problem solving questions and answers job interview

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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problem solving questions and answers job interview

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

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

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Mike simpson.

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

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Problem-Solving Interview Questions And Answers (With Examples)

How To Answer Tell Me About Yourself?
Elevator Pitch
Where Do You See Yourself In 5 Years?
What Are Your Career Goals?
When Can You Start?
How Do You Define Success?
Describe Your Work Ethic
Where Are Your Current Duties?
What Are Your Learning Goals?
Intrinsic Vs Extrinsic Motivation
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Why Are You The Best Person For This Job?
Reasons For Termination
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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
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Tell Me About A Time When You Made A Mistake On The Job
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What Are You Passionate About
What Skills Would You Bring To The Job
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How To Answer Tell Me About A Time You Disagreed With Your Boss
How To Answer Common Screening Questions

Find a Job You Really Want In

Summary. Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous experiences.

Are you in the process of searching for a new job ? If so, you might be getting ready to meet with a hiring manager or a recruiter for a job interview. And if you’re like the majority of job candidates, this stage of the job search process is probably making you feel a fair bit of trepidation.

And no wonder! The interview is a completely necessary step for any job search, but that doesn’t make it any less nerve-wracking to meet with a prospective employer and answer questions about your personality , skills, and professional background.

Key Takeaways:

Being able to solve problems is a skill that almost all job positions need.

Problem-solving questions assess a candidate’s ability to think on their feet, handle pressure, and find creative solutions to complex problems.

Make sure your answer to a problem-solving question tells a story of you as an effective team player.

Problem Solving Interview Questions And Answers (With Examples)

What Is a Problem-Solving Interview Question?

How to answer a problem-solving interview question, eight examples of common problem-solving interview questions and answers, interviewing successfully, curveball questions, problem-solving faq.

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

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

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

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

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

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

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

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

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

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

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

Explanation: With this question , your interviewer will be attempting to get a sense of how well you’re able to adapt to unexpected difficulties. The critical thing to remember when you’re answering this question – as we briefly discussed above – is to recall an incident that will be directly relevant to the role and the organization that you’re applying to.

Here’s an example of a high-quality response to this question:

“I remember a particular day at my previous job when an important deadline was pushed up at the very last minute. As the project manager , it was my responsibility to implement the necessary steps that would enable us to meet this new and truncated deadline. “Many of my peers began to hang their heads, resigning themselves to their belief that there was no hope to meet the new deadline. But I’ve always prided myself on my ability to adapt and thrive within a dynamic and quick-paced work environment – and that’s precisely the personal skill set that I channeled on this occasion. In the end, I reorganized my team’s priorities so that we were able to accommodate the new deadline.”

How would you say you typically respond to problems in general, and in the workplace in particular?

Explanation: This question is primarily designed to gauge a candidate’s ability (or lack thereof) to remain cool, calm, and collected under pressure. The ideal response to this question, in other words, will include a brief personal anecdote that illustrates your level-headedness and your ability to make rational, clear decisions during times of uncertainty.

“I would say that one of the primary qualities that sets me apart from the crowd of other candidates is my ability to remain calm and centered when conditions in the workplace become chaotic. “Looking back, I think that I first began to cultivate this ability during my tenure as a product manager working with a major Silicon Valley start-up. That was a particularly stressful period, but it was also quite instructive – I learned a great deal about staying positive, focused, and productive after an unexpected challenge presented itself. “These days, when I’m confronted by an unexpected problem – whether it’s in my personal life or in my professional life – I immediately channel the conflict management skills that I’ve been honing throughout the duration of my career. This helps a great deal, and my skills in this regard are only continuing to improve.”

Can you tell me about a time when you’ve had to settle a workplace dispute between yourself and a manager or colleague?

Explanation: Always keep in mind that one of the fundamental goals of any problem-solving question is to help a hiring manager gain a clearer sense of a candidate’s ability to work with others.

This question, in particular, is designed to give your interviewer a clearer sense of how well you’re able to communicate and compromise with your colleagues. With that in mind, you should be sure to answer this question in a way that will display a willingness to be fair, empathetic, and respectful to your teammates.

