problem solving and critical thinking interview questions

15 critical thinking interview questions to find the perfect candidate

In today’s complex, data-driven world of work, critical thinking skills are more important than ever.

According to the World Economic Forum’s Future of Jobs Report , the demand for critical thinking and analysis is growing at a faster rate than any other skill group.

For this reason, hiring managers now need a robust system for assessing critical thinking skills for most positions they fill. When we talk about critical thinking, we refer to a range of sub-skills including research, analysis, judgment, problem-solving, and self-reflection.

The interview is a great opportunity to evaluate a candidate’s critical thinking skills. It enables hiring managers to probe into their personal thinking process while tailoring the assessment to the situational needs of the role. 

For the best results, interviews should be preceded by a Critical Thinking test , along with other skills and personality tests. Pre-employment testing allows you to get an in-depth understanding of your candidates’ abilities, identify top talent, and screen out unsuitable applicants.

To make the interview worthwhile, hiring managers need to ask the right kind of critical thinking questions to candidates. But these aren’t always immediately obvious! That’s why we’ve put together 15 of the best critical thinking interview questions for you to use in your hiring process.

These include 10 behavioral and 5 situational critical thinking questions, allowing you to create an interview structure befitting your business requirements. Sample answers for each question are also included for your reference.

Table of contents

10 behavioral critical thinking interview questions, 5 situational critical thinking questions, what kind of roles can you use critical thinking interview questions, finding critical thinkers for your organization can be easier than you think.

Behavioral interview questions usually call on a candidate to discuss their past performance, enabling hiring managers to learn more about their previous experience and its applicability to the role.

When tailored to critical thinking and analysis, behavioral interview questions give you an insight into a candidate’s thinking style as well as specific critical thinking sub-skills, such as: 

Decision-making

Problem-solving

Information processing

Deductive reasoning

Conflict resolution

The 10 behavioral interview questions below span a range of topics; some may be more relevant than others, depending on the role you are recruiting for.

Here are the 10 behavioral critical thinking questions:

How do you go about completing a task without clear information?

What is the most difficult work-related decision you’ve had to make?

How do you process new ideas and approaches?

How do you respond to opposing viewpoints?

How quickly do you make decisions?

Have you ever anticipated a problem before it arose? How did you deal with it?

What work-related advice would you give to former employers?

How often do you ask co-workers for help?

How should friction between team members be dealt with?

What is the most innovative work-related idea you have come up with? How did it benefit the organization?

Continue reading below to view our sample answers for each question.

1. How do you go about completing a task without clear information?

In time-sensitive work environments, workers often have to make decisions without all the necessary information at hand. Answers to this question should demonstrate how candidates use their resourcefulness to perform effectively under given limitations.

Sample answer :

I prefer to make decisions after taking in all of the facts, but I recognize that the need to act quickly will sometimes take priority. In these situations, I pore over all of the information available and use my intuition to fill in any gaps. This could be by drawing parallels to a similar task from the past or predicting future outcomes to map the best decision in the present.

I experienced this situation in my last job while writing a funding application with a very quick turnaround. The final section to complete before submission was the summary, where it was crucial to really sell our organization’s solution in a compelling and straightforward way. 

My manager was unreachable at the time, so I decided to contact the head office to retrieve the summaries of our previous successful funding applications. Using these examples, I was able to craft a persuasive summary. A few weeks later, we were awarded the funding.

2. What is the most difficult work-related decision you’ve had to make?

This question probes into a candidate’s ability to make decisions under pressure. A good answer will evidence a clear thought process and measured judgment to select an appropriate course of action.

As a manager, layoffs were among the toughest decisions I had to make in my previous role. In those situations, I had to put personal loyalties aside and make tough choices based on the needs of the business.

This involved a regimented process of ranking staff across several different criteria including merit, skills, and tenure. Ultimately, we favored staff with long-term potential, such as those with in-demand skills and a growth mindset.

The decisions were far from easy, but recognizing that someone had to make the call, I never shied away from them either. I think the best approach for any difficult work decision is to be objective, consult data, and consider the long-term impact.

3. How do you process new ideas and approaches?

Open-mindedness is central to critical thinking. Candidates shouldn’t be fearful of doing away with traditional methodologies if a superior alternative emerges. Equally, they should exercise their judgment to evaluate the reliability and veracity of new information. 

I always try to be receptive to new ideas, recognizing that these drive innovation in a business. 

If I find that something can be improved, I seek solutions and conduct initial research to ascertain their effectiveness in other business contexts. If I think they have potential, I test them on a small trial basis before deciding whether to implement them on a full scale.

This situation played out in my last role, where I was the leader of a small team. After transitioning to remote work arrangements during the COVID-19 pandemic, a team member asked if he could rearrange his hours to accommodate certain family commitments.

The request prompted me to consider the effect of flexible working hours on performance, and I decided to trial a ‘flextime’ system. Within a few weeks, productivity had risen significantly and the team reported greater job satisfaction. Flexible hours quickly became a permanent arrangement.

4. How do you respond to opposing viewpoints?

Critical thinking is contingent on a person’s ability to weigh up both sides of an argument. Even when one course of action is evidently worse than another, candidates should be able to respond to opposing perspectives respectfully and constructively.

I think it’s great to hear different perspectives in the workplace, provided that they come from a well-meaning place. Listening to opposing viewpoints helps to refine my own opinion and can often bring the team to a middle ground from which more balanced decisions can be made.

A few months ago, a co-worker and I disagreed on how best to deliver a digital marketing campaign for a client. In short, he wanted to run paid search engine advertisements while I preferred to create content for the client’s company website.

After listening to his argument, I presented my case to show that content marketing was likely to yield a higher return on investment by showing case studies from previous clients in a similar field. 

Eventually, we agreed to the content strategy, and allocated only a small slice of the budget to paid ads. Within a few weeks, the client had doubled the traffic on their website and was extremely satisfied with our project delivery.

5. How quickly do you make decisions?

In a fast-paced work environment, employees must act swiftly and decisively. This question asks the candidate to expand on their decision-making process. Strong answers will strike a balance between careful consideration and urgency. 

While I like to gather as much information as possible before making a decision, I recognize that deadlines will often make this unrealistic. Sometimes, it’s of vital importance to act quickly to stay ahead of a competitor or fast-track a project.

The first step is to assess the immediacy of the deadline; if it’s urgent, I know I have to make a decision ASAP. In this situation, I’ll quickly weigh up the pros and cons of each option and select the course of action that best aligns with the business goals.

While working in customer service, I routinely had to make on-the-spot decisions to select the best solution in different contexts. I always made sure to get a full picture of the customer’s needs, and then chose the most suitable action from the options available. 

Having a strong background understanding of the area and a clear selection process allowed me to make the right call 99% of the time. 

6. Have you ever anticipated a problem before it arose? How did you deal with it?

This question separates the proactive thinkers from the passive ones. Candidates able to answer this question will be demonstrating their ability to plan ahead and anticipate risks—an invaluable skill in any organization.

Working as a retail store manager at the start of the COVID-19 pandemic, it immediately became obvious that our store would need to change certain procedures as infections picked up. 

I decided to act quickly, investing in protective equipment for staff, implementing plastic screens at the checkouts, and rearranging the store layout early on in the pandemic to make the site more Covid-friendly for our customers and staff.

Our proactive approach resonated with customers, who appreciated the new measures while other stores in the local area remained slow to adapt. Our trading volume actually rose by around 25% compared to pre-pandemic levels. Staff also reported feeling safer in our monthly surveys.

It’s important to try and pre-empt risks in any business. To do this, I always consider the worst-case scenario that could affect the business and learn from competitors’ failures.

7. What work-related advice would you give to former employers?

This question gauges a candidate’s propensity to voice criticism, and whether they choose to express it in a constructive or negative way. There’s no real right or wrong answer here; candidates simply need to explain their suggestions thoughtfully and thoroughly.

I’ve always tried to provide feedback to my bosses when it was appropriate to do so. Voicing criticism can be a tricky task, so I make an effort to frame the discussion in a constructive and non-malicious way.

One of my former bosses was particularly strong-willed, which sometimes made it difficult for the team to share new ideas. If we were able to show evidence of the potential of a new idea—using data, for example—he would be less dismissive than if we were to suggest it off the cuff. Over time, the boss grew more receptive to outside ideas rather than immediately shrugging them off.

In another company, some of my co-workers were dissatisfied as they felt undervalued by the boss. Rather than take this up with the boss directly, I raised the issue in the quarterly employee survey, suggesting that the senior leadership give more praise and recognition to high-performing staff in order to improve motivation and employee satisfaction.

8. How often do you ask coworkers for help?

Workers should know when to seek help from others while working on a project. 

A good answer here is all about balance. Candidates shouldn’t burden co-workers with work they could do themselves, nor should they be too stubborn to move things forward with some outside opinion or help.

When I’ve been given a task to complete independently, I try to avoid asking my co-workers for help as I know everyone is busy with their own work. Sometimes, though, it can be really useful to get a fresh pair of eyes to look over things when I’ve hit a wall in a project. Help is a two-way street, so I always try to make time to assist co-workers when I am asked. 

About a year ago in my sales position, I was tasked with integrating invoices into a spreadsheet containing order history for different clients. Software isn’t my strong point, so I sought help from a member of the development team—someone with whom I had built a good rapport previously.

I knew this was something that would probably only take him 15 minutes, so I didn’t feel like too much of a burden when I asked for help. He duly completed the task, and the project could move forward. I had previously helped him before, and I also offered my support for anything he needed in the future.

9. How should friction between team members be dealt with?

Conflict resolution is a skill that can be hard to come by for hiring managers. In work environments with people of different opinions and values, it’s important to have someone who can defuse conflict situations with a proactive, patient, and impartial approach.

When managed properly, I think that workplace disagreements can be healthy and help to promote a diversity of opinion. However, when they become personal, they serve no purpose and must be resolved immediately with fairness and good judgment.

In one of my previous roles as a team leader, conflict flared up between two coworkers after disagreeing on how to allocate the quarterly budget. At the first opportunity, I arranged a one-on-one chat with each colleague to understand their reasoning and try to reconcile both positions.

After the situation had been de-escalated, I brought the two together to talk it out in a calm and non-threatening space. With active listening and turn-taking techniques, they were able to settle their differences. I followed up regularly in the weeks after, and we were able to put the conflict behind us.

10.  What is the most innovative work-related idea you have come up with? How did it benefit the organization?

This question asks candidates to consider a time when they have thought outside the box to deliver a new solution in a previous job. Having proactive problem-solvers in your organization will help it stay ahead of the curve. 

In one of my previous roles, I was placed in charge of a small workgroup tasked with finding a way to improve productivity and efficiency. Each member of the group seemed to have their own opinion of the best solution, but most entailed large expenses we could not afford.

Since management needed a low investment solution, I proposed adding two additional fifteen-minute breaks to the working day for employees to read a book, catch up on the news, or go for a walk around the block. This was because I knew many employees felt burnt out by the end of the day, and their work suffered as a result.

The team supported the idea, but management was hesitant at first. After presenting my argument, they agreed to trial the breaks for two weeks. By the second week, the results were clear: employees were working more effectively and they were more satisfied at work. Soon after, the new break system was implemented on a scale across the company.

Situational interview questions assess how a candidate would behave under specific circumstances. Unlike behavioral questions, which call on previous experiences, situational questions place interviewees in the new role to see how they would perform.

The beauty of situational questions is that they allow interviewers to replicate role-specific scenarios where candidates will need to exercise critical thinking. If you were hiring a grant reviewer, for example, you could ask candidates how they would choose between two evenly-matched proposals. 

Our five chosen situational interview questions assess a range of different critical thinking scenarios; below, you’ll find our sample answers. If possible, adapt the situations to the specific role that you’re hiring for.

You notice your manager has made a significant mistake in a report. How do you handle the situation?

How would you deal with a situation where a weak link is affecting the quality of performance?

If you are given ten projects but only have time to complete three, how do you decide which three to work on?

You are leading a time-sensitive project where team members are unable to agree on an appropriate strategy. How do you proceed?

You’ve discovered a new approach that could improve performance while saving resources, but it’s unpopular among your coworkers. How do you present your case to your manager?

1. You notice your manager has made a significant mistake in a report. How do you handle the situation?

In virtually all roles, employees will have someone above them in the chain of command. Candidates shouldn’t be afraid to confront authority figures if they notice something’s wrong, but they must go about this in a constructive and professional manner. 

If I noticed a mistake in my manager’s work, I would wait for an opportunity to speak with them privately to raise the issue. After discussing the mistake, I would offer to help fix it.

I’m sure if I went about this politely, the manager would appreciate my good intentions and the issue could be resolved quickly and cordially. While the situation may be slightly uncomfortable, ensuring the best outcome for the business should always take priority.

I’ve found myself in this position in a previous job while reviewing a document from my manager before it was due to be published. It included a few incorrect statistics and formatting errors which I took the liberty to amend. When I raised this with him in private, he thanked me for my attentiveness and any ill feeling was avoided.

2.  How would you deal with a situation where a weak link in the team is affecting the quality of performance?

This question assesses the candidate’s ability not only to identify workplace problems, but also their willingness to tackle them proactively. Strong candidates won’t shy away from having uncomfortable conversations, but will also be respectful and keep things confidential.

If I noticed that a particular team member was disrupting the delivery of a project, I would look to offer solutions rather than point fingers. The first step would be to identify the cause of the team member’s poor performance.

If it was down to a lack of skills, I would suggest to the team leader in private that they receive appropriate training to help get them up to speed on the project. Alternatively, they could be reassigned to another area that they have greater expertise in.

If their performance was due to poor motivation, I would suggest that the employee be given personalized performance goals, assistance, and feedback. Encouragement, rather than criticism, should help the employee feel more motivated.

3. If you are given ten projects but only have time to complete three, how do you decide which three to work on?

Workers will often need to prioritize tasks based on their urgency and importance. In this situation, critical evaluation is necessary to distinguish the important from the less-important tasks using specific measures like time, effort, and value. 

If I had to manage multiple time-sensitive tasks, I’d first list them all together in a single document and order them based on the urgency of the deadlines. Second, I would flag any tasks which could feasibly be delegated to co-workers for completion.

From the remaining tasks, I would identify those which are both urgent and important. The next step would be to order these based on their value by considering which tasks have the most serious consequences for failing to complete them, and also which tasks have the highest ROI. 

For example, missing a deadline for a brand-new client could be more damaging than missing one for a loyal client of many years, and whose project is less urgent. Using this process, I’d select the three tasks which:

Only I can complete

Bring a lot of value to the business

4. You are leading a time-sensitive project where team members are unable to agree on an appropriate strategy. How do you proceed?

At a certain point in the project planning stage, it’s necessary to make the call to move things forward. Strong candidates will be able to synthesize the key points of the different strategies available to help come to a decision that is supported by the majority. 

In this situation, I would first remind team members of the urgency of the task at hand and the need to move quickly. Next, I would write up a simple, straightforward list of the pros and cons of each available strategy, drawing attention to any potential risks that may be encountered.

I would then give team members a few minutes to consider each option and voice any additional queries they may have. If a clear consensus still cannot be reached at this point, I would take a vote to decide the strategy to move forward with.

I recognize that it’s not always possible to reach a clear agreement. But by stripping the situation back to the simple facts, at least everyone can make an informed and objective decision in a time-sensitive manner.

5. You discover a new approach that could improve performance while saving resources, but it’s unpopular among your co-workers. How would you present your case to your manager?

Innovative thinkers can be great assets to your organization, but they’re of little value if they fail to defend their ideas when faced with disapproval. While other team members’ views should be respected, the strong candidate will be able to argue their case persuasively.

Before putting the idea forward to the manager, I would find out more about the reasoning behind the team’s resistance. It could be that they don’t want to go through a new learning curve or are unconvinced by its benefits.

These insights would allow me to tweak my proposal so that it addresses my co-workers’ doubts. At this point, I would present the idea to my manager and explain that I am willing to support the team in adopting the new approach with presentations and training.

