Problem-Solving

Question about Teamwork

Questions about self-management skills, questions about creativity thinking skills, questions about time-management skills, questions about communication skills, how to answer star interview questions, questions about star method, 1. what does star stand for explain it..

A STAR is an acronym for Situation, Task, Action, and Result.

Situation: Give details about the situation and your example.
Task: Outline your responsibilities in that situation.
Action: Describe how you resolved the problem.
Result: Explain the outcome of the actions you took.

A STAR interview method (Situation, Task, Action, and Result) offers a straightforward format for structuring your responses. Using this technique of interviewing, you will have the ability to tell your story in a simple, straightforward manner by outlining the Situation, Task, Action, and Result of the situation. It is particularly helpful to use this strategy when answering a competency-based question in a job interview. By keeping these four components in mind, you are much more likely to provide the interviewer with a concise, compelling narrative of what you have accomplished.

Sample Answer:

During my time at my last employer, I was eager to advance into the position of a senior software engineer as soon as possible, so that I would have a better grasp of the technology. ( Situation ) Having been there for over two years, I set a target of completing my goal in three years. So I only had a year to achieve it. ( Task) During this period, I worked diligently to enhance my skills and knowledge, as well as take on more challenging projects. Even though I had no prior experience with such projects, I tried to deliver superior quality. ( Action ) My supervisor finally put me at ease and I got promoted within period of six months of setting that goal. ( Result )

2. Can you tell me about one of your proudest professional accomplishments?

This question allows employers to determine whether you have the skills and work ethics they are looking for and if your attitude fits into their culture. Choosing your greatest achievement will demonstrate what is important to you, and how you achieved it will reveal your work style. You will be able to convey both your hard and soft skills in answering this question.

Take pride in your work, but don't flaunt your accomplishments. When answering, be sure to provide examples and explain your thought process.
Your reply to the interview should be pragmatic and reflect your approach to success and hard work, and make sure you sound down to earth.
It is recommended that you use the STAR method to structure your answer for clarity.

During my last employment, our technology development team had to let go of one of our colleagues due to relocation. (Situation) His role was to lead the iOS development of the app. No one else on the team had experience developing apps for iOS. Since I had developed iOS apps in the past, I volunteered to take the lead on the app development process. (Task) Together with the other team members, I worked on creating and troubleshooting the new application. (Action) It took me 40 days to complete the development ahead of schedule. As of now, it has over 220 positive reviews in the iTunes Store, offering the company another revenue stream. (Result)

Question about Problem Solving

1. when have you been faced with a challenging situation what solution did you come up with.

Interviewers ask this question to find out how you handle challenges in the workplace. Take a moment to think about the last time you faced a challenge and overcame it. You may also discuss an experience that has helped you learn more about your craft and improve your performance.

Sample Answer

I was working on a project with my team, and one of our team members decided to quit the team in the middle of the project due to personal reasons. ( Situation ) I know that in any case, I had to finish the project to keep the organization's reputation intact. ( Task ) However, I went to the other member and we agreed to divide the remaining work equally. We went above and beyond to complete the tasks until we reached our goal. ( Action ) Despite the tight deadline, we were able to complete the project on time. ( Result )

2. When was the last time a client asked you for the impossible? What was your approach to explaining this to them?

As part of the interview process, the interviewer may ask how you deal with difficult clients so they can gain a deeper understanding of your client service skills. With this question, you will be evaluated specifically on your problem-solving skills, interpersonal skills, and ability to deal with stress and diffuse tense situations.

A client asked for a complex feature to be delivered within an unrealistic timeframe. ( Situation ) I had to explain the challenges and limitations of the project and suggest a more feasible approach. ( Task ) I made sure to listen carefully to the client's requirements and concerns, explained to them the technical challenges involved, and highlighted the risks of rushing the development process. ( Action ) The client appreciated my transparent communication, agreed on a more realistic timeline, and the project was completed successfully within the new timeline. ( Result )

3. Have you ever had to correct a mistake made by a superior? What was your approach to that situation?

The interviewer wants to know how you would handle a potentially uncomfortable situation with a superior. Explain your thought process and the action you would take in response to this question. Ensure that your answer demonstrates your professional approach to the potential employer.

