problem solving hr interview questions

By Mike Simpson

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

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

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

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

What Is Problem-Solving?

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

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

What part is that? The word “process.”

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

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

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

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

How to Answer Problem-Solving Interview Questions

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

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

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

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

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

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

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

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

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

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

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

EXAMPLE ANSWER:

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

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

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

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

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

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

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

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

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

17 More Problem-Solving-Based Interview Questions

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

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

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

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

Putting It All Together

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

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What Is Your Greatest Weakness?
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Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

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

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

About The Author

Mike simpson.

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

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Problem-solving

Use these problem-solving interview questions to figure out how candidates deal with difficult situations and provide the best solutions.

Why problem-solving matters

Challenges are a part of work life that help us grow 🌷 —as long as we know how to deal with them.

That’s why you need to figure out how good your candidate is at problem-solving from day one.

Figuring this out at interview can help you learn how your candidate:

Approaches challenges
Uses metrics to drill down to the root of a problem
Performs in difficult situations
Reacts to personal challenges

The perfect candidates will be results-oriented, analytical and spherical thinkers, stand out for their ability to recognize/predict a problem, and will know how to fix an issue to prevent it from recurring.

These problem-solving interview questions can be used anytime, anywhere and for any candidate level.

Problem-solving interview questions

Have you ever had to solve a problem alone? How did it work out for you?
Give us an example of when you’ve predicted a problem and solved it before it became urgent.
Describe a situation where you faced serious challenges in doing your job to the awesome level you’re used to. How did you overcome it?
Tell us about a time you successfully used crisis-management skills.
How would you balance a project that had multiple priorities?
When do you know it’s time to reach out for help?

Top tip: Always use hypothetical scenarios related to the role and avoid unrealistic, irrelevant problems.

Candidates to look for

Logical processes: How do candidates approach a problem step-by-step? They should tell you how they identify, analyze and solve the issue.
Innovative candidates: Creative minds rule. They offer fresh perspectives and add value to your company.
Commitment and can-do attitudes: Listen out for problem-solving skills in past situations. Were they determined to find the best solution ASAP?
Great team players: How have they collaborated with their previous colleagues? Do they feel comfortable asking for help?
Technical skills: Tech roles need specific tech problem-solving skills. Ask questions relevant to the work your future hires will do.

Candidates to avoid

Silent candidates: If a candidate can’t perform in an interview, it’s unlikely they can perform in another difficult situation.
Generic answers: When it comes to problem-solving, you need to know detail. Ask follow-up questions to get more insight.
Problem-focused: You need a candidate who focuses on solutions over problems. They need to identify the problem and then move on.
Stressed or uncomfortable candidates: Interviews are hard. But, if candidates are so stressed they can’t find an answer, that just proves they don’t handle stressful situations well.
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Interview Questions

50 Interview Questions About Problem Solving (With Answers)

Problems often arise at work. Can you solve them? Here are 50 interview questions about problem solving to know about.

March 22, 2024

Working in a company, you’ll be tasked with projects to work on that solve problems. Maybe you’ll need to solve a problem to help achieve a specific goal or create a solution to a problem that helps your business’ customers. Either way, problem solving is an important skill in the workplace. This post will include 50 interview questions about problem solving with answers to help you prepare for these types of interviews.

Get more interview questions.

What is problem solving?

Problem solving is a critical soft skill that involves identifying, analyzing, and resolving issues or obstacles effectively and efficiently. It encompasses a series of steps including understanding the problem, brainstorming potential solutions, evaluating the pros and cons of each option, and implementing the most viable solution. Problem solving is not only about finding quick fixes but also about foreseeing potential challenges and addressing them proactively. It requires creativity, critical thinking, and the ability to remain calm under pressure, making it a highly valued skill in personal and professional contexts alike. Whether it's navigating interpersonal conflicts, troubleshooting a technical issue, or overcoming logistical hurdles, adept problem solvers are equipped to tackle a wide array of challenges, turning obstacles into opportunities for growth and improvement.

Why problem solving is important in the workplace

1. enhances adaptability.

In today's fast-paced work environment, the ability to engage in effective problem solving is crucial. It allows employees to adapt quickly to changes, challenges, and unexpected situations. By developing strong problem-solving skills, individuals can analyze issues, identify solutions, and implement strategies efficiently, ensuring the smooth operation of workplace processes.

2. Promotes Innovation

Problem-solving skills are the backbone of innovation within the workplace. When employees are equipped to tackle challenges creatively, they can generate novel ideas and solutions that drive the company forward. This skill not only aids in overcoming immediate obstacles but also contributes to the long-term development and competitiveness of the organization.

3. Improves Team Collaboration

Effective problem solving often requires a collaborative effort. When team members possess strong problem-solving skills, they can work together more effectively, sharing insights, and combining their expertise to find the best solutions. This not only leads to better outcomes but also fosters a culture of cooperation and mutual respect among colleagues, enhancing overall workplace morale and productivity.

5 Tips for Answering Problem-Solving Interview Questions

Problem-solving is a critical skill that employers look for in candidates across various industries. Demonstrating your ability to tackle challenges effectively can set you apart from other applicants. Here are five tips to help you showcase your problem-solving skills during an interview:

1. Use the STAR Method

Structure your responses using the Situation, Task, Action, and Result (STAR) method. Start by describing a specific situation or problem you encountered, outline the task you needed to accomplish, detail the actions you took to address the problem, and finish with the results of your efforts. This method helps you deliver a concise and compelling story that highlights your problem-solving prowess.

2. Highlight Your Analytical Skills

Employers want to see that you can analyze a situation and come up with a logical solution. When answering questions, talk about how you break down complex problems into manageable parts. Mention any tools or techniques you use, such as SWOT analysis, root cause analysis, or critical thinking strategies, to diagnose issues and develop solutions.

3. Show Adaptability

Problem-solving often requires flexibility and the ability to adapt to changing circumstances. Share examples of how you've had to adjust your approach when faced with new information or unforeseen challenges. This demonstrates your resilience and willingness to pivot your strategy to achieve the best outcome.

4. Emphasize Collaboration

Many problems are too complex for one person to solve alone. Talk about times when you've collaborated with others to tackle a challenge. Highlight your ability to listen to different perspectives, integrate feedback, and work as part of a team to find innovative solutions. This shows that you value diverse input and can leverage collective intelligence to overcome obstacles.

5. Reflect on Lessons Learned

Finally, don't shy away from discussing problems that didn't go as planned. Reflecting on what didn't work and what you learned from those experiences can be just as powerful as showcasing your successes. It demonstrates self-awareness, accountability, and a commitment to continuous improvement. Be sure to end on a positive note by explaining how these lessons have enhanced your problem-solving abilities moving forward.

By following these tips and preparing thoughtful, specific examples, you'll be able to convincingly demonstrate your problem-solving skills in your next interview. Remember, it's not just about the problems you've solved, but how you've solved them that will impress potential employers.

1. Can you describe a situation where you had to solve a difficult problem at work?

In a previous role, our company faced a significant customer dissatisfaction issue due to a software glitch that caused frequent service disruptions. As the project manager, I had to lead a cross-functional team to identify the root cause, develop a solution, and implement it swiftly to restore customer satisfaction. It involved collaborating with the IT team, customer support, and product development to conduct a thorough analysis, prioritize fixes, and communicate transparently with customers to manage expectations and regain trust.

2. How do you approach complex problems in your professional life?

I approach complex problems by first breaking them down into smaller manageable components to gain clarity on the issue. Then, I gather relevant data, analyze trends, and identify patterns to understand the underlying factors contributing to the problem. Collaborating with colleagues from diverse backgrounds helps gain different perspectives and insights. I also prioritize actions based on urgency and impact, continuously evaluate progress, and adapt strategies as needed to achieve effective solutions.

3. What is your process for identifying the root cause of a problem?

My process for identifying the root cause involves asking probing questions, conducting thorough research, gathering data and feedback from stakeholders, analyzing trends and patterns, and using problem-solving techniques such as root cause analysis (RCA) or the "5 Whys" method. I focus on understanding the systemic issues rather than just addressing symptoms to ensure long-term solutions.

4. Can you give an example of a creative solution you've implemented to address a challenging issue?

In a project where budget constraints were hindering progress, I proposed implementing a lean approach by prioritizing essential features, streamlining workflows, and optimizing resource allocation. This creative solution allowed us to deliver key functionalities within budget and timeline constraints while maintaining quality and stakeholder satisfaction.

5. How do you prioritize problems that need to be solved?

I prioritize problems based on their impact on organizational goals, customer experience, urgency, and resource availability. I categorize issues into immediate, short-term, and long-term priorities, considering the potential risks and benefits of solving each problem. Regularly reassessing priorities ensures alignment with evolving business needs and strategic objectives.

6. What tools or methods do you typically use for problem-solving?

I utilize various problem-solving tools and methods depending on the complexity of the issue, including brainstorming sessions, fishbone diagrams, SWOT analysis, process mapping, data analytics, and project management software. Collaborative platforms and communication tools also facilitate effective teamwork and information sharing during problem-solving processes.

7. How do you involve others in the problem-solving process?

I involve others in the problem-solving process by fostering a culture of collaboration, open communication, and shared responsibility. This includes seeking input and perspectives from team members, encouraging diverse ideas and approaches, delegating tasks based on strengths, providing support and resources, facilitating brainstorming sessions or workshops, and recognizing contributions to promote a sense of ownership and accountability in problem-solving efforts.

8. Can you share an experience where you had to solve a problem under a tight deadline?

In a previous project, we faced a critical technical issue just days before a major product launch. The issue threatened the functionality of key features, risking customer satisfaction and revenue. To solve it, I organized a rapid-response team, conducted round-the-clock troubleshooting, prioritized tasks based on impact, and delegated responsibilities efficiently. Despite the tight deadline, we collaborated effectively, leveraged expertise from various departments, and implemented a temporary workaround to ensure a successful product launch. Post-launch, we continued refining the solution for a permanent fix.

9. How do you ensure that a solution is both effective and efficient?

I ensure that a solution is both effective and efficient by aligning it with predefined objectives and success criteria, conducting thorough analysis and testing, seeking feedback from stakeholders, and evaluating its impact on key performance indicators (KPIs) such as cost, time, quality, and customer satisfaction. Continuous monitoring and iteration allow me to optimize the solution's efficiency while maintaining its effectiveness over time.

10. What is the biggest problem you have solved in your career?

One of the biggest problems I solved in my career was optimizing a supply chain process for a multinational company. The challenge involved reducing lead times, improving inventory management, and enhancing supplier relationships to meet growing customer demands and reduce costs. By implementing data-driven strategies, process improvements, and cross-functional collaboration, we achieved significant improvements in efficiency, cost savings, and customer service levels, contributing to the company's overall success.

11. How do you deal with uncertainty when solving problems?

When faced with uncertainty, I adopt a structured approach by gathering relevant information, conducting scenario analysis, identifying potential risks and opportunities, and developing contingency plans. I also leverage past experiences, seek input from subject matter experts, and remain adaptable and open to alternative solutions. Clear communication, ongoing evaluation, and agile decision-making help navigate uncertainty effectively and mitigate potential impacts.

12. Can you describe a time when you had to solve a problem without all the necessary information?

In a project where critical data was unavailable due to technical issues, I had to make decisions and implement solutions based on limited information. To address this challenge, I leveraged available data, conducted qualitative analysis, consulted with experts, and communicated transparently with stakeholders about the uncertainties and risks involved. Despite the constraints, we managed to implement a temporary solution and later refined it based on additional insights and data.

13. How do you measure the success of a solution?

I measure the success of a solution by defining clear metrics and KPIs aligned with the problem's objectives and desired outcomes. This includes assessing factors such as cost savings, time efficiency, quality improvement, customer satisfaction, revenue generation, and impact on organizational goals. Regular performance monitoring, data analysis, feedback collection, and stakeholder evaluations help track progress, identify areas for improvement, and ensure that the solution delivers measurable benefits.

14. What do you do if your initial solution to a problem fails?

If my initial solution to a problem fails, I conduct a thorough analysis to understand the root cause of the failure, gather feedback from stakeholders, and reassess the problem and its context. I then iterate and refine the solution, incorporating lessons learned, alternative approaches, and additional insights to develop a more effective and robust solution. Continuous improvement, flexibility, and resilience are key elements in overcoming setbacks and achieving successful outcomes.

15. How do you adapt your problem-solving strategies in a rapidly changing environment?

In a rapidly changing environment, I adapt my problem-solving strategies by staying informed about industry trends, technological advancements, and market dynamics. I prioritize agility, collaboration, and innovation, regularly reassessing priorities, adjusting strategies, and leveraging emerging tools and methodologies to address evolving challenges effectively. Flexibility, quick decision-making, and a proactive approach to change enable me to navigate uncertainties and drive successful problem resolution.

16. Can you give an example of a time when you had to use data analysis for problem-solving?

In a marketing campaign analysis project, we noticed a significant drop in conversion rates for a particular segment of our target audience. To identify the underlying issue, I conducted a detailed data analysis using customer demographics, behavior patterns, and campaign performance metrics. By correlating data points and conducting A/B testing, we discovered that the drop in conversion was due to a mismatch between the messaging in the campaign and the preferences of that specific audience segment. This data-driven insight allowed us to adjust our marketing strategy effectively and improve conversion rates.

17. How do you differentiate between symptoms and root causes of a problem?

To differentiate between symptoms and root causes of a problem, I employ techniques such as the "5 Whys" method, root cause analysis, and process mapping. By asking probing questions and digging deeper into the factors contributing to the problem, I can identify underlying causes rather than just addressing surface-level symptoms. This approach ensures that solutions target the root of the problem, leading to more effective and sustainable outcomes.

18. Can you discuss a time when you had to solve a problem collaboratively with a team?

In a product development project, we encountered challenges related to compatibility issues between different software components, leading to performance issues and customer complaints. To address this, I facilitated collaborative problem-solving sessions with cross-functional teams, including developers, QA testers, and product managers. Through open communication, brainstorming, and sharing of expertise, we identified the root causes, developed a coordinated action plan, and implemented solutions that resolved the compatibility issues, improving product performance and customer satisfaction.

19. How do you handle feedback on your problem-solving efforts?

I value feedback as an opportunity for growth and improvement. When receiving feedback on my problem-solving efforts, I actively listen, seek to understand perspectives, and appreciate constructive criticism. I use feedback to reflect on my approach, identify areas for enhancement, and incorporate suggestions into future problem-solving endeavors. Embracing feedback fosters continuous learning, enhances problem-solving skills, and contributes to achieving better outcomes.

20. What role does critical thinking play in your problem-solving process?

Critical thinking is integral to my problem-solving process as it enables me to analyze situations objectively, evaluate information, identify patterns, and make informed decisions. By applying logical reasoning, sound judgment, and evidence-based analysis, I can discern between relevant and irrelevant data, assess risks, consider alternative solutions, and anticipate potential outcomes. Critical thinking enhances problem-solving effectiveness by promoting thoroughness, accuracy, and strategic decision-making.

21. How do you stay motivated when faced with a complex problem?

When faced with a complex problem, I stay motivated by breaking the problem down into manageable tasks, setting realistic goals, and focusing on incremental progress. I maintain a positive mindset, leverage my problem-solving skills and past successes, seek support and collaboration from colleagues or mentors, and celebrate small victories along the way. Staying organized, maintaining a clear vision of the desired outcome, and reminding myself of the impact of solving the problem keep me motivated and determined to overcome challenges.

22. Can you describe a situation where you had to change your approach to solve a problem effectively?

In a project involving customer feedback analysis, my initial approach focused solely on quantitative data analysis to identify trends and patterns. However, I realized that the qualitative aspect of customer feedback, such as sentiments and specific comments, provided valuable insights that were missed in the quantitative analysis alone. To address this, I changed my approach by integrating qualitative data analysis techniques, such as sentiment analysis and thematic coding, into the process. This holistic approach led to a more comprehensive understanding of customer perceptions and facilitated more targeted problem-solving strategies.

23. How do you balance the need for quick solutions with the need for thorough problem-solving?

Balancing the need for quick solutions with thorough problem-solving involves prioritizing tasks based on urgency and impact. For urgent issues requiring immediate resolution, I focus on quick, interim solutions to address critical aspects and mitigate immediate risks. Simultaneously, I allocate time and resources for in-depth analysis, root cause identification, and long-term solutions to prevent recurrence and optimize outcomes. Effective time management, clear prioritization, and strategic decision-making enable me to strike a balance between speed and thoroughness in problem-solving.

24. Can you discuss a time when you had to solve a problem with limited resources?

In a project where budget constraints limited our ability to hire additional staff, I faced the challenge of increasing operational efficiency without increasing costs. To address this, I conducted a thorough analysis of existing processes, identified inefficiencies, and proposed automation solutions using available software tools. By leveraging technology and optimizing workflows, we were able to streamline operations, reduce manual tasks, and improve productivity without exceeding the budget.

25. What strategies do you use to prevent problems from occurring in the first place?

Proactive problem prevention involves risk assessment, continuous monitoring, and implementing preventive measures. I regularly conduct risk assessments to identify potential issues, develop contingency plans, and implement controls to mitigate risks. Additionally, I emphasize continuous improvement, encourage open communication within teams, and promote a culture of accountability and learning from past experiences to prevent recurring problems.

26. How do you communicate complex problems (and solutions) to stakeholders who may not be familiar with the details?

When communicating complex problems and solutions to stakeholders, I use a structured approach that involves breaking down technical information into easily understandable concepts. I focus on highlighting the impact, benefits, and relevance of the problem and proposed solutions to the stakeholders' interests and objectives. Utilizing visual aids, such as charts, graphs, and diagrams, helps clarify complex information, facilitate discussions, and ensure stakeholders grasp key points effectively.

27. Can you share an example of a time when you solved a problem that significantly benefited your organization?

In a cost optimization initiative, I identified inefficiencies in supply chain management that were leading to increased procurement costs and delayed deliveries. By analyzing data, negotiating contracts with vendors, and implementing process improvements, we streamlined supply chain operations, reduced procurement costs by 20%, and improved delivery timelines. This solution not only saved the organization substantial resources but also enhanced operational efficiency and customer satisfaction.

28. How do you incorporate feedback into your problem-solving process?

Incorporating feedback into the problem-solving process is essential for continuous improvement. I actively seek feedback from stakeholders, team members, and subject matter experts throughout the problem-solving journey. I analyze feedback to identify areas for enhancement, consider alternative perspectives and solutions, and iteratively refine strategies based on input received. Regular feedback loops ensure that solutions are well-informed, aligned with stakeholder expectations, and optimized for effectiveness.

29. What is the most unconventional problem-solving method you’ve successfully used?

In a project where traditional problem-solving methods were insufficient, I applied design thinking principles to generate innovative solutions. By conducting empathy interviews, brainstorming sessions, and prototyping ideas, we identified creative solutions that addressed user needs more effectively. This unconventional approach led to breakthrough solutions that significantly improved user experience and product performance.

30. How do you ensure that your solution aligns with the overall goals of your organization?

Aligning solutions with organizational goals involves understanding strategic objectives, engaging stakeholders, and evaluating solutions based on their impact on key performance indicators. I ensure alignment by conducting thorough analyses, seeking input from relevant stakeholders, and assessing how proposed solutions contribute to organizational priorities, such as cost reduction, revenue growth, customer satisfaction, or market expansion. Regular alignment checks and feedback loops help validate that solutions remain aligned with overarching goals.

31. Can you describe a problem you solved that had a positive impact on your team’s performance?

In a team performance improvement project, I identified communication barriers and lack of collaboration as key challenges impacting productivity. I implemented team-building activities, fostered a culture of open communication and collaboration, and facilitated regular feedback sessions. These interventions resulted in improved teamwork, enhanced morale, and increased productivity, leading to measurable performance improvements and positive outcomes for the team and organization.

32. How do you decide when to tackle a problem on your own or to seek help?

I assess the complexity, urgency, and impact of the problem to determine whether I can address it independently or if seeking help is necessary. If the problem requires specialized expertise, collaboration, or resources beyond my capabilities, I proactively seek assistance to ensure efficient and effective problem-solving. I prioritize transparency and open communication to foster a collaborative problem-solving approach.

33. How do you keep track of multiple problems that need to be solved at the same time?

To manage multiple problems simultaneously, I utilize organization tools such as task lists, project management software, and prioritization techniques. I categorize problems based on urgency, importance, and dependencies, establish clear timelines and milestones for each, and regularly review progress to adjust priorities as needed. Effective delegation, communication, and collaboration with team members also contribute to successful management of multiple problem-solving efforts.

34. Can you explain how you evaluate potential solutions to a problem?

When evaluating potential solutions, I consider factors such as feasibility, effectiveness, cost, impact, and alignment with objectives. I conduct thorough analyses, gather relevant data and insights, assess risks and benefits, and compare alternative solutions based on predefined criteria. I prioritize solutions that are practical, sustainable, and aligned with strategic goals, and I seek input from stakeholders and subject matter experts to ensure comprehensive evaluation and informed decision-making.

35. How do you deal with resistance when implementing a solution?

Addressing resistance during solution implementation requires effective communication, stakeholder engagement, and change management strategies. I proactively communicate the rationale behind the solution, its benefits, and the expected outcomes to gain buy-in and mitigate resistance. I listen to concerns, address objections, and involve stakeholders in the decision-making process to foster ownership and collaboration. I also provide support, training, and feedback mechanisms to facilitate smooth adoption and implementation of the solution.

36. Can you describe a time when you had to solve a problem outside of your area of expertise?

In a cross-functional project, I encountered a technical issue that required expertise beyond my domain. Recognizing the challenge, I collaborated with experts from relevant departments, sought their insights, and leveraged their knowledge to understand the problem thoroughly. By facilitating interdisciplinary discussions, conducting research, and learning from experts, I gained the necessary understanding to contribute effectively to problem-solving and drive successful outcomes for the project.

37. How do you ensure that your problem-solving efforts are inclusive and consider diverse perspectives?

Inclusive problem-solving involves valuing diverse perspectives, fostering open dialogue, and creating an environment where everyone's input is respected and considered. I actively seek input from team members with varying backgrounds, experiences, and expertise, encourage brainstorming sessions, and facilitate discussions that promote diverse viewpoints. I promote inclusivity by practicing active listening, empathy, and respect for different opinions, ensuring that solutions are comprehensive, innovative, and reflective of diverse perspectives.

38. Can you share a situation where you had to use emotional intelligence in problem-solving?

During a project with tight deadlines and high stakes, I encountered interpersonal conflicts among team members that were impacting productivity and morale. Recognizing the importance of emotional intelligence, I employed active listening, empathy, and conflict resolution skills to understand each team member's perspectives, address underlying issues, and foster a collaborative and supportive environment. By acknowledging emotions, managing conflicts constructively, and promoting effective communication, I successfully mitigated tensions, restored team cohesion, and achieved project objectives.

39. How do you manage stress and pressure when solving critical problems?

Managing stress and pressure during critical problem-solving involves prioritization, time management, self-care, and resilience-building strategies. I prioritize tasks based on urgency and importance, break down complex problems into manageable steps, and set realistic expectations and timelines. I practice stress-reduction techniques such as mindfulness, exercise, and time management, seek support from colleagues and mentors, and maintain a positive mindset to navigate challenges effectively and maintain focus on problem-solving objectives.

40. Can you explain a time when you had to prioritize long-term solutions over quick fixes?

In a previous project, we encountered recurring quality issues that required immediate attention. While quick fixes could address the immediate symptoms, I advocated for a comprehensive root cause analysis to identify underlying systemic issues. By prioritizing long-term solutions, we implemented process improvements, updated quality control measures, and provided training to team members. This approach not only resolved the immediate issues but also prevented future occurrences, leading to sustainable improvements and long-term success.

41. How do you adapt your problem-solving approach based on the audience or stakeholders involved?

Adapting problem-solving approaches involves understanding stakeholders' preferences, priorities, and communication styles. For technical audiences, I focus on data-driven analyses, detailed reports, and solution feasibility. When engaging non-technical stakeholders, I emphasize clear explanations, visual aids, and real-world examples to ensure understanding and alignment. I tailor communication channels, formats, and frequency to suit stakeholders' preferences, fostering collaboration, buy-in, and successful problem resolution.

42. Can you discuss a time when you had to use negotiation skills in problem-solving?

During a project negotiation, conflicting interests arose between departments regarding resource allocation and project timelines. To resolve the impasse, I facilitated negotiations by identifying common goals, exploring compromise options, and advocating for win-win solutions. Using active listening, empathy, and persuasive communication, I bridged differences, built consensus, and reached agreements that satisfied all parties' needs. This collaborative approach not only resolved conflicts but also strengthened relationships and promoted cooperation.

43. How do you incorporate new technologies or methodologies into your problem-solving toolkit?

Incorporating new technologies and methodologies into problem-solving requires continuous learning, experimentation, and adaptation. I stay updated on industry trends, attend training sessions, and seek opportunities to apply emerging technologies such as data analytics, automation, and AI in problem-solving. I collaborate with experts, conduct pilot projects, and evaluate results to assess the effectiveness and feasibility of new approaches. By embracing innovation, I enhance problem-solving capabilities, drive efficiencies, and deliver value to organizations.

44. Can you describe a time when your problem-solving led to innovation within your organization?

In a project focused on streamlining operations, I identified inefficiencies in existing processes and proposed innovative solutions leveraging digital tools and automation. By collaborating with cross-functional teams, conducting workflow analyses, and piloting new technologies, we implemented streamlined workflows, reduced manual tasks, and improved efficiency. This innovation not only optimized operations but also enhanced employee productivity, customer satisfaction, and organizational competitiveness.

45. How do you ensure that your solutions are sustainable and environmentally friendly?

Ensuring sustainable and environmentally friendly solutions involves considering ecological impacts, resource conservation, and long-term viability. I prioritize sustainable practices such as waste reduction, energy efficiency, and eco-friendly materials in solution design. I collaborate with sustainability experts, conduct lifecycle assessments, and integrate environmental considerations into decision-making processes. By promoting green initiatives, I contribute to environmental stewardship, corporate social responsibility, and positive societal impact through problem-solving efforts.

46. Can you share an example of a cross-functional problem you solved?

In a previous role, we faced a cross-functional challenge related to customer retention. The marketing team identified a decline in customer engagement, while the sales team noticed an increase in churn rates. Collaborating with both teams, I led a comprehensive analysis to identify root causes. We discovered that misaligned messaging between marketing campaigns and sales interactions was confusing customers. By implementing a unified communication strategy, aligning marketing messages with sales processes, and enhancing customer touchpoints, we improved customer satisfaction, reduced churn rates, and increased revenue.

47. How do you mentor others in developing their problem-solving skills?

Mentoring others in problem-solving involves providing guidance, encouragement, and opportunities for skill development. I mentor by sharing my problem-solving experiences, providing frameworks, and encouraging critical thinking. I offer constructive feedback, challenge assumptions, and encourage diverse perspectives to foster creativity and innovation. I also create learning opportunities such as workshops, case studies, and collaborative projects to help mentees apply problem-solving techniques in real-world scenarios and enhance their skills over time.

48. Can you describe a situation where you had to overcome significant obstacles to solve a problem?

In a complex project, we encountered unforeseen technical challenges that threatened project timelines and deliverables. Despite initial setbacks and resource constraints, I led the team in brainstorming sessions, leveraging expertise from various departments, and exploring alternative solutions. We overcame obstacles by fostering collaboration, adopting agile methodologies, and prioritizing problem-solving efforts. Through perseverance, resilience, and adaptability, we successfully resolved technical issues, met project milestones, and delivered high-quality outcomes.

49. How do you balance logic and intuition in your problem-solving process?

Balancing logic and intuition in problem-solving involves leveraging analytical thinking and creative insights. I start by gathering data, analyzing facts, and applying logical frameworks to understand the problem's scope and complexity. Then, I tap into intuition by brainstorming ideas, exploring unconventional approaches, and considering potential outcomes from different perspectives. I combine rational decision-making with gut instincts, test hypotheses, and validate solutions to ensure effectiveness and innovation in problem-solving.

50. Can you discuss a time when you had to revisit and revise a solution based on new information or outcomes?

In a strategic initiative, we implemented a new process to streamline operations and improve efficiency. However, after implementation, we noticed unexpected challenges and suboptimal results. Recognizing the need for continuous improvement, I initiated a review process, gathered feedback from stakeholders, and conducted performance evaluations. Based on new insights and outcomes, we revisited the initial solution, identified areas for enhancement, and revised the process to address gaps and achieve desired outcomes effectively. This iterative approach ensured that our solutions remained adaptive, responsive, and aligned with evolving needs and objectives.