The support sessions would aim to overcome the team’s hesitation by showing how the new approach would benefit them in the long run. I’d also encourage anonymous feedback so that the new approach can be improved. Ultimately, I’d try to reach a place of mutual understanding with positive outcomes for everyone involved.

Critical thinking is important in any job that involves decision-making. However, there are some fields where a candidate’s critical faculties will take priority. These include:

Law : Lawyers , counsels, and contract managers process complex information to build persuasive arguments 

Education : Teachers continually evaluate their students’ progress as well as their own methods to achieve long-term learning goals

Management : Managers analyze information, anticipate problems, and make complex business decisions based on unbiased judgments

Research : Researchers collect information, process data, study patterns, and make inferences to inform future decisions

Human resources : HR professionals make critical, measured judgments when making hires and handling employee conduct

Finance : Finance workers analyze data and objectively evaluate the results to create financial action plans 

Medical : Doctors and other medical staff examine patients and collect information to diagnose health issues and then offer the best solution

Our set of critical thinking interview questions is well suited to the professions above, but you may also want to assess critical thinking skills when recruiting in other areas. 

Critical thinkers make companies more competitive; actively seeking candidates with strong critical thinking skills for all open positions will give your organization a strong competitive edge.

By making a few tweaks to your recruitment process, you can transform your company into a team of critical thinkers! 

For this, you need to incorporate a Critical Thinking test into the candidate selection process , together with other skills tests to filter out unsuitable applicants and shortlist the best talent.

You can then use some of our interview questions in your own interviews to further assess candidates’ critical thinking skills and make the right hiring decision.

With critical thinking assessments in place at different stages of the process, you’re well on your way to hiring analytical minds that will drive innovation and help you future-proof your company.

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Critical Thinking Interview Questions: 15 Interview Questions to Identify Top Candidates

Critical thinking goes beyond technical expertise and is essential in a wide range of professions. It’s a skill that enables employees to analyze information, solve problems, and make informed decisions. You can gauge critical thinking using assessment tests, practical problem solving, or through crafting interview questions highlighting critical thinking abilities.

In this blog, we’ll be going through questions you can ask your candidates to figure out if they have the critical thinking skills you require for your open position. But first, let’s talk about why critical thinking skills are so important.  

Why Are Critical Thinking Skills Necessary?

Critical thinkers are especially necessary positions that require problem solving skills, juggling various priorities, and analyzing data. Although many jobs and industries require a certain level of critical thinking ability, these skills are essential for some job roles and industries, including:

• K-12 : The best teachers are creative problem solvers. Between classroom management and learning fatigue, critical thinking skills help teachers find the best way to connect with their students.
• Leadership Positions : Effective leaders must make strategic decisions, often in ambiguous situations. Critical thinking is crucial in leadership roles.
• Creative Fields : In industries such as design, advertising, and content creation, the ability to think critically allows individuals to come up with innovative and unique solutions and ways to attract prospective customers.
• Healthcare : Medical professionals must critically assess patient conditions, interpret test results, and make decisions that can have a significant impact on a patient’s well-being.
• Technology : IT professionals, software developers, and data analysts rely on critical thinking to troubleshoot, create algorithms, and analyze data.

Now, let’s dive into a list of interview questions that can help you evaluate a candidate’s critical thinking abilities.  

Interview Questions to Assess Critical Thinking:

Note: Feel free to mix and match these questions based on the specific role and the level of critical thinking required. Also–to expand on questions like these, you can use tools like AI Question Assist . interviewstream’s Ethical AI tool helps you come up with position and industry-based questions using community knowledge from a large language

• Tell me about a situation where you faced a complex problem at work? How did you approach it, and what was the outcome?
• How do you typically approach a new project or task? What steps do you take to understand the problem and develop a plan?
• Give an example of a situation where you had to think on your feet and adapt to unexpected challenges.
• Describe a project where you had to evaluate multiple options before making a decision. How did you assess the pros and cons?
• Provide an instance where you identified a problem in your current or previous role that others might have overlooked? What did you do about it?
• What methods do you use to gather and evaluate information when solving complex issues?
• Tell me about a situation where you had to analyze data to make a decision. What tools or methodologies did you use?
• Describe a project where you had to anticipate potential obstacles and develop contingency plans. How did your proactive thinking benefit the project?
• Provide an example of a time when you identified a solution that significantly improved a process or operation at your company?
• Describe a situation where you had to explain a complex concept or solution to someone who had little to no knowledge of the subject. How did you ensure effective communication?
• How do you prioritize tasks and allocate your time when dealing with multiple projects or assignments?
• Explain your process for identifying the root cause of a problem. Can you provide an example from your experience?
• Describe a project where you had to innovate and think outside the box to overcome a challenge or reach a goal?
• Tell me about a time when you had to analyze financial data or budgets to make recommendations or decisions for your department or company.
• How do you approach a project that requires you to think long-term and consider the potential future implications of your decisions?

How to Use Critical Thinking Interview Questions in your Interviewing Process

The ability to think critically and solve complex problems is relevant across a wide range of job roles and industries. You can use the questions above to assess the critical thinking abilities of your candidates. And you can assess those skills even better if you ask these questions in an in-person or video interview .

Especially if you are using these questions in screening interviews , video screening is an effective way to see the candidate process critical thinking questions in real time. For more information on interview questions, we wrote an article on the best interview questions to ask for team players , or you can fill out this form to chat with us today about how interviewstream can help you ask the right questions, every time.

About The Author

Caroline Chessia is the Marketing Operations Specialist at interviewstream. She loves color-coordinated graphs, hiking in the mountains, and every dog she meets—especially the Golden Retrievers.

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Top 20 Problem Solving Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

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:

Get Our Job Interview Questions & Answers Cheat Sheet!

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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Top 3 Problem-Solving-Based Interview Questions

Alright, here is what you’ve been waiting for: the problem-solving questions and sample answers.

While many questions in this category are job-specific, these tend to apply to nearly any job. That means there’s a good chance you’ll come across them at some point in your career, making them a great starting point when you’re practicing for an interview.

So, let’s dive in, shall we? Here’s a look at the top three problem-solving interview questions and example responses.

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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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.

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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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Top 15 Critical Thinking Interview Questions and Answers

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In today's competitive job market, employers are increasingly seeking candidates with strong critical thinking skills. Whether you're a recent graduate or a seasoned professional, mastering these skills can significantly enhance your chances of acing your next job interview.

In this guide, we'll walk you through everything you need to know about critical thinking interviews, from understanding their importance to providing sample answers and effective strategies. Let's dive in and equip you with the tools to succeed!

The Fundamentals of Critical Thinking

Before we delve into specific interview questions, it's essential to grasp the fundamental concepts of critical thinking. Critical thinking refers to the ability to analyze, evaluate, and synthesize information objectively, leading to well-informed decisions and problem-solving. It involves a combination of analytical, creative, and logical thinking skills, enabling individuals to navigate complex situations efficiently.

To develop your critical thinking abilities, you must understand the key components of this cognitive process. These components include:

• Analysis : Breaking down complex information into its constituent parts to comprehend the underlying structure and relationships.
• Evaluation : Assessing the strengths and weaknesses of different arguments, ideas, or solutions based on evidence and logic.
• Inference : Drawing logical conclusions and implications from available information and evidence.
• Explanation : Clearly communicating your thought processes, reasoning, and conclusions to others.
• Problem-Solving : Identifying and defining problems, exploring potential solutions, and choosing the most appropriate course of action.
• Creativity : Thinking outside the box to generate innovative ideas and approaches to challenges.

How to Prepare for Critical Thinking Interviews?

As with any interview, preparation is crucial for success. When it comes to critical thinking interviews, adequate preparation allows you to showcase your abilities confidently. Follow these steps to get ready for your interview:

• Research the Company and Industry : Understand the company's mission, values, and recent developments. Familiarize yourself with the industry's trends and challenges.
• Review the Job Description and Requirements : Analyze the job description to identify the critical thinking skills the employer seeks. Tailor your answers to align with these expectations.
• Understand the Common Critical Thinking Skills Employers Seek : Employers often look for skills such as analytical thinking, problem-solving, creativity, and decision-making. Be prepared to demonstrate these skills in your answers.
• Assess Your Own Critical Thinking Abilities and Weaknesses : Reflect on your past experiences and identify situations where you applied critical thinking effectively. Recognize areas for improvement and be ready to discuss your efforts to develop those skills.

Types of Critical Thinking Interview Questions

Critical thinking interview questions can be grouped into several categories. Each category assesses different aspects of your cognitive abilities. Let's explore each type:

Situational Questions

Situational questions present hypothetical scenarios to assess how you would handle specific situations in the workplace. The employer is interested in your problem-solving approach and decision-making process. Examples of situational questions include:

• Scenario 1: Dealing with a Team Member's Incompetence How would you handle a team member who consistently fails to meet deadlines or deliver satisfactory work? ‍
• Scenario 2: Handling a Tight Project Deadline You're assigned a high-priority project with an extremely tight deadline. How do you prioritize tasks and ensure timely completion?

Behavioral Questions

Behavioral questions inquire about your past experiences and actions to predict your future behavior. The employer seeks examples of how you approached challenges in the past. Examples of behavioral questions include:

• Question 1: Describe a Time You Resolved a Complex Problem Share a specific example of a complex problem you faced at work. How did you approach the situation, and what was the outcome? ‍
• Question 2: How Did You Handle a Conflict with a Coworker? Discuss a time when you had a disagreement with a coworker. How did you manage the situation to reach a resolution?

Hypothetical Questions

Hypothetical questions gauge your ability to think on your feet and assess how you approach novel situations. Employers are interested in your thought process and ability to generate solutions under pressure. Examples of hypothetical questions include:

• Question 1: What Would You Do If You Had to Meet a Challenging Sales Target? Imagine you're responsible for meeting a challenging sales target in a short period. How would you strategize and approach the task? ‍
• Question 2: Imagine a New Product Idea for Our Company. If given the opportunity to propose a new product idea for the company, what would it be, and how would you present its potential value?

Puzzle and Brain Teaser Questions

Puzzle and brain teaser questions test your ability to think critically, logically, and creatively. They often involve solving mathematical or logic problems or answering riddles. Examples of puzzle and brain teaser questions include:

• Question 1: How Many Golf Balls Can You Fit in a School Bus? Estimate the number of golf balls that can fit in a standard school bus. Explain your reasoning. ‍
• Question 2: How Do You Arrange Six Books on a Shelf with Limited Space? Arrange six books of different sizes on a narrow shelf with limited space. Describe your arrangement strategy.

Critical Thinking Skills and How to Develop Them

To excel in critical thinking interviews, you must cultivate specific skills that are highly valued by employers. Let's explore each critical thinking skill and strategies to develop them:

Analytical Thinking

Analytical thinking involves breaking complex problems into smaller components to understand their underlying structure and relationships. To enhance analytical thinking:

• Improve Data Interpretation and Evaluation: Practice analyzing data and information from different sources, such as reports, graphs, or case studies. Use this data to draw meaningful insights and conclusions.
• Develop Logical Reasoning: Engage in activities that require logical thinking, such as puzzles, Sudoku, or logic games. This helps sharpen your ability to reason deductively and spot patterns.

Creative Thinking

Creative thinking allows you to generate innovative ideas and solutions to challenges. To foster creativity:

• Cultivate Innovation and Idea Generation: Engage in brainstorming sessions with colleagues or friends. Encourage yourself to think beyond conventional solutions and explore new possibilities.
• Overcome Mental Blocks and Bias: Be aware of your cognitive biases and actively challenge them. Adopt a growth mindset that embraces new perspectives and encourages experimentation.

Problem-Solving

Problem-solving is the process of identifying issues and finding effective solutions to address them. To refine your problem-solving skills:

• Identify Root Causes: When facing a problem, dig deep to identify its underlying causes. Avoid addressing symptoms only.
• Apply Effective Solutions: Evaluate different potential solutions and their implications before implementing the most appropriate one.

Decision-Making

Decision-making involves making choices based on logical analysis and consideration of available information. To improve decision-making:

• Weigh Pros and Cons: Make a list of the advantages and disadvantages of each option before reaching a decision.
• Make Informed and Rational Choices: Base your decisions on evidence and facts rather than emotions or personal biases.

The STAR Method: Structured Approach to Responding

During critical thinking interviews, using the STAR method can help you deliver structured and impactful answers. The STAR method involves:

• Situation : Describe the context and situation you encountered.
• Task : Explain the task or problem you faced.
• Action : Outline the actions you took to address the situation.
• Result : Describe the outcome of your actions and any lessons learned.

Situational Interview Questions

Question 1: "imagine you are leading a project, and a team member consistently misses deadlines and fails to deliver satisfactory work. how would you address this situation".

How to Answer : When responding to this question, emphasize your problem-solving and leadership skills. Describe how you would approach the team member privately to understand any challenges they may be facing. Focus on finding solutions collaboratively, setting clear performance expectations, and offering support or training if needed. Highlight the importance of regular check-ins to monitor progress and provide constructive feedback.

Sample Answer : "If faced with a team member consistently missing deadlines, I would take a proactive approach. I would schedule a one-on-one meeting to understand the root cause of the issue and offer my support in finding solutions. By setting clear expectations and providing additional resources, I believe we can overcome this challenge together. Regular check-ins will help us track progress, and I am confident that with constructive feedback, the team member can improve their performance."

What to Look For : Hiring managers should focus on candidates who demonstrate strong communication skills, empathy, and a collaborative approach to problem-solving. Look for candidates who prioritize finding solutions and are willing to offer support to their team members.

Question 2: "You are responsible for managing a high-priority project with an extremely tight deadline. How would you prioritize tasks and ensure timely completion?"

How to Answer : Candidates should describe their process for breaking down the project into manageable tasks. Look for their ability to prioritize tasks based on urgency and dependencies. A strong response will demonstrate effective time management and the ability to communicate with stakeholders throughout the process.

Sample Answer : "To manage a high-priority project with a tight deadline, I would first break down the project into smaller tasks and identify critical milestones. By prioritizing tasks based on their dependencies and urgency, I can ensure that the most critical components are addressed first. Throughout the process, I would maintain open communication with the team and stakeholders, providing regular updates on progress and potential challenges."

What to Look For : Look for candidates who demonstrate excellent organizational and time management skills. Effective communication and the ability to handle pressure are also essential qualities to seek in their responses.

Behavioral Interview Questions

Question 3: "describe a time when you faced a complex problem at work. how did you approach the situation, and what was the outcome".

How to Answer : Candidates should provide a detailed account of the complex problem they encountered, the actions they took to resolve it, and the final outcome. Look for their ability to analyze the situation critically, make informed decisions, and adapt their approach as needed.

Sample Answer : "In my previous role, we faced a significant production delay that was affecting the project timeline. To address the issue, I gathered information from various stakeholders to understand the root cause. Working with a cross-functional team, we brainstormed potential solutions and implemented a process improvement strategy. As a result, we successfully reduced production time by 20% and completed the project ahead of schedule."

What to Look For : Seek candidates who demonstrate problem-solving skills, adaptability, and the ability to work collaboratively with others to reach a positive outcome.

Question 4: " Tell me about a time when you had a disagreement with a coworker. How did you manage the situation to reach a resolution?"

How to Answer : Look for candidates who handle conflicts constructively. They should describe their approach to resolving the disagreement, actively listening to their coworker's perspective, finding common ground, and working collaboratively to reach a resolution.

Sample Answer : "In one instance, I had a disagreement with a coworker over the approach to a marketing campaign. I approached the situation by initiating a private conversation to understand their perspective fully. By actively listening to their concerns and sharing my viewpoint without becoming defensive, we identified areas of agreement and crafted a comprehensive marketing strategy that incorporated elements from both approaches."

What to Look For : Observe candidates' communication and interpersonal skills, as well as their ability to work effectively with colleagues and find solutions in challenging situations.

Hypothetical Interview Questions

Question 5: "imagine you are responsible for meeting a challenging sales target in a short period. how would you strategize and approach the task".

How to Answer : Candidates should demonstrate their ability to strategize and set achievable goals. They should discuss how they would analyze the market, collaborate with the sales team, and monitor progress to adapt their approach as necessary.