Sample Answer

I identified a mistake made by my superior in a software project. ( Situation ) I took the task upon myself to correct the mistake and communicate the issue to my superior. ( Task ) Firstly, I reviewed the code and identified the issue in detail. Then, I discussed the mistake with my superior in a professional and respectful manner, providing evidence and suggesting possible solutions. ( Action ) My superior acknowledged the mistake and appreciated my input. Together, we corrected the issue and implemented necessary changes to prevent similar mistakes in the future. The project was completed successfully with improved quality. ( Result )

Software Dev
Data Science

4. How do you cope with sudden workplace changes?

The purpose of asking this question is to learn more about how you cope in a fast-paced, ever-changing work environment. Interviewers may want to know that you are confident and poised as you face these challenges. They may also be interested in hearing how you have used those skills in a previous role.

As a software developer, I have faced sudden workplace changes in the past multiple times. ( Situation ) I cope with sudden workplace changes by following a few key strategies. ( Task ) Firstly, I assess the impact of the change and the tasks that need to be completed. Next, I communicate with my team members and seek their opinions and suggestions to better adapt to the changes. I also stay organized by breaking down my tasks into smaller manageable units and prioritizing them accordingly. Finally, I remain flexible and adaptable to adjust to the new situation. ( Action ) By following these strategies, I have been able to cope effectively with sudden workplace changes and ensure that my work is completed efficiently and effectively. ( Result )

1. Has there ever been a conflict between you and a co-worker? What solutions did you come up with?

When handling such behavioral questions, it is essential to be careful. Collaboration and the ability to resolve conflict can increase productivity and foster a more pleasant working environment. It is therefore necessary for you to clearly describe the conflict and how you resolved it in your answer. It is important for you to be respectful and not bad-mouth the co-worker no matter how enraging the situation was. The outcome should be clearly stated.

Once, a team member thought my method of tackling a project was incorrect. The way he came across sounded harsh to me. ( Situation ) Having to cooperate on this project was going to be a challenge, and the person wasn't too thrilled about the idea, to be honest. While explaining something to them, they would often interrupt me. ( Task ) I chose not to get mad at them but instead politely asked them if they had any other suggestions that might work. They shared their thoughts, and we discussed them as a team. They gave us a better idea and we decided to go with it as a team. ( Action ) As a result, we recorded better results. We also sorted out our misunderstanding in the process and we became good friends. ( Result )

2. When was the last time you worked with another department to complete a project?

Often interviewers ask these questions when cross-functional teamwork is a critical component of their work environment. Among the teamwork skills you want to remember are active listening, communication, conflict management, developing consensus, encouraging others to pull their weight, and so on.

At my previous company, we had the C-suite of Marketing and Operations, Creative Services, the Content and Communications department, and Consumer Insights. ( Situation ) We had to work with them to understand the business requirements better for developing new software applications. Collaboration across departments was an integral part of our work all of the time. ( Task ) We came up with a plan to meet on a weekly basis to discuss bigger projects and then collaborate throughout the rest of the week based on our needs. ( Action ) In all, the set-up proved to be excellent and helped to ensure the smooth progress of the project at every stage. ( Result )

3. Do you have any strategies for dealing with coworkers who are too incompetent or unwilling to cooperate?

Many employers ask about your experience handling difficult coworkers in order to assess how well you handle them. It is important to be respectful while answering this. You may be asked if you are a team player who can work well with others or if you enjoy any type of interpersonal relationship. It is common for organizations to look for people who can cope with difficult situations and are able to remain calm in the midst of them.

Sample Answer:

As a client support specialist, I and my coworker were responsible for contacting clients to verify login information. ( Situation ) Unfortunately, we miscommunicated how the client list should be divided up between the two of us. Originally, I thought I would get in touch with clients with names A through K; and my colleague hoped to get in touch with clients with names L through Z. We were not on the same page regarding this and it caused confusion amongst us. It also caused confusion and frustration for our clients as we contacted them twice. ( Task ) As we both expressed our frustrations with one another, we both admitted that we misheard one another. For future projects like this, I suggested using a color-coded spreadsheet that represented who would work with what clients. ( Action ) The new system has been working well for us since this incident, and we have not had any similar issues. ( Result )

1. Do you ever have to make unpopular decisions? What did you do?

The downside of managing or leading involves making decisions that not everyone agrees with. It is important to tell the interviewer that although you made a decision to press forward, you were very careful to communicate with the other employees and even increase their support.