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Problem solving interview questions (and answers)

25 problem-solving interview questions to uncover how your candidates approach complex situations and provide effective solutions.

Home » Resource Library » Competency based interview questions » Problem solving interview questions & answers

25 good problem solving questions

Describe a situation where you encountered a problem at work or in your personal life and how you resolved it.
How do you approach solving everyday challenges in your role?
Share an example of a time when you identified a problem before it became critical.
How do you handle situations where you don’t have enough information to make a decision?
Describe a time when you collaborated with others to solve a problem successfully.
How do you prioritise multiple problems that demand your attention simultaneously?
Describe a situation where you had to deal with a difficult team member while working on a project.
How do you handle situations when you encounter resistance to your proposed solutions?
Share an example of a time when you had to think outside the box to find an innovative solution.
How do you ensure that solutions you implement are sustainable and won’t lead to new problems down the line?
Describe a time when you used data analysis to solve a complex problem.
Share an example of a time when you had to make a critical decision under time pressure.
How do you encourage a culture of continuous improvement within a team or organisation?
Describe a situation where you had to lead a team through a particularly complex problem-solving process.
How do you approach solving problems that require cross-functional collaboration?
Share an example of a time when you had to deal with a high-stress problem-solving situation with limited resources.
How do you handle situations where you must navigate competing priorities and interests to find the best solution?
Describe a time when you proactively identified potential problems before they became evident and implemented preventive measures.
How do you foster a culture of problem-solving and innovation within a team or organisation?
Share an example of a time when you had to develop a comprehensive solution to a multifaceted problem.
How do you encourage team members to take ownership of the problems they encounter and find solutions independently?
Share an example of a time when you had to navigate through conflicting information to arrive at an optimal solution.
How do you stay updated on the latest problem-solving techniques and methodologies?
Describe a time when you had to lead a team through a crisis, demonstrating exemplary problem-solving skills.
How do you handle situations where you must make decisions without a clear precedent or established procedure?

1. Describe a situation where you encountered a problem at work or in your personal life and how you resolved it.

What to look for:

Look for a clear explanation of the problem and a logical approach to solving it.

2. How do you approach solving everyday challenges in your role?

The candidate should demonstrate a systematic and proactive approach to problem-solving.

“I start by gathering all relevant information, breaking down the problem into smaller parts, and then brainstorming potential solutions. Once I evaluate each option, I choose the best course of action and monitor its progress.”

3. Share an example of a time when you identified a problem before it became critical.

A candidate who shows attentiveness and the ability to anticipate issues.

“In my last project, I noticed that the team was falling behind on deadlines due to inefficient task allocation. I proactively suggested a more balanced workload distribution, which helped us meet our milestones.”

4. How do you handle situations where you don’t have enough information to make a decision?

Look for candidates who can demonstrate adaptability and a willingness to seek additional information.

“When faced with insufficient data, I research and seek input from colleagues or experts in the field. By gathering more information, I can make a more informed decision.”

5. Describe a time when you collaborated with others to solve a problem successfully.

A candidate who can effectively work in a team and value diverse perspectives.

”During a group project, we encountered technical challenges. I encouraged open communication, allowing everyone to share their ideas. By combining our strengths, we developed a solution that addressed the issues effectively.”

6. How do you prioritise multiple problems that demand your attention simultaneously?

The ability to assess urgency, importance, and impact to make informed decisions.

“I use a priority matrix to evaluate the urgency and importance of each problem. High-impact and time-sensitive issues take precedence, while lower-priority problems are scheduled for later.”

7. Describe a situation where you had to deal with a difficult team member while working on a project.

The candidate’s ability to handle interpersonal conflicts and foster collaboration.

“In a previous project, a team member and I had conflicting ideas. I organised a one-on-one discussion, actively listened to their concerns, and found common ground. We adjusted our approach and worked together more smoothly afterward.”

8. How do you handle situations when you encounter resistance to your proposed solutions?

The candidate should demonstrate persuasive communication skills and a willingness to consider alternative viewpoints.

“I try to understand the reasons behind the resistance and address any concerns. I provide data and examples to support my solution and highlight its benefits. If needed, I’m open to adjusting my proposal based on constructive feedback.”

9. Share an example of a time when you had to think outside the box to find an innovative solution.

Creativity and resourcefulness in problem-solving.

“During a product development phase, we faced budget constraints that prevented us from acquiring expensive software. I researched open-source alternatives and successfully integrated a cost-effective solution that met our requirements.”

10. How do you ensure that solutions you implement are sustainable and won’t lead to new problems down the line?

Candidates who demonstrate a long-term perspective and consider potential consequences.

“To ensure sustainable solutions, I conduct thorough risk assessments and engage stakeholders to anticipate any unintended side effects. Regular evaluations help me identify potential issues and make necessary adjustments.”

11. Describe a time when you used data analysis to solve a complex problem.

The candidate’s ability to leverage data-driven insights to make informed decisions.

“In a marketing campaign, I analysed customer behaviour data to identify the best-performing channels. By reallocating resources based on the analysis, we increased ROI significantly.”

12. Share an example of a time when you had to make a critical decision under time pressure.

The ability to stay composed, think rationally, and prioritise the most important factors.

“During a project deadline crunch, we discovered a significant flaw in our initial approach. I quickly gathered the team, assessed potential alternatives, and made a calculated decision that allowed us to meet the deadline with a strong outcome.”

13. How do you encourage a culture of continuous improvement within a team or organisation?

Candidates who actively seek opportunities for growth and foster a learning mindset among colleagues.

“I promote continuous improvement by organising regular team retrospectives, where we openly discuss successes and challenges. I also encourage ongoing learning and development, such as workshops or online courses.”

14. Describe a situation where you had to lead a team through a particularly complex problem-solving process.

Leadership qualities, such as delegation, communication, and motivating team members.

“In a merger project, we faced intricate integration challenges. I divided the team into smaller groups, assigned specific responsibilities, and ensured transparent communication across all units. Through effective leadership, we successfully navigated the complexities.”

15. How do you approach solving problems that require cross-functional collaboration?

The ability to bridge communication gaps and align goals among diverse teams.

“When dealing with cross-functional challenges, I set up joint meetings, clearly define objectives, and ensure everyone’s voice is heard. By promoting a collaborative environment, we can collectively solve the problem with each team’s unique expertise.”

16. Share an example of a time when you had to deal with a high-stress problem-solving situation with limited resources.

Resilience, adaptability, and resourcefulness in demanding situations.

“In a crisis management situation, we had to address a sudden supply chain disruption with limited time and resources. I coordinated closely with suppliers, secured alternative sources, and prioritised essential products to minimise the impact on customers.”

17. How do you handle situations where you must navigate competing priorities and interests to find the best solution?

Candidates who demonstrate diplomacy, negotiation skills, and the ability to find win-win solutions.

“In situations with competing priorities, I gather input from all stakeholders, identify common ground, and find a solution that meets the core needs of each party. Effective communication is vital to ensure understanding and buy-in.”

18. Describe a time when you proactively identified potential problems before they became evident and implemented preventive measures.

The ability to foresee challenges and take proactive measures to avoid them.

“In a software development project, I conducted extensive testing and risk analysis before the launch. This allowed us to identify and address potential bugs early, resulting in a smoother product release.”

19. How do you foster a culture of problem-solving and innovation within a team or organisation?

Candidates who promote a growth mindset, experimentation, and continuous improvement.

“I encourage my team to see setbacks as opportunities to learn and innovate. We hold regular brainstorming sessions, where all ideas are welcome, and we celebrate experimentation, even if it leads to failure.”

20. Share an example of a time when you had to develop a comprehensive solution to a multifaceted problem.

The ability to analyse complex situations, break them down into manageable parts, and synthesise a cohesive solution.

“During a business expansion, we faced challenges in scaling operations, hiring new talent, and adapting our marketing strategy. I worked closely with different departments, utilised data analysis, and developed a detailed roadmap that addressed each aspect systematically.”

21. How do you encourage team members to take ownership of the problems they encounter and find solutions independently?

Candidates who empower their team members and trust them to take initiative.

“I promote a culture of ownership by assigning challenging tasks and providing guidance when needed. I ensure team members know they have the authority to make decisions and take responsibility for their outcomes.”

22. Share an example of a time when you had to navigate through conflicting information to arrive at an optimal solution.

The ability to critically assess data and reconcile different perspectives to make informed decisions.

“In a strategic planning process, I received conflicting data from various departments. I organised a meeting to discuss the discrepancies, validate the information, and reach a consensus. The collaborative effort led to a well-informed decision.”

23. How do you stay updated on the latest problem-solving techniques and methodologies?

Candidates who prioritise continuous learning and professional development.

“I regularly attend workshops, webinars, and industry conferences to learn about emerging problem-solving approaches. I also participate in online forums and read relevant books to stay informed about the latest best practices.”

24. Describe a time when you had to lead a team through a crisis, demonstrating exemplary problem-solving skills.

Leadership under pressure, quick decision-making, and the ability to maintain team morale during challenging times.

“During a product recall crisis, I assembled a crisis management team, ensuring constant communication and support. We worked around the clock to identify the root cause, implement corrective actions, and maintain transparency with customers, which eventually led to a successful resolution.”

25. How do you handle situations where you must make decisions without a clear precedent or established procedure?

Candidates who can display confidence, adaptability, and strategic thinking in ambiguous situations.

“In uncharted territory, I rely on my ability to gather insights, analyse potential outcomes, and consult with experienced colleagues. I understand that bold decisions may be necessary, and I take responsibility for the consequences while learning from the experience.”

Remember, the suggested answers are just examples, and the quality of a response will vary based on the individual’s experiences and capabilities.

As a recruiter, try to focus on the candidate’s thought process, problem-solving approach, adaptability, and ability to learn from past experiences when evaluating their responses. Look for real-life examples that demonstrate their problem-solving skills and how they apply them to various situations.

How to measure problem solving skills

Assessing problem-solving skills in candidates involves evaluating their analytical thinking, creativity, and ability to implement practical solutions.

Analytical thinking:

Evaluate a candidate’s analytical skills by assessing their ability to break down complex problems into manageable components. Inquire about their process for gathering and analysing relevant information.

Creativity in solutions:

Assess a candidate’s creativity in generating innovative solutions to problems. Inquire about instances where they approached challenges from different perspectives, leading to creative and effective solutions.

Decision-making process:

Effective problem-solving often involves decision-making. Evaluate a candidate’s decision-making process by asking about how they weigh pros and cons and reach well-founded conclusions in problem-solving scenarios.

Resourcefulness:

Assess a candidate’s resourcefulness in finding solutions with limited resources. Inquire about situations where they demonstrated the ability to achieve goals despite constraints or challenges.

Implementation skills:

Effective problem solvers not only identify solutions but also implement them successfully. Inquire about instances where candidates have taken initiative and implemented practical solutions to address specific challenges.

Collaborative problem-solving:

Evaluate a candidate’s ability to work collaboratively on problem-solving initiatives. Inquire about experiences where they contributed to group problem-solving efforts and how they facilitated collaboration within a team.

Learning from mistakes:

Assess a candidate’s ability to learn from mistakes and setbacks. Inquire about instances where they encountered challenges, and evaluate their capacity to adjust their approach and improve based on those experiences.

Time management:

Effective problem solvers can manage their time efficiently. Ask candidates about situations where they had to solve problems within tight deadlines and how they prioritised tasks to achieve successful outcomes.

These points provide a comprehensive framework for assessing problem-solving skills in candidates. A strong problem solver can positively impact an organisation by addressing challenges proactively and contributing to continuous improvement.

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Introduction to Problem Solving Interviews

In today's competitive job market, employers are seeking candidates who possess strong problem-solving abilities. Problem solving is not only about finding solutions to complex issues; it also showcases your critical thinking, analytical, and creative skills. Before we delve into the nitty-gritty of problem-solving interviews, let's gain a clear understanding of what they entail and why they matter.

What Are Problem Solving Interviews?

Problem solving interviews are a specialized type of job interview where employers assess a candidate's ability to handle challenges and make sound decisions in real-life scenarios. These interviews often involve hypothetical situations or case studies to evaluate your problem-solving process and your approach to arriving at effective solutions.

The Importance of Problem Solving Skills in the Workplace

Problem-solving skills are highly valued in almost every industry. Employers seek individuals who can identify problems, think critically, and generate innovative solutions. Whether you're in business, engineering, healthcare, or any other field, the ability to tackle complex issues is essential for personal and organizational success.

How Problem Solving Interviews Differ from Traditional Interviews

Unlike traditional interviews that focus on your qualifications and work experience, problem-solving interviews provide a glimpse into your thought process and decision-making capabilities. Through these interviews, employers assess your potential to handle challenging situations that may arise in the workplace. Being well-prepared for this specific interview format will set you apart from other candidates.

Core Problem Solving Skills

Before you dive into practicing problem-solving questions, let's explore the fundamental skills that make up an effective problem solver.

Critical Thinking

Critical thinking is the foundation of problem solving. It involves objectively analyzing information, evaluating arguments, and making logical decisions. To enhance your critical thinking abilities:

Ask Thought-Provoking Questions: Train yourself to ask "why" and "how" questions to gain a deeper understanding of problems.
Challenge Assumptions: Don't take information at face value; question the underlying assumptions.
Evaluate Evidence: Learn to distinguish between credible and unreliable sources of information.

Analytical Skills

Analytical skills are essential for breaking down complex problems into smaller, manageable components. Improve your analytical thinking with these tips:

Practice Data Interpretation: Analyze charts, graphs, and data sets to draw meaningful insights.
Use Root Cause Analysis: Identify the underlying reasons behind problems by applying techniques like the "5 Whys."
Draw Comparisons: Compare past experiences or similar scenarios to find patterns and potential solutions.

Creativity and Innovation

Creative problem solving involves thinking outside the box and generating unique solutions. To nurture your creativity:

Embrace Diverse Perspectives: Seek input from others with different backgrounds and experiences.
Mind Mapping: Create visual diagrams to explore various angles and connections related to a problem.
Encourage Brainstorming: Engage in group brainstorming sessions to generate a wide range of ideas.

Frameworks for Problem Solving

Equipping yourself with problem-solving frameworks can help you approach challenges more systematically. Here are some popular frameworks to explore:

The 5 Whys is a simple yet effective technique to uncover the root cause of a problem. It involves repeatedly asking "why" until you identify the underlying issue.

SWOT Analysis

SWOT Analysis is a strategic planning tool used to assess a situation's strengths, weaknesses, opportunities, and threats.

PDCA (Plan-Do-Check-Act)

PDCA is a four-step problem-solving model consisting of planning, executing, checking results, and making adjustments as needed.

SCAMPER is a creative thinking technique that involves asking questions related to Substitute, Combine, Adapt, Modify, Put to another use, Eliminate, and Reverse.

Six Thinking Hats

Six Thinking Hats is a concept developed by Edward de Bono that encourages individuals to think from six different perspectives, each represented by a colored "hat."

Behavioral-based Problem Solving Questions

Behavioral problem solving questions aim to evaluate how you handled challenges in the past. Be prepared to answer these questions with clarity and confidence:

Example: "Describe a challenging problem you encountered and how you resolved it."

To answer this question effectively:

Set the Scene: Provide context and background information about the situation.
Explain the Challenge: Clearly outline the problem you faced.
Describe Your Actions: Detail the steps you took to address the problem.
Highlight the Outcome: Share the positive results of your efforts.

Example: "Discuss a situation where you had to think creatively to solve a problem."

For this question:

Narrate the Scenario: Paint a vivid picture of the problem you encountered.
Showcase Your Creativity: Explain the innovative approach you adopted.
Explain the Impact: Share the positive outcomes resulting from your creative solution.

Technical Problem Solving Questions

If your role requires technical skills, you may encounter technical problem-solving questions. Here's how to tackle them:

Example: "How would you troubleshoot [specific technical problem]?"

To handle technical problem-solving questions:

Clarify the Issue: Ask for any additional information to fully understand the problem.
Create a Plan: Outline the steps you would take to diagnose and address the issue.
Demonstrate Your Expertise: Showcase your technical knowledge and problem-solving ability.

Example: "Walk us through your approach to [technical challenge] in your previous role."

Provide Context: Explain the technical challenge you faced in your previous role.
Outline Your Approach: Describe the steps you took to overcome the challenge.
Highlight Success: Share the positive results of your efforts.

Case Interviews

Case interviews simulate real-world problem-solving scenarios and are common in consulting and other industries. To excel in case interviews:

Understand the Problem: Thoroughly read and comprehend the case presented.
Identify Key Issues: Break down the problem into its essential components.
Ask Clarifying Questions: Seek clarification on any ambiguous aspects of the case.
Brainstorm Solutions: Generate multiple potential solutions.
Analyze Options: Evaluate the pros and cons of each solution.
Recommend a Course of Action: Select the best solution and provide a rationale.
Handle Pressure: Stay composed and confident throughout the interview.

Problem Solving in Group Settings

Collaborative problem solving is vital in today's team-oriented work environments. Here's how to excel in group problem-solving scenarios:

Active Listening: Pay close attention to others' perspectives and ideas.
Effective Communication: Clearly articulate your thoughts and suggestions.
Encourage Participation: Create an inclusive environment where everyone feels comfortable contributing.
Respect Diverse Opinions: Value the input of all team members, even if opinions differ.
Build on Each Other's Ideas: Expand on others' suggestions to develop comprehensive solutions.
Manage Conflict: Handle disagreements respectfully and seek common ground.

Situational Judgment Tests (SJTs)

Situational judgment tests assess your ability to handle realistic workplace scenarios. Approach SJTs with these tips:

Read Carefully: Pay attention to the details and instructions in each scenario.
Prioritize Solutions: Identify the most appropriate course of action based on the situation.
Consider the Consequences: Anticipate the potential outcomes of your chosen response.
Adhere to Company Values: Ensure your solutions align with the organization's principles.

Decision-Making Skills

Effective decision making is integral to successful problem solving. Improve your decision-making skills with these strategies:

Gather Information: Collect relevant data and insights before making a decision.
Analyze Options: Evaluate the potential outcomes of different choices.
Consider Risks and Benefits: Weigh the risks against the potential benefits of each option.
Seek Input: If appropriate, consult with colleagues or experts to gain different perspectives.
Trust Your Instincts: Sometimes, intuition can guide you toward the right decision.

Behavioral-Based Problem Solving Interview Questions

1. "describe a challenging problem you encountered and how you resolved it.".

How to Answer: When responding to this question, follow the STAR method (Situation, Task, Action, Result) to structure your answer effectively:

Situation: Set the context by describing the problem you faced.
Task: Explain your role and responsibilities in addressing the problem.
Action: Detail the steps you took to solve the problem, highlighting your problem-solving approach.
Result: Share the positive outcomes of your efforts and any valuable lessons learned.

Sample Answer: "In my previous role as a project manager, we faced a significant budget overrun due to unexpected delays in material delivery. To address this challenge, I first analyzed the root cause of the delay by collaborating with the procurement team and suppliers. Then, I devised a contingency plan that involved working with alternative suppliers and streamlining the project timeline. As a result, we were able to bring the project back on track, saving 15% on costs and meeting the project deadline."

What to Look For: Look for candidates who demonstrate strong problem-solving skills, proactive decision-making, and the ability to collaborate across teams. A well-structured response with quantifiable results is a positive indicator of their problem-solving capabilities.

2. " Tell me about a time when you had to think creatively to solve a problem."

How to Answer: Encourage candidates to walk through the situation, focusing on the following points:

Context: Describe the situation and the specific problem that required creative thinking.
Creativity: Explain the innovative approach or out-of-the-box solution you came up with.
Implementation: Describe how you implemented the creative solution and the results achieved.

Sample Answer: "During a marketing campaign, we faced a sudden drop in engagement. To tackle this, I organized a brainstorming session with the team and encouraged everyone to contribute ideas. We decided to experiment with interactive social media polls and contests, which not only boosted engagement but also increased brand visibility by 20%."

What to Look For: Look for candidates who display creative thinking, openness to collaboration, and the ability to take initiative in solving problems. Consider their approach to risk-taking and how they evaluate the potential impact of their creative solutions.

Technical Problem Solving Interview Questions

3. "how would you troubleshoot [specific technical problem]".

How to Answer: Candidates should approach this question systematically:

Clarify the Issue: Ask for any additional details to fully understand the technical problem.
Methodical Approach: Describe the steps you would take to diagnose the issue.
Expertise: Showcase your technical knowledge and problem-solving ability.

Sample Answer: "If I encountered a server outage issue, I would first check the network connections and power supply. Then, I would review server logs to identify any error messages. If necessary, I would conduct hardware tests and isolate the faulty component. Once the issue is identified, I would take appropriate corrective actions, such as replacing the faulty part or applying software updates."

What to Look For: Pay attention to candidates' technical knowledge, their ability to troubleshoot methodically, and how they communicate technical information concisely.

4. "Walk us through your approach to [technical challenge] in your previous role."

How to Answer: Instruct candidates to provide a clear and structured response:

Context: Set the stage by explaining the technical challenge they faced.
Methodology: Describe the approach they took to tackle the challenge.
Outcome: Highlight the results achieved and any lessons learned.

Sample Answer: "In my previous role as a software developer, we encountered a performance bottleneck in our application. To address this, I conducted a thorough code review, identified areas of inefficiency, and optimized critical algorithms. Additionally, I implemented caching mechanisms to reduce database queries. As a result, the application's performance improved by 30%, leading to higher user satisfaction."

What to Look For: Assess their problem-solving process, technical expertise, and the impact of their solutions on overall performance.

Case Interviews Questions

5. "you are the manager of a manufacturing plant experiencing a decline in production output. what steps would you take to identify the root cause and improve production efficiency".

How to Answer: Candidates should structure their response as follows:

Identify the Issue: Understand the scope of the decline in production output.
Investigate Root Causes: Explain how they would gather data and analyze potential factors affecting production.
Propose Solutions: Outline the strategies they would implement to improve production efficiency.

Sample Answer: "To address the decline in production output, I would first gather production data and conduct a thorough analysis of equipment performance and maintenance logs. I would also interview production staff to identify any workflow inefficiencies. Based on the findings, I would implement a maintenance schedule, provide additional training to staff, and introduce process improvements to optimize production efficiency."

What to Look For: Look for candidates who can analyze complex situations, prioritize solutions, and develop actionable plans.

6. "You are a consultant advising a retail client experiencing a drop in sales. How would you approach this problem and recommend solutions?"

How to Answer: Guide candidates to structure their response effectively:

Understanding the Situation: Gather information on the client's current market position and challenges.
Analysis and Diagnosis: Analyze the market trends and customer behavior to identify potential reasons for the sales decline.
Solutions and Recommendations: Propose actionable strategies tailored to the client's specific situation.

Sample Answer: "As a consultant, I would start by conducting a comprehensive market analysis to understand the competitive landscape and consumer preferences. I would also review the client's sales data and customer feedback. Based on my findings, I might suggest implementing targeted marketing campaigns, enhancing the customer experience through personalized offers, and optimizing the product mix to meet customer demands."

What to Look For: Assess their analytical skills, industry knowledge, and ability to recommend effective solutions based on data-driven insights.

Situational Judgment Tests (SJTs) Interview Questions

7. "you are a team leader, and two of your team members have conflicting ideas about how to approach a project. how do you handle the situation".

How to Answer: Encourage candidates to outline a thoughtful approach:

Active Listening: Stress the importance of understanding both team members' perspectives.
Mediation and Collaboration: Emphasize the need to facilitate open communication and find common ground.
Decision-Making: Describe how they would make a final decision, considering the project's objectives and team dynamics.

Sample Answer: "As a team leader, my first step would be to listen to both team members individually and understand their reasoning. Then, I would hold a team meeting to foster open communication and encourage them to find a compromise that aligns with the project's goals. If necessary, I would make a decision based on a thorough assessment of both ideas and explain the rationale behind the chosen approach to the team."

What to Look For: Look for candidates who demonstrate effective leadership, conflict resolution skills, and the ability to make decisions based on team input.

Decision-Making Skills Interview Questions

8. "describe a time when you had to make a difficult decision with limited information.".

How to Answer: Candidates should structure their response to highlight the decision-making process:

The Context: Explain the circumstances that led to the difficult decision.
Assessment: Describe how they evaluated the available information and potential consequences.
The Decision: Explain the choice they made and the reasoning behind it.

Sample Answer: "In my previous role, we faced a tight deadline on a project, and key team members were unexpectedly unavailable. With limited information, I had to decide whether to proceed with the available resources or postpone the project. I carefully analyzed the potential impact of both options on project quality and client expectations. Ultimately, I decided to postpone the project, as rushing it could compromise its success and client satisfaction."

What to Look For: Assess their ability to make informed decisions under pressure, considering the available information and long-term implications.

9. "How do you handle situations where you need to make a quick decision?"

How to Answer: Encourage candidates to follow these steps:

Assess Urgency: Determine the level of urgency and potential consequences of the decision.
Prioritize Information: Identify the critical information needed to make an informed choice.
Trust Your Instincts: When time is limited, rely on experience and intuition to guide the decision.

Sample Answer: "In situations requiring quick decisions, I prioritize identifying the core information necessary for making an informed choice. I draw on my previous experiences and knowledge to trust my instincts and make swift decisions. However, I always stay open to feedback and reevaluate the decision if new information emerges."

What to Look For: Look for candidates who can maintain composure and make well-founded decisions under time constraints.

Creativity and Innovation Interview Questions

10. "how do you foster creativity and innovation in your problem-solving approach".

How to Answer: Candidates should explain their methods for encouraging creativity:

Encourage Idea Generation: Describe how they create an environment that promotes brainstorming and idea sharing.
Diverse Perspectives: Highlight the importance of involving team members with diverse backgrounds and expertise.
Support Risk-Taking: Emphasize the value of encouraging innovative thinking and being open to experimentation.

Sample Answer: "To foster creativity, I encourage team brainstorming sessions and create a safe space for everyone to share ideas, no matter how unconventional they may seem. I believe that diversity enhances creativity, so I ensure that all team members are actively involved in problem-solving discussions. Additionally, I support risk-taking, understanding that not all innovative ideas will yield immediate results, but they contribute to long-term growth."

What to Look For: Assess their ability to create an environment that stimulates creative thinking and their openness to new ideas.

Core Problem Solving Skills Interview Questions

11. "how do you approach complex problems that seem overwhelming".

How to Answer: Guide candidates to outline a systematic approach:

Break it Down: Advise them to divide the complex problem into smaller, manageable components.
Prioritize: Encourage them to identify the most critical aspects to address first.
Seek Support: Suggest they collaborate with others to gain different perspectives and potential solutions.

Sample Answer: "When faced with complex problems, I first break them down into smaller parts to gain a clear understanding of each component. I then prioritize the issues based on urgency and potential impact. If I find the problem overwhelming, I seek support from colleagues or mentors to gain fresh insights and alternative approaches."

What to Look For: Assess their ability to handle complex challenges methodically and their willingness to seek assistance when needed.

12. " Tell me about a time when you encountered a problem without a clear solution. How did you approach it?"

How to Answer: Encourage candidates to demonstrate adaptability and resilience:

Assess the Situation: Describe how they evaluated the problem's complexity and uncertainty.
Explore Options: Explain how they brainstormed various potential solutions.
Learn from Challenges: Highlight any lessons learned from the experience.

Sample Answer: "During a project, we faced unexpected regulatory changes that left us without a clear solution. To address this, I organized a cross-functional team to explore multiple potential approaches. We ran pilot tests and iterated until we found a viable solution. Though it was challenging, the experience taught me the importance of adaptability and the value of embracing uncertainty in problem-solving."

What to Look For: Look for candidates who demonstrate resilience, resourcefulness, and the ability to adapt to unexpected situations.

Frameworks for Problem Solving Interview Questions

13. "which problem-solving framework do you find most effective, and why".

How to Answer: Encourage candidates to explain their preferred framework and its benefits:

Framework Selection: Describe the reasons behind their choice of a particular problem-solving framework.
Application: Illustrate how they have successfully applied the chosen framework in past situations.
Results: Highlight the positive outcomes achieved through the framework's use.

Sample Answer: "I find the PDCA (Plan-Do-Check-Act) framework highly effective because it promotes a systematic approach to problem-solving. By planning carefully, executing the solution, and reviewing the results, it ensures continuous improvement. In my previous role, I used PDCA to optimize our team's project management process, resulting in a 20% increase in project efficiency."