Sample Answer : "If faced with a challenging sales target, I would conduct a thorough market analysis to identify opportunities and target segments. Collaborating with the sales team, we would set realistic goals aligned with the target. Regular performance evaluations and team meetings would allow us to track progress and adjust strategies based on real-time data."

What to Look For : Look for candidates who show a strategic mindset, data-driven decision-making, and the ability to work effectively with teams to achieve goals.

Question 6: "If given the opportunity to propose a new product idea for the company, what would it be, and how would you present its potential value?"

How to Answer : Look for candidates who demonstrate creativity and innovation in their response. They should articulate a well-thought-out product idea and explain its potential value to the company and its customers.

Sample Answer : "I believe a mobile app that complements our existing software could be a game-changer. This app would provide users with on-the-go access to essential features, enabling them to work seamlessly even outside the office. The app's integration with popular third-party tools would enhance its appeal, creating a new revenue stream while strengthening customer loyalty."

What to Look For : Seek candidates who display creative thinking, market awareness, and a customer-centric mindset in their proposed product idea.

Puzzle and Brain Teaser Interview Questions

Question 7: "estimate the number of golf balls that can fit in a standard school bus. explain your reasoning.".

How to Answer : Candidates should approach this question logically, breaking down the problem into manageable steps. Look for their ability to estimate the volume of the school bus and the volume of a golf ball, and then perform the necessary calculations to arrive at an approximate answer.

Sample Answer : "To estimate the number of golf balls that can fit in a school bus, I would first calculate the volume of the bus by multiplying its length, width, and height. Then, I would determine the volume of a golf ball using its diameter. By dividing the bus's volume by the golf ball's volume, I can arrive at an approximate number."

What to Look For : Look for candidates who demonstrate analytical thinking, mathematical reasoning, and the ability to approach complex problems systematically.

Question 8: "How do you arrange six books of different sizes on a narrow shelf with limited space?"

How to Answer : Candidates should describe their strategy for efficiently utilizing the limited space on the shelf. Look for their ability to think creatively and find practical solutions to organizing the books.

Sample Answer : "To make the best use of the limited space, I would arrange the three large books horizontally at the bottom of the shelf. This arrangement optimizes the available width. For the three smaller books, I would arrange them vertically, either next to one another or slightly overlapped. This approach maximizes the use of the available vertical space without wasting any surface area."

What to Look For : Observe candidates' creative thinking and practical problem-solving skills when arranging the books on the narrow shelf.

Analytical Thinking Interview Questions

Question 9: "you have access to a large dataset containing customer information. how would you analyze this data to identify trends and insights".

How to Answer : Candidates should outline their analytical approach to handling the dataset. Look for their ability to use data analysis tools, interpret trends, and draw meaningful insights from the information.

Sample Answer : "To analyze the customer dataset, I would start by cleaning and organizing the data to ensure its accuracy. Then, I would use data visualization tools to identify patterns and trends. By segmenting the data based on key variables, I can gain insights into customer behaviors and preferences. Finally, I would interpret the findings and present actionable recommendations to the team."

What to Look For : Observe candidates' proficiency in data analysis, data visualization, and their ability to derive actionable insights from complex datasets.

Question 10: "You need to make a critical business decision with limited information. How do you approach this situation?"

How to Answer : Candidates should describe their decision-making process when faced with limited information. Look for their ability to gather relevant data, weigh pros and cons, and make informed decisions based on available evidence.

Sample Answer : "When making a critical business decision with limited information, I would first identify the most important factors influencing the decision. Then, I would gather as much relevant data as possible and consult with subject matter experts to fill in the gaps. By analyzing the available information and potential outcomes, I can make the best decision possible given the circumstances."

What to Look For : Seek candidates who demonstrate sound judgment, analytical thinking, and the ability to make well-reasoned decisions in ambiguous situations.

Decision-Making Interview Questions

Question 11: "you are part of a team tasked with selecting a vendor for a significant project. how would you approach the vendor selection process".

How to Answer : Candidates should outline their approach to vendor selection, including criteria, evaluation methods, and stakeholder involvement. Look for their ability to consider various factors and make a well-informed choice.

Sample Answer : "To approach the vendor selection process, I would collaborate with the team to define our specific needs and requirements. We would establish evaluation criteria, including cost, quality, experience, and reputation. After researching potential vendors and obtaining proposals, we would conduct interviews and assess their fit with our project. Involving key stakeholders in the decision-making process would ensure buy-in and support for the selected vendor."

What to Look For : Look for candidates who demonstrate a systematic approach to decision-making, stakeholder engagement, and the ability to consider multiple perspectives.

Question 12: "Imagine you are presented with two potential business strategies. Both have their advantages and disadvantages. How do you determine which strategy is the most viable?"

How to Answer : Candidates should describe their approach to evaluating the two strategies objectively. Look for their ability to weigh the pros and cons, assess potential risks, and align the strategies with the organization's goals.

Sample Answer : "When faced with two potential business strategies, I would conduct a comprehensive analysis of each option. This would involve evaluating the short-term and long-term benefits, potential risks, resource requirements, and alignment with our company's mission and vision. By consulting with key stakeholders and considering market trends, I can determine which strategy is the most viable for our organization's success."

What to Look For : Seek candidates who demonstrate critical thinking, strategic reasoning, and the ability to align decisions with the overall organizational objectives.

Creative Thinking Interview Questions

Question 13: "how do you foster a culture of innovation within a team or organization".

How to Answer : Candidates should discuss strategies for encouraging creativity and innovation among team members. Look for their ability to promote an open and collaborative environment that values new ideas.

Sample Answer : "To foster a culture of innovation, I would encourage open communication and idea-sharing among team members. Providing dedicated time for brainstorming sessions and acknowledging and rewarding innovative contributions can motivate team members to think creatively. Additionally, creating cross-functional teams and encouraging experimentation can lead to breakthrough solutions and new opportunities for the organization."

What to Look For : Observe candidates' ability to inspire creativity, promote collaboration, and create an environment that supports and rewards innovative thinking.

Question 14: "Share an example of a time when you implemented a creative solution to a challenging problem. How did your innovation make a positive impact?"

How to Answer : Candidates should describe a specific situation where they applied creative thinking to solve a problem. Look for their ability to articulate the problem-solving process and the positive outcomes of their innovation.

Sample Answer : "In a previous role, we were facing declining customer engagement with our website. To address this, I proposed a gamification strategy, incorporating interactive elements and rewards. By integrating quizzes and challenges, we increased user engagement significantly. This creative solution not only enhanced the user experience but also contributed to a 30% increase in website traffic and a 20% rise in customer retention."

What to Look For : Seek candidates who demonstrate a track record of creative problem-solving and their ability to implement innovative solutions with tangible positive outcomes.

Communication and Collaboration Interview Questions

Question 15: "you are part of a cross-functional team working on a complex project. how do you ensure effective communication and collaboration among team members".

How to Answer : Candidates should describe their approach to fostering effective communication and collaboration within a cross-functional team. Look for their ability to facilitate open dialogue, establish clear channels of communication, and promote a culture of teamwork.

Sample Answer : "To ensure effective communication and collaboration in a cross-functional team, I would start by establishing regular team meetings to discuss progress, challenges, and goals. By encouraging open and respectful communication, team members can share their perspectives and expertise freely. Additionally, I would utilize collaboration tools and project management software to centralize information and keep everyone informed. Recognizing and celebrating team achievements would also foster a positive and collaborative atmosphere."

What to Look For : Observe candidates' communication skills, team-building abilities, and their commitment to creating a cohesive and collaborative team environment.

These communication and collaboration questions are vital in assessing candidates ' ability to work effectively with others and contribute to a positive team dynamic. By incorporating questions that touch on various critical thinking skills, you can identify well-rounded candidates who will excel in your organization.

How to Answer Critical Thinking Questions?

While answering critical thinking questions, it's crucial to convey your thoughts clearly and demonstrate your problem-solving skills effectively. Here are some strategies to keep in mind:

• Demonstrate Clear and Logical Thought Processes : Clearly outline the steps you took to analyze the situation, make decisions, and arrive at your conclusions.
• Use Specific Examples and Relevant Experiences : Draw from past experiences to provide concrete evidence of your critical thinking abilities.
• Emphasize Collaborative and Innovative Approaches : Highlight instances where you collaborated with others and embraced innovative solutions to demonstrate versatility.
• Handling Stress and Pressure During Critical Thinking Interviews : When answering complex questions, stay composed and focused. Take a moment to gather your thoughts before responding.

Mistakes to Avoid During Critical Thinking Interviews

To make the best impression during your critical thinking interview, avoid the following common pitfalls:

• Relying Solely on Intuition : While intuition can be valuable, support your answers with logical reasoning and evidence.
• Making Assumptions Without Proper Evidence : Base your responses on relevant information rather than assumptions.
• Avoiding Ambiguity and Vagueness in Responses : Be precise and concise in your answers to showcase your clarity of thought.
• Overlooking the Importance of Active Listening : Fully understand the question before responding to ensure you address the interviewer's query accurately.

Final Preparation Tips

As your critical thinking interview approaches, consider these final tips to boost your confidence:

• Maintain a Positive and Confident Attitude : Display enthusiasm and confidence in your abilities throughout the interview.
• Review Key Concepts and Skills : Revisit the critical thinking skills and strategies discussed in this guide to reinforce your understanding.
• Get Adequate Rest Before the Interview Day : Ensure you are well-rested to be mentally sharp and focused during the interview.

By understanding the fundamentals of critical thinking, preparing thoroughly, and practicing your responses, you are well-equipped to tackle any critical thinking question that comes your way. Remember to embrace the STAR method, provide specific examples, and maintain a composed demeanor during the interview. With these valuable tips and strategies, you are ready to impress prospective employers and secure your dream job. Best of luck in your interviews, and may your critical thinking skills shine brightly!

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The Ultimate 10 Critical-Thinking Interview Questions for Evaluating Genuine Problem-Solvers

June 17, 2022

Reem Al-Tamimi

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Ever wondered why hiring a problem solver is crucial for employers? 

In the quest to build an exceptional team, recruiters possess the amazing ability to unlock minds and uncover extraordinary talents. According to a recent AACU report , 93% of employers prioritize critical thinking skills over an undergraduate degree. By carefully crafting the interview process, they embark on a captivating journey to identify candidates with the sought-after skill of critical thinking. These remarkable individuals possess the rare talent to navigate uncharted territories, solve complex puzzles, and connect ideas in profound ways.

Join us as we embark on an exciting exploration of the top 10 interview questions designed to test candidates’ critical thinking skills. Get ready to unlock minds and discover the next generation of innovative thinkers. Let’s dive in and uncover the secrets of exceptional problem solvers.

Discover the 10 Best Interview Questions for Critical Thinking Skill

The interview is a golden opportunity to evaluate a candidate’s critical thinking skills. It provides hiring managers with a window into their individual thinking processes, allowing for a tailored assessment that aligns with the role’s specific situational needs. 

By asking thought-provoking critical-thinking interview questions, recruiters can gauge candidates’ problem-solving abilities and make informed hiring decisions. 

Let’s dive into some of the best critical-thinking interview questions examples to uncover the brightest minds in the candidate pool.

Question #1: Can you share an experience where you successfully convinced your manager or team to adopt a different approach in order to resolve a problem?

This question is crucial during the interview process as it evaluates a candidate’s persuasive abilities and critical thinking skills. What you can expect from candidates is their ability to share an example where they successfully convinced their manager or team to embrace a different approach to solving a problem. 

This is one of the critical-thinking interview questions that you need to look at in its answer for candidates who demonstrate strong communication skills and logical reasoning. Plus, look for the ability to think outside the box.

Also, you need to pay attention to their ability to present compelling arguments, adapt their approach, and address any objections. A candidate’s response will provide insights into their leadership potential and their capability to drive positive outcomes through persuasive abilities. 

Question #2: Can you share an experience where you had to make a rapid decision?

With this important question from our collection of critical-thinking interview questions, recruiters have the opportunity to assess a candidate’s ability to make quick decisions. This question holds immense value as it allows candidates to demonstrate their critical thinking skills in real-time.

When candidates respond, recruiters can expect them to share a specific instance where they had to make a rapid decision. Look for candidates who can effectively communicate the context, factors considered and the reasoning behind their choice. A strong answer will showcase their quick thinking, problem-solving abilities, and the positive outcomes resulting from their swift decision-making.

Question #3: If you discovered an error in your supervisor’s report or presentation, how would you approach the situation?

This is one of the critical-thinking interview questions that are of utmost importance as it evaluates a candidate’s ability to think critically and professionally when faced with inaccuracies in their supervisor’s report or presentation. Candidates should articulate their approach to addressing such situations, highlighting attention to detail, problem-solving abilities, and effective communication.

Emphasize the importance of maintaining a positive work environment, fostering collaboration, and privately discussing the issue with the supervisor. A strong answer will showcase integrity, commitment to accuracy, and a proactive mindset in finding solutions. This thought-provoking question reveals candidates’ critical-thinking skills and their capacity to handle sensitive situations.

Question #4: Describe one of the most challenging workplace decisions you’ve had to make.

When candidates respond to this critical-thinking interview question, providing examples of challenging workplace decisions they’ve made, recruiters gain valuable insights into their problem-solving abilities. Look for candidates who can share specific instances where they faced difficult choices.

Pay attention to their ability to provide clear context, outline the factors they considered, and describe their decision-making process. A strong response will showcase their critical thinking skills, resilience, and the positive outcomes resulting from their decisions. This question allows recruiters to assess candidates’ problem-solving prowess and their potential to thrive in complex work environments. Get ready to uncover the true decision-making capabilities of candidates with this thought-provoking interview question.

Question #5: How would you react if a teammate presented you with a different or odd idea?

Diverse ideas, collaboration skills, and adaptability are key aspects evaluated in this example of critical-thinking interview questions. Candidates are asked to describe how they would respond when presented with a different or odd idea by a teammate. Look for candidates who exhibit a positive and inclusive attitude, recognizing the value of diverse perspectives.

They should demonstrate active listening, thoughtful questioning, and an open-minded approach. A strong answer will highlight their ability to foster creativity and teamwork and explore alternative solutions. Assess their communication and interpersonal skills as they navigate differing viewpoints.

Question #6: How would you handle a team member’s disagreement over how to approach a project?

Creating a harmonious and productive team environment is essential, making this one of the most important critical-thinking interview questions. Candidates are asked how they would handle a disagreement with a team member over the approach to a project. Look for candidates who demonstrate strong communication skills, active listening, and an open mindset.

They should showcase their ability to foster open discussions, find common ground, and reach a resolution while considering the project objectives. A strong answer will highlight their diplomacy, critical thinking, and problem-solving abilities in navigating conflicts. Pay attention to their capacity to promote collaboration, maintain a positive team dynamic, and achieve successful project outcomes. Assess candidates’ ability to handle conflicts constructively with this engaging interview question.

Question #7: Have you ever foreseen an issue and prepared a plan to avoid it?

Proactive problem-solving abilities are key when evaluating candidates, making this critical-thinking interview question highly valuable. Candidates are asked to share a specific example where they anticipated a potential issue and developed a plan to prevent it. Look for candidates who exhibit critical thinking skills, attention to detail, and the ability to assess risks.

They should demonstrate initiative, effective communication, and the implementation of preventive measures. A strong answer will highlight their ability to think ahead, plan strategically, and their commitment to achieving successful outcomes by avoiding potential obstacles. Get ready to uncover candidates’ proactive problem-solving skills with this one of the thought-provoking critical-thinking interview questions.

Question #8: How do you make a decision when you don’t have all the necessary information on hand?

This is one of the critical-thinking interview questions to ask candidates to assess their ability to make decisions in uncertain or incomplete information scenarios. When candidates respond, expect them to describe their approach when faced with such situations. Look for candidates who demonstrate adaptability, critical thinking, and a systematic decision-making process.

They should emphasize the importance of gathering relevant information, seeking input from others, and considering potential risks or consequences. A strong answer will highlight their ability to make informed decisions based on available data, prioritize key factors, and demonstrate confidence in their choices. Pay attention to their problem-solving skills, analytical thinking, and their ability to handle ambiguity effectively.