“I recall an incident in my last job in which one of my colleagues felt that I had not provided him with adequate resources to enable him to be successful in a particular project. I was acting as team leader for that particular project, and so it was my responsibility to ensure that everyone in my team was equipped for success. Unfortunately, I had to learn through the proverbial grapevine that this particular colleague bore some ill will toward me. I’ve never been one to participate in idle gossip, and so I decided to speak with this person so that we could begin to find a solution and address his grievances. So I crafted an email to him asking him if he would be interested in joining me for coffee the following day. He accepted the invitation, and during our coffee break, we were able to talk at length about the damage that he felt had been done to him. We devised a mutually agreeable solution on the spot. From then on, we had no significant problems between us.”

Are there any steps that you’ll regularly take during the early stages of a new project to ensure that you’ll be able to manage unexpected problems that occur down the road?

Explanation: This question, above all, is designed to test your ability to plan ahead and mitigate risk. These are both essential qualities that employers typically seek out in job candidates, particularly those who are being vetted for a management or leadership role.

When you’re answering this question, it’s important to emphasize your ability to look ahead towards the future and anticipate potential risks. As with the previous examples that we’ve already examined, the best way to communicate this ability is to provide your interviewer with a concrete example from your previous work history.

“I live my life – and I conduct my work – according to a single, incredibly important motto: “Failing to prepare is preparing to fail.” I’m a firm believer, in other words, of the primacy of careful planning. Without it, projects are almost always doomed to fail. “In my previous role as a marketing content writer with a major software company, I strived to apply this motto to my work every single day. “Here’s an example: About a year ago, I was responsible for overseeing and launching a new content strategy aimed at driving up consumer engagement. From the very outset, I understood that that particular project could be run off the rails if we did not take into account a considerable number of factors. “I won’t bore you with all of the nitty-gritty details, but the point is that this was a particularly sensitive project that required diligent and careful risk assessment. “Having realized that, my colleagues and I devised a comprehensive and flexible strategy for managing many risks that we envisioned would be awaiting us down the road. That initial step – looking ahead towards the future and mapping out the terrain of potential hazards – proved to be an essential measure for the success of the project.”

Do you consider your problem-solving capabilities to be above average?

Explanation: Hiring managers are always on the lookout for job candidates that stand out from the crowd. It’s even better when they can find a job candidate who knows that they stand out and who expresses that knowledge by being confident in their abilities.

At the same time, it’s never in a job candidate’s best interests to come across as egotistical or arrogant. When you’re responding to a question like this (that is, a question that’s focused on your ability to assess your own talents), it’s important to do your best to come across as self-assured but not pompous.

“Yes, all things considered, I would say that I have a talent for risk assessment, problem-solving, and risk mitigation. “That said, I can’t claim complete ownership over these abilities. In most cases, my demonstrated success in managing risk and solving problems in the workplace can be attributed at least as much to my team members as it can to me. For me to be able to be a successful problem-solver, it helps to be surrounded by colleagues whom I can trust.”

How would you describe your typical immediate reaction to unexpected challenges? Do you prefer to jump straight into the problem-solving process, or do you more commonly take some time to analyze and assess the problem before you dive in?

Explanation: This question is aimed at gauging your patience levels. This one can be a bit tricky because employers will sometimes prefer different responses – it all depends on the type of position and employer you’re applying for.

If you’re applying for a role in a quick-paced working environment that demands swift action , it will benefit you to describe your problem-solving strategy as unflinching and immediate.

If, on the other hand, the role you’re applying to does not demand such immediate action, it will probably be better to describe yourself as a more removed and relaxed problem solver.

But as always, you should never lie to your employer. Most of us will fall somewhere in the middle of these two types of problem solvers and will thereby have no difficulty painting ourselves honestly as one or the other.

However, if you’re definitely one type or the other, then you should describe yourself as such. This will make it much more likely that you’ll end up in a position that will be maximally rewarding both for you and for your employer.

“In most cases, my response to an unexpected problem will entirely depend on the nature of the problem at hand. If it demands immediate action, then I’ll dive right in without hesitation. “If, however, I determine that it would be more beneficial to take a step back and analyze the nature of the problem before we begin to meddle with it, then that’s exactly what I’ll do. “Generally speaking, I would say that I prefer the latter approach – that is, to take a step back and think things through before I begin to try to find a solution. In my experience, this makes it much easier for everyone involved to arrive at a practical and sustainable solution. “That said, I’m also perfectly capable of jumping straight into a problem if it demands immediate attention.”

Can you tell us about a time in which you had to explain a technically complicated subject to a client or customer? How did you approach that process, and how did it turn out?