When I was working at my previous job, I was assigned to supervise a small team of coworkers for a huge project. (Situation)

Since the project was huge, it could significantly impact the company's reputation, and it needed to be completed quickly. (Task)

Due to time constraints, we were unable to complete the project during the week, so we decided to work on Saturdays to finish it by guaranteeing incentives to my team for their hard work. As soon as I broke the news of overtime work to my coworkers, they complained and developed resentment against me. But I assured them of proper incentives and made them understand why it was important to gain that deal. (Action)

As a result, my team was convinced and they onboarded to complete the project and we even successfully managed to acquire new clients. Additionally, my team was rewarded for their work with incentives and due recognition. At the end, everyone was happy. (Result)

2. Can you tell me about a time when you disagreed with your manager and how you resolved the matter?

Basically, this particular question is designed to test the level of communication skills you have. Interviewers are looking for several qualities in your response, including emotional maturity, validity, loyalty, and responsibility.

There was once a disagreement between me and my manager over the best way to assist an intern. (Situation)

To avoid confronting him in front of everyone, I spoke off the floor with him instead. I explained my concerns about his behavior openly and honestly. (Task)

During the course of the conversation, it became apparent that there had been a simple misunderstanding. (Action)

A disagreement with my colleagues taught me the importance of communication to prevent bigger problems. (Result)

3. Have you ever persuaded someone to do something?

Interviewers use this question to assess your ability to persuade. You will be asked to describe specific situations and actions in which you were able to influence others.

During my previous job as a software developer, I noticed that one of my colleagues was not following the best practices for code documentation. (Situation)

It was important to me that we maintain consistency in our team's code quality and documentation, so I needed to persuade my colleague to change his approach. (Task)

I approached my colleague and explained my concerns about the lack of documentation in his code. I also highlighted the benefits of maintaining high-quality code and how it could save time in the long run. To persuade him, I shared some best practices, provided examples, and offered to assist him with any questions or concerns he may have had. (Action)

My colleague was initially hesitant to change his approach, but after listening to my suggestions and seeing the benefits, he agreed to improve the documentation in his code. As a result, the code quality improved, and we were able to collaborate more efficiently on future projects. (Result)

4. Do you have experience motivating others? What steps did you take to achieve this?

The purpose of this question is to determine whether you are capable of working in a team environment and motivating your coworkers. Being able to influence others around you will help you fit in well with any team. Do not forget to mention the result of your motivation.

During my last position, a member of my team was never fully committed to the project thereby impacting their deliverables. (Situation)

It took conscious effort on my part to visit their desk every morning in order to understand what they were going through and motivate them. (Task)

They opened up to me about their problems and how they were unable to focus due to lack of confidence. I motivated them consistently by highlighting how their skills were crucial for the project we were working on and provided regular feedback on their progress. (Action)

As time went on, they began to express their opinions and suggest original, creative ideas during staff meetings. They felt valued and recognized which boosted their self-confidence and at the end, things worked well for our team too. (Result)

1. When was the last time you had to be highly strategic to achieve a goal?

In asking this question, the interviewer is interested in learning how you deal with priorities as well as the ability to work under pressure. A key work competency for individual contributors and managers alike is the ability to prioritize confidently in the face of the incapacity to complete all tasks.

Since my job involved a number of competing priorities, it was often very challenging to determine what was most critical and urgent in order to carry out my duties. ( Situation ) My manager and I worked out a scale for judging the importance and urgency of a task so that it's clear what should take the highest priority from the start. ( Task ) Priority was given to things that are both important and urgent (IU). Next was important and not urgent (INU), followed by urgent and not important (UNI), and lastly not important and not urgent (NINU). I received requests from my manager labelled as IU, INU, UNI, and NINU when the rating system was in use. ( Action ) Due to this prioritization rating system, my overall productivity increased considerably over the past year. ( Result )

2. Tell us about a time you failed. Have you learned anything from this experience?

If the interviewer specifically asks for a work-related example, try to recall a long-gone incident that is related to your job role. It is best to choose a story in which something significant didn't go according to plan as a result of your actions (or lack of actions)—not something more trivial.