Question #9: How do you know when you need help from others while solving an issue or completing a task?

Self-awareness, collaboration skills, and the ability to recognize when help is needed from others are key attributes assessed by this critical-thinking interview question. Candidates are asked to describe how they identify the need for assistance in problem-solving or completing tasks. Look for candidates who demonstrate humility, effective communication, and the ability to assess their own limitations.

They should emphasize the value of seeking expertise, leveraging the strengths of others, and fostering a collaborative work environment. A strong answer will highlight their ability to balance independence with recognizing when collaboration is necessary, contributing to successful outcomes, and promoting teamwork . 

Question #10: How would you manage a situation where a teammate does not understand your approach or solution?

When candidates respond to this question, expect them to provide insights into their communication skills, adaptability, and ability to collaborate effectively. They will describe how they would manage a situation where a teammate doesn’t understand their approach or solution. Look for candidates who demonstrate patience, active listening, and the ability to explain complex ideas clearly and concisely.

They should emphasize their willingness to seek common ground, encourage open dialogue, and explore alternative methods of communication. A strong answer will showcase their ability to foster understanding, promote teamwork, and find a resolution that aligns with the team’s objectives. This is one of the critical-thinking interview questions that provide valuable insights into candidates’ problem-solving and communication abilities, making it an engaging part of the interview process.

Unleashing the Power: Assessing Critical-Thinking Skills in Interviews

In today’s fast-paced and complex work environment, the ability to think critically is highly valued. It enables employees to make informed decisions, solve problems, and drive innovation. Assessing candidates’ critical-thinking skills during interviews is essential to identify those who possess the analytical mindset and problem-solving abilities necessary for success. By understanding their mindsets, problem-solving orientation, and capacity to challenge the status quo, recruiters can select individuals who will thrive in challenging roles and contribute to the organization’s growth.

Key points to consider when assessing critical-thinking skills in interviews

Hypothetical scenarios and past examples:.

• Evaluate candidates’ problem-solving abilities using hypothetical scenarios.
• Gather examples from their prior experiences to assess their critical-thinking skills.

Quick Decision-Making:

• Look for candidates who can make solid decisions while working efficiently.
• Assess their ability to think on their feet and make rational choices under time constraints.

Innovation and Improvement:

• Identify candidates who have demonstrated a willingness to challenge existing procedures and improve processes.
• Seek individuals who actively explore ways to enhance efficiency and effectiveness.

Problem-Solving Orientation:

• Observe candidates’ enthusiasm for problem-solving.
• Look for signs of motivation and persistence when faced with challenging situations.

By incorporating these strategies into the interview process, recruiters can effectively assess critical-thinking skills and select candidates who possess the necessary mindset and abilities to excel in today’s dynamic workplace.

Last Few Words

Transforming your company into a team of critical thinkers is within reach, and it starts with making simple adjustments to your recruitment process and utilizing the right tools. By integrating interview questions to determine critical thinking skills into your recruitment solutions alongside other skill assessments, you can effectively shortlist top talent. 

Our carefully curated collection of interview questions can serve as a valuable resource to measure candidates’ critical thinking abilities, enabling you to make informed hiring choices. Embracing critical thinking throughout your organization will empower your team to tackle complex challenges, think creatively, and drive innovation.

Choose wisely, assess thoroughly, and assemble a team of exceptional critical thinkers who will shape the future of your organization. With the right interview questions, you can unlock the full potential of your candidates and pave the way for success.

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EVA-SSESS is an on-demand and unbiased video interviewing software that helps enterprises identify, evaluate, develop, and hire top talent in record time. Where they can assess a large pool of applicants quickly, with structured and automated video assessments that save more than 90% of their time. 200+ leading companies across the globe are relying on EVA-SSESS to build customizable assessments, get in-depth psychometric reports, detect ideal keywords, rank applicants, and create an exclusive and memorable applicant experience. Request a free demo today! 

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13 critical thinking interview questions to use

If you’re looking to fill a position that requires precise and rational decision-making skills, critical thinking interview questions are an essential component in your interview process .

Many hiring managers overlook this veiled job requirement and skill because it’s not always easily assessed. Some candidates have the technical skills and experience but might not have the emotional intelligence or critical thinking skills to succeed.

That’s where interview questions to assess problem-solving skills can come in handy.

What is critical thinking?

Critical thinking is a thought process that allows a person to evaluate and assess information objectively and calculate responses and judgment. Critical thinking can be compared to rash, reactive thought processes which generate immediate and purely emotional responses.

In the workplace, people with critical thinking skills are highly valued as they usually provide rational advice, thought-out solutions, and fair assessments.

It’s tough to establish the level of a candidate’s critical thinking skills unless you specifically look for it during the interview process. Critical thinking interview questions are one of the tools available to hiring managers to gauge how a candidate will handle unpredictable situations that may arise on the job.

Tailored critical thinking interview questions

There are plenty of examples of different types of interview questions available, but your questions must relate to the position and the environment in your company. For example, if the role requires critical decisions on a technical level, the questions must be structured around the relevant skill. If the role requires critical thinking around people (customers or staff), focus on people skills.

There’s a trend to ask brainteaser questions during interviews to measure a candidate’s response, but please don’t go that route. It’s pointless! Asking something like “Jo is one of three children. Her sisters are named May and June. What’s the third child’s name?” is meaningless.

Whether the candidate answers “Jo” correctly or says “probably April” tells you nothing about their critical thinking abilities or anything else.

Apart from potentially making a candidate feel confused and uncomfortable, you could have them questioning how genuine you are.

Plan every step in the recruitment process before the interviews start. If a role needs rational decision-making, a list of critical thinking interview questions must be compiled, preferably by the hiring team rather than just the hiring manager. Collaborative thinking and inclusive staff recruitment allow for different opinions and perspectives of the same role and its requirements.

Ensure that your interview questions are challenging

These questions aren’t intended to be easy. Questions must be thought-provoking. Make the candidate think about how they would respond to and react in specific, tricky situations. You’re not necessarily looking for the right or wrong answers or solutions. Instead, you’re evaluating the candidate’s response rather than skill.

Virtually every department has positions that profoundly impact outcomes for other team members, customers, production, sales, your company brand, etc. Staff who hold these positions require well-developed critical thinking skills.

When compiling your list of interview questions, go way beyond the job skills or experience needed. Analyze what the impact of poor decision making in this role will have on existing staff, customers, your brand, and your business as a whole.

Once you’ve isolated the areas of influence connected to the role, you can start compiling your list of questions. We’re splitting the question examples into technical roles and roles that involve people skills. Your vacancy might be a combination of both. There can never be a template for critical thinking interview questions because each position and company differs, so use these as a guide to inspire you.

Critical thinking interview questions for hard skills

• What would you do if you had a looming project/production deadline, but you didn’t yet have all the information/components to deliver on time?
• If you’ve figured out a quicker or more cost-effective solution to a problem, but your manager doesn’t get what you’re saying, what would you do?
• If there’s a weak link in your team or supply chain that’s impacting productivity, how would you approach the problem?
• What would you do if a customer or manager was trying to push a project through at the expense of other projects that already have confirmed delivery dates?
• When you’re in a team of specialists, you can easily find differences of opinions on what direction projects should take. How do you find consensus?
• Have you ever had to convince a manager to try out a different solution to solve a problem?

Critical thinking interview questions for soft skills

•  An order hasn’t been delivered to a customer on time, and they’re furious. They want you to cancel the order and close their account immediately. How would you repair the damage and keep the customer?
•  Business has slowed, and you’re in a sales brainstorming session. Someone suggests lowering prices and focusing more on customer satisfaction. What’s your reaction?
•  You have an employee who’s excellent at their job, but is blunt and abrasive with colleagues and that’s causing friction in your department. How do you resolve the matter?
•  You’re in a meeting, and your manager misquotes pricing or a process that can have a significant impact on your department or a project. What do you do?
•  You notice that your manager (or a colleague) is inclined to shift blame and not accept responsibility when under pressure. How do you approach the subject?
• If you had to make a decision based on incomplete information, how would you approach this?
• How would you handle a situation where you and your teammates disagree on how to move forward on a project?

What are you looking for when asking critical thinking interview questions?

You’ll notice that the issues listed above are very broad and there’s no right or wrong answer or outcome.

• What you’re looking for is how the candidate responds. Each question is a hypothetical situation that has the potential to become a big issue if not resolved properly.
• People who have high emotional intelligence and developed critical thinking skills won’t give you any old answer. Faced with a complicated situation, their critical thinking will kick in, and they’ll most likely ask you some questions for more clarity. Don’t be surprised if you get an “mmm, I’ll have to think about that…” response initially — people with developed critical thinking process information before reacting or responding.
• People who don’t ask for more details, and don’t think before responding, likely don’t have developed analytical skills. They’re also more inclined to poor, emotional decision making.

8 benefits of critical thinkers

Critical thinkers who are capable of unbiased and fair judgment all have the following abilities:

• Developed analytical skills: They analyze situations carefully.
• Good reasoning skills: They reason in a logical and fact-based way.
• Solid emotional perception: They can separate truths from lies and point them out.
• Social experience: They conduct further research or fall back on past experiences for reference. They apply known and accepted standards and limit bias.
• Comparative analysis: They distinguish between variances and make comparisons.
• Solution-oriented thinking: They envision a solution and its potential consequences.
• Calculating actions: They quantify their conclusions and take decisive action.
• Creative thinking: They convert the situation from a negative to a positive.

This process may be gradual, developing as a situation evolves, or decisions may be made quickly depending on their skill level. Whether they have to think on their feet or address long-standing problems, people with well-developed critical-thinking skills can face a given situation and resolve it in the best way possible. They also don’t hesitate to make unpopular decisions if it’s in the best interest of the company or people involved.

Use all interview and assessment tools available

For crucial positions, you’ll need more than just a list of critical thinking interview questions to establish if a candidate is a good fit for the role. Psychometric assessments can give you more insight into a candidate’s personality.

Past employment references are also an excellent tool to establish how a candidate has handled pressures in similar situations previously. Past behavior can be a predictor of future behavior, but is not foolproof either. As people mature and environments change, so can their attitude and their aptitude in the workplace.

Tania is the Head of SEO and Content at Tellent. She's been a hiring manager for over 8 years and enjoys learning about recruitment and people management topics, in addition to solving user pain points through content.

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Critical Thinking Interview Questions & Answers

• Updated July 13, 2023
• Published March 28, 2021

In dynamic and competitive work environments, it’s important that a business can keep up with innovations and changing demands from customers. This is why employers look for candidates who possess strong critical thinking skills and decision-making skills.

Interviewers use job interviews to assess your critical thinking skills. They do this by asking you questions that require you to demonstrate your ability to effectively and efficiently evaluate information to make a calculated decision. Your goal is to demonstrate that you are an innovative person that can provide rational advice and thought-out solutions when needed.

Critical thinking questions are commonly asked during job interviews because workers with strong critical thinking skills are important for companies to excel. Questions about your critical thinking skills are often  behavioral interview questions . These are a strategic type of interview questions that require you to provide an answer that includes an example situation that you experienced in your career and how you acted in that situation.

A basic example of a behavioral question in relation to critical thinking is ‘ describe a time you had to solve a problem at work without having all the information or resources .’ As you can see, the interviewer is looking for you to explain a situation where you had to think outside the box and justify your critical thinking process.

What Are Critical Thinking Interview Questions?

Critical thinking skills are related to your ability to analyze, evaluate and assess information effectively and make calculated decisions. Below we discuss a couple of important skills related to critical thinking. You must demonstrate that you possess these skills to convince the interviewer that you possess the right critical thinking skills to succeed in the position you’re applying for.

Examples of critical thinking skills are:

Observation & analysis.

The ability to observe and analyze a (potential) problem or data set is where a critical thinking process starts. People who possess strong analytical skills examine the information and understand what it means in order to explain the implications to others properly.

After a thoughtful observation and analysis, creative skills and innovation are required to spot patterns in the information or data. Critical thinkers are able to think outside the box to come up with a solution no one else thought of before. This requires flexibility, conceptualization, and imagination to take a different approach from other approaches.

• Communication

Critical thinkers also possess strong communication skills to share their approaches and conclusions with coworkers. It’s essential that ideas and solutions are shared effectively and efficiently with others. Furthermore, working together with others is an important part of the critical thinking process to figure out the right solution to business challenges. Skills involved are active listening, teamwork , collaboration, and interpersonal skills.

Problem-solving

Once an analysis is performed and solutions are discussed, it’s important that a solution is implemented. An essential part of critical thinking is coming up with an efficient solution and assessing the impact of this decision. This requires adaptability as well to modify the course of action as needed throughout the implementation process.

Critical Thinking Behavioral Interview Questions

Most questions interviewers will ask you about your critical thinking skills are  behavioral interview questions . These questions require you to provide specific examples of past work experiences in which you demonstrated your critical thinking skills. For interviewers, understanding your past professional behavior and performance is the best way to gauge your future job behavior and performance.

Behavioral questions are focused on the desired skills or competency area, such as, in this case, critical thinking. 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:

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

Examples of critical thinking behavioral interview questions:

• Give me an example of a time you had to solve a problem without having complete information or resources.
• Tell me about a time when you presented a new idea or process to your team.
• What would you do if you had a deadline coming up, but you do not have all the components to deliver a project on time?
• Describe a situation where you find a creative way to overcome a business challenge.

As you can see, the questions mentioned above require you to discuss your past behavior. For interviewers, the most accurate predictor of future performance is your past performance in similar situations.

Before making a hiring decision, interviewers are interested in discussing previous work situations. The right interview preparation will help you do the right research to prepare answers that include the critical thinking skills the interviewer is looking for. This starts with  thoroughly reviewing the job description . The job description usually tells more about the specific skills that are required for the position. You can use this information to prepare answers that include times you were successfully using the skills the employer is looking for.

To answer behavioral questions successfully, you need to provide the interviewer with specific details about a time you used your critical thinking skills. Your answer should include the situation you were in, your task in that situation, the actions you took, and the specific results you got. 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 Critical Thinking Interview Questions

For interviewers, the most effective way to reveal your critical thinking skills is by asking you to describe past work experiences or provide you with hypothetical scenarios. The main reason for asking you about situations in which you successfully used your critical thinking skills is to get an understanding of how you think and act in specific, challenging situations.

Before hiring a candidate, employers want to determine if you are:

• Responsible enough to identify, analyze, and solve problems
• Able to solve a problem without having all the required data, information, or resources
• Creative enough to come up with out-of-the-box solutions
• A strong communicator who can explain issues and involve others in the problem-solving process
• Taking responsibility for your actions

During a job interview, it’s important that you have a few examples ready to discuss times you used your critical thinking skills in different situations. A proven track record of critical thinking to tackle challenges will help you convince the interviewer. This is also the reason why it’s smart to prepare answers related to the requirements for the position, prior to your job interview.

For example, if you work as a business analyst, you should be able to deal with business challenges such as changing requirements or business needs, which require critical thinking skills. Business analysts need to identify (possible) problems and are required to come up with solutions and strategies.

What Employers Look For In A Critical Thinking Interview

During a job interview, you must convince the interviewers of your critical thinking skills. Interviewers look for candidates whose work ethic and career goals align with the company culture and what they can offer you. This is also the reason why you should relate your answers to the job requirements and what the company is looking for.

The right interview preparation will help you get there. Your goal is to demonstrate that you are a strong critical thinker that is capable of taking on the day-to-day tasks required for the position and have the potential to grow .

Critical thinking interview questions are used to reveal how you identify and approach problems, if you can evaluate a point of view to determine if it’s valid or not, and if you can provide structured reasoning to support an argument. Basically, the interviewers want to get the following questions answered:

• How do you think challenges or issues through in an objective and critical way?
• Can you identify different points of view in relation to a particular problem?
• Are you able to evaluate different points of view to determine how valid or strong they are?
• Can you identify weak points that are in possible solutions or arguments?
• How do you provide structured reasoning and support for arguments when communicating with other people?