Explanation: Strong communication skills are essential in the modern workplace. That means that employers tend to seek out job candidates that communicate well with their colleagues and individuals who have varying professional backgrounds and skill sets, including clients, customers, and third-party professionals.

“I recall an incident from many years ago – while I was working as a software engineer for a prominent robotics company – in which I found myself in the position of having to describe incredibly complex engineering details to a client. “This client had no prior experience in software engineering or artificial intelligence, so I had to relate this esoteric information more or less in layman terms. “Thankfully, I was able to employ some useful metaphors and analogies to communicate the information in a manner that this client could appreciate and understand. We went on to establish a successful collaborative partnership that flourished for four years.”

How would you rate your ability to work and succeed without direct supervision from your managers?

Explanation: Employers always tend to place a high value on job candidates who are self-motivated and can maintain high levels of productivity without constant supervision.

This is especially true now that the COVID-19 pandemic has suddenly made it necessary for so many millions of employers to transition to a remote workforce model. This question is designed to assess a candidate’s ability to stay focused and motivated while working remotely or without supervision.

“I’ve always considered myself – and my resume and references will support this – to be an exceptionally self-motivated individual, even when I’m working from home. “In fact, like many employees, I often find that my productivity levels tend to increase when I’m working remotely. I strive to set a positive example for my colleagues, even when we’re not all working under the same roof.”

Generally speaking, the best strategy for success in interviewing for a new job is doing your research beforehand. That means that you should be intimately familiar with the role, department, and company that you’re applying to before you step into the room (or log on to the Zoom meeting ) on the day of your interview.

When you preemptively take the time to carefully research the organization as a whole – and the responsibilities of the job opportunity in particular – you’ll minimize your chances of being caught off guard by an unexpectedly difficult question .

Still, there is only so much background information that you can uncover about an organization and a role before a job interview. No matter how carefully you prepare and how much background research you conduct, there are very likely going to be curveball questions during your job interview that you can’t predict.

In fact, many employers prefer to ask curveball questions (in addition to more run of the mill job interview questions) because they provide an insightful glimpse into a job candidate’s analytical thinking skills – not just their ability to memorize and recite answers to more common interview questions .

To that end, many hiring managers will ask job candidates to answer one or more problem-solving questions during a typical job interview. In contrast to traditional interview questions (such as: “Why do you think that you would be a good fit for this role?”

Or: “What do you consider to be your greatest professional achievement up to the current moment?”), problem-solving questions are specifically designed to assess a job candidate’s ability to think on their feet, handle real pressure, and find creative solutions to complex problems.

They’re also commonly referred to as analytical skills interview questions because they’re designed to gauge a candidate’s ability to make analytical decisions in real-time.

What are problem-solving skills?

Problem-solving skills include skills like research, communication, and decision making. Problem-solving skills allow for you to identify and solve problems effectively and efficiently. Research skills allow for you to identify the problem.

Communication skills allow for you to collaborate with others to come up with a plan to solve the problem. Decision making skills allow you to choose the right solution to the problem.

Why do interviewers ask problem-solving interview questions?

Interviewers ask problem-solving interview questions to see how candidate will approach and solve difficult situations. Interviewers want to see how you handle stress and uncertainty before hiring you for a position. Problem-solving is an important part of the everyday workday so they need to be sure you are capable of solving problems.

How do you solve a problem effectively?

To solve problems effectively you should first break the problem down and try different approaches. Breaking the problem up into different parts will help you have a better understanding and help you decide what your next step is going to be.

Once you see the different parts of the problem, trying different approaches to solve the problem can help you solve it faster. This will also help you determine the appropriate tools you need to solve the problem.

U.S. Department of Labor – Interview Tips

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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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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15 Common Problem-Solving Interview Questions

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

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

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

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

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

Key Takeaways for Effective Problem-Solving Interview Questions

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

Technical Problem-Solving Interview Question Examples

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

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

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

1. Mini-Max Sum

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

2. Organizing Containers of Balls

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

3. Build a Palindrome

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

4. Subarray Division

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

5. The Grid Search

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

Common Non-Technical Problem-Solving Interview Questions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Strategies for Answering Problem-Solving Questions

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

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

1. Shine in Interviews With the STAR Method

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

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

2. Rise above difficult questions using the SOAR method

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

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

3. Do It the PREP Way

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

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

How to Customize Problem-Solving Interview Questions

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

Here are some tips to do so:

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

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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.