Early in my career as a software developer, I was tasked with developing a new feature for a web application. ( Situation ) I was responsible for developing the feature within a specific timeline and ensuring that it worked seamlessly with the existing application. ( Task ) I approached the task with enthusiasm and started coding immediately. However, I realized after a few days that my code was not working correctly, and I was unable to identify the source of the issue. Realizing my mistake, I reached out to my supervisor and explained the problem. He was able to help me debug the code and identify the issue. ( Action ) Unfortunately, because of the time it took to debug the code, we missed the deadline for the feature's launch. I learned that I should have approached the task more systematically, taking more time to plan and test my code before starting to code. ( Result )

3. Can you recall your first job? How did you learn the ropes and adapt to your new environment?

By asking this question, the interviewers want to know how you work with individuals who have different personalities, and how you motivate individuals to become personally invested in the job or project beyond just a paycheck. Their interest is in seeing how you cope with job-related challenges and learning from them.

My first job as a software developer was at a small software development company. I was fresh out of college and eager to apply my skills in a professional setting. (Situation) My task was to develop a new feature for an existing web application, which required me to learn the company's coding standards and work processes. (Task) To learn the ropes, I spent the first few days observing and asking questions about the company's coding practices and processes. I also familiarized myself with the codebase by reading the existing code. Once I had a good understanding of the company's work processes and coding standards, I started working on the new feature. I made sure to communicate regularly with my supervisor and colleagues, asking for feedback on my code and how I could improve it. (Action) Through my hard work and dedication, I was able to complete the new feature on time and to the satisfaction of my supervisor and colleagues. (Result)

1. When was the last time you took charge and demonstrated initiative to manage a situation?

Interviewers ask this question to determine if you are a self-starter with a strong desire to innovate. Whether you put your best effort into something out of your own desire, not out of obligation.

Recently, I was working on a project that had a tight deadline. As we approached the deadline, we realized that there were some missing requirements that had not been addressed. ( Situation ) My task was to take charge of the situation and ensure that we could meet the deadline by addressing these missing requirements. ( Task ) I took the initiative to convene a meeting with the project team and stakeholders to discuss the missing requirements. During the meeting, I asked questions and took notes to ensure that everyone was on the same page. After the meeting, I identified the tasks that needed to be completed and assigned them to the team members. I made sure to provide regular updates to the stakeholders, keeping them informed of our progress. ( Action ) Through my proactive approach, we were able to address the missing requirements and meet the project deadline. The stakeholders were pleased with our work and appreciated our efforts to keep them informed. ( Result )

2. Tell us about a situation in which you used logic or data to make a recommendation.

Employers usually ask this question so they can assess your critical thinking skills, including your ability to handle unexpected obstacles. The hiring manager often values employees who are able to apply logic to determine the most appropriate course of action in various situations. You can demonstrate your problem-solving skills by providing concrete examples of how you could fit into an organization.

Sample Answer

During my tenure in my previous organization, I analyzed datasets daily to research competitor strategies. ( Situation ) The monthly sales of significant competitors increased by 5% during a high-traffic month, which deviated substantially from our forecasts at the time. ( Task ) With updated market research and key historical data, I determined our competitor analytics model would produce more accurate forecasts going forward. ( Action ) With multiple tests of each adjustment, I was able to increase our forecast accuracy by 20%. ( Result )

3. When was the last time you set a goal and achieved it?

Specifically, the interviewer is trying to get a sense of your ambitions and initiative by asking this question. It is likely that the hiring manager is attempting to determine if you have the ability to achieve the goals you have set for yourself. It might be a good idea to emphasize your planning skills in an effort to show what you are capable of and distinguish yourself from other candidates.