What to Look For: Assess their understanding of problem-solving frameworks and their ability to select and apply the most appropriate one for different scenarios.

14. "How do you tailor problem-solving approaches based on the specific needs of a project or situation?"

How to Answer: Encourage candidates to consider the following factors when adapting their approach:

Project Scope: Explain how they align their approach with the project's objectives and scope.
Stakeholder Needs: Emphasize the importance of considering the perspectives of stakeholders involved.
Flexibility: Highlight their ability to pivot and adjust the approach as new information arises.

Sample Answer: "To tailor problem-solving approaches, I always start by understanding the project's unique requirements and the expectations of stakeholders. I then assess the resources available and the timeline for completion. Flexibility is key, and I remain open to adjusting the approach as the project evolves, ensuring the best possible outcomes for all involved."

What to Look For: Look for candidates who can customize their problem-solving strategies based on the specific context of each situation.

Group Problem Solving Scenarios Interview Questions

15. "describe a time when you led a team in resolving a complex problem. how did you ensure effective collaboration and decision-making".

How to Answer: Guide candidates to address the following key points:

Leadership Approach: Explain their role in leading the team and facilitating collaboration.
Team Dynamics: Describe how they managed conflicts and encouraged diverse perspectives.
Decision-Making Process: Highlight the methodology used to reach a collective decision.

Sample Answer: "In my previous role as a project manager, we faced a complex client issue that required a team effort to resolve. As a leader, I encouraged open communication and organized regular team meetings to discuss progress and challenges. By fostering a culture of trust and respect, team members freely shared their ideas, which led to innovative solutions. We used a combination of majority voting and consensus to make critical decisions, ensuring everyone's voice was heard."

What to Look For: Look for candidates who showcase effective leadership skills, the ability to foster collaboration, and a well-defined decision-making process when handling group problem-solving scenarios.

Unlock the Full List of Top 50 Interview Questions!

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How to Excel in Problem Solving Interviews?

You've learned about problem-solving skills, frameworks, and how to tackle various types of problem-solving questions. Now, let's explore additional tips to excel in your problem-solving interviews:

Effective Communication in Problem Solving

Clearly articulate your thought process to interviewers.
Use concise and structured responses to explain your solutions.
Practice active listening to understand the interviewers' questions fully.

Time Management and Prioritization Strategies

Allocate sufficient time to analyze the problem before proposing solutions.
Demonstrate the ability to manage time effectively during the interview.
Emphasize the importance of prioritizing critical issues in problem solving.

Demonstrating Resilience and Adaptability

Stay calm and composed when faced with challenging scenarios.
Showcase your ability to adapt to unexpected changes during problem-solving exercises.
Highlight past experiences where you demonstrated resilience in overcoming obstacles.

Mock Interview Practice

Prepare for your problem-solving interviews by engaging in mock interviews. Mock interviews provide valuable feedback and boost your confidence. Here's how to make the most of them:

Choose a Partner: Find a friend or mentor willing to act as the interviewer.
Set Up a Mock Interview: Create a setting similar to a real job interview.
Practice Various Scenarios: Include behavioral, technical, and case-based questions.
Receive Feedback: After the mock interview, seek feedback to identify areas for improvement.
Iterate and Improve: Use feedback to refine your responses and approach.

Mastering problem-solving interview questions is crucial for excelling in job interviews. As candidates, it is essential to showcase our critical thinking, analytical abilities, and creative problem-solving skills. By utilizing various frameworks, such as the 5 Whys or PDCA, we can approach challenges systematically.

Behavioral-based questions provide an opportunity to demonstrate our problem-solving capabilities through past experiences. Meanwhile, technical questions test our expertise in solving real-world issues. Case interviews assess our ability to think on our feet and propose viable solutions under pressure.

Collaborative problem-solving in group settings highlights our leadership, communication, and conflict resolution skills. Situational Judgment Tests test our decision-making and problem-solving acumen in ambiguous scenarios.

Remember, preparation is key. Engaging in mock interviews, refining responses, and seeking feedback will boost our confidence and improve interview performance. By showcasing our problem-solving prowess, we set ourselves apart as valuable assets to any organization. So, approach problem-solving interviews with confidence and seize the opportunity to demonstrate your problem-solving excellence. Best of luck in your future interviews!

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter.

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
Tailor your interview answer with the specific skills and qualifications outlined in the job description.
Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills?

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

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

Critical thinking
Analytical skills
Decision making
Research skills
Technical skills
Communication skills
Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow.

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve.

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams.

Examples of Problem-Solving in the Workplace

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

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

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

How To Answer “Tell Us About a Problem You Solved”

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

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them.

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description.

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities.

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution.

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”

Interview Answers to “Tell Me About a Time You Solved a Problem”

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

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce.

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

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

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

More Interview Resources

3 Answers to “How Do You Handle Stress?”
How to Answer “How Do You Handle Conflict?” (Interview Question)
Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

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58+ real-life interview questions for HR roles with sample answers

Human Resources includes numerous job roles and responsibilities. Whether you are interviewing a recruiter or a CHRO, this cheat sheet of real-life interview questions is for you.

HR content specialist at Workable, delivering in-depth, data-driven articles to offer insights into industry and tech trends.

Hiring a new person for your company begins with an interview. Now, imagine that you are preparing to meet the candidates and struggling to ask the right questions. What if you had access to a list of questions that come straight from real hiring managers, ready to use?

Good news: we did all that for you. In this article, we’re sharing a whole compendium of real-life interview questions that are directly sourced from hiring managers who have used them in actual interviews.

This includes questions for nearly every HR-related role, including talent acquisition specialist, HR director, recruitment manager, recruiter, VP of HR, head of people operations, CHRO, diversity and inclusion manager, Compensation and Benefits Manager, and HR Business Partner.

Now, let’s delve deeper and explore the questions based on the role, along with sample answers for all of them to help you prepare for upcoming interviews with candidates..

Real life Talent Acquisition Specialist interview questions

The Talent Acquisition Specialist is a professional focused on attracting and hiring top talent. They manage the recruitment cycle, from sourcing candidates to conducting interviews, ensuring the organization secures the best fit for each role.

These are the most popular questions asked by real hiring managers with sample answers for each:

In your opinion, what are some of the ways in which our company can find better candidates?

This question aims to gauge the candidate’s knowledge of recruitment strategies and their ability to tailor these strategies to the specific needs of the company.

Sample answer:

“In my opinion, to find better candidates for our company, we should consider a multi-faceted approach. Firstly, enhancing our employer branding can make our company more attractive to potential candidates.

“Leveraging employee testimonials and showcasing our company culture on platforms like LinkedIn and Glassdoor can be beneficial.

“Secondly, attending industry-specific conferences or job fairs can help in networking and finding passive candidates. Lastly, utilizing data analytics to refine our job descriptions can ensure they resonate with the right audience.”

Can you explain the steps of your talent acquisition process?

This question seeks to understand the candidate’s systematic approach to talent acquisition and their familiarity with best practices in the recruitment process.

“Absolutely! When I approach talent acquisition, I begin by collaborating closely with hiring managers to truly understand the needs of the role. Once I have a clear picture, I craft a detailed and engaging job description and post it on the most relevant platforms.

“From there, I actively source candidates, often using platforms like LinkedIn, and also consider any potential employee referrals. After gathering a pool of candidates, I screen their resumes and conduct initial phone interviews to gauge their fit.

“Those who stand out then proceed to more in-depth interviews, which might include technical or role-specific assessments. Once we’ve identified our top candidate, I extend a formal job offer and ensure they have a smooth onboarding experience.”

Check the full list of talent acquisition specialist interview questions with sample answers.

Real-life HR Director interview questions

The HR Director is the leader of the HR department, responsible for setting HR strategies and policies. They ensure legal compliance, manage HR teams, and collaborate with senior leadership to align HR practices with business goals.

Check the following questions asked by real hiring managers with sample answers for each:

When hiring new employees, how much do you value educational qualifications over work experience?

This question aims to understand the candidate’s perspective on the importance of formal education versus practical experience in the hiring process.

“When hiring new employees, I believe both educational qualifications and work experience have their merits. While educational qualifications provide a foundation and theoretical understanding, work experience showcases practical application and adaptability.

“The weight I give to each depends on the role. For instance, for entry-level positions, education might be more emphasized, but for senior roles, hands-on experience and proven track records become paramount. It’s about finding the right balance for the specific position.”

What policies do you keep in mind when recruiting?

This question seeks to gauge the candidate’s knowledge of recruitment policies and their commitment to ethical and compliant hiring practices.

“When recruiting, I prioritize policies that ensure fairness, transparency, and compliance. This includes adhering to non-discrimination policies, ensuring data privacy for candidates, and following all labor laws and regulations.

“Additionally, I emphasize clear communication throughout the recruitment process and ensure that all involved in the hiring process are aligned and trained on these policies.”

How do you promote diversity in your hiring practices?

This question aims to understand the candidate’s commitment to diversity and inclusion in the recruitment process.

“Promoting diversity in hiring practices is crucial for fostering innovation and a well-rounded workforce. I ensure that job descriptions are neutral and inclusive. I also collaborate with diverse job boards and attend diversity-focused job fairs. Training hiring managers on unconscious bias and ensuring a diverse interview panel are also steps I take. Moreover, I regularly review recruitment metrics to ensure we’re reaching a diverse candidate pool and making unbiased hiring decisions.”

How would you staff your team?

This question seeks to understand the candidate’s approach to building a strong HR team that aligns with the company’s needs.

“Staffing my team would begin with a thorough assessment of the company’s HR needs. I’d ensure a mix of specialists for areas like talent acquisition, training, benefits, and employee relations.

“I’d also look for individuals who complement each other’s strengths and bring diverse perspectives. Regular training and development opportunities would be provided to ensure the team stays updated and can provide the best support to the organization.”

How would you foster a positive work environment?

This question aims to gauge the candidate’s approach to creating a workplace where employees feel valued, motivated, and engaged.

“Fostering a positive work environment is a continuous effort. I believe in open communication, recognizing and rewarding achievements, and providing growth opportunities. Regular feedback sessions, team-building activities, and ensuring a safe space for employees to voice concerns are also essential.

“Additionally, promoting work-life balance and ensuring that employees have the resources and support they need, both professionally and personally, contributes to a positive atmosphere.”

How would you apply your communication and problem-solving skills to resolve disputes in the workplace?

This question seeks to understand the candidate’s approach to conflict resolution and their ability to leverage their skills in real-world scenarios.

“Effective communication and problem-solving are key to resolving workplace disputes. I’d start by listening actively to all parties involved to understand the root of the issue.

“Open dialogue in a neutral setting often helps in de-escalating tensions. I’d then work collaboratively to find a solution that addresses the concerns while aligning with company values.

If needed, I’d also leverage mediation or involve external experts. It’s essential to address conflicts promptly and ensure a fair resolution to maintain trust and harmony in the workplace.”

Real-life Recruitment Manager interview questions

The Recruitment Manager oversees the recruitment team and processes. They develop recruitment strategies, monitor success metrics, and ensure candidates have a positive experience throughout the hiring process.

Here are the questions you have to ask based on real hiring managers with sample answers for each:

What qualities do you look for in technical candidates?

This question aims to understand the candidate’s criteria for evaluating technical talent and their understanding of the qualities that make a successful technical candidate.

“When evaluating technical candidates, I look for a combination of hard and soft skills. Beyond the necessary technical proficiencies, such as coding languages or platform expertise, I value problem-solving abilities, adaptability to new technologies, and strong communication skills.

“Collaboration and the ability to work in a team are also essential, as technical projects often require cross-functional teamwork.”

How do you know if candidates possess certain skills and qualities before you reach out to them?

This question seeks to gauge the candidate’s approach to initial candidate screening and their ability to identify potential talent.

“Before reaching out to candidates, I thoroughly review their profiles, resumes, and any available work portfolios. Platforms like LinkedIn and GitHub can provide insights into their skills, endorsements, and past projects. Additionally, I often rely on referrals and feedback from industry contacts or previous colleagues who might have worked with the candidate.”

During the interview process, how do you confirm that candidates have these skills and qualities?

This question aims to understand the candidate’s methods for validating a candidate’s proficiencies during the interview stages.

“During the interview process, I employ a mix of technical assessments, behavioral questions, and situational scenarios. For technical skills, we might have coding tests or hands-on tasks. Behavioral questions help gauge soft skills and cultural fit.

“Additionally, I find that discussing past projects and challenges the candidate has faced provides valuable insights into their problem-solving abilities and technical depth.”

What would you do if you only had 10 days to fill a role?

This question seeks to understand the candidate’s ability to handle time-sensitive recruitment challenges and their strategies for quick yet effective hiring.

“If I had only 10 days to fill a role, I’d start by immediately reaching out to my network and leveraging employee referrals, as these often yield quick and quality candidates. I’d also post the job on platforms frequented by the target talent pool. Streamlining the interview process, possibly consolidating rounds, and ensuring prompt feedback would be crucial. Throughout, I’d maintain clear communication with the candidate to ensure they’re engaged and informed.”

How would you convince hiring managers that recruiting new talent is a priority?

This question aims to gauge the candidate’s communication and persuasion skills, especially in aligning stakeholders with recruitment needs.

Sample answer:

“To convince hiring managers, I’d present data highlighting the impact of vacancies on team productivity and project timelines. Sharing insights on the competitive talent market and the advantages of proactive hiring can also be persuasive.

It’s essential to align the recruitment goals with the broader business objectives, emphasizing how the right talent accelerates growth and innovation.”

The CEO tells you that we’re struggling to source back-end developers. Specifically, they say the process takes too long (the average duration from sourcing to offer is 90 days), and the conversion rate is too low (0.02% vs. the 2% market average). Propose a plan to solve this problem.

This question seeks to understand the candidate’s problem-solving skills and their ability to address specific recruitment challenges.

“Addressing the challenge of sourcing back-end developers would require a multi-pronged approach. Firstly, I’d review the current sourcing channels to identify any bottlenecks or inefficiencies.

“Collaborating with industry-specific job boards or platforms like Stack Overflow can help target the right talent. Secondly, refining the interview process to make it more candidate-friendly and efficient can reduce the time-to-hire.

“Feedback loops with candidates who declined offers can provide insights into improving the conversion rate.

“Additionally, offering competitive packages, clear growth paths, and showcasing a positive work culture can make our offers more attractive, improving the conversion rate.”

Real-life Recruiter interview questions

The Recruiter is a professional who manages the recruitment process, from posting job openings to onboarding new hires. They engage with potential candidates, conduct interviews, and work closely with hiring managers to fill vacancies.

The following questions might be helpful as they have been asked by real hiring managers:

With regard to the most recent job you filled, how did you identify the best candidates?

This question aims to understand the candidate’s practical experience and their ability to discern quality candidates for specific roles.

“For the most recent job I filled, which was a Marketing Specialist role, I began by thoroughly reviewing the applications to ensure they met the basic qualifications. I then looked for candidates who had demonstrated success in similar roles, had relevant certifications, and showcased problem-solving abilities in their resumes.

“Personal referrals and feedback from previous employers also played a significant role in identifying the best candidates.”

“Of course! My talent acquisition process starts with understanding the role’s requirements in collaboration with the hiring manager. Once I have clarity, I post the job on relevant platforms and also tap into my network for potential candidates. After gathering a pool of candidates, I screen their profiles and conduct initial phone interviews.

“Those who stand out are then invited for in-depth interviews, which might include role-specific tasks or assessments. Feedback is collected after each round, and the most suitable candidates are then presented to the hiring manager for final selection.”

How do you typically structure interviews?

This question aims to gauge the candidate’s approach to structuring interviews to assess a candidate’s suitability effectively.

“I typically structure interviews in three main parts. I start with an introduction where I explain the interview’s flow and set the candidate at ease. The main part of the interview involves competency-based questions, technical or role-specific questions, and behavioral questions to understand the candidate’s skills, experiences, and cultural fit. I conclude by allowing the candidate to ask questions, which often provides insights into their priorities and interests.”

In the last interview you conducted, how did you determine if the candidate was a good fit for the role?

This question seeks to understand the candidate’s criteria for evaluating potential hires and their judgment in assessing fit.

“In the last interview I conducted, I evaluated the candidate based on their technical skills, problem-solving abilities, and cultural fit. I presented real-world scenarios to see how they’d approach challenges similar to what they’d face in the role.

“Their responses, combined with their past experiences and interactions during the interview, helped me determine their suitability for the position.”

Describe a scenario in which you failed to hire for an open position. What would you have done differently?

This question aims to gauge the candidate’s ability to reflect on their mistakes and learn from them.

“There was a scenario where I struggled to fill a niche technical role. In hindsight, I realized I relied too heavily on traditional job boards. What I would have done differently is diversify my sourcing methods, engage with specialized tech communities, and perhaps consider contract-to-hire options to widen the candidate pool.”

Have you ever mentored a junior recruiter?

This question seeks to understand the candidate’s experience in mentorship and their ability to guide and develop junior team members.

“Yes, I’ve had the opportunity to mentor a junior recruiter in my previous role. I guided them through our recruitment processes, shared best practices, and provided feedback on their interactions with candidates. It was rewarding to see them grow and become more confident in their role.”

Have you ever worked for an organization where you did not feel like you were a strong cultural fit?

This question aims to gauge the candidate’s self-awareness and their experience in navigating challenging work environments.

“Yes, early in my career, I worked for an organization where the pace and work style were very different from what I was accustomed to. It taught me the importance of adaptability and open communication. While it was challenging, I took it as a learning experience and focused on finding common ground and building relationships with my colleagues.”

Real-life VP HR interview questions

The VP of HR is a senior executive responsible for shaping the overall HR strategy. They align HR practices with business objectives, oversee various HR functions, and play a key role in organizational growth and development.

There are six questions that matter the most to real hiring managers:

How would you resolve a dispute between an employee and an HR executive?

This question aims to gauge the candidate’s conflict resolution skills and their ability to handle sensitive internal issues.

“To resolve a dispute between an employee and an HR executive, I’d first ensure that both parties have a safe and neutral space to voice their concerns. I’d facilitate a conversation where each side can share their perspective without interruption.

“Listening actively and empathetically is key. If needed, I might involve a neutral third-party mediator. The goal is to find a resolution that acknowledges both parties’ concerns while upholding the company’s values and policies.”

Describe an HR plan, that you enacted, that contributed to a business environment.

This question seeks to understand the candidate’s strategic thinking and their ability to implement HR initiatives that drive business results.

“In a previous role, I recognized high turnover rates were affecting our business continuity and productivity. I enacted an HR plan that focused on employee engagement and retention. This included regular feedback sessions, career development programs, and a revamped onboarding process.

“As a result, within a year, we saw a 25% reduction in turnover and a notable increase in employee satisfaction, which positively impacted our overall business environment.”

How does a firm’s HR needs influence strategic plans?

This question aims to gauge the candidate’s understanding of the interplay between HR and overall business strategy.

“A firm’s HR needs are integral to its strategic plans. Talent gaps can influence business expansion decisions, succession planning can impact leadership transitions, and employee engagement levels can drive customer satisfaction and product quality.

By aligning HR strategies with business objectives, companies can ensure they have the right talent, skills, and culture to achieve their goals.”

How can HR influence company culture?

This question seeks to understand the candidate’s perspective on the role of HR in shaping and maintaining organizational culture.

“HR plays a pivotal role in influencing company culture. From the hiring process, where we bring in individuals aligned with company values, to training programs that instill desired behaviors and mindsets, HR sets the tone.

“Regular feedback mechanisms, recognition programs, and even the way disputes are resolved contribute to the cultural fabric. HR also partners with leadership to model the desired culture and ensure it’s reflected at every level of the organization.”

How have you successfully motivated your team in the past?

This question aims to gauge the candidate’s leadership style and their ability to inspire and drive their team.

“In the past, I’ve motivated my team by ensuring they understand the bigger picture and see the impact of their work. I believe in transparent communication, recognizing achievements, and providing opportunities for growth.

“One specific initiative was a mentorship program I introduced, pairing junior team members with senior leaders. This not only provided career development but also fostered a sense of belonging and purpose.”

In previous roles, how did you contribute to the company’s success?

This question seeks to understand the candidate’s impact in past roles and their ability to drive positive outcomes through HR initiatives.

Sample answer:

“In a previous role, I identified a gap in leadership skills among middle management. I spearheaded a leadership development program, which resulted in improved team performance and a 15% increase in internal promotions. This not only saved costs on external hiring but also improved team morale and productivity, contributing to the company’s overall success.”

Real-life Head of People Operations interview questions

The Head of People Operations leads initiatives aimed at enhancing the employee experience. They manage various HR operations, from talent management to organizational development, ensuring a thriving and positive workplace culture.

Here is the list of questions provided by real hiring managers with sample answers for each:

In your previous role, how did you support change within the organization?

This question aims to understand the candidate’s experience with organizational change and their ability to facilitate and support such transitions.

“In my previous role, I played a pivotal role in supporting a major digital transformation initiative. To support this change, I initiated training programs to upskill employees and introduced feedback loops to address concerns in real-time.

“I also collaborated with communication teams to ensure transparent and consistent messaging about the change. By prioritizing employee engagement and understanding, we were able to navigate the transition smoothly and with minimal disruptions.”

We have a unique company culture. How do we keep our culture at scale?

This question seeks to gauge the candidate’s understanding of preserving organizational culture during periods of growth or expansion.

“Maintaining a unique company culture at scale requires a deliberate and strategic approach. Firstly, it’s essential to clearly define and articulate what makes your culture unique. This can be embedded in onboarding programs, ensuring every new hire understands and aligns with the culture. Regular cultural audits can help identify any drifts.

“Additionally, leadership plays a crucial role in modeling the desired culture, and their behaviors should consistently reflect company values. Feedback mechanisms, open communication channels, and celebrating cultural milestones can further reinforce the culture as the company grows.”

What metrics do you measure in recruitment analytics?

This question aims to understand the candidate’s approach to data-driven recruitment and their familiarity with key recruitment metrics.

“Recruitment analytics are vital for optimizing the hiring process.

Some of the key metrics I prioritize include ‘Time to Hire’, which gives insights into the efficiency of the recruitment process; ‘Quality of Hire’, which looks at the performance and retention of new hires; ‘Candidate Experience’, gauged through post-interview surveys; and ‘Source of Hire’, which helps identify the most effective recruitment channels.

“Additionally, I monitor ‘Offer Acceptance Rate’ and ‘Diversity Metrics’ to ensure we’re building a diverse and inclusive team.”

Check the rest of the Head of People Operations interview questions .

Real-life CHRO interview questions

The CHRO is the top HR executive who sets the strategic direction for human resources, ensuring it aligns with the company’s vision. They lead HR teams, manage relationships with other executives, and drive HR innovations.

Check the following questions asked by real hiring managers with sample answers for each:

What does “culture” mean?

This question aims to understand the candidate’s perspective on the concept of organizational culture and its significance.

“To me, ‘culture’ refers to the shared values, beliefs, and practices that guide an organization’s members. It’s the intangible ecosystem that influences how employees interact, make decisions, and perceive their roles within the larger mission of the company.

“Culture is the collective behavior of an organization, shaped by its history, leadership, and individual contributions, and it plays a pivotal role in determining how a company faces challenges, celebrates successes, and evolves over time.”

How have you measured company culture in the past?

This question seeks to understand the candidate’s approach to assessing and quantifying organizational culture.

“Measuring company culture requires a combination of quantitative and qualitative methods. In the past, I’ve utilized employee engagement surveys to gauge satisfaction, alignment with company values, and perceptions of inter-departmental collaboration.

“I’ve also conducted focus group discussions and one-on-one interviews to gather deeper insights into specific cultural aspects. Additionally, metrics like retention rates, internal mobility, and feedback from exit interviews have provided valuable data on the health and effectiveness of our culture.”

Do we have a differentiated culture?

This question aims to gauge the candidate’s understanding of the company’s existing culture and their ability to identify what makes it unique.

“From my research and interactions so far, it’s evident that this company places a strong emphasis on innovation, collaboration, and continuous learning. The commitment to employee growth and the value placed on open communication appear to be key differentiators.

“However, to provide a comprehensive assessment, I’d need to delve deeper, engage with employees across levels, and compare our practices and values with industry benchmarks.”

Need more questions for your upcoming CHRO interview? Check the rest of our CHRO interview questions .

Real-life Diversity and Inclusion Manager interview questions

The Diversity and Inclusion Manager is a champion for creating a diverse and inclusive work environment. They develop and implement D&I strategies, educate the workforce on diversity matters, and track the organization’s progress in these areas.

The following question is the favorite of real hiring managers:

Do you have a data background that would enable you to complete surveys and provide disaggregated data to our internal teams?

This question seeks to understand the candidate’s proficiency with data analysis and their ability to utilize data in the context of diversity and inclusion initiatives.

“Yes, in addition to my focus on diversity and inclusion, I have a strong data background. In my previous role, I regularly conducted surveys to assess the effectiveness of our D&I initiatives and used data analytics tools to disaggregate and interpret the results.

“This data-driven approach allowed us to identify areas of improvement and measure the impact of our programs. I’m confident in my ability to provide meaningful insights through data to support our internal teams”.

Real-life Compensation and Benefits Manager interview questions

The Compensation and Benefits Manager is an expert in designing and implementing compensation and benefits packages. They ensure offerings are competitive in the market, manage related budgets, and collaborate with both HR and finance teams.

Check the following questions for a more insightful view into the minds of real hiring managers:

Have you had experience presenting to a board’s compensation committee in a public company?

This question aims to understand the candidate’s experience in dealing with high-level stakeholders and their ability to communicate complex compensation matters to a board.

“Yes, I have had the opportunity to present to a board’s compensation committee in my previous role at a public company. I was responsible for providing insights into our compensation strategy, benchmarking data, and recommendations for executive compensation packages. My presentations focused on ensuring that our compensation was competitive, aligned with industry standards, and supported our company’s strategic goals. I always ensured that my presentations were data-driven and clear, allowing the board to make informed decisions.”

Can you share your experience implementing benefits and creating structures for smaller companies?

This question seeks to gauge the candidate’s adaptability and their ability to design benefits structures tailored to the unique needs of smaller organizations.

“Certainly. In one of my previous roles at a startup, I was tasked with creating a benefits structure from the ground up. Given the budget constraints typical of smaller companies, I focused on understanding the needs and preferences of our employees.

We implemented flexible working hours, remote work options, and professional development allowances. Additionally, I negotiated with vendors to provide cost-effective health and wellness benefits.

The goal was to offer a package that was both attractive to potential hires and sustainable for the company.”

How have you demonstrated management capabilities, both with people and vendors, in larger organizations?

This question aims to understand the candidate’s leadership and relationship management skills, especially in the context of larger, more complex organizations.

“In larger organizations where I’ve worked, I’ve managed teams responsible for various aspects of compensation and benefits. I’ve always emphasized clear communication, regular feedback, and continuous learning for my team.

When it comes to vendors, I’ve overseen relationships with benefits providers, compensation consultants, and software vendors. My approach is collaborative; I believe in building strong, transparent relationships with vendors to ensure we get the best value and service.

For instance, at [Previous Company], I led the renegotiation of a contract with our primary health benefits provider, resulting in a 10% cost reduction while maintaining the same level of benefits for our employees.”

Check the rest of the Compensation and Benefits Manager interview questions .

Real-life HR Business Partner interview questions

The HR Business Partner is a strategic liaison between HR and specific business units. They provide HR solutions to business challenges, offer insights on human capital matters, and support organizational development and growth

The following questions are the most suitable, based on input from real hiring managers:

What are your top three people initiatives for the year?

This question aims to understand the candidate’s strategic priorities and their focus areas in the HR domain.

“My top three people initiatives for the year would be: 1) Implementing a comprehensive employee wellness program to support mental and physical health; 2) Enhancing our leadership development programs to prepare future leaders; and 3) Streamlining the onboarding process to ensure a smooth and engaging experience for new hires.”

What do you need/expect from your HRBP?

This question seeks to gauge the candidate’s expectations and requirements to function effectively in their role.

“From my HRBP role, I expect clear communication, collaboration, and support in executing people strategies. I also value opportunities for continuous learning and professional development. Additionally, having access to relevant data and analytics is crucial for making informed decisions.”

What are the most common people issues that the company faces?

This question aims to understand the candidate’s awareness of typical HR challenges and their ability to address them.

“In my experience, common people issues companies face include talent retention, managing workplace conflicts, and ensuring continuous learning and development opportunities. Addressing these requires a combination of proactive strategies and responsive measures.”

What is the level of involvement for HRBPs in the company?