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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18 Problem Solving Interview Questions and Sample Answers

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

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

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

What Are Some Examples of Problem-Solving Skills?

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

Common examples of problem-solving skills include:

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

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

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

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

6 Problem-Solving Interview Questions and Answers Examples

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

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

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

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

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

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

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

Sample answer:

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

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

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

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

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

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

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

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

Sample answer.

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

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

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

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

Sample answer

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

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

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

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

Sample answer .

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

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

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

Here’s how you should answer this question:

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

Even More Problem-Solving Interview Questions To Practice!

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

How to Approach Problem-Solving Interview Questions?

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

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

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

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Problem-Solving Interview Questions and Answers

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Depending upon your industry, you may be asked to answer problem-solving questions at some point during your interview with a hiring manager. These questions are common in IT, engineering, and other technical sectors where strong data analysis and problem-solving competencies are essential. However, once in a while, you’ll be asked to field a problem-solving interview question even if you aren’t in a strictly technical discipline.

Here’s how to prepare so that you’ll be able to “think on your feet” should a problem-solving question be asked.

Why Companies Ask Problem-Solving Questions

Problem-solving questions often fall into the category of interview questions without a right (or wrong) answer . Companies seek proactive, solutions-oriented employees for many of the jobs they are filling, and are more interested in the approach you’d take to solve a problem than they are in you providing the “correct” answer.

These types of questions are good examples of situational interview questions . Employers try to predict how you could solve a work problem for them in the future, based upon how you have either done so in the past or are currently doing so in the interview.

These questions may also be asked to assess your command of a key industry-specific process or technology. This holds true especially for interviews conducted by tech employers . If you are in a technical field, be ready to discuss how you would solve common project development, implementation problems, or obstacles.

Techniques for Answering Problem-Solving Interview Questions

How you should answer a problem-solving question will depend upon whether you are participating in a solo or a group interview .

Tips for Problem Solving in a Solo Interview

If you are asked to solve a problem in a solo interview, it’s an excellent strategy to demonstrate how you are able to follow the five primary steps in problem solving :

Analyze the factors that caused the problem.
Brainstorm possible solutions.
Evaluate the cost and potential viability of these solutions.
Implement a plan.
Evaluate the effectiveness of your intervention.

Alternatively, you may be asked how you solved a problem in the past. The Situation, Task, Action, Result (STAR) interview response technique is a highly effective way to structure a detailed anecdote in response to a situational or a behavioral interview question. In this technique, you describe:

A Situation (S) in which a problem arose
The Task (T) —in this case, a problem that you had to solve
The Action (A) or process you initiated to solve the problem
The Results (R) of your problem-solving action

Tips for Problem Solving in a Group Interview

If you are in a situation where several candidates are being interviewed together, you may be asked to work together as a team to complete a problem-solving or work simulation. Afterwards, it is common for interviewers to ask the group to describe the process they took to address the problem.

The STAR interview response technique can work well in this situation.

During the problem-solving portion of the work simulation itself, remember to be a good listener as well as an innovative team collaborator.

If you have the opportunity to lead (without steamrolling) the group, recognize each person’s contributions as you later describe your collective problem-solving strategy to the interviewer.

Sample Problem-Solving Q&As

Here are a few examples of how to answer problem-solving questions. Use them as models in formulating your own responses as you practice for your interview .

How would you deal with an unanticipated understaffing situation?

This problem seems to occur every holiday season, so I’ve developed strategies to ensure that we have adequate staff coverage. The most important trick, I think, is to be proactive. I keep a current list of personnel who are willing to come in at a moment’s notice to fill others’ shifts—especially around major holidays (when people are likely to call in sick). Each time an employee agrees to cover someone else’s shift, I make a point to recognize them with a big “thank you” sign I write on our office whiteboard. This keeps morale high enough that I can generally find someone at a moment’s notice to come in. I also try to cross-train most of our staff so that they can cover for their colleagues when necessary. As a last resort, I’ll cover their shift myself if that’s required.

Why It Works: This candidate shows that they understand that it’s sometimes necessary to have multiple strategies in their “toolbox” to address unexpected problems in the workplace. The candidate describes how they are capable of examining options and coming up with a plan.

What would happen if you realized that you and your team wouldn’t be able to meet the deadline for your deliverables? What would you do?