Red Flags In Critical Thinking Skills Job Interviews

There are several things you should avoid when answering critical thinking interview questions. Below we discuss a couple of red flags that could hurt your chances of landing the job you want. Make sure you avoid these mistakes during your interview to prevent a situation where you could give the interviewer the wrong impression.

1. No clear critical thinking process

The interviewer wants you to walk them through your critical thinking process. This means that you need to explain how you tackled an issue or problem by using your critical thinking skills.

A perfect answer includes a story in which you explain how you identified a problem, how you analyzed and evaluated the situation to figure out which data, facts, or information was important. Next, tell them how you made inferences and communicated issues and possible solutions with coworkers and other stakeholders. Finally, discuss how you executed the solution you came up with.

Not being able to give the interviewer a clear example in which you walk them through the steps mentioned above could be a warning sign for them. Therefore, make sure that you have a strong answer ready that relates to the job requirements and includes you successfully using your critical thinking skills to your advantage.

2. Not providing enough critical details

When interviewers ask you about your critical thinking skills, and if you can walk them through a specific time you successfully used those skills, it’s important that you include every step of your critical reasoning process.

If you claim to be a strong critical thinker that can take on the responsibilities of the position you’re applying for, you need to make sure you can back this up through clear examples of times you used these skills. Failing to do so could lead to the elimination of your chances to land the job. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

3. Not taking responsibility

Taking responsibility is an important characteristic of a critical thinker. If a problem is identified but not addressed, this could quickly escalate into a bigger problem. If your answers indicate that you do not take responsibility or if you have left things for later, this could leave the impression on the interviews that your critical thinking skills and work engagement is not top-notch. Therefore, make sure you demonstrate that you take responsibility for your actions and that you’re a proactive worker that immediately deals with challenges as soon as they occur or when they are identified as potential problems.

To test you during your job interview, interviewers will ask you about times you failed in specific work situations . This is especially the case for positions where you deal with challenging situations and are required to deal with identifying and solve problems. Interviewers are interested in what went wrong in specific work situations, 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 for employers.

Self-awareness and being to reflect on situations that went wrong is an important characteristic to possess in the workplace – especially in work environments where critical thinking skills are important. Employers want to hire a candidate who can admit errors or who made thoughtful mistakes trying to solve problems in the past and learned from them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers demonstrate that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Common Critical Thinking Interview Questions

Below we discuss common  behavioral critical thinking interview questions . These questions are broken down into two categories; regular behavioral interview questions and hypothetical interview questions.

Learn everything you need to know about commonly asked interview questions that are frequently asked during job interviews .

Behavioral Critical Thinking Interview Questions:

• Tell me about a time you had to make a decision without having all the data, information, or resources.
• Give me an example of a time you discovered a mistake that
• What do you consider the most difficult decision you had to make at work? What results did you get?
• Describe a time you convince a colleague or supervisor to use an alternative approach to solve a problem.
• Give me an example of a time you were involved in solving a problem among team members on how to approach a project.
• Tell me about a time you came up with a new or unusual idea to deal with a challenge.
• Describe a time you anticipated a potential problem. How did you develop preventative measures?
• Give me an example of a time when 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?
• Give me an example of a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
• What do you consider your 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?
• 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?

Situational Critical Thinking Interview Questions:

• How would you go about convincing a coworker, manager, or other stakeholders to try an alternative approach to solve a problem?
• What would you do if you had a deadline coming up, but you did not yet have all the required information to deliver a project on time?
• How would you determine if you need help from others when you’re solving a problem or completing a task?
• If an order has been delayed and an angry client contacts you to cancel the order and close their account, what actions would you take?
• How would you deal with a situation where you identify a weak link in a process that’s impacting quality?
• What would be your approach if you and a colleague or teammates disagree on how to move forward on a project?

How To Answer Critical Interview Questions

Interviewers look for candidates who can demonstrate through examples that they use reason and logic to make decisions. In order to do this, it’s essential that you structure your answers in such a way that you walk the interviewer through an example situation in which you successfully used your critical thinking skills. To get started, you can consider the following steps.

Step 1: Research.

Every interview preparation starts with doing the right research. Before you can answer interview questions in a specific way you need to get to know the position and company better. Furthermore, you should thoroughly understand the job requirements to prepare strong answers.

Read the job description carefully to find specific skills that a candidate needs to possess to perform the job successfully. Think of skills such as creative thinking ,  problem-solving ,  adaptability , a strong work ethic , and  communication . 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.

Researching the job and company will help you identify the required skills, qualities, and work experience for the position you’re applying for. Your research should help you make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required job skills & competencies.

Behavioral interview questions about critical thinking skills are a perfect opportunity for you to demonstrate why you are the right candidate for the position.

The skills and competencies  you have identified in your research should be your starting point to prepare answers. Write down the required skills and rank them on importance.

Step 3: Create a list of past work experiences that relate to the required job skills.

Once you have ranked the skills on importance, you can start thinking of work experiences related to these skills. Coming up with a specific answer when you’re being put on the spot during an interview is very hard, especially when discussing critical thinking skills.

Interviewers want to hear how you evaluate and assess information objectively and how you make calculated decisions. Therefore, ensure that you 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 critical thinking skills. Highlight situations where you successfully provided rational advice, came up with thought-out solutions, and made fair assessments in your work. Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples.

Strong critical thinkers are essential in the workplace. Critical thinkers use their skills to evaluate and assess information in order to make decisions effectively. During your interview, it’s therefore important that your answers demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution.

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 when it comes to making decisions.

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

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 of why you had to use your critical thinking skills in that particular situation.

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 detailed 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 Critical Thinking 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 when answering critical thinking interview questions.

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! This means that you need to tailor your answer to the specific skills required for the position you’re applying for.

Critical Thinking Question 1 : ‘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 out that our event attendance dropped 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 have to get our attendance levels back up 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 traction online, which led 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 increase attendance at our events did not go unnoticed. My department director asked me to make a presentation about how I tackled this problem and present this to the board.’

Why this is a strong critical thinking answer:

• This example shows that you’re able to identify issues and that you 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, which gives more weight to the situation.

Critical Thinking Question 2: ‘ Tell Me About a Time You Had To Make a Decision Without Complete Information.’

Situation & task.

‘In my current positions as a market research analyst, I have dealt with several situations where I had to make a decision without complete information. Even though it’s important to have all relevant and complete information, in this position, this just isn’t possible at times.

A recent example is when I had to make a sales prediction of a new innovative product feature we were about to launch. However, the product was new in the market in our area, which made it challenging to assess the expected market conditions to make an accurate forecast. 

In a situation where I do not have complete information, I start with analyzing the information that I do have and start working from there.   In this case, I researched information, documentation, and sales results of comparable markets outside of our region for comparison purposes. Furthermore, I called in expert advice of specialists of these comparable markets to get more accurate market knowledge. 

Based on the available information, additional research of comparable markets, and conversations with the experts, I developed a new spreadsheet with more adjustable parameters than normal because there were more uncertainties. Also,  I broke the sales forecast down into monthly, quarterly, half-annually, and annual figures. Breaking the forecast down into smaller timelines made it easier to make adjustments based on actual sales to make the calculations more accurate over time. 

I initiated a brainstorming session with my team leader to discuss my research findings and spreadsheet proposal. I value different points of view, especially from colleagues with more work experience that have dealt with these circumstances before . Based on the feedback I got, I made final adjustments to the report before turning it in.

Even though I did not have all the information required to make a solid prediction like I wanted to, it allowed me to provide my manager with a report with as few assumptions as possible. The product feature launch was a success, and the forecast turned out to be accurate within the set range. My manager asked me to make a presentation about how I approached this situation and explain the new forecast model to my colleagues.’ 

Why this is a strong answer:

• The provided example is to the point and demonstrates critical thinking skills.
• This answer shows other important skills such as problem-solving skills  and  adaptability .
• The answer shows that you’re a team player and that you involve others for the better of a project’s result.

Note : This is a basic example of how to structure a critical thinking answer. However, there’s a chance the interviewer wants you to go into more detail about which specific steps you took to deal with the situation of not having complete information.

Critical Thinking Question 3: ‘ Tell me about a time you convinced a coworker to implement a different process for better results.’

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

Task & Action

As a management consultant, I encountered a situation where I had to convince a coworker to implement a different process. 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 how we felt like how the project should be approached, we quickly concluded 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 in the method I proposed. His insights gave me a good suggestion which we incorporated into the project as well. After that, we successfully worked together and finalized the project in time, and according to the quality level we both were proud of.’

• 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 skills , persuasion skills, and adaptability .
• The answer shows that you’re a team player 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 can answer those questions as well.

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Can you describe a time when your initial approach to a problem failed and you had to change course? How did you reassess and alter your approach?

How do you evaluate the reliability and credibility of the information you use to make decisions, how have you used data analysis to support your decision-making process, describe a time when you had to make a decision without having all the information you needed. how did you handle it, can you give an example of a time when you had to challenge the status quo to achieve a better outcome, how do you handle situations where you have to make a decision under pressure, can you describe a time when you had to persuade others to adopt your solution or viewpoint, what steps do you take to ensure you're not biased when you're problem-solving, can you provide an example of a time when you had to draw conclusions from a set of complex data, describe a situation where your initial decision was incorrect. how did you realize your error and correct it, can you explain how you'd approach a problem that has multiple possible solutions, can you provide an example of a time when you had to make a difficult decision that involved ethical considerations, can you provide an example of a time when you had to solve a complex problem that required a creative solution, can you explain how you'd approach a problem that you've never encountered before, how have you used critical thinking to improve a process in your past work, how do you approach situations where there's significant ambiguity or unknown variables, how do you approach disagreements or conflicts that emerge during a problem-solving process, can you provide an example where you had to identify and analyze the root cause of a problem rather than just addressing the symptoms, can you describe an instance where you had to use both qualitative and quantitative data to solve a problem, how do you balance the need for innovation with the risks associated with trying new approaches, can you describe a time when you had to adjust your critical thinking approach based on the audience or stakeholders involved, can you explain a situation where you used critical thinking to learn from a failure, how have you used critical thinking to evaluate multiple potential solutions to a problem, can you describe a time when your ability to think critically was the key to completing a project or task successfully, can you provide an example of a situation where you made an informed decision by using critical thinking skills, can you describe a time when you used critical thinking skills to solve a complex problem at work, can you describe a situation when you had to challenge an existing process or policy at work what was your thought process and the outcome, can you describe a situation where you had to navigate through complex, conflicting information to make a strategic decision, how would you approach a problem where you have limited information to make a decision, can you provide an example when you had to make a quick decision under pressure what was your thought process and how did you ensure it was the right decision, can you provide an example of a complex problem you had to solve by breaking it down into smaller, more manageable parts, can you give an example of when you used logic and reasoning to solve a problem at work, critical thinking interview questions with detailed answers.

Most important Critical Thinking interview questions for freshers, intermediate and experienced candidates. The important questions are categorized for quick browsing before the interview or to act as a detailed guide on different topics interviewers who look for critical thinking and critical reasoning skills typically test for.

Critical Thinking Beginner Interview Questions

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This question is intended to assess how a candidate adapts their approach when an initial solution to a problem fails, demonstrating resilience and a willingness to reassess using critical thinking skills. Here is a possible scenario:

In my previous role as an operations manager for a manufacturing company, we faced significant production delays due to a bottleneck in one section of our assembly line. Initially, my solution was to increase the manpower in that section, believing that the issue was simply a lack of resources. However, despite the increased resources, the bottleneck persisted, and our production delays continued.

Having seen my initial solution fail, I knew I needed to reassess the problem. I started by stepping back and collecting more information. This time, rather than just focusing on the problematic section, I studied the entire production process, spoke with different team members, and also considered external factors such as supply chain and market demand.

Upon analyzing this new data, I discovered that the bottleneck wasn't simply a resource issue. The real problem lay in our outdated machinery in that section, which was not capable of handling the increased production volume. The issue was further exacerbated by a recent surge in market demand.

Armed with these new insights, I revised my approach. Instead of focusing on increasing manpower, I advocated for upgrading our machinery to a more efficient model capable of handling higher production volumes. Although this involved a significant initial investment, the analysis showed that it would improve our production efficiency, reduce delays, and ultimately, increase our profits in the long term.

After implementing the new machinery, we saw a significant improvement in our production speed and efficiency, solving the bottleneck issue.

This answer demonstrates the ability to reassess a problem when an initial solution fails and to adapt one's approach accordingly. The key takeaway is that when faced with failure, critical thinking can guide us to reassess, reanalyze, and ultimately find an effective solution.

The ability to evaluate the reliability and credibility of information is a key aspect of critical thinking, especially in a world where information is abundant and easily accessible. Here's how one might approach this:

When I encounter a piece of information that I'm considering using to make a decision, I start by examining the source. Is it reputable? Does it have a history of providing accurate and unbiased information? For instance, academic journals, government websites, and respected news organizations are typically reliable sources.

Next, I look at the evidence supporting the information. Does the source provide references, data, or other verifiable facts to back up its claims? Reliable information should be supported by evidence.

I also consider the timeliness of the information. Is it up-to-date, or could it be outdated and no longer applicable? This is particularly important in fast-changing fields like technology or healthcare.

I'll also look at potential biases. Every source has a perspective, but it's important to distinguish between an informed perspective and a biased one. If a source consistently presents one side of an argument, or if it's sponsored by an entity with a vested interest in a certain outcome, I take that into account.

Finally, I cross-check the information with other sources. If multiple reputable sources are consistent with the information, it adds to its credibility.

This approach helps me ensure that the information I use to make decisions is reliable and credible. However, it's essential to remember that even with these checks, no source is infallible. Therefore, I always stay open to new information and am ready to revise my decisions if credible information emerges that contradicts my previous understanding.

This question aims to understand the candidate's ability to incorporate data analysis into their critical thinking process. Here's a potential response:

In my previous role as a digital marketing manager, data analysis was integral to my decision-making process. A specific example that comes to mind is when I was tasked with optimizing our pay-per-click (PPC) ad campaign to increase conversions while maintaining our budget.

I began by gathering data from our past campaigns, including click-through rates (CTR), conversion rates, cost per click (CPC), and overall ROI. I also gathered external data such as industry benchmarks and competitor's ad campaigns for reference.

Next, I used this data to identify patterns and trends. I noticed that ads targeting certain demographics had higher conversion rates, while others had high click-through rates but low conversions. This analysis suggested that while we were successful in attracting clicks from a broad audience, we were not effectively converting specific demographic groups.

Based on this analysis, I decided to adjust our PPC strategy. I proposed focusing our budget on demographics that showed high conversion rates, reducing spend on groups with low conversions, and developing new strategies to better appeal to those groups.

This decision, driven by data analysis, resulted in a significant increase in our conversion rates and overall ROI, proving the effectiveness of data-supported decision making.

The key is to emphasize your ability to gather relevant data, analyze it to derive insights, and use those insights to make informed decisions. Whether in marketing, operations, finance, or other areas, the ability to incorporate data analysis into your critical thinking process is invaluable.

This question explores how a candidate uses critical thinking when faced with uncertainty and incomplete information, a common situation in the real-world workplace. Here's a possible scenario:

In my previous role as a product manager, there was an instance where we were developing a new feature for our product. However, due to time constraints and budget limitations, we didn't have the opportunity to conduct a full-scale market research or user testing before deciding on the final feature design.

Faced with this situation, I had to make a decision with the information at hand. I started by gathering as much relevant information as possible within the constraints. This involved analyzing the data we already had on our user behavior, reviewing feedback from our customers on similar features, and studying market trends.

Next, I prioritized the information based on its relevance and reliability. For example, direct user feedback was given more weightage compared to general market trends.

Then, I assessed the various options for the feature design, taking into consideration the information at hand, our product goals, and the company's strategic direction. I evaluated each option against these parameters to identify potential risks and benefits.

Based on this analysis, I made a decision on the feature design. However, given the uncertainty, I also developed a contingency plan to pivot quickly if the chosen design did not resonate with our users once launched.