This question seeks to understand the candidate’s perception of the HRBP role’s significance within an organization.

“In companies I’ve worked with, HRBPs play a pivotal role. They act as a bridge between the HR department and other business units, ensuring alignment of people strategies with business goals. Their involvement ranges from strategic planning to addressing day-to-day employee concerns.”

What type of clients have you supported in the past?

This question aims to gauge the candidate’s versatility and experience in dealing with different internal stakeholders.

“I’ve supported a diverse range of clients, from tech teams in fast-paced startups to sales and marketing departments in established corporations. This range has equipped me with the versatility to understand varied departmental needs and dynamics.”

How do you handle a relationship with a tough leader/client?

This question seeks to understand the candidate’s interpersonal skills and their approach to challenging relationships.

“Handling a relationship with a tough leader or client requires patience, active listening, and open communication. I strive to understand their perspective, establish mutual respect, and find common ground. Regular check-ins and feedback sessions also help in navigating such relationships.”

Provide an example of how you handled a complex HR/ER problem at another company.

This question aims to gauge the candidate’s problem-solving skills and their experience in handling intricate HR issues.

“At a previous company, we faced a challenge with workplace harassment allegations. I immediately initiated a thorough investigation, ensuring confidentiality and fairness. Post-investigation, we conducted workshops on workplace behavior and revised our policies to prevent such incidents in the future.”

How would you approach the “x” problem?

This question seeks to understand the candidate’s approach to hypothetical or specific challenges.

“Approaching the ‘x’ problem would require a systematic assessment of its root causes. I’d gather data, seek feedback, and collaborate with relevant stakeholders. Based on the insights, I’d develop a targeted strategy, ensuring regular monitoring and adjustments as needed.”

Tell me about previous projects you have worked on while in HR.

This question aims to understand the candidate’s practical experience and their contributions to HR projects.

“One notable project I led was the redesign of our performance appraisal system. We moved from an annual review to a continuous feedback model, incorporating 360-degree feedback and goal-setting sessions. This shift resulted in increased employee satisfaction and more actionable feedback.”

The above questions are not only directly sourced from real-life hiring managers, but also have been tried and tested in real-world scenarios, ensuring you get the insights you need to make informed hiring decisions.

With this resource in hand, you can approach interviews with confidence, knowing you’re equipped with the tools to identify the best talent for your company.

Let the next chapter of your hiring journey begin with clarity and precision.

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HR Interview Questions & Answers: 15 Most Asked Questions

The HR interview is a key component of the hiring process , allowing employers to assess candidates beyond their resumes and technical skills.

The purpose of this article is to explain the significance of HR interviews and provide sample answers to 15 commonly asked HR interview questions , so candidates can prepare effectively and make an impression during the interview.

TABLE OF CONTENTS

Interview HR Questions: Meaning

10 most common hr interview questions, 5 additional hr interview questions.

Applicant Tracking Software ✅

Besides qualifications and experience, HR questions help employers assess a candidate’s suitability for a job.

Candidates answer these questions to demonstrate their soft skills, communication abilities, and cultural fit. They help employers get a sense of their personality, work ethic, and potential contributions.

Not only do these questions help you pick the right candidate , but they help you build a cohesive and productive company.

1. “Tell me about yourself.”

Sample Answer: “Certainly. My name is [Your Name], and I am a dedicated professional with [X years] of experience in [relevant field]. In my previous role as [Previous Job Title] at [Previous Company], I had the opportunity to [mention a significant achievement or responsibility that relates to the new position]. This experience greatly honed my skills in [mention a relevant skill], and I am excited to bring my expertise to [Prospective Company]. I am known for [mention a key quality or strength, e.g., ‘my problem-solving abilities’ or ‘my commitment to teamwork’] and am confident that I can contribute to the success of your team.”

2. “Why do you want to work for our company?”

Sample Answer: “I’m genuinely excited about the prospect of working at [Company Name]. Your company’s reputation for innovation and commitment to [mention a specific value or goal, e.g., ‘sustainability’ or ‘customer satisfaction’] aligns perfectly with my career aspirations. I’ve followed your recent projects, particularly [mention a recent project or achievement], which I find both impressive and inspiring.

In my current role at [Current Company], I’ve honed my skills in [mention relevant skills, e.g., ‘project management’ or ‘team collaboration’], and I believe these experiences have prepared me to contribute effectively to [Prospective Company]. I’m also eager to learn and grow within an organization that values [mention another value or aspect, e.g., ‘continuous improvement’ or ’employee development’].

Furthermore, I have a personal connection to your company as I’ve been a satisfied user of your products for several years. This firsthand experience has deepened my appreciation for the quality and innovation your team consistently delivers. I am excited about the opportunity to be a part of this dynamic team and contribute to [Company Name]’s continued success.”

3. “What experience do you have that would be relevant to this role?”

Sample Answer: “In my previous role at [Previous Company], I gained extensive experience in [mention a relevant area, e.g., ‘project management’] which I believe aligns perfectly with the requirements of this role. For instance, I successfully led a cross-functional team in delivering [mention a specific project or accomplishment] which resulted in [mention a positive outcome, e.g., ‘increased efficiency’ or ‘cost savings’]. These experiences have equipped me with the skills and expertise needed to excel in this position and contribute to the continued success of [Prospective Company].”

4. “What did you like most about the job description?”

Sample Answer: “What I found most appealing about the job description was the emphasis on [mention a specific aspect, e.g., ‘collaboration and teamwork’]. As someone who values working closely with a dynamic team to achieve common goals, I was excited to see that this role encourages such collaboration. Additionally, the opportunity to [mention another appealing aspect, e.g., ‘work on innovative projects’] truly aligns with my passion for [mention your relevant interest or expertise, e.g., ‘driving innovation in technology’]. This job description seemed like a perfect match for my skills and career objectives.”

5. “Why are you leaving your current job? / Why did you leave your previous job?”

Sample Answer: “I decided to explore new career opportunities because I believe it’s the right time for me to take on more challenging roles and continue my professional growth. While my previous job provided valuable experiences, I feel that this new opportunity aligns better with my long-term career goals and offers a platform for me to contribute my skills effectively.”

6. “What do you know about our company’s product/services?”

Sample Answer: “I’ve researched your company extensively and know that you specialize in manufacturing high-quality machinery and factory equipment. I even had the opportunity to use your products in a previous role, and I was impressed by their durability. I also noticed your recent expansion into new manufacturing branches, which reflects your commitment to growth and innovation.”

7. “Describe the workplace where you’ll be most happy and productive.”

Sample Response: “I thrive in workplaces that strike a balance between collaboration and autonomy. I enjoy contributing to a team’s success while also having the freedom to work independently when needed. Additionally, I appreciate a relaxed dress code unless client meetings require a more formal appearance.”

8. “How do you stay updated with industry trends and advancements?”

Sample Answer: “I believe continuous learning is essential. I regularly follow industry blogs, attend webinars, and read relevant publications. Additionally, I’m part of professional networks where we discuss emerging trends. This proactive approach ensures I stay current, bringing fresh insights to my work.”

9. “What are your salary expectations?”

Sample Answer: “I’ve researched industry standards and would expect a salary in the range of X to Y for this role. However, I’m open to discussing this further based on the comprehensive benefits and opportunities for growth your company provides.”

10. “Do you have any questions?”

Sample Question: “Could you provide insights into the company’s approach to professional development for employees in this role?”. “Can you describe the typical career progression for someone in this role?”. “How does the company promote work-life balance among its employees?”. “What are the key challenges the team is currently facing, and how does this role contribute to addressing them?”

11. “How would you rate yourself on a scale of 1 to 10?”

Sample Answer: “I would rate myself as a 7. While I’m confident in my abilities and experience in project management, I believe there’s always room for improvement. For instance, I’ve been actively seeking opportunities to enhance my leadership skills through ongoing training and mentorship.”

12. “What is your biggest achievement so far?”

Sample Response: “One of my significant achievements was when I led a cross-functional team to streamline our production process (Situation). I identified bottlenecks (Task), implemented process improvements (Action), resulting in a 20% increase in productivity and a cost reduction of 15% (Result). This achievement not only boosted our team’s efficiency but also contributed to the company’s bottom line.”

13. “Where do you see yourself in 5 years?”

Sample Answer: “In five years, I envision myself as a valuable team member who has contributed significantly to the company’s growth. I aim to take on more responsibilities, possibly in a leadership role, leveraging my skills and experiences to drive innovation and support the company’s mission.”

14. “Why should we hire you?”

Sample Answer: “You should hire me because my experience in [relevant skills/experiences] uniquely positions me to excel in this role. I’m driven to deliver results, a quick learner, and I’m passionate about contributing to your company’s success, particularly in [specific areas].”

15. “How do you deal with criticism?”

Sample Answer: “I welcome constructive criticism as it helps me grow. I listen actively, analyze feedback objectively, and take actionable steps to improve. It’s an essential part of professional development, and I appreciate opportunities for self-improvement.”

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Problem-Solving Interview Questions & Answers

Updated July 13, 2023
Published March 9, 2020

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

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

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

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

What Are Problem-solving Interview Questions?

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

Examples of problem-solving competencies are:

Taking initiative.

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

Creative thinking

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

Resourcefulness

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

Analytical thinking skills

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

Determination

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

Results-oriented

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

Problem-solving behavioral interview questions

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

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

Behavioral job interview questions usually start with the following:

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

Examples of problem-solving behavioral interview questions:

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

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

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

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

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

Why Interviewers Ask Problem-solving Interview Questions

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

The interviewers want to get questions answered, such as:

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

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

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

The Interviewers’ Goal When Assessing Your Problem-solving Skills

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

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

Costs of making a bad hiring decision

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

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

Specific details of your behavior

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

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

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

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

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

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

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

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

Avoid making a wrong hiring decision

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

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

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

What Interviewers Look for in Successful Candidates

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

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

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

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

Red Flags for Interviewers Assessing Your Problem-solving Skills

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

1. Not answering the question or not providing enough detail

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

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

2. Canned responses to questions

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

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

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

3. Answers that focus on problems, not solutions

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

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

4. Too stressed or uncomfortable during an interview

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

5. Failing to respond effectively

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

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

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

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

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

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

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

Frequently Asked Problem-solving Interview Questions

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

Problem-solving interview questions:

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

Hypothetical problem-solving interview questions:

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

Preparing Answers to Problem-solving Interview Questions

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

Step 1: Research

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

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

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

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

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

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

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

Step 4: Prepare successful and challenging answer examples

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

Step 5: Use the STAR method to structure your answers

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

Below we discuss the STAR interview technique in more detail.

STAR Interview Technique For Problem-Solving Interview Questions & Answers

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

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

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

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

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

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

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

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

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

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

Sample Answers to Problem-solving Questions

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

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

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

Task & Action

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

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

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

Why this is a strong answer:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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10 Most Asked Questions in an HR Interview

These answers to common interview questions will help you move onto an interview with the hiring manager.

When recently asking a job candidate why they wanted to work with edtech platform Novakid, the company’s chief people officer was disappointed to hear the applicant say they were just interested in the role because of the company’s remote work policy.

“Normally, in the startup world, you really look for people that have a passion for making an impact,” said Lorena Perez, chief people officer at Novakid , which teaches English as a Second Language to children ages 4-12.

While the company is certainly proud of its flexible workplace offerings, Perez wanted to hear more about why the candidate was interested in Novakid’s work specifically. What makes this company a place they want to work more than any other? Making a good impression during an HR interview is the key to advancing in the job consideration process.

10 Most Common HR Interview Questions

Can you tell me a little about yourself , why are you interested in this role, why are you leaving your current job , how have your past experiences prepared you for this position, what technical skills can you bring to the role, what are your greatest strengths, what are the achievements you’re most proud of in your professional career , can you describe a time when you failed or made a mistake, can you tell me about a time when you experienced conflict or a problem and how you dealt with it, do you have any questions for me .

We’ve compiled 10 of the most common HR interview questions — and how to respond to them — so you can be prepared to nail your next job interview.

Common Questions in an HR Interview

So many HR interviews start with this question . Make sure your answer is not just a reading through your resume –– your interviewer will have already seen it.

“You should give a general overview without going into too much detail, and the interviewer can always probe in for more detail as they see is necessary,” said Eric Sydell, executive vice president of innovation at Modern Hire , an intelligent hiring platform.

Work on crafting a succinct and genuine summary of your career experiences and interests that are most relevant to the role you’re discussing and explain why you are dedicated to your given industry or field of study.

“I always look for a passion in candidates for this startup tech world,” Perez said. “I really like to find [out] if the candidate had a dream when they were a kid, or they had a passion before they found their way in their studies, in their career.”

The HR representative conducting the interview will want to understand if you are actually interested in the company and the work you’d be doing in the role. HR interviewers want to weed out people who are just mass applying to jobs or not fully invested in going through the interview process at the company.

“Interviewers are trying to gauge if the candidate is a good fit for the job and the organization’s culture,” said Deb LaMere, chief human resources officer at SAAS company, Datasite , via email. “Interviewers are looking for interest, engagement and enthusiasm for the role and the company.”

A closely related question might be “Why do you want to work at this company?” Do your research to understand the scope of the role and the company’s mission. Unlike the candidate at Novakid who was just interested in remote work, make sure to be able to articulate the values and culture at the company, so you can explain why you want to be a part of the team.

“I’m looking for answers that represent more the impact people really want to have in their next opportunity,” Perez said.

Common reasons someone might be looking for a new job are career growth, more challenging work, better work-life balance or an industry switch. Whatever the reason, it’s important to be honest with this question –– even if you’re looking for a job because of an involuntary separation.

“In the past everyone was trying to hide they were terminated,” Perez said. “Now I find more honesty, that is what I appreciate.”

Essentially, this question is asking how you would succeed in this role. Try to come up with a brief example or two of a past professional or academic accomplishment that demonstrates how you would contribute to the new job.

“Experience is the best predictor of future behavior and success,” LaMere said.

If you have past experience that’s directly related to the new job, definitely share that, but if not, think about skills you’ve learned in problem solving or collaboration that might apply to the new company.

Share examples that add depth to what’s already on your resume. “You ask Michelle how you as Michelle can really contribute to this role at Novakid in this stage,” Perez said.

If you’re applying for a technical role as a developer, you will want to share the different softwares and technical capabilities you can bring to the team. Be aware that there might be an exercise where you’re asked to write code or solve a problem.

“When a technical person is applying for a job, they have to be prepared to answer technical questions, but I also think that they need to be prepared to say, ‘I don’t know, but I could find out in about five seconds. This is what I would do to find out and to solve that problem,’” Sydell said.

Even if you’re not familiar with the company’s exact software, or you struggle to answer the exercise in the moment, you can use the question as an opportunity to showcase your problem solving skills and willingness to learn. Feel free to share skills or software knowledge that’s at least similar to the needs of the role — even if it’s not an exact match — because you can explain how your knowledge of one software can help you learn a new one.

You will want to answer this question with some skills and attributes that the employer is seeking, but answer honestly, not just what you think the interviewer wants to hear. Some good answers might revolve around how you collaborate well with others, how you are productive or how you are able to exceed your goals.

Be prepared for the flip side of this question too, even though the question “what are your weaknesses?” has become less popular. Oftentimes people feel the need to come up with a weakness that isn’t really perceived as a weakness like “I’m a perfectionist” or “I work too hard.”

“I think it’s a common question that people should know how to respond to and, hopefully, when you’re describing your weaknesses, they’re not something that’s absolutely critical for that job,” Sydell said.

Prepare some examples of projects or experiences you’ve enjoyed working on or felt great satisfaction with how they turned out, and be prepared to explain why. Try to make a connection to how this achievement could be applied to the new employer.

“I always love to hear from candidates what they feel most proud of in order to recognize their main values, their focus points,” Perez said.

In the startup world, it’s accepted that companies fail. There’s no need to hide mistakes. What’s important is what you learned from the experience.

“A mistake means that you are able to experiment, that you are able to innovate, that you are able to come up with new ideas to put into practice,” Perez said. “Of course, a new idea or a new experiment can bring failure because not all ideas or all innovations bring in their success, but recognizing failure, recognizing mistakes and also the learnings from it for the future is one I like the most.”

HR interviewers will want to get a good sense of your interpersonal skills like communication, leadership, emotional intelligence and conflict management skills, LaMere said.

“A good answer for those questions is going to be specific and clear, and it’s not going to sound made up,” Sydell said. “Showcasing how you handled it, how you faced that challenge, how you got it done with detail, I think that’s the most important thing.”

Another version of this question might be along the lines of tell me about a time you came up with a workaround to a difficult problem, Sydell said.

“Especially in a coding, engineering capacity, a lot of the questions are going to be geared towards solving problems, maybe demonstrating creativity, innovative solutions,” Sydell said.

Never answer this question with a “no.” Always prepare a few questions ahead of time to ask your interviewer to show you’re excited about the position and interested in learning more.

Some good questions include:

How does the company invest in training and development?
What is the biggest challenge facing this team right now?
What is an example of something that we haven’t discussed on my resume or in this job description, but you would be really excited to learn that I actually have as a skill?

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Interview Questions

Problem-Solving Interview Questions And Answers (With Examples)

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

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Summary. Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous experiences. Are you in the process of searching for a new job ? If so, you might be getting ready to meet with a hiring manager or a recruiter for a job interview. And if you’re like the majority of job candidates, this stage of the job search process is probably making you feel a fair bit of trepidation. And no wonder! The interview is a completely necessary step for any job search, but that doesn’t make it any less nerve-wracking to meet with a prospective employer and answer questions about your personality , skills, and professional background. Key Takeaways: Being able to solve problems is a skill that almost all job positions need. Problem-solving questions assess a candidate’s ability to think on their feet, handle pressure, and find creative solutions to complex problems. Make sure your answer to a problem-solving question tells a story of you as an effective team player. In This Article Skip to section What Is a Problem-Solving Interview Question? How to Answer a Problem-Solving Interview Question Eight Examples of Common Problem-Solving Interview Questions and Answers Interviewing Successfully Curveball Questions Problem-Solving FAQ References Sign Up For More Advice and Jobs Show More What Is a Problem-Solving Interview Question?

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

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

How to Answer a Problem-Solving Interview Question

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

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

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

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

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

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

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

Eight Examples of Common Problem-Solving Interview Questions and Answers

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Interviewing Successfully

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

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

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

Curveball Questions

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

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

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

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

Problem-Solving FAQ

What are problem-solving skills?

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

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

Why do interviewers ask problem-solving interview questions?

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

How do you solve a problem effectively?

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

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

U.S. Department of Labor – Interview Tips

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

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Common Problem Solving Skills Interview Questions

1. describe a situation where you had to solve a problem with no obvious solution..

Having strong problem-solving skills is crucial in many job roles, particularly in positions where unexpected challenges are common. This question allows the interviewer to assess if a candidate can think outside the box, remain calm under pressure, and leverage their knowledge and resources to navigate through uncertain scenarios.

When responding, it’s important to outline a specific example that illustrates your thought process and the steps you took to address the problem. Focus on articulating the nature of the problem, the various options you considered, how you weighed the risks and benefits of each, and the outcome of your actions. It’s also beneficial to highlight any unique or innovative approaches you used, how you collaborated with others if applicable, and what you learned from the experience.

Example: “ In a situation where a critical system failed unexpectedly, I was faced with a problem that had no clear solution. The system’s failure was causing significant operational delays, and the usual troubleshooting methods were not yielding any results. I started by breaking down the problem into smaller, more manageable components to isolate the failure’s root cause. I considered various unconventional options, such as repurposing similar systems, modifying existing workflows, and even developing a temporary manual process.

After evaluating the risks and benefits of each potential solution, I decided to implement a hybrid approach. This involved a temporary manual workaround to resume operations immediately, alongside a parallel effort to adapt a similar system for a more sustainable short-term fix. This approach minimized downtime and maintained productivity while we worked on a permanent solution. The outcome was successful, as it not only resolved the immediate crisis but also led to the development of a more robust contingency plan for future system failures. This experience underscored the importance of adaptability and the value of a methodical approach to problem-solving under pressure.”

2. How do you approach defining the root cause of a complex issue?

To effectively untangle intricate issues, a methodical approach is key. Your analytical abilities and systematic methodology for identifying, dissecting, and understanding the foundational aspects of a problem are what interviewers are keen to understand.

To respond effectively, outline a step-by-step process that demonstrates your logical and structured approach. You might talk about gathering and analyzing data, using tools such as the “Five Whys” technique to drill down to the underlying cause, or how you consider the broader context to ensure you’re not overlooking external factors. Emphasize your ability to remain objective, avoid assumptions, and how you collaborate with others to gain different perspectives. Highlight past experiences where you successfully identified and addressed the root cause of a complex problem, which led to a sustainable solution.

Example: “ null”

3. What strategies do you employ when faced with multiple competing solutions?

A delicate balance of creativity, logic, and the ability to weigh options against potential outcomes is what defines decisive problem-solving. Your approach can reveal your critical thinking skills, adaptability, and prioritization techniques.

When responding, outline a structured method that you use, such as listing pros and cons, assessing risks, or consulting with key team members. It’s important to demonstrate that you can make informed decisions by evaluating the evidence and considering the broader context of the problem. Make sure to provide a real-life example that illustrates your process and the successful outcome that resulted from your chosen strategy. Highlight any tools or techniques you find particularly useful, such as decision matrices or brainstorming sessions, and explain how these help you to systematically address the issue at hand.

Example: “ When faced with multiple competing solutions, I employ a structured approach that begins with defining clear criteria based on the goals and constraints of the situation. These criteria typically include factors such as feasibility, cost, time, resources, and potential impact. I then use a decision matrix to systematically evaluate each option against these criteria, scoring them to quantify their suitability. This method allows for an objective comparison and helps to minimize bias in the decision-making process.

For instance, in a scenario where I had to choose between several technical solutions to optimize a workflow, I developed a matrix that included criteria such as integration complexity, scalability, and user adoption. After scoring each solution, it became evident that one option, despite not being the most advanced, offered the best balance between ease of implementation and potential benefits. The chosen solution was successfully implemented, leading to a 30% increase in workflow efficiency. This experience underscored the importance of a methodical approach to decision-making, ensuring that choices are made based on data-driven analysis rather than intuition alone.”

4. Can you provide an example of a time when you had to adapt your problem-solving approach mid-process?

Demonstrating adaptability in problem-solving shows your ability to navigate the unpredictable and often complex landscape of challenges that arise in any role. This question delves into your flexibility, resilience, and critical thinking skills, as well as your willingness to learn from the process and collaborate with others.

When responding to this question, outline a specific situation where your original approach to a problem didn’t pan out as expected. Explain the thought process behind your initial plan, the moment you realized a change was needed, and how you adjusted your strategy. Emphasize the outcome of your adaptability and what you learned from the experience, ensuring you showcase your ability to remain composed and innovative in the face of obstacles.

Example: “ Certainly. In one instance, I was tackling a complex issue where the initial data analysis suggested a straightforward solution. However, as the implementation progressed, unexpected variables surfaced that rendered our original plan ineffective. Recognizing this, I paused the execution and gathered the team for a brainstorming session to reassess the situation. It became clear that we needed a more robust data set to understand the underlying patterns causing the discrepancy.

We pivoted our approach to include a broader range of data sources and employed advanced analytical techniques, such as predictive modeling, to gain deeper insights. This shift not only resolved the immediate problem but also provided us with a more sophisticated framework for future issues. The key takeaway from this experience was the importance of agility in problem-solving and the value of iterative processes that allow for refinement as new information becomes available. This approach ultimately led to a successful resolution that was both effective and scalable.”

5. Detail a scenario where you utilized data analysis to solve a business problem.

In roles that demand strong problem-solving skills, the ability to use data analysis is crucial. You don’t just make decisions based on gut feelings or assumptions; instead, you seek out data, which can provide objective insights and guide you towards evidence-based solutions.

When responding to this question, outline a specific situation where you identified a problem that could be addressed with data. Walk through the steps you took to gather the appropriate data, how you analyzed it, and what tools or methods you used. Explain the conclusions you drew from the data and how you formulated a plan based on your analysis. Finally, discuss the outcome of implementing your solution, including any measurable results that underscored the success of your data-driven approach. It’s important to be concise, use clear examples, and quantify your impact if possible.

Example: “ In one scenario, I identified a recurring issue with inventory shortages that were impacting customer satisfaction and sales. Recognizing that a data-driven approach could uncover the root cause, I gathered historical sales, inventory levels, and supply chain data. Using statistical analysis and predictive modeling in Python, I identified patterns indicating that demand forecasting was misaligned with actual sales trends.

After refining the forecasting model to incorporate real-time sales data and market trends, I implemented a more dynamic inventory management system. This solution reduced stockouts by 25% within the first quarter, directly boosting customer satisfaction scores by 15% and increasing sales by 10%. The success of this project was a testament to the power of leveraging data analysis to resolve complex business problems efficiently.”

6. In what ways have you leveraged cross-functional team expertise in problem-solving?

Harnessing the expertise of cross-functional teams brings together varied knowledge bases and skills, leading to more innovative and comprehensive solutions. Your understanding of the value of collaborative thinking and your adeptness at harnessing the strengths of different departments are what employers look for.

When responding to this question, highlight a specific instance where you engaged with a cross-functional team to address a complex issue. Explain the role you played in facilitating communication between departments, how you integrated different viewpoints, and the outcome of the collaborative effort. Be sure to emphasize your ability to listen, synthesize information, and navigate through potential conflicts to arrive at a successful resolution.

Example: “ In tackling a particularly complex project challenge, I orchestrated a series of cross-functional workshops that brought together experts from R&D, marketing, finance, and operations. Recognizing that each department had a unique perspective, I facilitated a structured brainstorming session to harness these diverse viewpoints. By employing techniques such as ’round-robin’ and ‘worst possible idea’ to stimulate creative thinking and encourage open communication, the team was able to break down silos and share insights that might not have surfaced in a more conventional meeting setup.

The synthesis of these insights led to a multifaceted solution that balanced technical feasibility with market appeal and financial viability. I played a pivotal role in ensuring that each department’s concerns were addressed and that their expertise was reflected in the final plan. This collaborative approach not only resolved the issue at hand but also set a precedent for cross-departmental cooperation, leading to a 15% reduction in project lead time and a significant improvement in interdepartmental relations.”

7. Share an instance where you resolved a conflict that stemmed from differing problem-solving methodologies.

Navigating through conflicts arising from diverse approaches to problem-solving is a skill that highlights your interpersonal skills, adaptability, and capacity for integrating various strategies to overcome obstacles.

When responding, it is essential to outline a specific situation clearly, emphasizing the differing approaches without placing blame. Describe the steps taken to understand each perspective, find common ground, and explain the process of crafting a solution that incorporated the strengths of each methodology. Conclude with the outcome, focusing on the positive results of the collaboration and what was learned from the experience.

Example: “ In one instance, I was part of a team where conflict arose due to a clash between a traditional, waterfall approach to project management and a more agile, iterative method. One faction was focused on extensive planning and linear execution, while the other advocated for a flexible, adaptive approach that could respond to changing requirements.

To resolve this, I initiated a dialogue to dissect the core objectives of the project, allowing each side to present their rationale. By actively listening and asking probing questions, I facilitated an understanding that both methodologies aimed to enhance efficiency and deliver quality results, albeit through different paths. I then proposed a hybrid strategy that combined thorough upfront planning for known variables with the agility to adapt to unforeseen changes. This compromise leveraged the predictability of the waterfall model and the flexibility of agile practices.

The outcome was a cohesive project plan that satisfied both parties and improved team synergy. The project was completed successfully, meeting its goals on time and within budget. The experience reinforced the value of integrating diverse problem-solving techniques to create innovative solutions and taught us the importance of flexibility and open communication in conflict resolution.”

8. How do you prioritize issues when faced with several problems at once?

Knowing how to triage issues based on urgency and impact is a critical aspect of effective problem-solving. It’s important to distinguish between what needs immediate attention and what can wait, ensuring that resources are allocated efficiently and effectively.

When responding, a candidate should demonstrate their analytical skills by outlining a clear and logical process for prioritization. This might include assessing the severity of each issue, considering the implications on stakeholders, evaluating the time-sensitivity, and determining the resources required to address each problem. Citing specific examples where they successfully applied such a strategy will provide concrete evidence of their problem-solving abilities.

Example: “ In prioritizing issues, I employ a systematic approach that begins with assessing the impact and urgency of each problem. I consider the potential consequences of not addressing each issue promptly, and I categorize them based on the severity of their outcomes. This is often in line with the Eisenhower Matrix, where tasks are evaluated in terms of urgency and importance.