This actually happened nine months ago, when our team was prepared to go live with a new product. A month before launch, we learned that one of our primary part’s shipment would be delayed. I immediately tried to contract with another supplier—although I sourced one, they couldn’t promise that they’d be able to deliver by our deadline. However, I was as transparent as possible throughout the situation, alerting management and our different department heads about the issue. Fortunately, the R&D engineers were then able to do a quick redesign that allowed us to use another part we could access quickly—and that turned out to be 20% cheaper than the original part! We met our deadline and saved costs at the same time.

Why It Works: This answer uses the STAR technique to describe how the candidate solved a work issue in the past. It’s especially effective because they also quantify one of the results of their actions with a percentage.

Answers to problem-solving questions can be more impactful if you quantify your contributions with numbers, dollar figures, or percentages .

How would you deal with a difficult subordinate who publicly questioned your authority?

First, I try to analyze the situation rather than the employee’s words to see what might have caused their discontent. I would then speak with them privately, giving them the chance to air their grievance and myself the opportunity to work with them to find a solution. Sometimes, all it takes to soothe an employee is to let them know that their opinions are respected. However, if the employee continued to spread negativity and diminish department morale, I would put them on official notice to expect a formal performance review at the end of two weeks, at which point we would discuss their future with our department.

Why It Works : With this response, the interviewee describes the logical problem-solving process they use when handling escalated issues with personnel, including how they make contingency plans if the initial interventions don’t work out.

Why are you the best person for this job? - Best Answers
Tell me about something that’s not on your resume. - Best Answers
How have you handled a challenge? - Best Answers

Key Takeaways

Describe Your Process Explain to your interviewer the steps you would take to solve a workplace problem.

Use Examples Provide detailed illustrations of how you have successfully solved problems in the past.

Practice Makes Perfect Brainstorm your own answers to questions about problem solving, then practice delivering these responses.

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

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

How to answer problem-solving questions

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

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

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

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

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

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

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

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

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

Critical thinking

Communication

Dependability

Behavioral competency

Soft skills

Decision-making

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

2. How would you manage a frustrated client?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Elizabeth Perry, ACC

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

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8 Problem-Solving Interview Questions You Should Ask

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

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

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

TL;DR – Key Takeaways

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

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

What Are Problem-Solving Interview Questions?

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

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

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

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

Want to know more about behavioral interview questions ?

Why Interviewers Ask Problem-solving Interview Questions

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

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

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

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

8 Examples of Common Problem-Solving Interview Questions and Answers

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

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

1. The challenging situation

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

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

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

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

2. Problem-solving process

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

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

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

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

3. Decision-making

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

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

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

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

4. Creative thinking

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

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

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

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

5. Teamwork

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

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

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

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

6. Overcoming obstacles

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

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

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

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

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

7. Dealing with recurring problems

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

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

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

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

8. Multi-tasking

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

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

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

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

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

Red Flags for Interviewers Assessing Problem-solving Skills

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

Red flags to watch for include:

A lack of specific examples

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

Vague or generalized answers

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

Limited adaptability

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

Poor decision-making skills

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

Lack of collaboration or communication skills

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

Limited initiative or creativity

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

Tips For Using Problem-Solving Questions To Screen Candidates

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

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

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

Yes, yes, there is.

Evaluating problem-solving skills beyond the interview

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

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

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

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

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

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40+ Common Interview Questions And Answers In 2024

September 22, 2023

Are you preparing for a job interview in 2024? Have you exhausted all the internet resources for common interview questions and answers but still need more clues to prepare effectively?

Don’t worry; Resume Forrest is here to help. Our website prides itself on providing the best content related to 40+ common job interview questions and answers that will give any candidate an edge over their competition.

With our vast experience working with businesses across industries and expert advice from industry-leading professionals, we have compiled this comprehensive guideline covering almost every aspect of common job interview questions.

Common Interview Questions to Prepare for

Understanding Common Interview Questions For Job

Job interviews can be nerve-wracking, especially when unsure what to expect. However, you can prepare to answer the most common interview questions by familiarizing yourself with them.

These questions center around your work experience, skills, and personality, such as “Tell me about yourself,” “What are your greatest strengths and weaknesses?” and “Why should we hire you?”

Common Behavioral interview questions may also come up, asking for examples of how you handle certain situations. By understanding the intended purpose of these questions, you can tailor your answers to showcase your qualifications and fit for the position.

For more help with job interviews, check out Resume Forrest, where you can find tips on common interview questions, answers, and other job search tools.