As a software developer, I wanted to improve my skills in a specific programming language that I had only a basic knowledge of. (Situation) My task was to set a goal to improve my skills in this programming language and then achieve that goal through dedicated practice. (Task) To achieve my goal, I started by setting a specific and measurable target for my improvement. I then identified online resources and practice exercises that would help me achieve my goal. I dedicated a specific amount of time each day to practising my skills in the programming language, and I tracked my progress regularly to stay motivated. (Action) Through my dedication and consistent effort, I was able to achieve my goal and improve my skills in the programming language significantly. I felt a great sense of accomplishment and was proud of myself for achieving this goal. (Result)

4. Describe a time when you failed to meet a client's expectations. What steps did you take to deal with the situation?

Candidates are often challenged with this question since it forces them to talk about failure. Interviewers aren't just interested in how you failed; they are also interested in why you failed. Most of the time, the answer lies in the circumstances and the blame game that follows. Are you accountable for not meeting a deadline? Or is it all the fault of others? It is important to answer respectfully and not to be a part of the blame game.

At my current job, I have both a dotted line manager and a direct line manager to work with. As a result of an urgent firefighting request made by my dotted line manager, I had to interrupt my primary project in order to meet that request. ( Situation ) Although my direct line manager approved it, it put me behind my primary delivery deadline. I eventually resolved the firefighting issue and completed my primary project despite having been delayed for over a week, leading to frustration with this client. ( Task ) Upon discussing this with my direct line manager, we agreed to include contingency buffers in future projects to enable me to divert to the dotted line department if necessary. ( Action ) Also, I talked with my dotted line manager about the possibility of training someone else so that I wouldn't have to handle these kinds of situations on my own. ( Result )

1. Describe a situation in which you exceeded your duties for a job or task.

In asking this question, interviewers want to know that you will go the extra mile when possible, specifically in ways that will benefit them and their team. Further, this question shows interviewers whether or not you're motivated and if you simply settle for "good enough" rather than striving for greatness.

Having been promoted to a senior software developer in my last role, I was in charge of leading a major client's project. The client requested a particularly unique feature that would normally take a month to complete but I had to finish it in three weeks. ( Situation ) Since it was my first project post-promotion, I agreed to complete this. Afterwards, I realized that it would take me a while to finish it and make it of high quality. ( Task) Right away, I contacted the client and requested an extension by providing a detailed presentation on why it would take longer., which they generously granted. With my extensive research and regular follow-ups, I was able to work with the team and make sure the wireframes were created for the website/app and finalized. ( Action ) The project was completed and delivered before the extended deadline. However, I learned to manage my time more efficiently and to never overpromise on something that I am unable to deliver. ( Result )

2. Is there any time you have been under a lot of pressure at work? What did you do in response?

Interviewers use this question to determine how you cope with various stressful workplace situations. This means you should emphasize your skills and use real-life examples to demonstrate your competence.

Sample Answer-

During my previous job as a software developer, we had a tight deadline for a project that had to be delivered within a month. ( Situation ) As a part of the team, I was responsible for developing a complex module that required a lot of coding and debugging. ( Task ) To deal with the pressure, I broke down the project into smaller achievable tasks and created a schedule with daily and weekly goals. I worked on the most important and time-sensitive tasks first and then delegated some of the less critical tasks to junior developers in the team, which helped to reduce my workload. I also communicated regularly with my team leader to keep him informed about my progress and any potential issues that may arise. ( Action ) By managing my time effectively, I was able to complete the module on time and deliver it to the team leader for review. The team leader was impressed with my ability to work well under pressure, and the module received positive feedback from both the team leader and the client. ( Result )

3. Employees are sometimes overburdened by their employers. Have you ever felt overwhelmed by work? What did you do in this situation?

An interviewer uses this question to determine if you are capable of handling heavy workloads and high volumes. Your well-prepared answer would demonstrate your maturity and ability to work beyond your contracted hours when necessary. A prospective employer wants to know how you handle tough situations.

The latest version of our product, which was released last year, was incredibly buggy. ( Situation ) As a member of the front-line customer support team, the first two weeks after the release probably were one of the most challenging times for me. The line was always crowded with people waiting. In the course of the two weeks, you ended one call just to begin another, and I did not stop at all during that time. ( Task ) However, I knew that it was a temporary situation, that the engineering team was working hard to fix the bugs, and that a critical update was on its way. So, I patiently took part in supporting the clients along with coordinating with the engineering team regarding the release updates. ( Action ) The release with bug fixes happened exactly after 2 weeks and the customer support team survived the tough period, and things returned to normal afterwards. ( Result )

1. Steps to prepare your STAR interview response

Make sure your response is relevant to the job description. Consider what skills and qualities are most important for the role and how they relate to your position, then choose stories that demonstrate these qualities.
Pick a few examples that are both strong and versatile. Prepare a few stories you can tweak and adapt for different questions based on your experiences.
To ensure your answer feels natural and comfortable, practice it in a mirror or mock interview before the interview.
Embrace the opportunity to show how your contribution made a difference. Include the EXACT results of your actions, use numbers and data to support your claim, and mention what you learned from the experience.