After the feature was launched, I closely monitored user feedback and engagement metrics to assess its performance and verify our decision. As it turned out, the feature was well-received, validating our decision-making process under uncertainty.

While this scenario is specific to product management, the underlying approach – gathering and prioritizing available information, assessing options, making the best decision possible under the circumstances, and revisiting the decision based on new data – can be applied across various roles and industries.

Challenging the status quo often requires critical thinking skills, as it involves questioning existing methods and coming up with new and better ways to do things. Here's an illustrative scenario:

In my previous role as a junior software developer, I was assigned to a team responsible for maintaining a legacy system. I noticed that a significant amount of our time was spent on repetitive manual testing, which was prone to human error and was slowing down our workflow.

I realized that although this testing method was the way things had always been done, it wasn't the most efficient approach. Therefore, I took the initiative to research automated testing tools that could potentially improve our process.

After conducting a thorough evaluation of different tools, I presented my findings to the team lead, making a case for why switching to automated testing could improve our productivity, reduce errors, and allow us to focus more on other important aspects of our work.

Initially, there was resistance from some team members who were used to the old method and were skeptical about the effort required to implement a new system. However, after demonstrating the potential time savings and error reduction with a small pilot project, I managed to convince them.

With the team lead's approval, we gradually implemented automated testing, and as a result, we significantly reduced testing time and increased the accuracy of our tests. This experience taught me the importance of challenging the status quo and using critical thinking to propose and implement improvements.

In your answer, highlight your ability to question existing processes, conduct research, propose changes, and overcome resistance to bring about a better outcome. Your specific situation might be different, but the critical thinking process involved is universal.

Making decisions under pressure is a challenging task that requires swift and effective critical thinking. Here's a possible answer:

In my previous role as a team lead in a software development company, I often had to make decisions under pressure, particularly during product launches or when addressing critical issues that affected system performance.

In such situations, my first step was to calm myself and ensure I maintained a clear head to address the issue at hand. Stress can cloud judgment, so it was important to maintain composure.

Next, I would quickly gather as much information as I could about the situation. In a time-sensitive scenario, it might not be possible to have all the information one would ideally want, but it's crucial to have enough to make an informed decision.

Following this, I'd analyze the situation quickly, considering different scenarios and the possible impacts of various decisions. This involved a risk-benefit analysis to understand the potential consequences and their severity.

Once I had considered the alternatives, I'd make the best decision given the circumstances and the information at hand. Importantly, I'd communicate this decision clearly to my team and ensure everyone was aligned and knew what to do next.

After the immediate pressure had passed, I would then conduct a more thorough review of the situation. This could involve analyzing what led to the pressure situation, evaluating the effectiveness of the decision I made, and identifying learnings to manage similar situations better in the future.

The goal of this response is to show that you can remain calm under pressure, use critical thinking skills to gather and analyze information quickly, make informed decisions, and learn from these situations to continually improve.

This question tests your ability to use critical thinking not just to arrive at a solution or viewpoint, but also to convince others of its merit. Here's an example:

As a project manager for a tech company, I spearheaded a project to improve our customer support system. During my research, I identified an AI chatbot solution that would significantly increase efficiency and response times for customer inquiries.

However, when I presented this solution to the management team, there was considerable resistance due to concerns about the cost, potential customer reactions to interacting with AI, and the effort required to integrate the chatbot with our existing systems.

To address these concerns, I began by acknowledging them, showing that I understood their viewpoints. Then, I systematically used evidence to argue for the chatbot solution.

I presented data showing the increasing consumer acceptance of AI chatbots in customer service. I also showed projections of the time and cost savings we could achieve, underpinned by case studies from similar companies that had successfully implemented chatbots.

To address the integration concerns, I demonstrated how the chatbot could be seamlessly integrated with our existing systems, and outlined a step-by-step plan for implementation and testing that would ensure minimal disruption to our operations.

Throughout the process, I remained open to questions and provided clear and concise responses, further establishing the credibility of my proposal.

Eventually, I was able to persuade the management team to approve a trial implementation of the chatbot. The trial was a success, leading to faster response times, increased customer satisfaction, and substantial cost savings for the company.

The key to this kind of question is to demonstrate your ability to not only critically evaluate a problem and come up with a solution, but also to effectively communicate your idea and persuade others, even in the face of resistance.

Recognizing and mitigating bias is a crucial aspect of critical thinking. Biased thinking can distort our understanding of a problem and lead us to incorrect or ineffective solutions. Here's an example of how someone might approach this:

When problem-solving, I first try to be aware that bias can and does exist. Acknowledging the potential for bias is the first step to mitigating its impact. This includes biases related to confirmation bias (favoring information that confirms our pre-existing beliefs), recency bias (emphasizing recent information over historical data), or any other cognitive bias.

Next, I ensure diversity of thought in my problem-solving process. If possible, I collaborate with others, as different perspectives can help challenge our own biases. Even when working alone, I try to 'argue against myself' by considering alternative explanations or solutions that differ from my initial thoughts.

I also strive to rely on data and evidence rather than assumptions or gut feelings. Making decisions based on hard data helps to limit the influence of personal bias.

Moreover, I seek out and consider contradictory information. While it's human nature to avoid information that contradicts our beliefs, it's important to actively seek it out to counteract confirmation bias.

Finally, I always remain open to changing my mind in the face of new evidence. Staying adaptable and willing to revise our conclusions is crucial in minimizing the impact of bias.

The aim of your answer should be to demonstrate your awareness of the potential for bias, and your proactive steps to mitigate its impact on your decision-making and problem-solving processes. This shows a mature and well-considered approach to critical thinking.

The ability to interpret complex data and draw meaningful conclusions is an essential aspect of critical thinking, particularly in data-driven roles. Here's a possible answer:

In my previous role as a market analyst, I was often tasked with analyzing complex datasets to understand market trends and inform our business strategy. One such instance involved assessing the impact of a new government policy on our target market.

I started with a large set of data, including industry reports, economic data, government documents, and our internal sales data. The data was complex and multi-dimensional, with many variables to consider such as different customer segments, geographic regions, and timeframes.

To make sense of this data, I began by cleaning and organizing it to ensure its quality and relevance. I then used various analytical techniques such as regression analysis, correlation analysis, and segmentation analysis to identify patterns and relationships in the data.

One of the key findings was a negative correlation between the introduction of the policy and sales figures in certain customer segments and regions. By drilling down into the data, I also discovered that this effect was particularly pronounced for a specific product category.

Based on these conclusions, I presented a report to the management team recommending adjustments to our marketing and sales strategies for the affected product category and regions. These recommendations were implemented and helped mitigate the impact of the policy change on our sales.

In your response, the goal is to demonstrate your ability to work with complex data, apply appropriate analytical techniques, and draw meaningful conclusions that inform decision-making. While the specifics will depend on your field and experiences, the underlying critical thinking skills are universally valuable.

The ability to recognize and correct one's mistakes is an important aspect of critical thinking. Here's an example of a situation a candidate could describe:

As a financial analyst, I once recommended an investment in a particular tech startup based on its strong growth figures and promising market. However, after we made the investment, the company's performance did not meet our expectations.

To understand the discrepancy, I revisited my initial analysis. I discovered that while I had thoroughly analyzed the company's financials and market potential, I had not given enough weight to the industry-wide regulatory risks, which had materialized and were affecting the startup's operations.

This was a mistake in my initial decision-making process. I had allowed the impressive growth figures to overshadow other important factors. Recognizing this error, I took steps to correct it and prevent it from recurring.

To mitigate the immediate issue, I advised a partial divestment from the startup, reducing our exposure to the risk. At the same time, we diversified our portfolio to include more stable, low-risk investments to balance our risk profile.

To prevent such oversights in the future, I adjusted my analysis process to include a more comprehensive assessment of non-financial factors, such as regulatory risks, competitive landscape, and management team quality. I also attended a professional development course on risk analysis to further improve my skills in this area.

This experience was a valuable lesson in the importance of holistic analysis and continuous learning in decision making.

The key here is to show your capacity for self-evaluation, accepting mistakes, learning from them, and making necessary changes to prevent their recurrence. This reflects a high level of critical thinking and professional maturity.

Approaching a problem that has multiple possible solutions requires a systematic process to evaluate and compare the options. Here's how someone might handle it:

When faced with a problem with multiple solutions, I begin by gathering as much information as I can about the problem and the potential solutions. This could involve research, asking for input from others, or drawing on my own past experiences.

Once I've gathered information, I list out the potential solutions and evaluate each one against a set of criteria. The criteria could be based on factors like feasibility, cost, time, resources, impact, and alignment with my team or organization's goals.

To help with the evaluation, I often find it useful to create a decision matrix. This involves listing the options and then scoring each one based on the various criteria. The scores can then be added up to provide an overall evaluation of each option.

After evaluating the options, I consider the results and use my judgment to select the best solution. While the decision matrix is a useful tool, it's important to also consider other factors that may not be easily quantified, such as ethical considerations or potential risks.

Finally, once I've chosen a solution, I make a plan to implement it and monitor its effectiveness. If it doesn't work as expected, I'm prepared to revisit the problem and consider the other solutions.

In your answer, the goal is to demonstrate your ability to systematically evaluate multiple solutions and make an informed decision. Even if you don't use a decision matrix or a similar tool, showing that you have a logical process for decision-making will reflect positively on your critical thinking skills.

Critical Thinking Intermediate Interview Questions

Making decisions involving ethical considerations is a key aspect of critical thinking, especially in roles where ethical dilemmas can arise. Here's a possible answer:

In a previous role as a procurement officer, I was faced with an ethical decision concerning a potential supplier. The supplier offered significantly lower prices than competitors, which would be a great advantage for our budget. However, I came across information suggesting they were able to cut costs by using unfair labor practices.

I was faced with a difficult decision: save money for the company by choosing the low-cost supplier or prioritize ethics by selecting a more expensive, but fair, supplier.

Firstly, I ensured that the information about the low-cost supplier's labor practices was accurate. I performed more research, looking into reports and credible sources, and found multiple indicators confirming the initial information.

Next, I presented the information to my superiors, outlining the ethical dilemma. I proposed that we choose a more expensive, but ethically sound, supplier, emphasizing the potential harm to our company's reputation if we were associated with unfair labor practices.

While the decision involved a financial sacrifice, it was essential to uphold our company's values and commitments to ethical practices. My superiors agreed with the recommendation, and we chose the supplier who conducted fair labor practices.

In retrospect, this was not just the right decision ethically, but also strategically, as our company later received positive recognition for our commitment to ethical sourcing.

In your answer, focus on demonstrating your ability to prioritize ethical considerations, even when it's difficult, and make a decision that aligns with both your personal and professional values. Show that you understand the importance of ethics in your profession and in business more broadly.

Critical thinking isn't just about being logical or analytical – creativity can play a crucial role, especially when tackling complex problems. Here's an example:

In my previous role as an operations manager at a manufacturing company, we faced a significant challenge due to supply chain disruptions. Our primary supplier had gone out of business, and we were struggling to find an alternative that offered the same quality and price.

Rather than trying to find a single new supplier, I decided to think outside the box. I suggested we explore the possibility of splitting our order among several smaller suppliers. This way, we could not only meet our immediate needs but also reduce the risk of future disruptions.

To test the feasibility of this idea, I did extensive research into potential suppliers, assessing their capacity, quality, pricing, and reliability. I also analyzed our production process to see how it might be affected by receiving materials from multiple sources.

After concluding that this strategy could work, I proposed the idea to senior management. They were initially skeptical, but I presented my research and explained the potential benefits. They agreed to a trial run.

The result was a resounding success. Not only were we able to maintain our production quality and costs, but the diversification also made our supply chain more resilient. We were less dependent on a single supplier and therefore less vulnerable to potential disruptions.

In retrospect, this was a prime example of how creative thinking can provide solutions to complex problems. By not confining myself to traditional solutions, I was able to find an innovative approach that served our company well.

In answering this type of question, it's important to illustrate how you can think beyond the conventional solutions and bring a creative perspective to problem-solving. Show that you can think outside the box and take calculated risks to solve complex problems.

Facing unfamiliar problems is common in any job role. The ability to apply critical thinking skills to tackle such problems is essential. Here's an example of how someone might approach it:

When confronted with an unfamiliar problem, my first step is to define the problem as clearly as possible. I would ask clarifying questions and gather as much information as I can to understand the situation fully.

Next, I would break the problem down into smaller, more manageable parts. For instance, if the problem is about improving customer satisfaction, I might break it down into elements such as product quality, customer service, and pricing.

After breaking down the problem, I'd start researching possible solutions. This might involve online research, consulting with colleagues or experts, or reviewing similar past situations.

Once I have a list of possible solutions, I'd evaluate them based on factors such as feasibility, cost-effectiveness, and potential impact. This involves weighing the pros and cons of each solution and how well each solution aligns with the desired outcomes.

Then, I would choose the most promising solution and develop a plan to implement it. This plan would include clear steps, resources required, and a timeline.

Lastly, after implementing the solution, I would monitor the results and make adjustments as needed. If the first solution does not work as expected, I'd be ready to revisit the problem and consider the other solutions.

Your answer should showcase your ability to apply a systematic and logical process to tackle new problems. This includes problem definition, problem decomposition, research, solution evaluation, implementation, and review. This shows your ability to navigate unfamiliar situations using your critical thinking skills.

The application of critical thinking to improve processes demonstrates practical problem-solving skills and the ability to add value. Here's a potential answer:

In my previous role as a project manager, I noticed that our team was spending an excessive amount of time on weekly status meetings. The meetings often ran over schedule and didn't always provide clear action items.

I used critical thinking to identify the problem and propose a solution. I started by gathering data, including how long each meeting took, how many people were involved, and the outcomes of the meetings. I also collected feedback from team members about their perceptions of the meetings' effectiveness.

Upon analyzing the data and feedback, it became apparent that the problem was two-fold. Firstly, there was no clear structure for the meetings, leading to unfocused discussions. Secondly, there was too much time spent on updating the status of ongoing tasks, which could be communicated more efficiently.

Based on these findings, I proposed changes to the meeting structure. We implemented an agenda with specific time allocations for each topic. This ensured focused discussions and prevented unnecessary diversions.

For status updates, I recommended the use of a shared digital project management tool where everyone could update their progress. This reduced the need for lengthy verbal updates during meetings.

After implementing these changes, we significantly reduced the duration of our weekly meetings and improved their productivity. The team appreciated the more efficient use of their time, and we could dedicate more effort to the actual work on our projects.

This example demonstrates how critical thinking can lead to process improvements. It shows the ability to identify a problem, collect and analyze data, propose a solution, and measure the impact of the changes.

Dealing with ambiguity is a vital part of many roles, particularly those at a senior level or in fast-paced, dynamic industries. Here's a way a candidate could handle it:

When faced with ambiguous situations, my first step is always to try and gather as much information as possible. This might involve asking clarifying questions, conducting research, or consulting with colleagues or experts. The goal is to reduce the level of uncertainty, even if it can't be completely eliminated.

However, I recognize that in some situations, decisions need to be made even when not all the information is available. In such cases, I rely on risk assessment and scenario planning.

Risk assessment involves identifying potential risks and their impacts. It helps me understand what could go wrong if a particular decision is made. Scenario planning, on the other hand, allows me to anticipate different outcomes based on the decisions made. Both these methods help in making informed decisions in the face of ambiguity.

It's also important to be comfortable with making revisions as more information becomes available. I always approach ambiguous situations with a flexible mindset, ready to pivot or adjust plans based on new data or changes in the situation.

Finally, in such scenarios, clear communication becomes crucial. Whether it's with team members, superiors, or stakeholders, I ensure to explain the situation, how I plan to approach it, and any assumptions I'm making.

This approach not only helps me navigate through ambiguous situations but also ensures those involved are well informed and understand the decision-making process, further mitigating risks.

Through your response, you aim to show that you can take thoughtful and measured risks and make sound judgments even in the face of uncertainty. This highlights your advanced critical thinking and decision-making skills.