40+ Common Interview Questions And Answers For Job In 2024

Job interviews give you anxiety and stress, especially if you don’t know what to expect. To help you prepare for your next job interview, we’ve compiled a list of 40+ of the most common interview questions and provided some advice on how to answer them along with common interview questions to prepare for.

Tell Me About Yourself.

Give concise and relevant answers highlighting your skills, experiences, and accomplishments tailored to the job you’re interviewing for.

Walk Me Through Your Resume.

Be prepared to summarize your education, work experience, and relevant skills. Highlight your achievements and skills relevant to the job you’re interviewing for, and be prepared to answer any questions the interviewer may have about specific points on your resume.

How Did You Hear About This Position?

This is one of the most common interview questions. If someone referred you, mention their name. If you saw the job posting on a job board, mention the name of the job board. All you have to do is be honest and be yourself while you answer these questions.

Why Do You Want To Work At This Company?

Do your research and discover what the company does, its values, and its mission. Identify specific things about the company that appeal to you, such as its culture, reputation, or products.

Why Do You Want This Job?

The most common interview questions to prepare for are related to the role and the industry. Be specific about what interests you about the job and what skills and experiences you can bring to the role.

Highlight the aspects of the job that appeal to you, such as the opportunity for growth, the chance to work on interesting projects, or the opportunity to work with a great team.

Why Should We Hire You?

It is your chance to sell yourself. Highlight your skills, experiences, and accomplishments that are relevant to the job. Be confident but not arrogant, and emphasize what you can bring to the company.

What Can You Bring To The Company?

Emphasize your relevant skills and experiences, and discuss how you can use them to contribute to the company’s success. Talk about your ability to work well on a team, creativity, and positive attitude.

reed more : How to Format a Cover Letter: A Step-by-Step Guide for Success

What Are Your Greatest Strengths?

Choose strengths that are relevant to the job you’re interviewing for. Be specific and give examples of how you’ve demonstrated these strengths in the past. Avoid cliches and provide concrete examples.

What Do You Consider To Be Your Weaknesses?

When addressing common interview questions, such as discussing weaknesses, choosing areas outside the job’s scope is important. Be honest and briefly mention how you are actively improving in those areas. Instead of dwelling on your weaknesses, focus on your efforts toward overcoming them.

What Is Your Greatest Professional Achievement?

Choose an achievement relevant to the job you’re interviewing for, and be specific about what you did and how you did it. Talk about how your achievement benefited your previous employer and how it demonstrates your skills and abilities.

Tell Me About A Challenge Or Conflict You’ve Faced At Work And How You Dealt With It.

Choose a situation demonstrating your problem-solving skills and ability to work well under pressure. Be specific about the challenge, how you dealt with it, and the outcome.

Tell Me About A Time You Demonstrated Leadership Skills.

Choose a situation in which you took on a leadership role, and be specific about what you did and how you did it. Talk about how your leadership benefited your team and your employer.

Check out: How To Make A Resume: A Step-By-Step Guide To Crafting An Impressive Profile .

Tell Me About A Time When You Disagreed With A Decision At Work.

Choose a situation in which you disagreed with a decision, and be specific about the decision and why you disagreed. Talk about how you communicated your disagreement and what the outcome was.

Tell Me About A Time You Made A Mistake In Your Workplace.

Choose a mistake that wasn’t too serious, and be honest about what happened and what you did to learn from it. Talk about how you’ve used the experience to become a better employee.

Tell Me About A Time You Failed At Something.

Choose a situation where you failed to meet a goal or objective and be honest about what happened. Talk about what you learned from the experience and how you’ve used it to become a better employee.

Why Are You Leaving Your Current Job?

Be honest about your reasons for leaving, but don’t badmouth your current employer. Focus on what you’re looking for in a new job, such as new challenges or opportunities for growth.

Why Were You Fired?

Be honest about what happened, but focus on what you learned from the experience. Talk about how you’ve used the experience to become a better employee.

Why Was There A Gap In Your Employment?

This question often arises when you have a gap in your employment history in your resume. You may have taken time off to travel, care for a family member, or pursue further education. The key is honesty about your gap and highlighting any relevant experiences you gained.

For example, if you volunteered, you could explain how you developed new skills or contributed to the community. When addressing common interview questions like these, a thoughtful response showcasing your abilities and qualifications is important.

Can You Explain Why You Changed Career Paths?