Next, I evaluate the dependencies and interconnections between the problems, as solving one might alleviate others or, conversely, ignoring one might exacerbate another. I also take into account the resources at hand, including time, personnel, and financial constraints. This comprehensive assessment allows me to create a strategic plan of action that targets the most critical issues first, ensuring that efforts are efficiently allocated to mitigate risks and capitalize on opportunities for resolution. A practical application of this was when I successfully navigated a project with simultaneous deadlines, resource shortages, and stakeholder pressures by prioritizing tasks that were critical to the project’s milestones, thereby ensuring the project’s timely and successful completion.”

9. What is your process for testing and validating the effectiveness of a solution?

A systematic approach to problem-solving includes setting benchmarks, gathering data, and analyzing results to confirm a solution’s success or identify areas for improvement. This process is essential for ensuring that solutions work as intended.

When responding, outline a clear, step-by-step process that begins with understanding the problem and setting clear objectives for what a successful solution looks like. Describe how you gather data before and after implementing a solution, and how you analyze this information to evaluate success. Offer a real-world example if possible, explaining how you adjusted your approach based on the results you obtained. This demonstrates your ability to think critically and adaptively, showcasing your commitment to not just solving problems, but solving them effectively and efficiently.

Example: “ My process for testing and validating the effectiveness of a solution starts with a clear definition of the problem and the establishment of measurable objectives. I then develop a hypothesis for a potential solution and design an experiment or pilot to test this hypothesis, ensuring that the experiment is controlled and variables are accounted for. I collect baseline data to understand the current state and compare it with the data post-implementation to assess any changes.

After implementing the solution, I gather quantitative and qualitative data to evaluate its impact. This involves not only looking at the direct outcomes but also considering any unintended consequences or side effects. I use statistical analysis to determine the significance of the results, ensuring that the observed effects are due to the solution and not random variation.

For instance, in a project aimed at reducing customer service call times, I established key performance indicators, such as average handle time and customer satisfaction scores. After implementing a new call-routing system, I analyzed the data and found a reduction in handle time, but customer satisfaction had unexpectedly decreased. This prompted a secondary analysis that revealed the new system was too impersonal. I then iterated on the solution, adding a feature to personalize customer interactions, which ultimately led to improvements in both handle time and customer satisfaction. This example underscores the importance of continuous monitoring and willingness to refine solutions based on data-driven insights.”

10. Have you ever implemented a creative solution that was not initially well-received? How did you handle it?

Stepping outside the box and challenging the status quo can be met with resistance or skepticism. Your capacity to innovate under less than ideal conditions and your resilience, persuasion skills, and ability to navigate opposition are all put to the test.

When responding, articulate the situation that required a creative solution, emphasizing the challenges faced and the innovative thinking applied. Detail the steps taken to communicate the idea, gather feedback, and adapt the solution to address concerns. Highlight your commitment to the idea, your ability to listen and incorporate feedback, and the eventual outcomes, including any lessons learned or successes achieved from the implementation. This demonstrates your approach to innovation, conflict resolution, and your ability to lead through change.

Example: “ Yes, I encountered a situation where my creative solution faced initial resistance. The challenge was to streamline an outdated process that was deeply ingrained in the company’s operations. I proposed an automation strategy that would significantly reduce manual labor and error rates. Despite the clear benefits, the solution was met with skepticism due to the team’s comfort with the status quo and fear of job displacement.

To address the concerns, I initiated a series of discussions to openly communicate the vision and long-term benefits of the automation. I actively listened to the feedback and incorporated suggestions that aligned with the project goals, such as offering training for the affected employees to manage the new system. By demonstrating the value of the solution through a pilot program, showcasing improved efficiency and accuracy, the team gradually accepted the change. The successful implementation not only optimized operations but also fostered a culture more receptive to innovation. This experience reinforced the importance of empathy and engagement when driving change.”

11. Illustrate how you maintain objectivity when solving emotionally-charged problems.

Remaining impartial and avoiding letting personal feelings or biases influence the decision-making process is a sign of strong problem-solving skills. Emotional intelligence is a vital component here, as it allows you to navigate emotionally-charged situations with a clear head.

To respond effectively, showcase a methodical approach to problem-solving that includes gathering information, weighing options, considering the consequences, and consulting with relevant stakeholders if necessary. Provide a specific example where you successfully handled an emotionally-charged problem by focusing on the facts and the bigger picture, demonstrating your emotional intelligence and commitment to fairness. Emphasize your ability to stay calm, your use of strategies to mitigate emotional influences (such as taking a step back or seeking a second opinion), and your commitment to achieving the best outcome for all parties involved.

Example: “ In situations where emotions run high, I prioritize maintaining a clear, analytical mindset. For instance, when faced with a problem that stirred significant emotional response among team members, I initiated a structured problem-solving process. This began with gathering comprehensive data and insights to ensure decisions were grounded in facts rather than feelings. I then methodically evaluated the potential impact of various solutions, considering both short-term and long-term consequences for all stakeholders involved.

To ensure objectivity, I actively sought diverse perspectives, which included consulting with individuals both inside and outside the immediate team to counteract any emotional bias. By creating a decision matrix that quantified the pros and cons of each option, I was able to present a well-reasoned recommendation. This approach not only facilitated a fair resolution but also demonstrated my commitment to impartiality and rational decision-making, even when navigating the complexities of emotionally-charged situations.”

12. Tell us about a time when you had to convince stakeholders to adopt an unconventional problem-solving approach.

Thinking outside the box is often required when conventional methods fail to yield results. This question assesses whether you are not only innovative and confident in your problem-solving skills but also persuasive and adept at managing change.

When responding, it’s crucial to outline a clear scenario where you identified a unique problem that warranted an unorthodox solution. Walk the interviewer through your thought process, emphasizing how you evaluated the risks and benefits of your approach. Describe the steps you took to gain buy-in from stakeholders, such as leveraging data, aligning with overarching goals, or showcasing small wins. Conclude by sharing the impact of your solution, reinforcing how your ability to think creatively and communicate effectively led to a positive change within the organization.

Example: “ In a project where traditional strategies were failing to resolve a persistent quality control issue, I recognized that a radical shift in our approach was necessary. After a thorough analysis, I proposed the integration of a machine learning algorithm to predict and identify defects, which was unconventional within our industry at the time. Understanding the skepticism it might evoke, I conducted a small-scale pilot study, meticulously documenting the algorithm’s predictive accuracy compared to our existing methods.

To convince stakeholders, I presented a comprehensive comparison of the pilot results with our historical data, clearly demonstrating a significant reduction in defect rates and an increase in detection efficiency. I aligned my presentation with the company’s strategic objectives, highlighting potential cost savings, improved customer satisfaction, and a strengthened market position. By focusing on tangible outcomes and strategic alignment, I was able to secure the necessary support to implement the solution organization-wide.

The adoption of this innovative approach not only resolved the quality issue but also positioned us as a forward-thinking leader in our field. The success of this initiative was evident in the enhanced product quality, reduced waste, and positive feedback from clients, which ultimately contributed to an increase in market share. This experience underscored the value of embracing unconventional problem-solving techniques and the importance of effective stakeholder communication in driving organizational innovation.”

13. How do you balance speed and accuracy when resolving urgent issues?

Maintaining a delicate equilibrium between rapid response and meticulous attention to detail is a reflection of effective problem-solving skills. In high-stakes environments, the ability to act swiftly without sacrificing the quality of the work can be crucial.

When responding to this question, candidates should demonstrate their methodical approach to problem-solving. They could share a specific example where they successfully managed a time-sensitive issue, outlining the steps they took to assess the situation, prioritize actions, and ensure the accuracy of their work. It’s also beneficial to mention any tools or techniques employed to streamline the process, such as checklists or collaboration with team members, to maintain both speed and precision.

Example: “ Balancing speed and accuracy is a critical aspect of problem-solving, especially when dealing with urgent issues. My approach is to first quickly assess the scope and impact of the problem to prioritize the necessary actions. I use a triage system to determine which aspects of the issue need immediate attention and which can be addressed after the immediate threat is mitigated. This allows for a rapid response without overlooking critical details that could lead to further complications.

Once priorities are set, I employ a combination of checklists and mental models to ensure accuracy while maintaining momentum. Checklists serve as a fail-safe to prevent oversight, while mental models like the OODA loop (Observe, Orient, Decide, Act) help me to stay focused and adapt to new information as it arises. In situations where collaboration is key, I leverage the expertise of team members, ensuring that we work in parallel to address different facets of the issue efficiently. This systematic yet flexible approach ensures that solutions are both swift and sound.”

14. What measures do you take to ensure long-term success rather than just quick fixes?

A strategic approach to problem-solving that encompasses both immediate and sustainable solutions is highly valued by employers. They look for candidates who demonstrate foresight that prioritizes long-term success and stability over temporary fixes.

When responding to this question, articulate your process for evaluating problems by considering the broader context and potential future implications. Discuss how you balance the need for immediate action with the goal of preventing recurrence. Share specific examples where you’ve successfully implemented a solution that addressed the root cause of a problem, and how you monitored its effectiveness over time. Highlight your commitment to continuous improvement and your understanding that true problem-solving is an ongoing process, not a one-time task.

Example: “ To ensure long-term success, I first conduct a thorough analysis to understand the underlying causes of a problem, rather than just addressing the symptoms. This involves gathering data, consulting with stakeholders, and examining the issue from multiple angles to identify systemic issues that could lead to recurrence. Once the root cause is identified, I develop a comprehensive solution that not only resolves the immediate problem but also strengthens the system against similar future challenges.

For instance, in a situation where a software application was experiencing repeated downtime, instead of just repeatedly patching it, I led a deep dive into the codebase and infrastructure. This revealed a scalability issue that was not immediately obvious. By redesigning a key component of the system to handle higher loads, we not only fixed the immediate crashes but also improved overall performance and reliability. To ensure the effectiveness of the solution, I implemented a monitoring system that provided real-time feedback and allowed for proactive adjustments, thus demonstrating a commitment to continuous improvement and long-term resilience.”

15. How has your problem-solving technique evolved over the course of your career?

With experience, exposure to various challenges, and the acquisition of knowledge, problem-solving skills mature. Your adaptability and growth in your approach to tackling issues reveal how you learn from past experiences and refine your methods.

When responding, it’s important to give concrete examples that illustrate a progression in your problem-solving abilities. Start with an early career challenge, describe the approach taken then, and contrast it with a more recent problem and the evolved techniques used to solve it. Highlight any specific lessons learned, mentors who influenced your methods, or training that contributed to your development. This not only shows your problem-solving growth but also demonstrates self-reflection and a commitment to professional development.

Example: “ Early in my career, my problem-solving approach was primarily reactive and often relied on conventional wisdom. For instance, when faced with a challenging project, I would tackle issues as they arose, using established methods without much anticipation of potential complications. This sometimes led to inefficiencies and a piecemeal resolution of problems.

As I gained experience, I began to adopt a more proactive and systematic approach. I learned the importance of defining the problem accurately, gathering data, and analyzing it before jumping to solutions. For example, when a complex issue presented itself recently, I utilized root cause analysis to identify the underlying factors contributing to the problem. This allowed me to develop a comprehensive strategy that addressed the core of the issue rather than just its symptoms. I also started incorporating cross-disciplinary techniques, such as design thinking and agile methodologies, to foster creative solutions and adapt quickly to changing circumstances. This evolution in my problem-solving technique has resulted in more innovative and sustainable outcomes, as well as a significant reduction in the time and resources required to resolve issues.”

16. Describe an occasion where you identified a potential problem before it occurred and preemptively addressed it.

Strategic thinking and foresight are hallmarks of recognizing and mitigating potential problems before they manifest. Your ability to analyze situations, anticipate challenges, and take proactive measures is what this question aims to uncover.

When responding, outline a specific situation where you noticed warning signs or patterns that suggested a future issue. Detail the steps you took to evaluate the risk and the actions you implemented to prevent the problem. Be sure to highlight your thought process, the resources you utilized, and the outcome of your intervention. This will demonstrate not only your problem-solving skills but also your ability to act decisively and effectively under potential pressure.

Example: “ On one occasion, I recognized that a critical project was at risk due to potential supply chain disruptions. By analyzing vendor delivery patterns and global market trends, I identified a pattern of delays that could severely impact our timeline. To mitigate this risk, I proactively engaged with alternative suppliers and renegotiated terms with existing vendors to ensure priority delivery. Additionally, I implemented a real-time tracking system for supply chain management, allowing for immediate response to any logistical hiccups.

This preemptive strategy not only averted a bottleneck in our project but also strengthened our vendor relationships and improved our overall supply chain resilience. The project was completed ahead of schedule with cost savings from the more competitive supplier terms. This experience underscored the importance of vigilance and adaptability in preemptive problem-solving.”

17. When dealing with unknown variables, how do you proceed in formulating a solution?

Across all industries, problem-solving skills demonstrate an individual’s ability to adapt and find solutions in uncertain situations. Your critical thinking and analytical abilities, initiative, resourcefulness, and creativity are all assessed through this question.

When responding to this question, outline a structured approach that begins with identifying what is known and what is not. Discuss how you gather additional information, break down the problem into manageable parts, and prioritize the variables that will have the most significant impact on the solution. Mention any tools or techniques you use, such as root cause analysis or brainstorming sessions, and how you weigh potential outcomes to make informed decisions. It’s also beneficial to provide a specific example of a past situation where you successfully navigated through unknowns to resolve a problem.

Example: “ When confronted with unknown variables, my approach is to first delineate the boundaries of what is known and leverage that as a foundation. I systematically categorize the unknowns based on their potential impact and relevance to the problem at hand, prioritizing them to efficiently direct my research and analysis efforts. I employ tools such as root cause analysis to drill down into the underlying issues and utilize brainstorming sessions with stakeholders to explore diverse perspectives and solutions.

In a past situation, I was faced with a complex problem where the cause was obscured by several interacting unknown variables. By applying a combination of Pareto analysis and iterative hypothesis testing, I was able to isolate the most significant factors. This methodical approach allowed me to not only identify the root cause but also to develop a targeted solution that addressed the core of the problem rather than just its symptoms. The result was a sustainable resolution that prevented recurrence and optimized system performance.”

18. Can you recount a project where iterative problem-solving was crucial to success?

Recognizing when a problem is complex enough to require iterative techniques is a sign of effective problem-solving. This question delves into your endurance, adaptability, and analytical skills, as well as your willingness to engage in continuous improvement.

When responding, candidates should select a project that had multiple layers of complexity, requiring them to apply an iterative approach. It’s important to describe the initial problem, the steps taken to address it, and how feedback or results from each phase guided subsequent actions. Highlighting collaboration with team members and how their input shaped the evolving solution can demonstrate both teamwork and leadership skills. Remember to articulate the lessons learned and how the experience has honed your problem-solving abilities for future challenges.

Example: “ In a project aimed at optimizing a complex supply chain network, iterative problem-solving was essential due to the dynamic nature of logistics and varying market demands. The initial problem was a bottleneck in the distribution process, which led to delays and increased costs. The initial strategy involved analyzing the existing workflow and identifying key areas where efficiency could be improved. However, it quickly became apparent that the solution required a deeper, multi-stage approach.

The first iteration of the solution involved implementing a new inventory tracking system to provide real-time data on stock levels. While this improved visibility, it didn’t fully resolve the bottleneck. Feedback from this phase indicated that transportation scheduling was also a contributing factor. The second iteration focused on developing a more flexible scheduling system that could adapt to changing demands. This significantly reduced the delays, but there was still room for improvement. Further iterations involved cross-functional collaboration to refine the process, incorporating insights from the sales, procurement, and warehouse teams to align all aspects of the supply chain.

Each phase of the solution was informed by the results and feedback of the previous one, leading to a comprehensive and adaptive system that significantly improved overall efficiency. This iterative approach not only resolved the immediate issue but also provided a framework for continuous improvement in the supply chain. The experience underscored the importance of flexibility, cross-functional collaboration, and the willingness to adapt solutions based on iterative feedback, all of which have become integral to my problem-solving toolkit.”

19. What role does customer feedback play in your problem-solving strategy?

Customer feedback is critical in understanding what is working well and what needs improvement from the user’s perspective. How you value direct input from users and integrate that information into a responsive and adaptive problem-solving process is what organizations look for.

To respond effectively, candidates should articulate a structured approach that showcases active listening, critical analysis of feedback, and integration of actionable insights into problem-solving efforts. They should give examples of how they have used customer feedback to identify the root cause of a problem, generate solutions, and measure the effectiveness of those solutions post-implementation. Additionally, candidates can discuss how they maintain a feedback loop with customers to ensure continuous improvement and customer satisfaction.

Example: “ Customer feedback is integral to my problem-solving strategy as it provides direct insight into the user experience and highlights areas that may not align with our intended outcomes. By actively listening to feedback, I can identify patterns and specific pain points that customers face. This information is critical for root cause analysis, allowing me to pinpoint the underlying issues rather than just addressing surface-level symptoms.

Incorporating customer feedback, I prioritize issues based on their impact and frequency, developing solutions that are both effective and efficient. Post-implementation, I leverage feedback to assess the success of the solution, ensuring it meets customer expectations and resolves the identified problems. This creates a feedback loop that fosters continuous improvement and demonstrates to customers that their input is valued and drives change, ultimately enhancing customer satisfaction and loyalty.”

20. How do you distinguish between symptoms and underlying causes when analyzing a problem?

Differentiating between what is immediately observable and the root issues that trigger these manifestations denotes a person’s analytical prowess and capacity for critical thinking. Your methodology in dissecting issues is tested, ensuring long-term solutions rather than temporary fixes.

When responding, it’s essential to articulate a structured approach: start by describing how you gather and analyze information to identify patterns or commonalities that may point to underlying causes. Provide examples from past experiences where you successfully identified the root of a problem, perhaps by using specific tools or frameworks like the “5 Whys” method. Emphasize your attention to detail and your persistence in exploring beyond the obvious, highlighting how your approach led to effective and sustainable solutions.

10 Problem Solving Interview Questions To Hire the Best Candidates

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

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

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

What Are Problem Solving Interview Questions?

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

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

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

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

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

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

Tips For Using Problem Solving Questions To Screen Candidates

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

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

Look Out For Generic Answers

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

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

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

Ask Job Specific Questions

Different jobs have different problems.

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

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

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

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

Ask Different Types of Problem Solving Questions

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

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

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

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

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

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

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

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

Give Candidates Multiple Opportunities To Relay Experiences

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

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

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

Incorporate Team Related Problems

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

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

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

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

Build Off of Interviewee Responses

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

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

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

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

10 Problem Solving Interview Questions To Hire the Best Candidate

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

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

1. What Is Your Approach To Problem Solving?

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

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

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

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

2. How Do You Identify Potential Problems?

Problems cannot be solved if they cannot be seen.

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

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

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

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

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

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

4. How Do You Prioritize Problems To Be Solved?

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

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

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

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

5. How Do You Develop Solutions To Problems?

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

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

There will never be a plan that accounts for everything.

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

6. How Do You Implement Solutions To Problems?

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

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

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

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

Be meticulous here and determine how viable their answers are.

7. How Do You Evaluate The Effectiveness of Solutions?

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

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

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

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

8. How Do You Learn From Problem Solving Experiences?

Learning from past problems is essential for solving future ones.

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

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

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

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

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

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

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

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

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

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

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

The Bottom Line

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

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

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

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

How To Streamline Your Retail Volume Hiring Strategy

For any business owner, the process of recruitment can be daunting. Not only do you have to find the right candidates, but you also need to ensure that they're a good fit for your company culture and can hit the ground running. When it comes to high-volume hiring, the stakes are even higher. A bad hire can cost you time and money, so it's essential to get it right.

High Volume Recruitment: What You Need to Know

Finding the best candidates in a competitive hiring market can be challenging. When looking for a lot of talent, you need to think differently. Volume recruitment presents a fantastic opportunity for organizations to connect with many qualified candidates without requiring lengthy screening processes.

Essential Tips for Recruiting Interns

If you're an HR manager or recruiter planning your next hire, you're probably thinking about hiring interns. You may have questions about the intern recruitment process or the best way to attract, find and hire interns for your company. Find out in this article our tips for your next intern hiring.

Common Hiring Biases to Watch Out For

HR professionals are aware that inherent biases in hiring practices can cause problems. The wrong candidates might get hired and then leave shortly after. What’s worse is that your company could get hit with a lawsuit over hiring biases if they violate equal opportunity laws.

Changelog. ‍

MockQuestions

Problem Solving Mock Interview

To help you prepare for your job interview, here are 25 interview questions that will test your problem solving ability.

Get More Information About Our Problem Solving Interview Questions

Question 1 of 25

Tell me about the most challenging problem you have encountered in your professional career.

How to Answer

Answer example.

Everyone has had their share of challenges in their career. The interviewer knows that you are not perfect; however, they need to know that you can professionally overcome work-related roadblocks. Maybe you had a significant project that almost went sideways. Perhaps you had a conflict in the workplace that you could have handled more professionally. Explain your approach to resolving the issue and be sure to highlight the steps you took to reach that resolution.

"The most challenging problem I have encountered in my professional career was with my most recent employer. I had an incredibly important project that made up the majority of my annual budget. The client was challenging to work with as he was rarely available for comment, due to extensive international travel. I needed this deal to work out so, for the 6-month span of the project, I made my work hours reflect his time zone. This shift allowed us to communicate via Skype on a daily basis which meant a fair share of late night and early morning calls for me! It was a sacrifice, and I would do it again. I understand that sacrifices need to happen to gain successful outcomes."

"The most challenging problem that I encountered in my career was when my former company experienced a major merger. It was a lot to adjust to but, after some time, I was able to get a good pace again."

"The most significant challenge I have faced as a manager would be the labor dispute and lockout that our company went through in 2016. Many of our permanent employees are union based. We could not come to a new collective agreement, and so I ended up having to utilize a lot of temporary staffing options during that time. It was a lot of re-training, and strain on the company culture overall."

"The biggest challenge that I face as a marketer, and it's an ongoing challenge, is to manage my expectations on projects. I lean on the side of perfectionism and often put more pressure on myself than even a client would. The positive side of this; however, is that I always deliver an immaculate product."

"I'd say the most challenging problem I have encountered was when my manager suddenly resigned. I was then in charge of the department. Now, I was mostly ready for the responsibility, as the assistant manager in the department. However, I had never completed inventory reconciliation, and on the first day, this was my first task. I was asked to give projections so that our buyer could stock us for next season. I had no idea what to do, so I researched until I came up with the answer. Also, other managers in other departments helped to guide me. Ultimately the work paid off because our next season projections were perfect. Since then, I've learned more effective ways to do our inventory management and projections, but I don't think I've ever learned anything as quickly as I did that week."

"The most challenging problem I've encountered is the misstep of taking my current role. The initial pitch to me on company growth and my duties is not my reality. This factor has been a challenge to my career growth. I know that even if it was a misstep, there are lessons to be learned, and I approach each day with interest and a positive attitude to try to learn those lessons and grow professionally."

"The most significant challenge I've faced is nearly having my department eliminated due to budgetary cuts. I was lucky to have an active parent community rally behind me and the department which saved the program, in the end. The other challenge that comes to mind was getting back into the swing of teaching after taking a few years off to be home with my children. There was a learning curve on getting up to speed with curriculum and the lesson planning, but my love for teaching made it all that much easier!"

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25 Problem Solving Interview Questions & Answers

Below is a list of our Problem Solving interview questions. Click on any interview question to view our answer advice and answer examples. You may view 5 answer examples before our paywall loads. Afterwards, you'll be asked to upgrade to view the rest of our answers.

1. Tell me about the most challenging problem you have encountered in your professional career.

2. in your opinion, what makes you a great problem solver.

Employers want to know that you have a methodical approach to problem-solving. Consider the skills and qualities that help you successfully face problems. Perhaps you have a keen eye for detail. Maybe you can see opportunity when others can only focus on the issue. Share your strengths as a problem solver, and your ability to come up with innovative solutions. Strong problem solvers are: - Systematic thinkers - Open minded - Okay with being wrong sometimes - Always researching and exploring - Able to identify the core problem - Able to reverse engineer a challenge to avoid future issues - Able to come up with multiple avenues that work well for all stakeholders - Are do-ers and not worriers

"I am a great problem solver because I can compartmentalize all aspects of a problem before studying it. I also like to bring more experienced team members in to add to the solution. I will never try to be a hero and solve a complicated problem without tapping into the resources around me."

"What makes me a great problem solver is that I have a keen ability to research, read, and explore so that my recommendations are based on fact and study rather than guesses."

"I have been told that I am an excellent problem solver and I believe this is because I have a bit of an engineering mind. I can take the issue, work backward to solve it, and then use that resolution as a basis for avoiding future issues to come up. I am also a big-picture thinker which allows me to come up with various resolutions per problem."

"I am a great problem solver because I do not allow stress to cloud my judgment and mute my creativity. I am a keen observer with a great memory which allows me to recall unique solutions or ideas."

"I am a great problem solver because I draw from the experience of others, whether solicited advice or through my prior observations and then I improve upon that, where possible. My memory and years in the industry have exposed me to many types of situations and problems, so I feel I have a vast amount of experience to draw from, allowing me to be creative and effective in the way I approach any challenge. Not to mention, I'm not afraid to ask for help or advice along the way. I know that I don't know everything, so I like to ask for input when I feel I am not fully equipped to do the job alone. There is no shame in that."

"I believe I am a great problem solver because I am sure to gather as many facts as possible, I look at the problem and its potential solutions from multiple angles, and I am not afraid to make a creative decision, that might seem off the beaten path."

"I consider myself a great problem solver and believe my skills are in my emotional intelligence. I can be really in tune with the tone of the group, who is feeling what, and how they are each best reached. This skill applies to both adults and children, so it is beneficial both inside of the classroom and out! By being aware of what is at the heart of the matter and how each person needs his or her needs met, I'm able to accomplish a lot while avoiding many common landmines."

Anonymous Interview Answers with Professional Feedback

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Cindy's Feedback

3. Tell me about a time when you discovered a problem and went beyond regular expectations to fix it.

Your innovative approach may be exciting and unconventional, but can you implement it realistically? Ideas are one thing, but putting them into practice and providing measurable results is where you can add genuine value. Think of a time you worked long hours and made sacrifices to overcome a challenging problem. Demonstrate your impact and the significance of your solution.

"During our busy tax season I noticed that one of our primary spreadsheets was not formulated properly. I am not an expert with Excel; however, with everyone being in peak stress mode - I decided it was something I could learn on my own. I watched a few online tutorials and ended up resolving the issue without the need to involve the rest of the team."

"When I worked as an admin assistant at my last job, I was in charge of purchasing office and kitchen supplies. I noticed we had been spending quite a bit of money on paper and plastic-ware. I compared the cost of disposables to the cost of buying permanent dishes and utensils for the kitchen. It turned out we were able to save the company hundreds of dollars each year by simply investing in dishes and silverware!"

"I had a staff member who was stealing supplies. Rumors were going around that she was dishonest; however, there was no evidence. I carefully waited and, after two days, the rumored infractions were caught on camera. At that point, I was able to terminate her employment. I went beyond regular expectations by gaining evidence before terminating her. I knew this would prevent a human resources issue down the road, and it also saved my company from having to pay this employee any severance pay."

"Our agency performed a major client launch last month that tested well. Upon implementing, I noticed that their new website was not functioning correctly. I wanted our client to be happy with our services, so I worked late into the night with our IT team to troubleshoot the site and ensure that by morning, there were no more kinks to work out. In the end, our client was thrilled with my dedication, and they ended up writing an amazing review online and even mentioned me in the review!"

"I managed a coat department previously and, depending on the season; these coats were very high ticket items. I had two salespeople who were consistently battling for the sale. It was unbecoming, to say the least, and impacted the department's morale. To incentivize everyone to go for the sale, I made a sales contest on non-coat merchandise. The more items they upsold, despite being a smaller sale, the more tickets they received towards various other compensation incentives like gift cards or extra time for breaks. The other sales reps felt reinvigorated, and it pushed my two coat-fighters to step outside of their perceived territory."

"In my first role, there was a regular lane of shipments that was difficult to cover. The issue didn't cause us to fall short as far as the customer was concerned. However, we were in danger of potentially having the customer poached due to waiting times. After several late nights attempting to come through for a key customer, I got tired of running in a hamster wheel. I decided to find some carriers that could assist. Long story short, after staying late many days and making some creative calls to find a backhaul, I was able to secure a new carrier, at a great rate, and keep the customer happy."