Conflicts or disagreements are common during problem-solving, especially when it involves a team. Here's a way someone might handle it:

When a conflict arises, my first step is to ensure that everyone involved has a chance to express their views. Often, conflicts arise due to misunderstandings or a lack of clear communication, so promoting open dialogue can help clear up any issues.

Next, I would try to understand the root cause of the disagreement. This might involve asking questions to clarify each person's perspective and understand why they hold their viewpoint. Understanding the motivations and reasons behind differing views can often reveal a path towards resolution.

Once I have a better understanding of the situation, I would facilitate a discussion aimed at finding a common ground or compromise. This might involve suggesting potential solutions, mediating between parties, or finding areas where everyone agrees.

If a resolution still seems difficult, I might propose using a decision-making tool or technique. For example, we might use a decision matrix to objectively evaluate different options, or we might bring in a neutral third party to mediate the discussion.

Finally, regardless of the outcome, I always aim to ensure that everyone feels heard and respected. It's important to maintain positive relationships and a good team dynamic, even when disagreements occur.

Your answer should illustrate your conflict resolution skills, emphasizing your ability to promote open communication, understand differing perspectives, and facilitate a resolution. It should also demonstrate your understanding of the importance of maintaining positive team dynamics and relationships.

Addressing the root cause of a problem rather than just dealing with the symptoms is a key aspect of effective problem-solving and critical thinking. Here's a possible answer:

When I was working as a customer service representative at an e-commerce company, we started receiving complaints about delayed deliveries. The initial response was to apologize to the customers and assure them that their orders would arrive soon.

However, I noticed that the number of complaints was increasing, which suggested that this was not a one-off issue. I decided to dig deeper to understand the root cause of the problem.

I began by examining the complaints in detail to identify any patterns or common factors. I found that the delays were predominantly occurring with orders that were processed by one specific warehouse.

Next, I coordinated with the warehouse management team to understand what might be causing the delays. After some discussion, we discovered that a recent software update in their inventory management system was causing processing errors. These errors were slowing down the order fulfillment process, which was resulting in delayed deliveries.

Upon identifying the root cause, I reported the issue to the IT department, who then rectified the software error. Following this correction, the delivery times improved, and the number of complaints reduced significantly.

By focusing on identifying and addressing the root cause of the problem, we were able to provide a long-term solution, rather than just dealing with the symptoms. This not only resolved the immediate issue but also helped prevent similar problems in the future.

In your answer, you should aim to showcase your analytical skills and your ability to look beyond the obvious to identify the underlying issues. This shows that you are not just a problem solver, but a problem preventer.

The ability to use both qualitative and quantitative data in problem-solving can provide a more comprehensive understanding of the issue. Here's an example of how someone might approach it:

When I was working as a product manager in a software company, we noticed that the usage of one of our key features was significantly lower than expected. To understand why this was happening and how to address it, I decided to use both quantitative and qualitative data.

For the quantitative analysis, I looked at our product usage data to understand the extent of the issue. This involved analyzing how often users interacted with the feature, the length of interaction, and how this compared to our other features. I also analyzed user demographics to see if there were any patterns in who was or wasn't using the feature.

However, the quantitative data only gave me the 'what' – it didn't tell me 'why' users were not engaging with the feature. To understand the 'why', I turned to qualitative data. I arranged interviews with a sample of users who rarely used the feature and asked for their feedback. I also reviewed user feedback from support tickets and social media to gather more insights.

The quantitative data showed that new users were less likely to use the feature, while the qualitative data indicated that these users found the feature confusing and not user-friendly.

Based on these findings, I worked with the UX design team to simplify the feature and make it more intuitive for new users. We also added a tutorial for the feature in our onboarding process to help new users understand how to use it.

Post-implementation, both the quantitative and qualitative data showed improvements. There was a significant increase in the usage of the feature, particularly among new users, and the feedback on the feature's user-friendliness also improved.

This approach demonstrates the ability to use both quantitative and qualitative data to get a comprehensive understanding of a problem and devise effective solutions.

Balancing innovation and risk is a key aspect of strategic decision-making. Here's an illustrative example of how one might approach this:

As the Head of Product Development in a tech company, I frequently face the challenge of pushing for innovation while also managing the associated risks. My approach is to always base decisions on a comprehensive risk-benefit analysis.

When considering a new approach or innovation, I begin by defining the potential benefits. This includes looking at how it could enhance our product offering, increase our competitiveness, or improve our operations.

Next, I assess the potential risks. This involves considering factors such as cost, time, technical feasibility, impact on existing processes, and the potential for negative outcomes.

Once the potential benefits and risks are outlined, I weigh them against each other. This involves considering the severity of potential risks, the likelihood of those risks, and the overall impact of the benefits.

In some cases, the potential benefits may clearly outweigh the risks, making the decision relatively straightforward. In other cases, the decision might be less clear. When the risks are high, I might opt for a more cautious approach, such as running a pilot project or phased implementation, which allows us to test the new approach on a smaller scale before full implementation.

Throughout this process, communication is key. I make sure to involve all relevant stakeholders in the decision-making process and ensure everyone understands both the potential benefits and risks.

This approach allows us to drive innovation while also managing the associated risks effectively. It shows that I'm able to make thoughtful and balanced decisions, even in complex and uncertain situations.

Adjusting your critical thinking approach based on your audience or stakeholders is a crucial skill, especially in roles that require frequent cross-functional collaboration or customer interaction. Here's an example:

In my previous role as a Technical Project Manager, I was managing a project that involved building a new feature for our software product. The feature was technically complex and required the collaboration of different teams including software developers, UX designers, and quality assurance engineers. Moreover, we had to ensure that the feature would meet the expectations of our end users, who were non-technical.

The biggest challenge was to ensure effective communication and decision-making among all stakeholders, despite their diverse backgrounds and perspectives.

When communicating with the software developers, I used my technical understanding to discuss detailed requirements, potential challenges, and solution approaches. Critical thinking here involved deep problem-solving, technical analysis, and understanding of software development best practices.

On the other hand, when discussing the project with UX designers and end users, I had to shift my approach. Instead of focusing on the technical aspects, I focused on the user perspective - how the feature would be used, what user problems it would solve, and how the user experience could be optimized. This involved empathetic thinking and understanding of user behavior and needs.

Throughout the project, I continually adapted my communication and problem-solving approach based on who I was working with. This ensured that all stakeholders could effectively contribute to the project, and that the final product was technically sound and user-friendly.

By adjusting my critical thinking approach based on the audience, I was able to bridge the gap between different stakeholders and drive the project to a successful conclusion. This story demonstrates adaptability, excellent communication skills, and a versatile critical thinking approach.

Learning from failure is an essential part of personal and professional development, and critical thinking plays a key role in this process. Here's an example:

In one of my early projects as a Junior Data Analyst, I was assigned to create a predictive model for sales forecasting. Despite my best efforts and thorough research, the model failed to deliver accurate predictions when implemented, which had a negative impact on our sales planning.

Rather than getting disheartened, I decided to use this experience as a learning opportunity. I started by critically evaluating what went wrong. This involved reviewing my work and methods, identifying potential shortcomings in my data collection and analysis, and considering other factors that might have affected the model's performance.

Upon reflection, I realized that my model didn't adequately account for some key external factors, such as market trends and seasonal variations, which significantly affected sales. I also realized that I had over-relied on historical data and didn't take enough into account potential changes in future market conditions.

From this experience, I learned the importance of thoroughly understanding all the factors that can influence the variable I am trying to predict. I also learned to validate my models with real-world data and to be open to adjusting them as necessary.

This failure ultimately improved my analytical skills and my approach to predictive modeling. I applied these lessons in my subsequent projects, leading to more reliable and accurate predictive models.

The ability to critically learn from failure shows resilience, continuous learning, and the ability to improve. These are valuable qualities in any professional setting.

Evaluating multiple potential solutions to a problem is a common scenario where critical thinking is required. Here's an illustrative example:

In my role as a Marketing Specialist, our team was faced with the challenge of increasing the reach of our social media posts. We brainstormed and came up with several potential solutions, including investing in paid promotions, partnering with influencers, and launching a user-generated content campaign.

In order to evaluate these options, I had to employ critical thinking skills. I started by defining the criteria we would use to judge the solutions: potential reach, cost, required resources, and alignment with our brand.

Next, I gathered data on each solution. For paid promotions, I researched the potential reach and cost of different social media platforms. For influencer partnerships, I compiled a list of potential influencers, estimated their reach, and calculated potential partnership costs. For the user-generated content campaign, I analyzed similar campaigns from other brands to estimate potential reach and engagement, and outlined the resources we would need to manage the campaign.

After gathering this data, I compared each solution against our criteria. This helped us understand the trade-offs of each option. For example, while paid promotions could offer immediate results, they could also be expensive. Influencer partnerships could offer high reach, but finding the right influencers and managing these partnerships could be resource-intensive. The user-generated content campaign could generate high engagement and organic reach, but it would require careful planning and monitoring.

Finally, I presented my analysis to the team. We discussed the pros and cons of each option, and ultimately decided to start with a user-generated content campaign because it offered the best balance of reach, cost, and resource requirements, and aligned well with our brand's community-focused values.

Through this process, I was able to use critical thinking to systematically evaluate each potential solution, make an informed recommendation, and facilitate a decision-making discussion. This story shows my ability to analyze data, consider multiple factors, and make reasoned judgments.

The ability to think critically can often be the key to success in completing projects or tasks. Here's an example:

In a previous role as an Events Coordinator, I was given the responsibility of organizing a large outdoor community event. This was a sizable task, requiring coordination with various stakeholders, including vendors, community groups, security, and the city council.

I knew that to execute this event successfully, I needed to anticipate potential challenges and devise effective solutions. For example, weather unpredictability was a significant concern. To mitigate this, I identified a suitable indoor venue as a backup and arranged flexible contracts with vendors to accommodate a last-minute change of location.

Additionally, I anticipated that crowd management could be a challenge, especially given the popularity of the event in previous years. To address this, I worked closely with security teams to design a crowd management strategy, which included efficient entry and exit routes, clear signage, and trained personnel at strategic points.

Moreover, to ensure a smooth setup and breakdown, I coordinated with vendors and provided them with detailed schedules and layout plans, highlighting key logistical information.

The event was a great success, with positive feedback from attendees, vendors, and community groups. It wouldn't have been possible without the critical thinking employed at various stages - from the planning phase, where potential challenges were anticipated, to the execution phase, where solutions were effectively implemented. This example demonstrates how critical thinking can lead to successful project completion, even in complex and unpredictable situations.

Critical Thinking Advanced Interview Questions

Sure, this question aims to evaluate the candidate's ability to gather and analyze information in order to come up with a reasonable decision. Let's take a hypothetical situation in a business context:

You were part of a team that was in charge of deciding whether to continue or halt a project. The project had been running for a year, but the results weren't as expected. Some team members wanted to halt the project due to lack of progress, while others wanted to continue, believing that there was potential in the long run.

In this situation, the first step would be to gather as much information as possible. This could include data on project performance, team member opinions, market research, and more. A candidate might have used data analysis tools to make sense of the project's performance metrics, or held discussions with team members to understand their perspectives.

After information gathering, it's important to analyze the data. The candidate could have identified patterns in the data, checked the project's performance against set benchmarks, and evaluated the potential benefits and drawbacks of continuing the project.

The final step in the critical thinking process would be to make a decision. Based on their analysis, the candidate might have decided that it's best to halt the project, or perhaps to adjust the project's strategy and continue. They should be able to justify their decision based on the data and analysis.

Remember that this is a hypothetical example and the specifics will depend on the candidate's personal experiences. What's important is that the candidate demonstrates the ability to gather and analyze data, evaluate options, and make informed decisions.

The goal of this question is to understand the candidate's ability to employ critical thinking skills in a real-world, complex situation. An example of how someone might answer this question is as follows:

In my previous role as a project manager, our team was assigned a significant project with a tight deadline. During the project's initiation phase, it became clear that the resources allocated were insufficient for the complexity and scale of the tasks at hand.

Using my critical thinking skills, I decided to first identify the problem areas. The issues were mainly inadequate personnel and an overly ambitious timeline.

Having identified the problem, I then conducted a thorough analysis of the situation. I scrutinized our project plan, examined the skillsets of our team members, and compared the project's requirements with our available resources.

Once the analysis was done, I decided to approach the problem on two fronts.

First, I proposed to the upper management the need for more resources. I presented them with a clear and data-backed picture of why the current team size was inadequate and how increasing the team size could positively impact the project's delivery.

Second, I reassessed the project timeline. I divided the project into smaller, manageable parts and reprioritized them based on their business impact and resource requirement.

My approach was successful. Management provided additional resources and agreed to the revised, more realistic timeline. The project was eventually completed on time, within budget, and met the client's expectations.

This example demonstrates the use of critical thinking in problem identification, thorough analysis, formulating action plans, and decision-making to solve a complex workplace problem.

This question is designed to gauge the interviewee's ability to critically evaluate existing norms and procedures, their capacity to drive change, and their courage to stand up for their beliefs when they see room for improvement. Here is an illustrative response:

In a previous role, I was working in a marketing department where we were relying heavily on traditional marketing methods like print advertising, television commercials, and direct mail. Although these methods were somewhat effective, I believed that we were missing out on a significant portion of our potential audience by not engaging in digital marketing.

I started by gathering data to support my viewpoint. I researched industry trends and statistics, and also analyzed our own marketing data. I found that a significant portion of our target audience was more active on digital platforms, and our engagement with them through traditional channels was declining.

Next, I analyzed this information and found that investing in digital marketing could potentially increase our audience reach and engagement while reducing costs. I considered different digital marketing strategies and their potential return on investment.

Once I had this information, I presented my findings to the management team. I used my research to explain why I believed a shift to digital marketing was necessary and beneficial for our company. I also suggested a phased approach to slowly reduce our dependence on traditional marketing while gradually increasing our digital presence.

My proposal was met with resistance initially, as change often is. However, I used my critical thinking skills to address concerns, answer questions, and provide additional information as needed.

Eventually, my proposal was accepted. We implemented the new digital marketing strategy gradually, and after a few months, we saw a significant increase in audience engagement and a decrease in marketing costs. This situation taught me that challenging existing norms can lead to improved processes and beneficial changes.

The specific details of your situation may be different, but the crucial point is to demonstrate your ability to critically evaluate existing procedures, think strategically, and drive change when necessary.

This question seeks to evaluate the candidate's skills in managing complex, conflicting information and utilizing critical thinking to make strategic decisions. Below is an illustrative scenario:

In a previous role as a project manager for a software company, I was assigned a project that had fallen behind schedule and was experiencing internal disagreements. The client wanted additional features that weren't initially agreed upon, and the development team claimed that implementing these changes would push the deadline further.

Firstly, I undertook to understand the scope of the project and the client's requests in-depth. I gathered information from all available resources, including project documentation, client communication, team meetings, and individual discussions with team members. This allowed me to grasp the nature of the conflicting information and the challenges it presented.

The next step involved analysis. I evaluated the technical feasibility of implementing the additional features within the given timeframe. This included talking to the developers, assessing the workload, and considering potential solutions. At the same time, I had discussions with the client to understand their needs and their business rationale behind the requested changes.

Following the analysis, I found that integrating all the additional features would indeed be impractical within the original timeframe. However, I also realized that not all features were equally important to the client. Some of them could provide immediate value, while others could be postponed for future updates.

In light of this, I proposed a solution to both the client and the development team. We could prioritize and incorporate the most valuable features in the current project scope and postpone the rest for future updates. This approach required rescheduling, but it was a reasonable compromise that respected the client's needs and the team's capacity.

This situation was complex due to the conflicting needs of the client and the development team. However, by critically examining and analyzing the information, I was able to come up with a strategic decision that catered to both parties' needs without overburdening the team or disappointing the client.

While the details of your situation may differ, the key point to highlight in your answer is your ability to navigate through conflicting information, analyze complex scenarios, and make strategic decisions that balance various interests.

This question is designed to assess a candidate's ability to problem solve and make sound judgments even when faced with limited data. An example answer may look like the following:

If I were to approach a problem with limited information, my first step would always be to acknowledge the lack of data and consider the potential implications of this. This is important because understanding the limitations of your knowledge can prevent hasty decisions and allow for a more cautious approach.