To put it simply, behavioral interview questions are based on how you would likely behave if you were faced with a certain situation in the future. A behavioral interview, along with a coding test and a technical interview, will be used by the hiring manager to determine if your past performance can assist you in putting your best foot forward in your new role, as well as determining if you have what it takes to succeed there.

A concise way of answering behavioral questions is through the STAR method. In short, the STAR method stands for Situation, Task, Action, Result, and it helps you create a story that's easy to follow and has a clear conflict and resolution. In sharing your stories, make sure you specify a situation, task, action, and result, and emphasize skills and abilities most relevant to the job. You may be asked to share non-work-related examples, so think about challenges you have overcome personally.

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COMMENTS

8 Common Problem-Solving Interview Questions and Answers
Problem-solving interview questions are questions that employers ask related to the candidate's ability to gather data, analyze a problem, weigh the pros and cons and reach a logical decision. Also known as analytical skills interview questions, these questions will often focus on specific instances when the candidate analyzed a situation or ...
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.
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.
Top 20 Problem Solving Skills Interview Questions & Answers
Common Problem Solving Skills Interview Questions. 1. Describe a situation where you had to solve a problem with no obvious solution. Having strong problem-solving skills is crucial in many job roles, particularly in positions where unexpected challenges are common.
10 Proven Problem-solving Interview Questions [+Answers]
Problem-solving interview questions show how candidates: Approach complex issues. Analyze data to understand the root of the problem. Perform under stressful and unexpected situations. React when their beliefs are challenged. Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for ...
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.
The Best Interview Questions for Assessing Problem Solving Skills
Problem solving interview questions for adaptability and resourcefulness. The ability to adapt and be resourceful is essential in fast-paced work environments and is a key component of strong problem-solving capabilities. Here are some interview questions you can use to assess these skills: Walk me through an experience of tackling a daunting ...
Top 30 Problem Solving Interview Questions for 2024
As a job seeker, you might anticipate facing different types of interview questions that test your skills, qualifications, and personality. One of the most common types of interview questions is related to problem-solving skills. The employer's main objective behind asking such questions is to determine the candidate's ability to analyze, evaluate, and resolve workplace issues successfully. In ...
Problem-Solving Interview Questions And Answers (With Examples)
Problem-solving questions assess a candidate's ability to think on their feet, handle pressure, and find creative solutions to complex problems. ... Problem-solving skills include skills like research, communication, and decision making. ... Interviewers ask problem-solving interview questions to see how candidate will approach and solve ...
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.
15 Common Problem-Solving Interview Questions
Here are a few examples of technical problem-solving questions: 1. Mini-Max Sum. This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow.
Top 20 Problem Solving Interview Questions & Answers
8. Detail how you've handled a scenario where team members disagreed on the solution to a problem. Navigating team disagreements can reflect deeper dynamics such as power struggles, communication breakdowns, or diverse perspectives. This question helps understand how a candidate resolves conflicts and builds consensus.
18 Problem Solving Interview Questions and Sample Answers
6 Problem-Solving Interview Questions and Answers Examples. The universe of problem-solving interview questions can be conditionally broken down to: ... By posing this question, the interviewer likely wants to assess your general business acumen skills, as well as approaches to strategic planning.
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 ...
11+ Proven Analytical Interview Questions [+Answers]
Regardless of how they approach problems, employees with sharp analytical skills are able to confidently connect the dots and come up with solutions. The following analytical interview questions will help you assess how candidates: Gather data from various sources. Use a critical thinking to evaluate information.
Top 10 Problem Solving Interview Questions You May Be Asked
3. Describe the result of a recent problem you solved. For this question, the interviewer is looking to understand the impact you've had on solving problems and how important the problems you've described are. The bigger the impact the better the example. 4.
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 ...
Problem-Solving Questions You Should Prepare for Your Next Interview
Common problem-solving questions and answers. Every job requires problem-solving on some level, so you can expect at least one job interview question to ask about those skills. Here are a few common problem-solving interview questions to practice: 1. Give us an example of when you faced an unexpected challenge at work.
Interview Questions To Assess Problem Solving Skills
The candidate's cognitive ability, communication skills, leadership skills, and decision-making skills are all important components for you to consider. The above-mentioned interview questions to assess problem-solving skills will help you identify the right person for your organization. Dive into the art of assessing problem-solving ...
Top 20 Interpersonal Skills Interview Questions & Answers
The question aims to assess a candidate's ability to manage conflict, employ diplomacy, and apply problem-solving skills to achieve alignment and maintain team cohesion. To respond effectively, a candidate should outline a structured approach that includes active listening to understand the varying perspectives, encouraging open communication ...
Ace Technical Interviews: Show Your Problem-Solving Skills
Here's how you can demonstrate problem-solving skills in a technical interview. Powered by AI and the LinkedIn community. 1. Understand the Issue. Be the first to add your personal experience. 2 ...
How to Showcase Problem-Solving Skills in a Research Interview
1. Research the company and the role. Be the first to add your personal experience. 2. Review your previous projects. Be the first to add your personal experience. 3. Practice common questions. Be ...
10 Common Interview Questions and How to Answer Them
To prepare for your interview and make a great first impression, you can explore this list of 10 common interview questions and plan your responses to them. 1. Tell me about yourself. This warm-up question is your chance to make an impactful first impression. Be prepared to describe yourself in a few sentences.
STAR Interview Questions: Tips and Sample Answers
How to Answer Star Interview Questions. 1. Steps to prepare your STAR interview response. Make sure your response is relevant to the job description. Consider what skills and qualities are most important for the role and how they relate to your position, then choose stories that demonstrate these qualities.