"When I was reworking lesson plans, I noticed that there was a gap between the programs and some policy. So, rather than hand them back to the team to fix, I took it upon myself to write the remaining lessons and tweak the existing ones to make them cohesive. It took about seven days of working on my own time, but it was worth it when I saw the lessons in action during the school year."

4. Tell me about a time where you had to analyze a set of data and then make a recommendation.

Talk about your attention to detail and sharp focus when it comes to data and statistics. You may not consider yourself a highly analytical person. However, this is a skill that you have indeed exercised in the past.

"I worked for a financial firm last year and had a client who was looking for investment recommendations. I gathered data on the stocks they were interested in, sorting through 12-month trends and further historical data to determine the most promising returns. The client was happy with my findings, and my manager was quite impressed with the research that I conducted."

"My boss recently asked me to make a case for Oracle on Demand versus SAP Business ByDesign. Our business was growing so fast, and we needed a new CRM fast. I called both companies who took me through a webinar and a couple of online tutorials. I then gathered the data and made an informative PowerPoint presentation. My boss was very impressed with how thorough I was, and I was happy to learn something new!"

"Each time I onboard a new client, I analyze a set of data before I make any recommendations on their strategy. This data includes their current analytics, primary sales sources, key customers, and more. I have a formula that I follow for the most part to help me assess and then give the best strategic recommendations that I can."

"My current employer wanted to know the exact impact our social media campaigns were making. I gathered our Facebook analytics for him and created a short PowerPoint presentation from the data. My recommendation was to increase our keywords in the geographical areas where our ads received the highest click-through rates. My research and recommendations certainly helped as our Facebook reach grew exponentially."

"As department manager, I'm responsible for forecasting what our sales will be for the upcoming season so that our buyer can accurately purchase the proper inventory. I have to look at our current inventory, last year's trends, YOY growth, and what the industry is doing as a whole, especially with the impact of online retailers. I then make a recommendation and forecast that will either set us up for success or not. If I under or over forecast, we end up with not enough inventory or too much to sell through and the cost is either opportunity in missed sales, or having to discount unnecessary items. To date, I've been nearly exact in my predictions."

"When doing annual reviews with my clients, I would analyze the past year's shipments, trends, and overall data. I would then make recommendations for improved efficiencies, rates, and better service contracts in the upcoming year. I would make not only carrier recommendations based on service level and pricing, but also made suggestions on new routes or ways in which we could be creative, like consolidating the shipments in our warehouses, to save cost when possible. I managed two of the most significant accounts in the office, so my recommendations were fundamental to our bottom line, and I'm happy to report that they were consistently adopted, resulting in more business."

"I am responsible for analyzing the results of our unit tests given across the department quarterly. I had not only to compile the results and make recommendations as to what units to keep and what to remove for the following year but also diagnose what ineffective and how we could remedy that. This task is a critical one as it shapes the future of the department and our efficacy as teachers."

Stephanie's Feedback

5. When a problem requires a quick solution, how do you respond?

When it comes to complex problem solving, decisions are not always readily reached. It takes practice, experience, and confidence to learn what sorts of decisions yield the best results. Walk the interviewer through your process when it comes to making quick decisions. Do you rely on past experiences? Perhaps you go with a gut feeling. Maybe you have read case studies that you lean on in these instances. Problems that require you to act quickly can be emergency situations such as knowing where the fire extinguisher is and grabbing it fast enough to put out a small grease fire in the company kitchen. Other quick decisions could be if you are asked to take on a new responsibility and are only given five minutes to decide if it's something you are prepared to take on. Going with your gut is a skill, and the more you learn to trust your intuition, the easier it becomes to make these types of decisions. Demonstrate that you are confident and able to react swiftly when the need arises.

"Our Controller recently came down with pneumonia on a week where we had a major client presentation to give. He sent me what he had prepared, and I had to fill in the blanks. As an Analyst it was a bit out of my wheelhouse, being in a client facing role, but I adapted quickly, and reminded myself that my team needed me."

"When an urgent problem arises at work, I always try to respond in a calm and assuring manner. I am a natural leader which means that my team often looks to me for answers. One instance of my fast-thinking was just last week when we had an administrative employee no-show on a significant day for us. I called a temp agency, and they had the position filled in just one hour."

"In logistics, there are often split-second decisions that can either get the freight to a customer on time or cause a shut-down of a production line. Sometimes, these decisions have to be made after hours. On more than one occasion, I've received a phone call from our central dispatch asking me how to handle a late driver. I have to remember the details of the particular shipper or receiver, my customer, and the actual load in question but also get creative with how they can make sure to meet customer expectations. Due to the urgent nature of the business, as well as the drivers, it has to be a very quick decision to be successfully resolved. Luckily, due to following my gut, I've been able to make very fast, split-second decisions in the best interest of the branch and customer."

"As a Marketing Director, I need to make a multitude of decisions, on the fly, for varying projects. I rely partially on the instinct that I have built as an expert in the marketing industry and part in past experiences that may be similar. I am sure always to exude an air of control when making decisions."

"I thrive under pressure and always have, so when I'm given a time-sensitive situation to address, I light up and get down to business. I am more impactful and even more creative when I have little time to do much besides jump in and take charge. This ability to make fast decisions is especially helpful in my role as manager when there is an inventory, personnel, or customer issue."

"Just like with negotiations, I react swiftly in emergency situations. Perhaps my skills come from my years as a parent, having to think fast and put out fires! If a quick solution is required, I will do a fast overview of the facts and make a decision based on risk factors considering the potential financial loss."

"I am certainly a take charge and tackle a project kind of gal - as a teacher and a mom, too! I feel I have a powerful and accurate intuitive sense and I follow it instinctively. It's very rarely steered me wrong."

6. When it comes to problem solving, are you a strong collaborator?

Show off your teamwork skills by giving an example of when you successfully collaborated with your coworkers. Be sure to demonstrate how you communicated your thoughts or opinions. Highlight how your contributions, or ability to ask for help, made a difference. Explain how you are a team player who enjoys working alongside others.

"Last month, I recruited a couple of coworkers to help me solve a problem for a client. We were looking at their financials, but something didn't add up, and I didn't have the analysis background that these two co-workers had. Together we molded our areas of expertise and created a bulletproof financial plan for our client. I enjoyed the collaboration and would do it again in a heartbeat."

"I am most certainly a strong collaborator! Being an executive assistant, I am often in need of strong collaboration to complete a project for the VP who I support. I love learning new things from my coworkers and those who I report to."

"I love having impromptu brainstorm sessions with my team. It keeps everyone on their toes! When an issue comes to light, I will approach the problem with the entire team and open the floor, at the end of the meeting, for suggestions."

"In marketing, it is imperative to collaborate and gain different sides of the story, and new opinions. I try to seek out my team's opinions on projects all the time. I find everyone has something to contribute and can help me see a problem or strategy in a way that I may not have ever considered."

"I would consider myself an active collaborator and believe that two heads are almost always better than one. Three is the best, in my opinion. This way the team is odd-numbered, so if there's a dispute you can take a vote on it! Multiple viewpoints are almost always a great idea."

"I am a strong collaborator. I am always willing to listen to others' opinions, hear their perspective, and work together to build a solution that will fit for everyone. I am always looking to draw from others' experience and expertise to bring about the best solution for the client and the branch as a whole. When drafting a pitch for a client, I am always sure to bring on a manager or carrier sales rep so that I will have multiple perspectives to help bring us to the best collaborative solution."

"I believe I'm a skilled collaborator and am confident that my coworkers would agree. I come to our bi-weekly department meetings full of ideas and with an open spirit, ready to collaborate with the rest of the team. We always have engaging discussions that result in great takeaways for the teachers as well as our students."

7. When you cannot seem to find the right solution to a problem, how do you deal?

Sometimes, problems just seem too impossible to solve, at first glance. Your creative problem-solving skills may be at a stand-still from time to time, and the interviewer wants to know how you deal with that. Taking a brief break and stepping away from the problem can help you to see things from a different perspective. When you are in a rut, you can waste time plugging away at something, resulting in a decline in productivity. Discuss with the interviewer how you handle being in a rut like this.

"If I am stuck on a particular problem, I will take a break from trying to figure out what's wrong and ask a coworker for advice. Getting another person's perspective when you start to feel like you're hitting a wall can help one to see a problem with a fresh set of eyes. As humans, sometimes we overthink! The biggest hurdle can be asking for help, and I am not above asking for help when I'm stuck."

"If time allows - I will sleep on it! When faced with tough decisions where an answer does not come to me easily, I will take a moment to feel the issue out. When necessary I will also bring in the opinion of the administrators in a different department."

"If I cannot come to a solution that feels right I will check in with other leaders whom I work with and, depending on the situation, my business mentor. It's important to check in with those that I admire as they have unique ideas and some have more industry tenure as well."

"As a marketer, I am hired to find the solution for others. As you can imagine, when that solution seems elusive, it is incredibly challenging for me to accept. For this reason, I love brainstorm sessions with my team. I will also look to the outside in the form of resources online such as blogs and forums by other marketing professionals."

"It can be frustrating when a solution does not come fluidly. However, sometimes trying a solution and seeing it fail, will lead you to a lightbulb moment. I am an active person, so I like to walk and talk things out. Usually, as I do that, I don't filter my ideas. This way, something slips out that I would have edited out as "ridiculous" if I were writing down a list. I have found that this free-flowing problem-solving session often leads to the most creative and impactful solutions which I would have nixed from the get-go had another not failed."

"If I'm stuck on a problem, I try to take some time away from the issue, ideally by taking a step away from the screen and get my blood flowing. Walking away seems to help me get reinvigorated and more creative. I also find it valuable to talk it out with someone, even if that person is not a stakeholder in the situation."

"If I am stuck in a rut or can't seem to figure out the best approach, I am fortunate enough that I have so many other tasks and classes that I can focus on. Usually, if I clear my mind and fill it with something else, a great idea hits me when I least expect it. If I am stuck on a problem and cannot take the time to step away, I usually rely on my students to help me shake it off!"

8. When faced with a problem, how do you decide on the best solution?

There may be more than one solution to a problem, and the interviewer would like to know how you make a final choice when you're in a situation like that. Effectively comparing and contrasting, or weighing the pros and cons, is essential when choosing the best way to solve a problem. The interviewer wants to see that you are capable when it comes to calculating risk vs. reward. Think about a time when you have compared the risk and reward to a potential solution.

"If I have a problem with multiple solutions, I always go back to the classic pros vs. cons method. I fully understand that although no solution is perfect, and some solutions offer lesser sacrifice while others pose potential loss. I have been trained to take the solution that is 'closest to the money' which means that if I am stuck between a rock and a hard place, I will choose the solution that is most beneficial to the company's bottom line."

"When it comes to problem-solving, I will always weigh the pros and cons before making a decision. I will also bounce my thoughts off of some co-workers if I still feel conflicted after that."

"My decisions are always based on three factors. One, what is best for the company. Two, what is best for our clients. Three, what will boost employee morale. Now, not all decisions will be popular with all three groups, and I do keep that in mind. In those instances, it is my job to watch our bottom line but ensure customer satisfaction at all times."

"Rock, paper, scissors! Kidding - of course! Our team will collaborate on tough decisions, and we often vote. Majority wins in our office for many creative decisions."

"When I face a problem, I am sure to draw on previous experiences both as a customer and an employee in retail. I then use these experiences to make the most informed decision that I can about the problem at hand. Generally speaking, if I've already seen or experienced a very comparable situation, I can be impactful and exact in my approach by drawing from those experiences."

"As I consider a problem and its solutions, I make a note of what my gut tells me what to do. Then I take a step back and reflect on times that I have faced the situation before. I recall the actions that I took, the outcome, and then pivot as necessary. I trust my instinct because I am heavily knowledgeable in this industry, but I believe in relying on fact as well."

"I am typically a follow-my-gut type of person, so I follow my instinct when possible. I make a note of what my initial inclination was and then I make sure to compare and contrast solutions. Once I have identified the best solution, I check in to see if it feels right. More often than not, my initial instinct is correct. Of course, I am sure to be analytical as I weigh out each decision."

9. How do you prioritize multiple projects when they all seem equally important?

Prioritizing is a skill that requires practice. There are many approaches you can take. Here are some suggestions: 1) Make a list. By thinking through and writing down each item that needs completion, you can see it on paper. 2) Mark what is urgent or essential. Take into account deadlines and meetings. 3) Order each task based on effort and estimated value. 4) Consider due dates and how long it will take to do each item. When answering this question, show the interviewer that you have a system in place that helps you to think through what needs to happen, and when. The better you can prioritize, the more productive you will be, making you an asset to their company!

"I aim to be as effective and efficient as possible and make sure I can use all minutes of a day for a project. I have a few things going at once most of the time. I am the lead on some, the delegator on others, and the reviewer on another, for instance. This way, by splitting up the work to the appropriate parties, both my team and I can be the most efficient with our time."

"I often have multiple projects due at a time, since I am the assistant to three different executives. I ask my executives to rank their need from 1-5 in the level of urgency, including its due date. I start my work on that list. If there is more than one urgent need, I will work overtime, or through my lunch, to ensure that I deliver everything on time."

"I had to utilize creative problem solving last month when we found ourselves short-staffed and unable to hire new employees due to budget cuts. I changed our schedule to include some split shifts and received approval for a small amount of overtime spending. The problem is solved, at least temporarily, until our company comes out of our spending freeze."

"In my current department, we are very systematic in our customer delivery promises; however, that is not to say that doubling up on client deliveries does not happen. When situations occur where I have to prioritize, I will do so by the size of the client and budget. It may seem unfair at times; however, our largest clients with the most significant spend always rule out."

"I prioritize based on urgency and time required for the project. I have a list of what needs to be done, by when, and how long I estimate that it will take to accomplish. I am great under pressure, but try to make sure that I don't get myself or my team into a sticky situation by not allotting enough time for any particular project."

"I love to keep running lists of everything that I need to do, big or small. Mostly because I love crossing things off of the to-do list, but also because it helps me keep track of everything. Lately, I've started utilizing a free project management software that I use to make those lists, categorize the tasks, and mark them by the level of urgency. I take care of the most time-sensitive issues first and then move along to the equally important, but perhaps less time-sensitive to-dos. I also estimate how long each task will take, so if I have a few minutes in between projects, I can tackle the quick to dos and use that time effectively, rather than use it to figure out 'what's next.'"

"I follow the tried and true practice of making lists and assigning each item a priority and tackling the list that way. I love to check things off my list, as it gives me a feeling of accomplishment. Also, I am a believer in following my intuition. If I feel that something lower on the to-do list needs to be bumped up in priority, I will tackle that right away. As a teacher, there are always a lot of simultaneous to do items, so in addition to prioritizing, I have to be good at multitasking; something I find I do quite well as both a teacher and a mom."

Marcie's Feedback

10. Tell me about a recurring problem that you run into in your current position, and how you handle it.

The interviewer wants to see that, despite this recurring problem, you take action to find a resolution. They want to make sure they aren't hiring a chronic complainer who is easily defeated! Be careful to avoid complaining about your current (or most recent) position. A recurring problem could be a glitchy software system, an employee who is regularly late, or even an unpredictable work schedule. Remain optimistic in your reply!

"A recurring problem that I have in my current position is the fact that our client management software is not user-friendly. Any entry that I need to make is incredibly time-consuming which poses a real problem when a deadline is present, or when we have clients waiting for an answer. I have found that the best workaround for this is not to allow my paperwork to build up. The more proactive I am, the better I can keep ahead of schedule."

"A problem that I am currently running into is a lack of office supplies. My boss has been running very lean, financially speaking, since our industry took a downturn. I have to time my ordering with client invoices at this point. This situation has certainly helped me to become more aware of spending and budgets, that's for sure!"

"The greatest issue in my current position is that we have so much employee turnover. It started to feel like I was constantly training new staff. I came up with an employee referral bonus program which greatly helped. For every successful referral, our employees get 400 plus another 400 after their referral stays for three months. I believe this has been successful because the quality of our employees has greatly increased."

"In my current office, we have more clients than we can handle - which is a great thing! However, it's been tough to find the best marketers to join our team because we are a small organization. This hiring situation has meant a lot of overtime hours, which I am certainly happy to do for the most part. I do look forward to working with a bigger team, like yours."

"Unfortunately, a recurring issue in my current company is employee tenure. It's just really part of the industry as we need some holiday and seasonal associates and they typically don't want to stay on, or we don't have the budget to keep them on. This turnover means we are continually becoming a new team and learning how to work with our new coworkers. Scheduling often has a learning curve with a new team, too, because you have to take into account the availability of all parties, and who works well together. That said, it's something I'm used to. I make it a bit of a personal challenge or game for myself. How quickly I can learn their available days, how fast I can learn who works best together."

"A recurring issue at my current job is lack of reliable inventory that my clients are requesting, which can be incredibly frustrating. I am working hard to land a client, get them to buy into our program, both literally and figuratively, and then we fall short of expectations when our inventory doesn't meet their standards. That said, I continue to go out, land new clients, and try to source the proper inventory for them."

"A recurring issue revolves around my lack of a classroom and the friction that can arise at times because of it. Without the flexibility of my own classroom, I sometimes find myself in an awkward situation since I have to abide by the other teacher's rules, which sometimes conflict with mine. I do my best to follow the teachers' class rules, and make sure that we have a good understanding."

11. Tell me about a time when you failed to solve a problem. How did you overcome the failure?

'Success is bouncing from failure to failure without losing momentum,' or so they say. Your resilience shines through when you can learn from your mistakes and keep going. Give an example that shows you can accept fault and learn from challenging experiences.

"I failed to meet an important deadline in my first job out of college because I didn't know how to prioritize properly. I kept letting other menial tasks get in the way rather than focusing on finishing the project. I learned how to manage my time wisely by setting reasonable goals and reminders on my calendar. This technique helped me to manage my time more effectively."

"Last month we were having issues with our GoToMeeting application, and it was right before a major client meeting. I was on a call with the service provider, trying to troubleshoot and unfortunately, did not deliver a fix on time. After the initial frustration, I decided to talk to my boss about having backups in place. Now, we have Skype, and Google Hangouts set up for these emergency situations."

"I was asked to solve our issue of employee turnover which ended up being much more difficult than I originally thought. My initial goal was to improve turnover by 70% but in the end, only reached 40% improvement. Although I did not reach my goal, I am still happy that my action plan made a difference."

"I had a customer who was not happy with my delivery, and I chose to take care of the situation without involving my boss. It wasn't that I was trying to sweep the situation under the rug, I just honestly thought I had been successfully dealing with the situation on my own. Unfortunately, I was wrong because the client sent a nasty email to my boss a short time after. I should have gone to my boss right away and filled him in. It's something that I've learned from, and I'm ready to involve my boss with every sticky client situation."

"In a previous role as a personal shopping assistant, I was tasked with taking on a notoriously difficult client. She spent a lot of money in the store in the past but was very demanding. This challenge seemed like the perfect opportunity to prove myself. A few months in, I made the misstep of mentioning something she'd complained about at an earlier date. Apparently, she was offended that I brought it up, even though I meant it very innocently. I owned up to it immediately to my manager and came up with a plan to win her back. I wrote a snail-mail card apologizing to her and let several weeks pass before reaching out in any other way. By the time I did, two months later, she was perfectly lovely, dismissed my apology as though she didn't know what I was talking about, and we moved along in a better fashion than we had prior."

"In my first role out of college, I was working to solve a lane issue with a carrier that kept falling through. I went through every solution I could come up with including pitching consistency, to leveraging my current relationships, and asking for favors. Those favors and workarounds ran out, and we fell short of client expectations. While I did all that I knew how at the time, I still fell short, and it was disappointing. In retrospect, I would have involved more people in supervisory positions earlier on in the process to learn from their shared experiences."

"The problem I've failed to solve that still keeps me up at night is a successful inclusion of one of my students with an IEP. He loves Spanish and in a one-on-one setting excels at it, but cannot handle the behavior expectations in class because he gets too excited. I've tried multiple approaches to get him to regulate, and participate, but so far nothing has allowed him to participate in the class without disrupting the other students and causing a meltdown for himself. This fact weighs on me since I want him to experience inclusion at all times. As a result, he comes to my office a few days each week, and we have our Spanish class together. I feel this exemplifies who I am as a teacher. I will go the extra mile for my students to make sure they get their fair shake at life."

12. What sources do you look to when you need to solve a complicated problem?

The interviewer wants to know that you can think outside the box, or even ask for help when you are stuck on a complicated problem. Maybe you look to a mentor or boss for advice. Perhaps you have handbooks, manuals and systems you turn to for help. Offer some relevant examples based on your industry. If you work in the medical field, you may turn to textbooks, online research, colleagues or even patient's history to find the right solution. If you work in customer service, you may ask the customer what they need to find the best way to solve the problem. Show the interviewer that you are knowledgeable and equipped to handle these types of scenarios.

"When I am faced with a complicated problem, I will look to the resources that my current company has provided me. The answer is almost always in there. If it's more of a moral dilemma vs. a knowledge-based dilemma, I will ask my supervisor for his thoughts and opinion since I value him as a mentor and expert in our industry."

"I have a variety of manuals and online tutorials that I lean to when I need to solve a complicated problem. Usually, the issues are surrounding Excel troubleshooting, so it is easy to find answers without involving anyone else and interrupting their day."

"I have a business mentor that I turn to for significant problems. She and I are in the same industry; however, she is much more tenured than I am. I recommend that everyone have a mentor. Even though I run a team of my own now, there are times when I do not have the answers."

"When I need to solve a complicated problem I will turn to marketing forums and blogs that I follow. There is a plethora of information on the internet, and it would be a shame not to take advantage of them!"

"To solve a complex issue, I will reach out to a manager or mentor from a previous role to ask them how they've handled such issues in the past. I am always ready to dive back into our handbook, but these types of scenarios are often not covered there, which is why I value a human, experiential approach. I know that there are so many folks in the industry who have so much to teach me and have probably already "been-there-done-that," so I love to utilize them as a resource."

"If there's a complicated problem, I'll write out what I think the possible solutions would be. Then, I will weigh those potential solutions against one another and list the complications that may arise as a result of each choice. Also, I am always open to input or suggestions from those with more experience than I. I will often turn to my organizations' training resources, as well as talk the problem out with coworkers or my boss."

"I have a vast cohort of teachers with whom I work currently, or have worked in the past, so if I am stuck on a problem or feel I need some additional help, I reach out to these educators. If nothing else, they're there to lend an ear and let me bounce my ideas off of them. They almost always have some real-life experience in a very similar situation. I value this collaborative, supportive group that I've amassed over the years."

13. After you implement a solution to a problem, how do you test the effectiveness of that solution?

The interviewer wants to see that you have strong follow-through skills and the ability to use data and analytics to support your decisions. The only way to test the effectiveness of a new solution is to keep a close eye on the immediate, and often longer-term, results! Depending on the situation, you can use data, run reports, and compare/contrast your findings. If you have records of the data before your problem-solving solution, you can track the results of your new solution and analyze in a month, or beyond. It can take time to see the results, so having a method for measuring them is essential. Give an example of a time you implemented a solution and found a way to measure the results to check its efficacy.

"Last year, our company was having a very high rate of turnover due to employee burnout during overtime hours worked. I implemented a third shift which alleviated the need for excessive overtime. Yes, it did increase our payroll costs by 33%; however, it decreased our turnover which was costing us more and more every year. From the analytics I have been watching, the change will pay for itself by the end of year two."

"One solution that I recently implemented was the use of Google calendar with the executive that I support. She was rarely updating her Outlook calendar because she found it to be too difficult to do on her smartphone. Since this implementation, we have minimized our crossed wires significantly! I have measured the effectiveness of this new calendar strategy by marking down any appointments that need to be rescheduled. So far, for the month, the number of reschedules is down by 80%."

"I always look at the data to gauge the efficacy of policy or new solution. I am big on numbers as they do tell the full, and true, story. I love the reliability of spreadsheets and numbers!"

"Once our team comes up with a new marketing strategy for a client we will conduct two focus groups. One test group will be on the original marketing plan and the second, on the plan that we want to pitch. The use of focus groups is the best way for us to measure if our new strategy will be effective enough to justify the changes for the client."

"I like to collect data, as well as anecdotal assessments of new policies. It's great to have data to confirm if it was or was not effective, but I am a firm believer, too, in getting the team on board. Plus, as you implement a solution, sometimes those doing the actual day-to-day work with customers or in the actual implementation have a more accurate understanding of what's going on or what could be improved. Therefore, I am sure to ask the staff how they think it's going, if it's impactful, or what they still see as an area for growth."

"To test the effectiveness of any solution, you have to be objective and see if it genuinely addressed the problem it set out to solve. Everything in our business runs on KPIs, so when we introduce any initiative, we can see how it is or is not impacting those measurements. One example of this was when I assigned specific accounts to my team of buyers, instead of just attaching as they came up. The idea was to get a buyer to become an expert on that account, their buying habits, and therefore be more effective in the long term at sourcing for their needs. At first, it didn't seem all that impactful, as the close rate was still around 42% overall. However, over the course of 10 weeks, we saw an uptick in close ratios on the assigned, dedicated accounts versus the randomly distributed ones, resulting in 53% close ratio. It's something that became so effective that other sales pods adopted it as their practice as well."

"For me, numbers play an important part in teaching but do not paint the full picture. So, after implementing a change, it is certainly important for me to collect data from our unit tests to gauge the efficacy of the lessons we're teaching and the lesson plans we are using. However, I also am sure to check-in with the students on a more regular basis to check for comprehension. Testing is only truly reflective of the way some students learn, whereas others are terrible test takers, even though they've learned the material. That is why I like to take a two-pronged approach."

14. When a major problem arises, what is your first reaction?

The interviewer wants to know if your reactions to problems reflect maturity and professionalism. How you react will significantly determine how you fit with their existing team. Perhaps your computer crashes, and you realize you may have just lost all of your hard work. Or maybe you are limited on time and have a deadline rapidly approaching. Demonstrate to the interviewer that you take a very methodical approach to problem-solving, rather than reacting impulsively when a problem occurs.

"When a major problem arises, my first instinct is to take a step back and absorb what just happened. I then go into 'brainstorm' mode, jotting down potential ways to resolve the issue. From there, I can use a pros and cons list to determine the best course of action for a fast and amicable resolution."

"I have taught myself to become much calmer with my first reactions when problems arise. Now, I will step back and review my options for solving the problem rather than allow myself to become frustrated. If I feel that I cannot solve the issue on my own, I will ask for help from my superiors."

"Depending on the situation, I will gather my resources and team and collaborate on making the necessary happen on a shortened timeline so that we can deliver our results in the most efficient manner possible. Usually, we learn something about ourselves, the team, or a more effective approach to the next problem in the process."

"When a major problem arises, my first instinct is to jump in and fix the issue. I am a do-er and also think in a reverse-engineering manner. I start with the desired result, and work my way backward from there, figuring out where the snag occurred."

"I am resistant to stress but cannot completely avoid it. When a major issue arises, I will take a quick walk, if possible, so I can best assess how to address the issue while clearing my head. Then, I get to work. I delegate whenever possible so that I can oversee the effectiveness, but am not at all afraid to jump in and do the dirty work myself."

"In the event of a significant problem or setback, my first reaction is to freeze in disbelief for a moment or two while I gather myself, then I jump into action. I know that I need to work harder and faster to recover the time and effort lost. My salesperson mind goes into overdrive until the issue comes to a resolution."

"My first inclination in the event of a major problem is to roll up my sleeves and jump in to fix it or help mitigate some of the potential blow out. This initial reaction is especially true when the problem involves a student's feelings or wellbeing."

15. What steps do you take when you have to make an immediate decision without all the relevant information?

Sometimes we have to make decisions without all of the pertinent information at our fingertips. The interviewer wants to know that you are capable of taking educated guesses and that you are confident enough in your abilities that you can make a firm decision without all pieces of the problem being present.

"When I need to decide without all of the information, I weigh the pros and cons and come up with a solution that makes the most sense. Common sense can take you a long way! Next, I may ask the opinion of someone I trust to see what they think. Even though I trust my decision-making ability, I still think it's important to get a second opinion when it comes to situations involving money or decisions that make a significant impact on others."

"Being organized, I do have a checklist that I follow on all policy-related decisions and changes. If I do not have all necessary information to make an important decision, I can usually find answers in our company resource database, or I will consult an administrator more tenured than I."