Once I've acknowledged the data limitations, I would then make a concerted effort to gather as much additional information as possible within the constraints of the situation. This could involve conducting research, seeking advice or input from colleagues, or utilizing past experience and knowledge that might be applicable to the situation at hand.

In situations where obtaining additional information isn't possible or practical, I would have to rely on analysis of the available information, no matter how limited. This involves careful scrutiny of every piece of data at hand, considering all possible implications and outcomes of different decision paths.

When the information is severely limited, it may be necessary to make assumptions to fill in the gaps. However, it's crucial that these assumptions are clearly stated, reasonable, and based on sound logic or past experience. It is also essential to remember that decisions based on assumptions carry a certain level of risk due to the potential inaccuracy of those assumptions.

Finally, once a decision has been made, it's crucial to monitor the outcomes closely. This allows for any necessary adjustments to be made quickly if the results indicate that the original decision may not have been the best one.

Through this process, critical thinking can be applied even in situations with limited information. The goal is to make the most informed decision possible given the circumstances, while remaining flexible and ready to adapt as new information becomes available.

This question examines the candidate's ability to apply critical thinking skills swiftly under pressure. Here's an illustrative scenario:

In my previous role as a supply chain manager, we encountered an issue where a critical shipment was delayed due to an unexpected transportation strike. This shipment was crucial for an ongoing production run, and any further delays could have resulted in significant losses.

Despite the pressure, I knew it was crucial to avoid impulsive decisions. I began by quickly gathering as much information as I could within the time constraints. This involved understanding the possible duration of the transportation strike, checking the availability of the material in question in our inventory, and assessing the impact of the delay on our production schedule.

Next, I had to analyze the information swiftly. I realized that waiting for the strike to end could result in significant production downtime. However, sourcing the material locally was another option, though it would increase our costs due to higher local prices.

Given the urgent nature of the situation, I had to make a quick decision. I evaluated the potential cost of production downtime against the increased cost of local sourcing. I found that despite the higher cost of local materials, we would overall incur less loss than if we allowed the production to halt.

After making the decision to source the materials locally, I communicated the situation and my decision to both the production team and the senior management. It was also critical to closely monitor the situation, ready to revisit the decision should the strike end sooner than expected or if other unforeseen issues arose.

While the specifics of your experience may vary, the key aspect to focus on is your ability to rapidly collect and analyze information, make decisions under pressure, and continuously monitor the situation to ensure the decision remains the most effective solution.

This question is designed to assess a candidate's ability to use a systematic, step-by-step approach to solve complex problems. Here's a possible scenario to illustrate this:

In my previous role as a lead software engineer, our team was tasked with developing a new feature for our application that required integrating several different technologies. The complexity and scope of the project were daunting at first glance, and the team was struggling to get started due to the enormity of the task.

To tackle this, I used a critical thinking technique known as 'decomposition,' which involves breaking a complex problem down into smaller, more manageable parts.

Firstly, I organized a series of brainstorming sessions with the team to fully understand the problem and its requirements. This helped us outline the overall structure of the feature and the different technologies involved.

After we had a clearer understanding of the overall task, I divided the project into smaller, more manageable sub-tasks. These sub-tasks were designed to be independent of each other as much as possible, each representing a different aspect of the overall problem. This allowed the team to work simultaneously on different parts of the problem.

For each sub-task, we defined success criteria, estimated the time needed, and identified potential risks. This process was iterative, and we often had to re-evaluate and adjust our plans based on the progress and new insights we gained along the way.

This approach of breaking down the problem helped us manage the complexity of the task and maintain momentum. By solving each smaller problem, we gradually built up the complete solution. Eventually, we were able to successfully develop the feature and integrate it into the application within the set deadline.

While the details of your situation may differ, the essential point is to demonstrate your ability to systematically approach complex problems, break them down into manageable parts, and drive the project to completion.

This question is intended to evaluate a candidate's ability to apply logical thinking and reasoning in a practical context. Here is an illustrative response:

In my previous role as a customer service representative, I was often faced with customers who were upset due to a misunderstanding of a product's features or limitations. One particular case that stands out involved a customer who was upset because a software product they purchased wasn't working as they expected.

The first step in my logical reasoning process was to gather as much information as possible. This involved listening carefully to the customer's concerns, asking relevant questions to understand the specifics of their issue, and reviewing any associated documentation or product specs.

Next, I analyzed the gathered information. In this case, I found that the customer was attempting to use the software for a purpose it wasn't designed for.

Once I identified the problem, the next step was to identify potential solutions. In this case, one solution was to educate the customer about the intended use of the product and suggest alternate methods or products that could better suit their needs.

After assessing the feasibility and impact of this solution, I chose to implement it. I carefully explained to the customer the software's intended use and provided alternative solutions to their problem. While initially upset, the customer appreciated the clear explanation and was satisfied with the alternative solutions proposed.

Finally, I sought feedback from the customer to ensure that the problem had been fully resolved and that they were satisfied with the outcome. This closed the loop on the problem-solving process.

The critical aspect in this answer is demonstrating the application of logical steps (information gathering, analysis, solution identification, implementation, and feedback) to solve a problem effectively. The specifics of your experience may be different, but this step-by-step approach should be clearly reflected in your answer.

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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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Nov 1, 2021

20 Critical Thinking Interview Questions to Ask Candidates

Markellos Diorinos

Co-founder and CEO of Bryq, Markellos has a simple vision: to empower every organization to hire, grow and retain talent more effectively using science backed data.

Identifying critical thinking skills is essential in the recruitment process. Candidates often encounter situations where they lack complete information or data to address an issue. Moreover, solutions to problems are rarely straightforward or dichotomous. Therefore, employees must possess the ability to think creatively and tackle complex challenges. Assessing a candidate's critical thinking capabilities, however, can be a daunting task. Incorporating critical thinking questions during interviews is an effective strategy. These questions, especially when combined with Bryq's cognitive skills assessment, are instrumental in differentiating between candidates who are proactive thinkers and those who take a more passive approach to their problem-solving methods. This combined approach is particularly valuable in refining the selection process during interviews.

What is Critical Thinking...and Why is it Important?

Critical thinking means thinking reasonably without too much emotion or subjectivity. People who think critically try to push all of that aside when making decisions. Instead, these individuals rely on objectivity, reason, and logic to solve problems. These may be considered “soft skills”, but they are becoming increasingly important in the global workforce. Some jobs might require more critical thinking skills than others, but critical thinking skills will need to be utilized in every job role, no matter how straightforward a job might seem.

Take, for instance, a cashier job. It might seem that the only responsibilities a cashier might have are scanning groceries and handling money. But what if there is a price discrepancy? What if the cashier notices that a customer might be stealing merchandise? What if the customer hands over a fake note? These are all possible situations in which a cashier will need to use critical thinking skills to solve problems.

20 Critical Thinking Interview Questions

Critical thinking skills can’t be assessed by reading resumes or looking at previous work experience. Asking a candidate open-ended questions that allow them to demonstrate their ability to think outside of the box and use logic to solve problems will give you a much better idea of how sharp a candidate’s creative thinking skills are. Even asking questions that seem like riddles is a great way to get your candidates thinking! You can also use these questions to check for both hard and soft skills.

Use the following 20 questions to see which of your candidates has both the brains and logic to stand out above the rest: 

Tell us about a time when a project did not go as planned. What can be done to avoid a similar problem in the future?

Have you ever needed to make an important decision quickly?

Has there ever been a time when you needed to decide without knowing all the details of a situation?

Imagine that you are the project manager of an important project. Two of your co-workers cannot get along, delaying the project. How do you go about solving this issue?

Have you ever had to convince your manager that your way of solving a problem was the best? How did you go about convincing them that you were right?

Imagine coming to work to see you have been sent 1,000 emails overnight. If you only have time to answer 200 of them, how would you decide which 200 emails to respond to?

Have you ever foreseen a problem before it happened? What did you do to prevent this from happening?

A customer has approached you with a problem while you are talking to your manager about something very important. How would you react to this?

Describe the color green to somebody who is blind.

How would you go about putting together a 1,000-piece jigsaw puzzle?

While in a meeting, your co-worker suggests a solution to a problem you know will not work. Do you voice your concern to the team in the meeting?

Has there ever been a time when somebody suggested an idea to you that you had not considered? If so, what was your reaction to this?

What steps do you take when addressing a problem?

Describe a time when you noticed a problem at work and came up with a solution.

Have you ever had to adapt your work style for a manager? What adjustments did you make?

Tell us about a time when you set a lofty goal for yourself and achieved it. What steps did you take to make it happen?

What is the one thing you would change about your previous job? How would you go about making these changes?

Has there ever been a time when you were dealt with an unexpected situation at work that caused you to change your approach? Tell us how you handled it.

If your manager made a mistake on an important document, how would you address it?

Is it better to increase prices to gain profit or lower prices to make customers happy?

How to Assess Critical Thinking Skills

The answers to these critical thinking interview questions can and should vary across candidates. The more creative and thought-out the response is, the better the candidate should be able to solve complex problems. However, there are some common characteristics critical thinkers have that you can look for while assessing candidates.

Critical Thinkers Are Logical

They don’t let bias or their typical way of thinking get into their decision-making. They can consider a situation from every angle and use logic to develop a solution to a problem.

Critical Thinkers Are Trustworthy

They make well-reasoned decisions based on fact and logic, not emotion. This means that they make decisions that you can trust. Additionally, they use problem-solving techniques without worrying much about the opinions of others.

Critical Thinkers Are Innovative

They are true innovators at heart. They look at problems from a different perspective. Additionally, critical thinkers offer fresh solutions to your company’s problems that you might not have thought of before.

Unexpected Answers

Candidates who possess critical thinking skills typically give creative solutions to problems. If a candidate gives a typical answer to a question or presents an obvious solution to a problem, they might lack critical thinking skills. Giving “black or white” answers suggests that these candidates don’t know how to think outside the box. You should be looking for answers and solutions that are creative yet backed by logic.

Complete Answers

Some candidates might not give detailed answers to interview questions. Alternatively, some might not even answer your question at all. It’s important to note that many critical thinking interview questions don’t have “right” or “wrong” answers. When we ask questions, we are trying to figure out whether or not the candidate has the capacity to at least try to give a fully thought-out answer backed by logical reasoning that makes sense. If a candidate tells you that the sky is actually green and not blue while presenting logical explanations as to why, you have a critical thinker on your hands. A critical thinker will convince you of things based on logic.

Check Facts

In the answers the candidates gave you, did they search for more information before moving forward in their decision-making process? When solving problems, a critical thinker prefers to find out as much information as they can before making a final decision. Make sure your candidates are making decisions based on facts and not feelings.

Logical Reasoning

In their responses, do candidates use logical reasoning to solve the issues at hand? Or do they jump to conclusions and skip logic in favor of taking action right away? When interviewing candidates, seek out logical reasoning in their answers to determine if they are critical thinkers.

How Bryq Can Help

It’s obvious that looking for critical thinking skills in the interview process is important. Of course, interview questions are only as helpful as the tools you’re using alongside them to find future hires. Bryq’s talent assessment software helps you find the perfect candidate based on personality assessments and assessment questions made to test a candidate’s cognitive abilities and critical thinking skills . Our product is based on Industrial & Organizational Psychology and measures four distinct skills - numerical skills, logical reasoning, verbal skills, and attention to detail.

Hiring employees who possess critical thinking skills can benefit your company tremendously. These employees will offer new solutions to ongoing problems and innovative ideas to improve your processes and will work hard to make sure things go smoothly. Using the critical thinking interview questions above in conjunction with Bryq’s talent assessment software is a surefire way to hire a team of critical thinkers who will get the job done.

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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 )

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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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Critical thinking definition

Critical thinking, as described by Oxford Languages, is the objective analysis and evaluation of an issue in order to form a judgement.

Active and skillful approach, evaluation, assessment, synthesis, and/or evaluation of information obtained from, or made by, observation, knowledge, reflection, acumen or conversation, as a guide to belief and action, requires the critical thinking process, which is why it's often used in education and academics.

Some even may view it as a backbone of modern thought.

However, it's a skill, and skills must be trained and encouraged to be used at its full potential.

People turn up to various approaches in improving their critical thinking, like:

• Developing technical and problem-solving skills
• Engaging in more active listening
• Actively questioning their assumptions and beliefs
• Seeking out more diversity of thought
• Opening up their curiosity in an intellectual way etc.

Is critical thinking useful in writing?

Critical thinking can help in planning your paper and making it more concise, but it's not obvious at first. We carefully pinpointed some the questions you should ask yourself when boosting critical thinking in writing:

• What information should be included?
• Which information resources should the author look to?
• What degree of technical knowledge should the report assume its audience has?
• What is the most effective way to show information?
• How should the report be organized?
• How should it be designed?
• What tone and level of language difficulty should the document have?

Usage of critical thinking comes down not only to the outline of your paper, it also begs the question: How can we use critical thinking solving problems in our writing's topic?

Let's say, you have a Powerpoint on how critical thinking can reduce poverty in the United States. You'll primarily have to define critical thinking for the viewers, as well as use a lot of critical thinking questions and synonyms to get them to be familiar with your methods and start the thinking process behind it.

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Analysis of the Application of Problem-Based Learning Model on Critical Thinking Skills in Thematic Learning of Grade V Students of Mis Al-Ikhwah Pontianak

The lack of students' critical thinking skills and understanding in learning occurs because the variations in learning models implemented by teachers have not been maximized, even though teachers apply other learning models, in their implementation the variations in learning models implemented so far have not been effective. The purpose of this research is to analyze the application of the Problem Based Learning model to students' critical thinking skills in thematic learning in class V of SD MIS Al-Ikhwah Pontianak. This research uses qualitative research, in which the researcher makes observations and observes the actions of the informant. The data collection techniques used were observation, interviews and documentation. The research results show that the application of the PBL (Problem Based Learning) learning method in the teaching and learning process really helps students to improve students' critical thinking skills as evidenced by the increase in student learning outcomes of 95.44%. This is because the application of the PBL learning method makes it easier for students to understand the material taught by the teacher, makes students active, confident and more courageous in answering questions given by friends between groups.

Amir. (2009). Inovasi Pendidikan Melalui Problem Based Learning. Jakarta: Kencana.

Watipah. (2019). Peningkatan Proses Pembelajaran Tematik Terpadu dengan Menggunakan Model Discovery Learning di Kelas IV Sekolah Dasar. Jurnal: JOTE, Volume 1 Nomor 1 Tahun. Hlm. 12 – 23.

Malawi & Kadarwati. (2017). Pembelajaran Tematik: Konsep dan aplikasi”, Magetan: Ae Media Grafika.

Samatowa, U. (2011). Pembelajaran IPA di Sekolah dasar.Jakarta: Indeks

Syarifah. (2022). Model Problem Based Learning dan Pembentukan Kelompok Sosial, JAKARTA: Mikro Media Teknologi. Hal. 9

Taufiq Amir. (2016). Inovasi Pendidikan Melalui Problem Based Learning, Jakarta: Kencana.

Pamungkas. (2020). Model Pembelajaran Berbasis masalah (problem based learning), Jakarta: Guepedia.

Hamid Darmadi. (2013). Metode Peneltian Pendidikan dan Sosial, Bandung: ALFABETA, CV

Gusti Ayu Agung Riesa Mahendradhani. (2021). Problem-Based Learning di Masa Pandemi. Jakarta. Nilacakra

Hermianto Sofyan dkk. (2017). Problem Based Learning dalam Kurikulum 2013. Yogyakarta. UNY Press 2017. 1 (4) : 46-54.

Umi Kulsum. (2023). Model Problem-Based Learning Meningkatkan Hasil Belajar PPKN Peserta Didik. Lombok: P4I. 26

Malawi & Kadarwati. (2017). Pembelajaran Tematik: Konsep dan Aplikasi. Magetan: CV AE Media Grafika.

Prastowo. (2019). Analsis Pembelajaran Tematik Terpadu. Jakarta: Kencana.

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