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

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About The Author

13 Problem-Solving Interview Questions to Assess a Candidate

2 different types of problem solving styles

Disadvantages of assessing problem-solving in interviews

Individuals with more systematic problem-solving style

Individuals that prefer more intuitive problem-solving style

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

13 problem-solving interview questions to assess candidates

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

Guide: How to set up a structured interview process

DEI’s Direct Impact on Organisation Performance

Key competencies for hiring success in high-volume roles

Shaping the world of unbiased hiring

The Best Interview Questions for Assessing Problem Solving Skills

Unlocking a Candidate's Problem Solving Abilities

Problem Solving Interview Questions

General problem solving & decision making skills interview questions

Here are some interview questions to explore how candidates approach their decision making process in problem solving:

Interview questions for assessing creativity in problem solving

To gauge a candidate's creative problem-solving skills, consider these job interview questions:

Problem solving interview questions for adaptability and resourcefulness

Here are some interview questions you can use to assess these skills:

Problem solving interview questions that test results-orientation

Here are some interview questions to assess how a candidate thinks about the results of their problem solving:

Other resources

Top 30 Problem Solving Interview Questions for 2024

Overview of problem-solving interview questions

Importance of problem-solving skills

Tips for answering problem-solving interview questions

Preparing for a Problem-Solving Interview

A. Researching the Company

B. Reviewing the Job Description

C. Anticipating Common Problem-Solving Questions

Sample Problem-Solving Interview Questions

A. Behavioral-based questions

B. Situational-based questions

C. Critical thinking questions

Using the STAR Method in Problem-Solving Interview Answers

Demonstrating Analytical and Creative Problem-Solving Skills

A. Explaining Analytical Skills

B. Explaining Creative Skills

C. Examples of Analytical and Creative Problem Solving

Communicating Your Problem-Solving Process

Applying Problem-Solving Skills to Real-Life Scenarios

A. Industry-specific scenarios

B. Common work scenarios

C. Case study examples

Identifying Potential Issues and Offering Solutions

B. Generating Practical Solutions

C. Discussing Potential Outcomes

Handling Unexpected Problems During the Interview

A. Remaining calm under pressure

B. Asking clarifying questions

C. Relying on past experiences

Following Up After the Interview

A. Thank-you note etiquette

B. Information gathering

C. What to do if you do not get the job

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1. Mini-Max Sum