"Immediate decisions are required of me on a daily basis. For instance, what do I do when a forklift driver doesn't show up for their shift? How do I react to a chemical spill in the warehouse? I find that the most effective method for making immediate decisions is to forget about what you don't know and focus on what you do know. That's the best anyone can do, and there is no sense wasting time on the what ifs, especially in my industry when the safety of others could be at risk."

"In my current company, we have a rule always to do what will make the client happiest. So, when I am in a situation where I need to make an immediate decision on a client file, I will ask myself what I would want if I were the client. Then, I jump into action to make that happen."

"Often when a customer is worked up, I only have a piece of the puzzle to go off of, whether because they haven't given the full story, or I'm pulled in by the associate who heard the full story. In either case, it's something I'm accustomed to and deal with daily. As far as customer problems go, they tend to follow the same general pattern, so I assess quickly what category the problem seems to fall in, and go from there."

"I am a strong believer in following my gut, and for the most part, it has not steered me wrong. I try to gather as much information as possible, but when all of the pieces are not accessible, I assess the situation using my prior knowledge of similar situations, and I follow my intuition. If I'm not certain or feel conflicted, I don't hesitate to bring in another person to help me come to the best decision for the company."

"I feel comfortable making an immediate decision, even if I don't have all of the relevant information, for the most part. I have great confidence in my situational knowledge as an experienced educator. One example that comes to mind was the class when there was a behavior outburst. I immediately leaped into action to diffuse the situation the best way I knew. By acting quickly, I can prevent the situation from further escalating."

16. How do you deal with distracting coworkers who stand in the way of your progress?

Even the most well-meaning coworkers can distract you from getting things done at work from time to time. The funny and entertaining coworkers who like to chat online and send YouTube videos are often the ones who can get in the way of your productivity if you let them. How do you respond? Show off your ability to set professional boundaries, when needed.

"I typically just set a kind, but clear, boundary and tell my coworker that I need to focus. I will offer an alternate time for a catch-up, over lunch for example. It is important for the sake of workplace culture to set aside time to be social with coworkers, so I usually just let them know when I'll be available for a quick break in the day."

"I understand working relationships are significant, and I'm sure to make time for them so that I can be useful but also enjoy myself at work. With that said, I know where these relationships fall regarding prioritization of my day. I make sure that others know that, too, without being off-putting."

"I am always interrupted by my team - that is par for the course being a manager. To deal with any lost time, I will simply stay late or come to work a bit earlier the next day. My day is unpredictable, and I have accepted that fact."

"I am very open with my colleagues and will let them know if they are a distraction. Currently, I can take my work home as well so if there is a part that I cannot get past due to distractions; I will take a day to work from my home office."

"I try to make the workplace as fun as possible, within reason. I love to make it a place people want to go to, instead of dread. That said, there are always the people that ruin it for the rest of the team by taking advantage. To combat this, I make it very clear what the expectations of allowed and prohibited behaviors are, and am sure to reinforce those expectations."

"There are always going to be co-workers who are there for the gab, rather than the work, or who are content just being in their position with no intent of advancing through the ranks. Early in my career, this bothered me. Why weren't they motivated to grow and learn? Then, I realized that it's important to have those people since a company can't have all its people always vying for the top. If there's a distracting coworker, I try to make my priorities clear and engage kindly and courteously with them as humans, and then get back to work. I am sure to remain friendly, while also firm, as needed, to communicate that I am here for work first as a priority."

"Very rarely do I find that my coworkers successfully distract me- even in a department meeting, I find I'm able to remain on task. I was always taught to ignore the behavior you wish to cease. If my coworkers are distracting and seeking attention, I try to ignore it as much as possible and only address it when it's detracting from a productive work environment."

17. Tell me about a time when you had to troubleshoot to solve a problem.

Troubleshooting is like reverse engineering - it takes skill, effort, and patience. You have to understand the problem to know how to work backward from it to find a solution. Knowing how to solve problems with technical equipment is always a solid skill, and a great way to demonstrate your example. Show that you are insightful in your approach.

"Last week, while operating the ultrasound machine, I was receiving a repeated error. I entered in a few different codes, but that didn't solve the issue. I then did a hard reset, removing all power sources. Then, I referred to the online manual for additional suggestions. It took a little time and patience, but I was able to resolve the issue without calling a technician."

"We do not have an IT department in my current office so whenever an issue arises, I am the person that my team calls. Troubleshooting is fun for me - it's like a new challenge every time. Google and IT forums are often my best friend!"

"We had a major complication in our system and our entire production line shut down. Our network administrator could not be reached so I had to go old-school and manually enter the orders so that my team could continue with production. The entire debacle lasted half of a day, and my system worked well as a placeholder."

"One of our clients called me in a panic, saying that Facebook rejected their ad campaign that we so carefully crafted. I researched on ad policy forums and learned that it was not approved because we did not set our demographic targets to people only over the age of 21. The ad was for a craft beer company, and we did not put into consideration the legal age in most states. Once I was able to narrow down the issue, I tweaked the ad, and it was approved."

"One horrific day at work, our systems went down entirely. We had no backup for how to check customers out, so I had to dig in the deep recesses of the back room and find the card imprint machines, and we wrote out tickets by hand and made imprints of the cards. I tried all the usual tricks to get our registers up, but couldn't get them to come online as it was a network error. I found the way around it with the handprint cards and then opening the cash drawer with a key."

"In a troubleshooting situation, I approach it like a maze and work backward. There are usually multiple factors contributing to any one issue, so I try to discern what they are, weigh those out and try to conclude what the potential best solution is. As far as technically speaking, my go-to in many situations, as rudimentary and childish as it may be, is often turn it off and turn it back on. Ha. I know it sounds too simple, but it often works best."

"I do everything I can to test out the technology before I bring it into the classroom- the day is so packed that we don't have any time to spare on figuring out technology if it acts up. I also always have a backup plan in mind in case the smart board or whatever we're utilizing that day doesn't cooperate, so we don't lose precious learning time." However, I believe that troubleshooting applies to more than just technology. Problems that occur offline also need troubleshooting as they arise, including figuring out a lesson plan and how it works or doesn't. It's all about working backward to see what issues, if any, may arise in its implementation during a dry run. By preparing in advance and being aware of what issues may come up, I'm able to flush out problems that would have otherwise arisen during the class time. "

18. Tell me about a time when your analysis of a problem was deemed to be incorrect. What would you have done differently?

Everyone makes mistakes when analyzing a situation. The interviewer isn't concerned with perfection; instead, they want to know how you deal the aftermath of rejection! Sometimes you can't correct your mistakes, but you can certainly learn from them. Highlight your ability to learn from your mistakes and move on, professionally.

"It was my first job as a physician's assistant, and I was trying to diagnose a patient who had severe pain in her abdomen. After running some tests, the doctor and I believed she was suffering from a gallbladder problem. We treated her, but she came back to the ER a week later. It turned out she had a problem with her pancreas. Even though we misdiagnosed her initially, we were able to use this mistake to help us identify the real problem. I've learned that sometimes making a mistake is a part of the process of solving a more complicated problem."

"I was asked recently to work on balancing an accounts receivable report. Math is not my strongest suit; however, I was confident in my ability to make it happen. Through a bit of research, I carefully worked on the document and was quite proud of my result. It turns out, I skipped a few important steps, and my work was, in fact, incorrect. I took it as a learning opportunity but also realized that my strengths are in other areas of business. I should have asked for the project to be placed with someone else, but I do not regret trying."

"We had incredibly high turnover rates when I first started in my current role. Going in guns blazing, wanting to make a strong first impression, I did a complete overhaul of the training manual thinking that was the problem. It turns out the training manual was just fine. The culprit to the turnover was one employee who was a complete bully on the job. The moment I terminated that person, the issue was solved. At least now I have a fancy new training manual! Moving forward, I now poll my team regularly for job satisfaction. I encourage a transparent workplace culture where people feel safe bringing their issues to me."

"I had a client, earlier in my career, who was not seeing the same results from their Facebook advertising as they once did. I changed the headlines, increased the budget, and even did multiple A-B tests. What I failed to see were the strategic algorithm changes that Facebook had made, which directly affected the visibility of my clients' ads. Now, I have alerts and subscribe to a couple of blogs solely dedicated to these changes, so I never miss a beat."

"Unfortunately, this happened not too long ago where I misjudged a customer complaint. The associate needed to escalate the conflict to a manager but did not accurately portray the customer's concern, and I jumped into action based off of the limited information given. Due to not gathering enough information from the customer herself or clarifying the misunderstanding with the associate, I took a misstep with the customer and did not resolve the issue as quickly as I would have liked. Ultimately, I was able to clarify the situation and get to a resolution that worked for everyone, leaving the customer happy. However I have some regrets. It was a learning process, and something I have been sure not to repeat since. Were I to do it again, I would clarify the situation with the customer, rather than taking the associate's word for it."

"When pitching an existing client on increased volume next year, I had made a recommendation on the most effective carrier for a lane. I based this recommendation on historical data and projected future rates. However, a merger occurred after the time of the pitch, and their prices skyrocketed since they were the only viable carrier for that area. Without competition, they didn't have to remain competitive in their rates. While I could not have predicted the merger, I could have quoted out with a higher margin on our part so that if there were some snag like this, we are covered. Since we lock in the rates for the customer, we took a loss each time they moved freight this way. As a backup method, whenever possible, I attempted to send the freight another way, so that we would lose some money but not take as large of a hit. That was a big learning experience for me and has helped me be better prepared to pitch other customers in a more effective, CYA type way."

"While teaching, the kids told me that I needed to quiet down at one point. I assumed it was the teacher whom I shared a wall with, that planted the seed, which was irksome. This type of situation had happened before. This time, however, I was wrong. I asked her to avoid delivering messages to me through the students, and she said she had not. Apparently, the students knew she had a headache that day, so they were all watching their volume level. I was glad that I did address the situation with the teacher, but made sure not to be accusatory or make assumptions about motives again."

19. Tell me about the most challenging aspect of your previous job. How did you overcome it?

Sometimes the most significant workplace challenge is a difficult task that puts you outside of your comfort zone. It could be something that requires skills you haven't mastered yet or qualities where you are not the strongest. Explain to the interviewer why it was difficult but be sure to spend more time highlighting the actions you took to overcome the challenge.

"The most challenging aspect of my last job was troubleshooting some of the older technology. We needed some serious upgrades, but they weren't in the budget. Learning how to work around this problem was quite a challenge, but I learned how by referring to old manuals and online forums. I ended up to become one of the stronger users of this program, in our entire office! I quickly became the go-to person when anyone had questions about the technology."

"In my current role, we have global offices that span four time zones. It is an incredible challenge to be continually calculating the difference in my mind when I call or email on updates for projects, for instance. I now have each locations time added to my desktop, my smartphone, and four individual clocks on my wall. These small and inexpensive changes made all the difference."

"The most challenging aspect of my previous job was the constant need to pivot when it came to trends in the industry. We would gain footing, and then the next greatest product would arrive. It made it difficult to feel loyalty to any of it. I started to express loyalty to the company's ability to discern great products instead of narrowing in on the products themselves. This shift in thought helped with mine and my teams' performance when it came to sales."

"My previous role was with a small agency where budgets were always a concern by the clients. Although I liked the clients, they were usually independent businesses with less than ten employees. They had a hard time thinking big-picture. I overcame this by coming up with a questionnaire that would address their greatest pain points and needs for their business. I would then focus on their small goals versus what I felt their company could be. Some business owners are more comfortable being comfortable, versus ruling the world, and that's okay! I just needed to wrap my marketing brain around that."

"The most challenging part of my prior role was navigating the landscape as the newest manager on the team. I needed to work on gaining the trust and respect despite my being green. I worked hard to build individual relationships with each associate and forge a bond with them. I also shared information about myself, including my experience in the industry, and who I am as a person. I know that this made me more human, approachable, and also solidified my credentials, so I know how to get the team on my side."

"The most challenging part of my previous job was relying on another team to be efficient. I am all for teamwork, but for me to be paid, this team needed to deliver timely and quality work. Meanwhile, their goals and metrics remained disconnected to any sales outcomes. This situation made it tough to motivate them. In the short term, I sat down with them and explained why it was vital for myself them, and the company that we work together on the same timeline. I incentivized them with coffee or store gift cards. Bigger picture, I sat down with the management of both teams and shared the issues we were having, suggesting a solution that would tie their KPIs and financial incentives to our outcomes, to make them invested. In the end, the short- and long-term approaches proved useful."

"I think the most challenging aspect of my current job is the fact that I share a classroom with another educator. Without having my space, other obstacles come up such as teachers trying to influence how I run my class, or them holding small conversations with their aides during my teaching time. I make sure to address this up front with the classroom teachers- that while it is also their room, please treat it as though it were mine during the 40 minutes that I am teaching. If there is ever an issue, I am sure to address it quickly and directly, so we can move past it."

20. When faced with a problem, are you more likely to jump into solving it, or are you the type to carefully assess the issue first?

The interviewer would like to know more about your problem-solving skills, and your personality. Discuss how you tackle problems when they arise, and keep your answer work-related if you can. Whether you are the type to jump right into solving a problem or you are more methodical in your approach, highlight to the interviewer that you are capable of handling issues professionally while using sound judgment.

"When faced with a problem, I am more likely to jump right into solving it. I believe that you cannot leave a problem to fester or become bigger than it already is. You have to take ownership of the issue, and involve yourself in the resolution right away. With that said, I am responsible for my decision making and certainly don't jump in blind. If I am unsure of what action to take, I will ask my leader for advice."

"I am careful and calculated in every step taken when it comes to problem-solving. This effort is because as an administrator, one error in judgment can throw off the timing of an entire project. I would say that I am the particular type who thoroughly assesses situations."

"As a manager, responsible for a team of 18 individuals, I need to be very calculated in most decisions that I make. I cannot act on the fly, or by emotion alone because others are relying on me."

"In marketing, I feel that I often have to do both. Some smaller decisions simply cannot be over-thought and others, especially when it comes to strategy, will need extra thought. I can provide both sides when appropriate."

"I think it depends on the situation at hand, honestly. In a familiar situation, I am ready to jump right in and tackle the problem. However, when the stakes are high, or tension is high, I am more inclined to take a step back, slow down, and be more tactful in my approach."

"I'm a "roll up my sleeves" kind of person. I see a problem, envision a solution, and begin to tackle it, figuring it out as I go and asking for help along the way. I think it can become a 'bury your head in the sand' issue, or the team will have the bystander effect, thinking someone else is going to take care of it, so I jump in and take action. I rally the troops, gather the appropriate supplies or resources as needed, and get to work."

"I'm the type of teacher who jumps in, head first and gets the work done. I know that the longer I wait to address a problem, the bigger it becomes, so I make sure to get right to it. This approach applies to interpersonal issues as well as curriculum missteps."

21. Give me a recent example of a valuable lesson you learned from a problem you faced at work.

One of the best aspects of problem-solving is that you always have the opportunity to learn from the experience. Seeing problems as opportunities to grow, is what makes you an excellent employee! Show the interviewer that you can learn valuable lessons when there is a problem at hand. Use a work-related example, if you can.

"Last month our sales team was facing a major challenge when we lost one of our primary distributors. I took action and started cold-calling, other potential distributors. I brainstormed with my team in some other ways that we could avoid a negative impact on our bottom line. We were quite successful in our recovery, and I would say that the biggest lesson I learned from the experience is that you are often only successful if you have motivated people in your corner."

"The most valuable lesson I learned from problem-solving at work is that not everyone will see your solution as the best one. Accepting change is difficult for some people, so I have found that not everyone will be on board right away."

"I recently had an employee express their disinterest in the job and the company. Rather than coach them out, I selfishly wanted to 'save' the employee. I put in extra hours mentoring and training her, just to see her quit anyways. It's a valuable lesson as a manager to put your energy into those who want to be there. Other efforts are often just a temporary fix for the inevitable."

"Marketing is always shifting so I often learn new, valuable lessons. One lesson I recently learned was to double check the documents that I send out for any needed updates. A lot of the manuals and how-tos that we send clients are evergreen; however, some are not. I accidentally sent an old social media guide to a client, and they ended up being incredibly confused. My lack of attention to detail at that moment was a bit embarrassing but lesson learned!"

"A recent learning experience was when I misjudged what the customer was upset about, and I didn't take the time to learn what it was that she was looking for. It reminded me to slow down, go back to the basics, and not assume that all situations fit the mold of the 'typical' customer. It was a perfect reminder that though I've seen most everything, I need to remember that each person and situation is unique."

"A recent valuable lesson for me has been not putting all of my eggs in one basket, as the old saying goes. Over 64% of my sales came from one group of stores, and they've always been a big contributor to the entire company's sales numbers. However, they were put on "hold" recently by their corporate, due to some restructuring issues. This event threw me for a loop. I was in real danger of not hitting my monthly sales target, and therefore I would have fallen short on my quarterly quota as well. I had to work extra long hours and hustle my other clients and fence-sitters to get them into "buy" mode to make up for the void in my numbers. It took a ton of effort, long nights, and creative pitches, but I was able to make up for the gap. I learned just how important it is to diversify my portfolio so that I don't find myself, or the company, in this position again."

"When working on curriculum development, I learned an important lesson. Two of our teachers wanted to keep a lesson in, because of personal connections to the lesson, but the other three were quite against it, with me being the uncertain one. I saw the validity in both sides. So, rather than find ourselves with a divisive issue on our hands, I proposed that we have a "freebie" lesson when we each got to pick one that we thought would culturally enrich our students. I learned that by thinking outside of the box, the team and our students would all benefit."

22. When change occurs in the workplace, it can create new problems. Do you see these as inconvenient problems, or opportunities to learn?

When a change occurs in the workplace, often problems arise due to new implementations and procedures, or unforeseen kinks needing to be worked out. Do you approach these problems positively or do you resist the change? Talk to the interviewer about how you can adapt to the inevitable issues that come with the change in the workplace.

"I fully understand that when the change occurs in the workplace, some new problems may arise because of it. I embrace workplace change because it often gives me the opportunity to learn a new skill or even teach a colleague a new skill."

"As an executive assistant, I see change all the time. Policy changes, travel changes, issues in scheduling, and the like. Although they are often inconvenient or threaten to throw my day off, I am always prepared with a Plan B. Each time these situations occur, I learn something new."

"Change is inevitable when you work with people because you cannot control everyone's reactions in a day, or whether they even show up to work. Recently I had a major shift in my team and, overnight, went from being completely confident in my team to the need of reassessing our strategy. I saw this as an opportunity to stretch outside of my comfort zone. I embrace change and learning opportunities."

"One change that we always go through in this industry are shifts related to social media platforms and online trends. These tools are ever evolving, and when you think you have it - poof - changes are made. I don't mind this, however. I believe that each shift is a chance to learn something new."

"I like to approach every day and situation as an opportunity to learn and grow, so even though it's uncomfortable, I like to think that there's something valuable to take away from any situation that involves change."

"I'm all about taking everything in stride and jumping on opportunities for growth and improvement. My latest job has been a year-long exercise in that: a start-up that pivoted entirely from the direction it had been going in when I was brought on, with an entirely new team and even intended client base. I decided to take it as a growth opportunity. I took a deep breath, rolled up my sleeves, and got to work learning and adapting to the new product, clients, and management. I think that the experience will serve me well in the future since I became quite flexible and learned a lot about myself and sales in the process."

"I am adaptable to change. As a teacher, I have to be open to change! Nothing stays the same in education and students challenge everything. I am capable of pivoting when needed and am not thrown off my game, easily."

23. Rate your problem solving skills from 1-10. How do you justify your rating?

The interviewer wants to know how you would rate your problem-solving skills. Of course, you want to give yourself a healthy rating; however, it's crucial that you remain realistic. Try to avoid giving yourself a 10, and nobody is perfect, and you do not want to come across as overly confident or someone who has no room for feedback and improvement. Alternately, avoid giving yourself too little credit. You do not want to paint the picture that you are a problem-solving dud! Try to remain in the 7.5-9.5 range while staying honest and accurate. Everyone has room to learn and improve! Be sure to justify your score as well.

"I rate my problem-solving skills as an 8/10. I will, on occasion, have times when I am not as efficient as I would like to be but all in all, I do feel that my problem-solving skills are above average. My supervisor and co-workers will attest to my fast reflexes when a problem arises, and they would also say that I remain calm under pressure."

"I will rate myself an eight because I value problem-solving but, just like most people, I have things to learn. Some ways to ensure that I can effectively solve issues are by utilizing multiple knowledge resources when looking for answers."

"I will rate myself an 8.5 because I consider myself a strong problem solver, especially when it comes to important matters that affect my team. Solid problem-solving skills are the foundation of success in business. I am always striving to be a better problem solver, so I leave the rest of the scale as an aspirational measure."

"Problem-solving is at the heart of what we do in marketing. We have to solve branding and sales issues for our clients all the time. I am an exceptional problem-solver, and quite creative with my strategies. For that reason, I will rate myself as a 9/10 and always improving."

"I'd rate my problem-solving skills as an 8/10. I believe I'm always a willing learner who brings creativity to the table, no matter what the situation. I am still full of ideas on how to solve a problem, and yet I am also open to the opinion and input of others. I like to collaborate but am not afraid to take charge and make it happen. There's room for growth, which is why I give myself only an 8!"

"I would say I get a solid 8.3 on a scale of 10. Seems weird to give myself something like a .3, but I think of it as an 83%, which is a B minus teetering on a solid B. It's a solid grade, with definite room for improvement, since I'm certainly not perfect. The reason for the B-/B grade would be that I'm quick to take action and figure out the solution as I go, but sometimes I could benefit from taking a moment to pause and reflect or gather other contributors before taking action. That said, I believe I get the best outcome possible when faced with a challenge."

"I would say I'm a strong problem solver and would rate myself an 8/10. I follow my gut and problem solve creatively, but know there is still room for improvement. I think my teamwork and problem strategies highlight my strengths in problem-solving. I can hear what people find essential and flush out the things on which we can compromise. Then, I come up with a great outcome that makes the teachers happy and is in the best interest of our students."

24. What do you think might be the greatest challenges faced in this job? How will you overcome these challenges?

Even though it may seem like a dream job, the interviewer wants to know that you have realistic expectations of the role and that you will not be blindsided if problems or challenges present themselves. Keep your answer simple. It is okay to ask for clarification on the position if you do not fully understand what challenges are in store for you.

"I think the greatest challenges in this role will be to learn the proper operation of the equipment. Another challenge will be the physical aspect of the position as I will be required to stand and walk around most of the day. I will be sure to pay keen attention to training and ask questions along the way. In regards to the physical component - I will get used to the additional activity after just a couple of days, I'm sure."

"I believe that the greatest challenge in this job will be to learn the ins and outs of your systems. I am familiar with SAP; however, will need to navigate some modules that will be new to me. If you don't mind, I would like to gain a head start on these by studying online for the next weekend or so."

"As a new manager, the biggest challenge is always to earn the trust of my new team. I plan to do this by getting to know everyone through genuine interest and conversation. I do understand that solid trust develops over time, but it's important to me to get started on the right foot."

"The greatest challenge is going to be getting to know your clients and their preferences. Every client has their quirks that need to be kept the top of mind during projects. I plan to read as many project notes as possible before diving into face-to-face meetings. I intend to come across to your clients as well-prepared and earnest."

"I think the added responsibility of running one of the highest volume departments in the store will be an adjustment, but it's a welcome challenge. I am looking forward to tackling it head on and growing through the challenges, because I know on the other side of those challenges, of that responsibility, lies the biggest opportunity yet."

"I would say the greatest challenge I'll face in this role is learning the industry ins and outs to be perceived as an expert when making the pitch to new clients. I want to be sure to immerse myself in the industry jargon, attend as many seminars and conventions as possible, and I've already begun subscribing and reading the leading industry publications so that I can get into the nitty-gritty of how it all works. Of course, I will also seek out mentorship opportunities where I can learn from folks who have been in the industry for years. I find they love to share their knowledge and it gives me a leg up."

"I believe the greatest challenge faced in this new position would be getting accustomed to the new curriculum. I am accustomed to my lesson plans and the curriculum I've had a hand in developing over the last ten years, so something new will have a bit of a learning curve, but welcomed. I am looking forward to a new challenge and to tackle a new set of lessons!"

25. What steps do you take to solve a problem?

The interviewer would like to know that you understand the importance of taking calculated steps when problem-solving in the workplace. Most candidates want to sound like go-getters, and their first instinct would be to say that they jump right in. Jumping right in can cause costly mistakes and oversights. Assure the interviewer that you will workshop the issue before diving in! Here are some steps to take: 1. Identify The Problem. Proper problem solving involves ensuring that you are very clear on the nature of the problem. Be sure that you fully understand the core of the problem before trying to repair it. 2. Identify The Stakeholders. Ask yourself, what the best case resolution will be for all stakeholders, not just for yourself. Ask yourself what is best for the company, your coworkers, and your clients. 3. List Your Options. The third step is to figure out what your options are when it comes to your course of action. Write them down if you need to. 4. Evaluate Your Options. Take a look at your list of potential actions and see if you can solve the problem using just one, or a blend of them. 5. Execute! Finally, execute your well-researched action plan. Be sure to set up a follow-up time to ensure that your solution worked.

"When I need to solve a problem, I first stop to ensure that I understand the issue at hand. Once I do, I will think of potential fixes and the pros and cons of each. Whichever solution or a blend of solutions is best for the customer; I will choose that option."

"My current company is very team-focused, and we train everyone to problem-solve with "what is best for team morale" being the question at hand. I have been with the company for twelve years so most problems I have a pretty clear idea of what will work for us, but when I need to workshop an idea, I will call in my team and have a brainstorm session."

"Problem-solving in Marketing can be unique because you have to truly balance the customers' pain point with the solutions that are currently available. Also, some clients like trying new marketing methods and others want to remain conservative, using only tried and true advertising methods, for instance. When I approach a problem, I first identify the personality of the client and their business and research options from there."

"Problem-solving in a retail environment is challenging in the sense that the issue is often something that needs to be fixed immediately, like a faulty product or an upset customer. When faced with a problem, I ask questions first, to ensure that I fully understand the core of the issue. Once I fully understand the core of the problem, I can more easily troubleshoot from there."

"Every customer is different, with unique needs, so when I need to problem-solve, I am often coming across a brand new problem or a different version of a problem I have seen before. Our company is big on chasing the money, and so I have been trained that every solution I choose must have the business' bottom line top of mind. My process is to understand the issue, address who the stakeholders are, and create a solution where everyone feels they won in some small way."

"Problem-solving in the classroom is a challenge because it is often on the fly. Or, a student will ask a question in a new way and I won't necessarily have the answer! When a problem arises, I like to involve my class, have a brainstorm session, and discuss as a group what we could do. This method turns an issue into a conversation where we have the opportunity to come up with some unique solutions."

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30+ Behavioral Interview Questions and How to Answer Them

Written by Contributing Writer
Updated on September 16, 2024

Job switches are stressful. Be it the final or the first round of an interview, the stakes are high. High enough to rattle almost anyone. And yet, you can cruise through easily by preparing for it beforehand. Easier said than done, right?

Today, technical interviews have evolved to include not just technical expertise but also communication, interpersonal, and managerial skills. This holds true for all roles, but especially for those where behavioral competencies are critical.

In this article, we’ll explore common behavioral interview questions employers ask, offering tips to elevate your answers and sharing real-life examples. These insights will help ease the stress that usually comes with an interview.

Project managers, team leaders, and those in other managerial roles will also benefit from this project management program . This online program will equip you with the skills needed for success in technical interviews and beyond.

What Are Behavioral Interview Questions?

The COVID pandemic has reshaped the labor market. According to a report by Indeed and Glassdoor , an aging population in countries like the US, Canada, the UK, France, Germany, and Japan points to an ongoing worker shortage. Data from the Bureau of Labor Statistics shows that foreign-born people accounted for 18.6 percent of the U.S. civilian labor force, up from 18.1 percent in 2022. The trend is expected to continue as the availability of labor decreases. Consequently, countries are expected to rely heavily on skilled immigrant workers to help meet the demand.

In response to these shifting trends, the hiring process has also evolved. Recruiters and hiring managers now emphasize the interviewee’s soft skills, leading to the increased use of behavioral interview questions during the screening process.

Behavior questions are an interview technique used to understand a prospective candidate’s genuine working aptitude and personality. The interviewer (mainly the hiring manager) asks situational instead of hypothetical questions to the candidate, and then, with the information received, they assess how a candidate has performed and behaved in the past in response to the posed workplace stimuli.

These questions help the interviewer better understand who you are and how you work. Since these questions require you to share your real-life experiences, you already have all the answers you need.

Also Read: Top Project Manager Interview Questions and Answers for 2025

Importance of Behavioral Interview Questions

The US Chamber of Commerce points out that past behavior questions help leaders assess soft skills, which more than 60 percent of hiring managers say would otherwise be challenging. Moreover, structured behavioral interviews make comparing candidates for a job easier and fairer.

SHRM has also pointed out that behavioral interview questions provide applicants with a realistic job perspective, reduce the risk of interviewer bias, and increase the perception of fairness among job candidates.

Common Behavioral-based Interview Questions and Answers

Let’s look at the common examples of behavioral interview questions usually asked during a job interview.

1. Describe how you handled a challenge in the workplace.

This is a classic behavioral question that hiring companies almost always ask. Regardless of the job function or industry, you will likely encounter this question in your interviews. The main focus for the interviewer is to find out how well you can perform under pressure.

Sample Response

At my last job, an important project was scheduled to be delivered in 60 days. My supervisor had asked me to speed up and finish the project in 45 days while ensuring our other deadlines were unharmed. I took it up as a challenge for my team and me. We pitched in with a few extra hours to our daily work schedules, which helped us deliver the project within 42 days. While my team’s excellent support was crucial, my effective task allocation significantly affected our success.

2. Have you ever made an error? How did you handle it?

Humans are prone to making mistakes—that’s the hard truth. What’s important is how you take ownership of your mistakes. Do you view errors as a part of your journey?

It’s not a question that aims to highlight and show potential employers how prone or immune you are to making mistakes. It’s about tackling, learning from, and overcoming them.

Once, I mistakenly quoted the wrong membership fees at the club where I worked. But instead of panicking. I was honest and quick to report my mistake to my supervisor, who appreciated my ownership and timeliness. As a result, he asked me to offer an application fee waiver to that particular client. Luckily, the member agreed to join our club despite my mistake. This was a key lesson for me. This instance taught me the importance of ensuring accurate information and delivery whenever representing my work.

3. Explain how you set goals.

Companies treat goal-oriented people as prized assets. However, only some people are aware of how effective goal-setting works. This question allows interviewers to understand your goal-creation process and your effectiveness at achieving it.

I aspired to join the fashion industry from the get-go. My first role was as a sales associate in a department store. I decided to work up to the department manager position within one year, saving enough to afford a full-time stint at a design school. Though working as a department manager wasn’t my end goal, I strived hard toward it because I knew that would eventually help me achieve my main goal.

Also Read: Exploring Top AI Project Management Tools

4. Describe any goal you reached and how you achieved it.

At first glance, this might seem similar to the last question. However, this question dives deeper into your steps to accomplish your goals.

Sample Response:

Right after joining Company X, my eyes were set on the ‘Employee of the Month’ title. Since it was a challenging task, most of my colleagues didn’t take it seriously. But I had envisioned my picture on the wall. I worked harder and went out of my way to help my colleagues, supervisors, and clients alike. I earned the honor in my third month. Seeing my journey, grit and determination, I was moved into a managerial position shortly after.

5. Have you ever made a decision that wasn’t popular?

This question is often asked of people interviewing for managerial or leadership positions. It intends to determine how they handle unpleasant situations.

Sample Response: I was asked to manage a team of employees while their supervisor was transferred to another city. Their supervisor allowed the team to cover each other’s shifts without consent from management. The fact that some people were, as a result, given more opportunities than others led to inconsistencies, which I didn’t appreciate much. As a result, I introduced a new policy whereby all staffing changes had to be approved by my assistant first. This ensured the optimal utilization of time.

Frequently Asked Problem-Solving Behavioral Interview Questions

6. give us an example of when you used logic to solve a problem..

Tip: Answer this question by recollecting a situation in which you had to take action logically. We suggest you list your problem, approach and, finally, the result.

7. Tell us about a time when you took on the initiative on a project.

Tip: This question will test your energy levels. Aim to show enthusiasm. It will also present you with an excellent opportunity to hint at your passions since most people only take up initiatives in projects that they are passionate about.

8. Describe how your problem-solving skills benefitted your team or company.

Hint: This question checks your performance as a colleague and is the perfect opportunity to show that you think about others while taking care of situations.

9. Tell us about a situation where you used creativity to solve a dilemma.

Tip: Focus on talking about a surprising or unusual solution you brought to the table. Try incorporating details about your process while answering these questions: Do you follow a structure to reach a solution? Or are you spontaneous?

10. What’s your best idea for a team-based project?

Tip: Try to bring up two scenarios: one in which you received the most praise and the other in which you worked behind the scenes to enable your team’s success.

Also Read: Top Project Portfolio Management Tools for 2024 and How to Choose the Right One

Behavioral Interview Questions Based On Your Teamwork

11. what do you like more, working in a team setup or contributing individually.

Tip: You have to be vocal and honest about your working style. Explain why you are better suited to work alone or with a team. You can further solidify your point by adding examples and results that show your strength.

12. When working within a team, what role do you assume?

Tip: The answer to this question is based on the role/position you have applied for. You may have donned several hats in your career; talk about the one that highlights the specific skillset required for the role you are applying for.

13. Describe a time when you had a disagreement with a team member. Tell us how you resolved the issue.

Tip: Start by talking about the situation. Next, it’s on you to mention the reason for said disagreement. You can add to it by addressing your approach to resolution with the achieved result.

14. Tell us about a time when you failed a team project. How did you overcome it?

Tip: Explain the project and the requirements. Address your shortcomings that led to failure. It’s imperative for you also to discuss the steps you took post-failure.

15. Give us an example of when you worked well with your team.

Tip: Use this question to give a detailed explanation of the problem. You are also expected to mention why you were able to work well, whereas we suggest you tell the interviewers what your key takeaways from the whole experience were.

Behavioral Interview Questions On Failures

16. tell us about a time when you failed..

Tip: Failure is a part of the learning process. Do not shy away from talking about your failure. Moreover, include the goal you had set out to achieve in the task and the reason for your failure. Add to it what you learned from the failures. Do not under any circumstances blame your losses on anyone else.

17. What was a big mistake you made on a job, and how did you handle it?

Tip: Candidates interviewing for leadership roles are almost always asked this question. You are expected to describe a high-stakes mistake you made at work. Remember to include the reason for your mistake and how you resolved the situation.

18. Tell me when you could not meet your goals/timeline.

Tip: This question aims to understand how you handle setbacks. Start by describing the context and the goal. We also advise you to explain your response to failure and to provide a genuine reflection. It’s also an excellent idea to include examples of further achievements directly resulting from what you learned from this event.

19. Tell us about a decision that you regretted and how you overcame it.

Tip: Please feel free to show vulnerability while answering this question. This question will testify to your ability to bounce back from failure. (You can also mention the steps you took to achieve this decision).

20. Tell us about a decision you regret and how you overcame it.

Tip: This question is used to understand how vulnerable you are. Talk about how you bounced back from failure and the measures you took to overcome the damage.

Also Read: What is Project Portfolio Management? Description, Tools, and Tips

Leadership-Based Behavioral Interview Questions

21. tell us about when you had to assume leadership for your team..

Tip: To answer this question, take the time to describe your thought process. What were your initial steps? How did you decide on task delegation? Also, talk about the part of the process you enjoyed the most.

22. Give me an example of how you set team goals and helped them achieve them.

Tip: Discuss how setting goals for the team differs from setting goals for yourself. Explain how each goal you created was tailored to suit your team member’s job role or function. Did you allow people to volunteer? You are also expected to discuss the results while explaining how you helped your team members thrive and perform better.

23. Tell us how you motivate the unmotivated team members.

Tip: Take this time to discuss your motivational style. Aim to answer these questions. Do you rely on stories or rhetoric? How do you identify unmotivated team members? What measures do you put in place to monitor their performance?

24. Tell us about when you had to postpone making a decision.

Tip: It’s wise to discuss why you postponed the decision. You can talk about how it was overwhelming or required more learning to make a well-informed decision. It’s expected that you’ll be honest with your answers.

25. How do you juggle multiple priorities?

Tip: Tell us what steps you take while juggling multiple projects. Do you prefer notes or software? How do you keep separate communication channels with the involved members? This is your chance to show off your multiple project management skills and knowledge.

Personal-Behavioral-based Interview Questions

26. tell us about the most challenging work situation which you resolved..

Tip: Describe the situation and what made it difficult. Explain to the interviewer the process you utilized to reach a resolution.

27. Tell us about a time when you disagreed with a supervisor.

Tip: You are expected to present the reasons for your disagreement. While discussing the incident, including the result of the disagreement and whether you consider the situation productive!

28. Tell us about an incident wherein you had to work on your own unexpectedly.

Tip: This question requires you to present a narrative. Let’s start by discussing the project and the initial stakeholders involved and then mention why it was unexpected. Explaining the difference between working alone and working with a team will help showcase your ability to adapt.

29. Has there been a conflict you faced in your work?

Tip: This question lets you showcase your situational awareness and problem-solving ability. Be open with the story, and talk about how you engage conflicts and the process you have in place for finding resolutions.

30. Tell us about an instance when you worked well under pressure and how you navigated it.

Tip: The first thing to do is to outline the stakes involved. Explain whether the pressure was coming onto you because of your mistake or a circumstance that was not in your control. Speak about the process that allows you to plan and deliver even in dire circumstances. Make sure to highlight the outcome of the situation.

How To Answer Behavioral-based Questions?

So, now the question arises: How do you answer behavioral questions? To simplify things, we have summarized them into a four-step process. If you only keep these in mind, you can easily sail through the interview.

Once an interviewer has asked you a question, you need to identify what the person is seeking. Is it to gauge your hard or soft skills? Or are they trying to gauge your work qualities?
As a response, always choose a story that is relevant to the question but has positive outcomes.
While narrating the story, emphasize the details that speak to the relevant skills that are asked of you.
Wrap up your answers by discussing your general approach to the presented situation.

Tips To Help You Ace A Behavioral Interview

We’ve compiled a few general takeaways to help you ace your behavioral interview. Take a look at them below:

#1. Always have a few stories prepared before the interview.

Walking into an interview well rather than being underprepared is always a good idea. Refer to the job description for a rough idea of which stories can help you in the interview. Look for repetitive words, words that are emphasized on more than one occasion, like “an initiative taker,” “role-player,” or “solution-oriented.” You might end up using these stories or not, but preparing a few will help you decrease your nervousness.

#2. Tell your stories using the STAR method.

Interviewers usually have multiple candidates aligned throughout the day. It’s almost impossible for them to remember every story they hear. Follow the STAR method to answer their questions, and you’ll have a higher recall value.

The STAR method involves you following these four steps to answer a question:

Situation: Set the scene while giving the necessary details about the example.
Task: Describe your responsibilities in the situation.
Action: Explain exactly what steps you took to address the task.
Result: Close out by sharing the outcomes you achieved through your actions.

#3. Always include a conclusion to your answers.

Not all stories will fit perfectly with the STAR method, which is fine. Either way, we suggest you always summarize your story with a takeaway. This method will let the interviewer know what they should learn from it. In short, tell your story and close it with what they need to think. It can be: “I use this practice to address such problems generally.” “ I use this process to address and resolve problems at work.”

#4. Practice, Practice, Practice

The easiest thing you can do to get better at your interviews is practice. Specifically, practice answering possible behavioral interview questions out loud. But please don’t go about memorizing your answers. Speak them out loud till you’re comfortable. Next, start practicing while standing in front of the mirror. This practice will make you less self-conscious and give you a better sense of presenting yourself.

Gain the Project Manager Skills You Need to Succeed

Project managers are expert communicators. They understand the team’s feelings and emotions. Apart from the team, they must hold honest & open lines of communication within their team. These traits help them predict future behaviors, allowing them to plan effectively to avoid conflicts, burnout, and stress while maintaining efficiency and team morale.

Effective people management requires respect across cultures. When people feel respected, they are more likely to perform well and meet expectations. Therefore, strong behavioral skills are essential for becoming a successful project manager.

As a professional aiming to step into leadership roles, preparation for your next switch should start with an online project management course . Learn through expert instructor-led live classes. Maintain your CCR (Continuing Certification Requirements) for PMI-related certifications with 46 PDUs. Benefit from real-world experiences with Capstone projects, and get acquainted with the latest AI topics in special masterclasses to become an invaluable asset in the modern workplace.

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Top 15 Service Desk Analyst Interview Questions and Answers

Are you gearing up for a Service Desk Analyst interview and feeling a bit overwhelmed by the potential questions? Navigating the IT support landscape can be tough, especially when trying to make a memorable impression. But don’t worry; we’ve got your back with some of the most common and crucial Service Desk Analyst interview questions.

Ready to flip the script and wow your interviewer with thoughtful, well-prepared answers? Let’s dive into the top questions you’ll likely encounter and get you one step closer to landing that dream role!

Table of Contents

1) Basic Level Service Desk Analyst Interview Questions

2) Intermediate Level Service Desk Analyst Interview Questions

3) Advanced Level Service Desk Analyst Interview Questions

4) Conclusion

Basic Level Service Desk Analyst Interview Questions

Starting with the fundamentals, these basic level Service Desk Analyst Interview Questions will test your core understanding and essential troubleshooting skills, setting the foundation for your success in the role.

Can you list some types of OS?

This question assesses the candidate's knowledge of different Operating Systems (OS ) .

Here's a Sample Answer:

"Operating Systems include Windows, macOS, Linux, and Unix. Windows is prevalent in business environments, macOS is popular among creatives, Linux is favoured by developers, and Unix is often used in servers and advanced computing settings."

What do you do if your PC doesn’t turn on in one go?

"When my PC doesn’t turn on, I first check the power connection, followed by verifying that the power button works. I then inspect the hardware components, such as RAM and hard drive connections. If the problem persists, I might try a different power source or seek technical assistance .”

How would you diagnose a PC that frequently locks up and reboots when a user reports this issue?

This question assesses the candidate's ability to diagnose common IT issues.

"If a PC frequently locks up and reboots, I would consider possible hardware failures, driver issues, overheating, or malware infections. I would run diagnostics, update drivers, or perform a virus scan to identify and resolve the problem."

What strategies do you use to provide end-users with quick and easy access to IT support?

This question assesses the candidate's approach to user support.

"I ensure quick access to IT support by establishing user-friendly support channels, such as an accessible help desk portal and an efficient ticketing system. Additionally, I clearly communicate how to reach IT support during various hours."

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Intermediate Level Service Desk Analyst Interview Questions

Intermediate Level Service Desk Analyst Interview Questions focus on your technical skills, problem-solving abilities, and how you manage more complex IT support tasks.

How do you prioritise IT support requests when managing multiple tasks?

This question assesses the candidate's ability to manage support requests effectively.

"I assess the importance and urgency of each request, prioritising those that impact business operations or affect multiple users. I use a ticketing system to track requests, ensuring that high-priority issues are addressed first while still managing less critical tasks efficiently."

How would you describe the key elements of your system maintenance schedule?

This question assesses the candidate's understanding of maintaining system reliability.

"My maintenance schedule includes regular software updates, applying security patches, and performing hardware checks. I plan these activities during off-peak hours to minimise disruption and ensure regular backups are completed to safeguard data."

Can you describe your process for documenting and tracking recurring technical issues to prevent them from happening again?

This question assesses the candidate's approach to documentation and problem-solving.

"I document recurring technical issues by logging them in a knowledge base, tracking patterns, and identifying root causes. This process enables me to implement preventive measures, reducing the likelihood of the same issues recurring."

How do you assess performance using Key Performance Indicators (KPIs)?

This question assesses the candidate's understanding of performance measurement.

"I measure performance using KPIs such as ticket resolution time, user satisfaction scores, and system uptime. Regularly reviewing these metrics helps identify areas for improvement and ensures the team consistently meets service expectations."

In your experience, what is the best way to stay updated with new technologies?

This question assesses the candidate's commitment to continuous learning.

"I stay updated by following industry blogs, attending webinars, and participating in online courses. Networking with peers and attending conferences also provide valuable insights into emerging technologies."

Can you share an experience where you had to quickly learn a new technical skill or tool on the job? How did you go about it, and what was the result?

This question assesses the candidate's learning approach and adaptability.

"When I had to learn a new ticketing system, I began with online tutorials and hands-on practice. I also sought guidance from colleagues and documented key processes. This proactive approach allowed me to use the tool efficiently, improving my support response time."

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Advanced Level Service Desk Analyst Interview Questions

Advanced Level Service Desk Analyst Interview Questions test your expertise, leadership skills, and ability to handle pressure while providing top-notch IT support.

Can you explain how you've utilised Rally (or another Agile management tool) in the past and how it contributed to effective project management?

This question assesses the candidate's experience with Agile management tools.

"I have used Rally to plan sprints, track progress, and manage project backlogs. The tool provides visibility into project timelines, facilitates team collaboration, and helps align tasks with business objectives, ensuring that projects stay on track and meet their goals."

How do you make sure your team consistently meets Service Level Agreements (SLAs)?

This question assesses the candidate's ability to manage and meet SLAs.

"I monitor SLA metrics regularly, set clear expectations with the team, and ensure we have the resources needed to meet our targets. Regularly reviewing performance against SLAs allows us to make adjustments and maintain service quality."

Can you tell me about a time when you resolved a complex IT issue?

This question assesses the candidate's problem-solving skills.

"I resolved a complex network outage by methodically tracing the issue to a faulty switch. I replaced the hardware and reconfigured the network settings, restoring service within the agreed timeframe and preventing future outages."

Describe a time when you went above and beyond to help a customer.

This question assesses the candidate's commitment to customer service.

"A customer had a critical deadline, and their system crashed. I stayed late to troubleshoot the issue, ensuring the system was up and running. The customer met their deadline, and they appreciated the extra effort."

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COMMENTS

8 Common Problem-Solving Interview Questions and Answers
Problem-solving interview questions are questions that employers ask related to the candidate's ability to gather data, analyze a problem, weigh the pros and cons and reach a logical decision. Also known as analytical skills interview questions, these questions will often focus on specific instances when the candidate analyzed a situation or ...
Top 20 Problem Solving Interview Questions (Example Answers Included)
MIKE'S TIP: When you're answering this question, quantify the details. This gives your answer critical context and scale, showcasing the degree of challenge and strength of the accomplishment. That way, your answer is powerful, compelling, and, above all, thorough. 2. Describe a time where you made a mistake.
10 Proven Problem-solving Interview Questions [+Answers]
Problem-solving interview questions show how candidates: Approach complex issues. Analyze data to understand the root of the problem. Perform under stressful and unexpected situations. React when their beliefs are challenged. Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for ...
The Problem-Solving Interview: 16 Questions for Better Hires
What's the buzz about problem-solving interviews? Problem-solving interview questions occasionally go by other names. From behavioral interview questions, scenario-based interview questions, or simply 'second job interview questions' — if you're like most employers, you probably already have an unofficial term for the part of the hiring process where you really lean in and learn how a ...
45 Example HR Interview Questions (With Sample Answers)
General HR interview questions. Most interviews start with general questions to help the interviewer get a sense of who you are as a person. Here are some questions they might ask you: 1. Tell me about yourself. 2.
10 Problem-Solving Interview Questions [Updated 2024]
What to look for in an answer: Assertive, confident answer. High self-valuation. Clear communicator. Example: "If management is hiring me for a position with certain high-level responsibilities, I'd definitely hope they can provide me with the resources and technical support to do my job smoothly.
Problem-solving Interviewing Questions
Generic answers: When it comes to problem-solving, you need to know detail. Ask follow-up questions to get more insight. Problem-focused: You need a candidate who focuses on solutions over problems. They need to identify the problem and then move on. Stressed or uncomfortable candidates: Interviews are hard.
50 Interview Questions About Problem Solving (With Answers)
Demonstrating your ability to tackle challenges effectively can set you apart from other applicants. Here are five tips to help you showcase your problem-solving skills during an interview: 1. Use the STAR Method. Structure your responses using the Situation, Task, Action, and Result (STAR) method.
25 Problem solving interview questions & answers
Suggested answer: "I use a priority matrix to evaluate the urgency and importance of each problem. High-impact and time-sensitive issues take precedence, while lower-priority problems are scheduled for later.". 7. Describe a situation where you had to deal with a difficult team member while working on a project.
Top 50 Problem Solving Interview Questions and Answers
To answer this question effectively: Set the Scene: Provide context and background information about the situation. Explain the Challenge: Clearly outline the problem you faced. Describe Your Actions: Detail the steps you took to address the problem. Highlight the Outcome: Share the positive results of your efforts.
Top 20 Problem Solving Interview Questions & Answers
8. Detail how you've handled a scenario where team members disagreed on the solution to a problem. Navigating team disagreements can reflect deeper dynamics such as power struggles, communication breakdowns, or diverse perspectives. This question helps understand how a candidate resolves conflicts and builds consensus.
26 Expert-Backed Problem Solving Examples
The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate. 1. Analytical Thinking. Situation: In my previous role as a data analyst, our team encountered a significant drop in website traffic.
58+ real-life interview questions for HR roles with sample answers
Sample answer: "Promoting diversity in hiring practices is crucial for fostering innovation and a well-rounded workforce. I ensure that job descriptions are neutral and inclusive. I also collaborate with diverse job boards and attend diversity-focused job fairs. Training hiring managers on unconscious bias and ensuring a diverse interview ...
HR Interview Questions & Answers: 15 Most Asked Questions
10 Most Common HR Interview Questions. 1. "Tell me about yourself.". Sample Answer: "Certainly. My name is [Your Name], and I am a dedicated professional with [X years] of experience in [relevant field]. In my previous role as [Previous Job Title] at [Previous Company], I had the opportunity to [mention a significant achievement or ...
Problem-Solving Interview Questions & Answers
A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations.They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who ...
Top 10+ Problem-Solving Interview Questions
3) Examples of Problem-Solving Interview Questions and answers. a) Scenario 1: Dealing with team conflict. b) Scenario 2: Handling a challenging project. c) Scenario 3: Prioritising tasks under tight deadlines. d) Scenario 4: Implementing innovative solutions. e) Scenario 5: Overcoming resource constraints.
Top 20 HR Interview Questions with Answers
Top 20 HR Interview Questions with Answers Eliza Taylor 12 August 2024. In this blog, we will discuss essential tips and strategies for acing HR Interview Questions and help both job seekers and HR professionals. These questions cover various topics, from personal strengths and weaknesses to experience and problem-solving abilities.
10 Most Asked Questions in an HR Interview
HR interviewers will want to get a good sense of your interpersonal skills like communication, leadership, emotional intelligence and conflict management skills, LaMere said. "A good answer for those questions is going to be specific and clear, and it's not going to sound made up," Sydell said. "Showcasing how you handled it, how you ...
Problem-Solving Interview Questions And Answers (With Examples)
Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous ...
Top 20 Problem Solving Skills Interview Questions & Answers
Common Problem Solving Skills Interview Questions. 1. Describe a situation where you had to solve a problem with no obvious solution. Having strong problem-solving skills is crucial in many job roles, particularly in positions where unexpected challenges are common.
10 Problem-Solving Interview Questions (2024 Answers)
10 problem-solving questions and answers. Here you will find frequently asked questions about problem-solving interview questions and example answers: 1. Can you describe how you solve a problem? Hiring managers may ask this question to identify your problem-solving process. Ensure your answer explains some of the key elements of problem ...
8 common problem-solving interview questions
Problem-solving interview questions assess your ability to understand and analyse a problem, make judgements about different options and find a solution. Problem-solving skills are helpful in most jobs, and interviewers want to be confident that a new employee can navigate challenges and difficult situations. These questions typically focus on ...
10 Problem Solving Interview Questions To Hire the Best Candidates
Encourage your candidate to draw on past experiences and successes as well. The problem solving approach also includes a person's attitude towards an issue. Consider elements such as cautiousness, incentive, and reliance on external factors. 2.
25 Problem Solving Interview Questions & Answers
4. Tell me about a time where you had to analyze a set of data and then make a recommendation. 5. When a problem requires a quick solution, how do you respond? 6. When it comes to problem solving, are you a strong collaborator? 7. When you cannot seem to find the right solution to a problem, how do you deal? 8.
20 Interview Questions for Managers (With Sample Answers)
Our guide to 20 common management interview questions will help you showcase your leadership potential. ... HR approved, organized, and stylish. Modern. Contemporary templates perfect for your new job. ... I've found this approach not only boosts individual performance but also sparks creativity and better problem-solving across the team." ...
30+ Behavioral Interview Questions and How to Answer Them
Frequently Asked Problem-Solving Behavioral Interview Questions 6. Give us an example of when you used logic to solve a problem. Tip: Answer this question by recollecting a situation in which you had to take action logically. We suggest you list your problem, approach and, finally, the result. 7.
Most Commonly Asked Service Desk Analyst Interview Questions
This blog covers essential Service Desk Analyst Interview Questions, from basic to advanced, helping you showcase your IT support expertise and problem-solving skills. - United States +1 7204454674 - Available 24/7

Top 20 Problem Solving Interview Questions (Example Answers Included)

By Mike Simpson

What Is Problem-Solving?

How to Answer Problem-Solving Interview Questions

Get Our Job Interview Questions & Answers Cheat Sheet!

Top 3 Problem-Solving-Based Interview Questions

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

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

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

17 More Problem-Solving-Based Interview Questions

Putting It All Together

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

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50 Interview Questions About Problem Solving (With Answers)

What is problem solving?

Why problem solving is important in the workplace

2. Promotes Innovation

3. Improves Team Collaboration

5 Tips for Answering Problem-Solving Interview Questions

1. Use the STAR Method

2. Highlight Your Analytical Skills

3. Show Adaptability

4. Emphasize Collaboration

5. Reflect on Lessons Learned

1. Can you describe a situation where you had to solve a difficult problem at work?

2. How do you approach complex problems in your professional life?

3. What is your process for identifying the root cause of a problem?

4. Can you give an example of a creative solution you've implemented to address a challenging issue?

5. How do you prioritize problems that need to be solved?

6. What tools or methods do you typically use for problem-solving?

7. How do you involve others in the problem-solving process?

8. Can you share an experience where you had to solve a problem under a tight deadline?

9. How do you ensure that a solution is both effective and efficient?

10. What is the biggest problem you have solved in your career?

11. How do you deal with uncertainty when solving problems?

12. Can you describe a time when you had to solve a problem without all the necessary information?

13. How do you measure the success of a solution?

14. What do you do if your initial solution to a problem fails?

15. How do you adapt your problem-solving strategies in a rapidly changing environment?

16. Can you give an example of a time when you had to use data analysis for problem-solving?

17. How do you differentiate between symptoms and root causes of a problem?

18. Can you discuss a time when you had to solve a problem collaboratively with a team?

19. How do you handle feedback on your problem-solving efforts?

20. What role does critical thinking play in your problem-solving process?

21. How do you stay motivated when faced with a complex problem?

22. Can you describe a situation where you had to change your approach to solve a problem effectively?

23. How do you balance the need for quick solutions with the need for thorough problem-solving?

24. Can you discuss a time when you had to solve a problem with limited resources?

25. What strategies do you use to prevent problems from occurring in the first place?

26. How do you communicate complex problems (and solutions) to stakeholders who may not be familiar with the details?

27. Can you share an example of a time when you solved a problem that significantly benefited your organization?

28. How do you incorporate feedback into your problem-solving process?

29. What is the most unconventional problem-solving method you’ve successfully used?

30. How do you ensure that your solution aligns with the overall goals of your organization?

31. Can you describe a problem you solved that had a positive impact on your team’s performance?

32. How do you decide when to tackle a problem on your own or to seek help?

33. How do you keep track of multiple problems that need to be solved at the same time?

34. Can you explain how you evaluate potential solutions to a problem?

35. How do you deal with resistance when implementing a solution?

36. Can you describe a time when you had to solve a problem outside of your area of expertise?

37. How do you ensure that your problem-solving efforts are inclusive and consider diverse perspectives?

38. Can you share a situation where you had to use emotional intelligence in problem-solving?

39. How do you manage stress and pressure when solving critical problems?

40. Can you explain a time when you had to prioritize long-term solutions over quick fixes?

41. How do you adapt your problem-solving approach based on the audience or stakeholders involved?

42. Can you discuss a time when you had to use negotiation skills in problem-solving?

43. How do you incorporate new technologies or methodologies into your problem-solving toolkit?

44. Can you describe a time when your problem-solving led to innovation within your organization?

45. How do you ensure that your solutions are sustainable and environmentally friendly?

46. Can you share an example of a cross-functional problem you solved?

47. How do you mentor others in developing their problem-solving skills?