If you have switched careers or industries, the hiring manager may ask you to explain why you made the change. Be honest about your reasons and show how the skills you acquired in your previous career are transferable to the new role.

You may also highlight personal or professional growth from stepping out of your comfort zone.

What’s Your Current Salary?

It is not uncommon for employers to ask about your current salary to evaluate your salary expectations. Answer truthfully, but also make sure to mention your expectations.

If your current salary is lower than expected in the new role, explain why you believe you deserve the higher salary based on your experience and skills. Also, remember common interview questions to prepare for, including salary expectations.

What Do You Like Least About Your Job?

This question can be tricky since you do not want to speak negatively about your current or previous employer. Instead, focus on something that you found challenging but were able to overcome or improve upon.

For example, explain that the need for opportunities for growth in your current role is something you would like to see in your next position.

What Are You Looking For In A New Position?

In answering this question, be specific about what motivates you. Talk about your desire to grow professionally, collaborate with a team, or take on new challenges. You could also mention what drives you towards the industry or company you are interviewing with and how your skills align with their mission.

What Type of Work Environment Do You Prefer?

Employers are often interested in understanding what kind of work environment suits you. Interview questions commonly focus on this topic. Be honest, but avoid using negative terms to describe the environment that you do not like. Instead, focus on your preferred work style.

For example, you might thrive in a fast-paced, deadline-driven environment or prefer a more relaxed atmosphere focusing on problem-solving and collaboration.

What’s Your Work Style?

This interview question will help the interviewer determine if your work style fits the organization’s culture.

In responding to it, you must describe how you approach tasks, your preferred work environment, and your communication and problem-solving skills. Be sure to highlight traits that align with the company’s values, such as being collaborative, proactive, or detail-oriented.

Check Out: Ace Your Next Job Interview With These 50 Behavioral Interview Questions .

What’s Your Management Style?

This question is often asked of candidates for positions that involve supervising others. In your response, emphasize your strengths and give relevant examples of how you motivate, coach, and manage teams.

Consider showcasing your ability to foster teamwork, communicate effectively, delegate tasks, and give feedback constructively.

How Would Your Boss And Coworkers Describe You?

This common behavioral interview question and answer seeks to gauge your character and personality traits.

To answer this question, focus on qualities that speak to your professionalism, such as being dependable, detail-oriented, results-driven, and a team player. Also, cite specific examples of situations demonstrating your strengths and ability to handle challenges gracefully.

How Do You Deal With Pressure Or Stressful Situations?

Employers want to know how you handle stressful situations, especially those that may occur on the job. Your response should highlight your coping mechanisms and problem-solving skills.

Describing how you stay calm, organized, and focused under pressure while remaining productive and meeting deadlines will go a long way toward impressing the interviewer.

What Do You Like To Do Outside Of Work?

This question may seem like a way to break the ice, but it is also meant to help the interviewer understand who you are outside of work.

The aim is to determine if you are a well-rounded individual who can contribute positively to the organization’s culture. Be honest and share your hobbies and interests, but avoid controversial or inappropriate topics.

How Do You Stay Organized?

Organization is an important aspect of any job. Explain how you keep track of tasks, prioritize deadlines, and manage your time effectively. For example, you may use digital tools or have a system for creating to-do lists.

Providing specific examples demonstrating how your organizational skills have contributed to your success in previous roles can be beneficial and help you answer common interview questions.

How Do You Prioritize Your Work?

Employers want to know that you can manage multiple tasks and use good judgment to determine the most important ones.

Explain how you assess the urgency and importance of each task, and describe the process you use to prioritize your work. Give examples of how you have successfully balanced competing priorities in the past.

What Are You Passionate About?

Employers want to see that you have interests and passions outside of work. Be honest and specific about what drives you. Describe how your passions connect to your work and how they motivate you to excel.

For example, if you volunteer at an animal shelter, you may be passionate about caring for living creatures, which could translate to a love for customer service in a job.

What Motivates You?

Employers want to know what makes you tick. Explain what drives you and how you stay motivated when faced with challenges.

Discuss intrinsic and extrinsic motivators, such as a desire to make a difference or recognition for a well-done job. Be honest and enthusiastic about what motivates you.

What Are Your Pet Peeves?

This question can be tricky, as you want to avoid coming across as negative. Focus on minor inconveniences that don’t significantly impact your work, and describe how you overcome them.

For example, if you get frustrated when people are late to meetings, explain how you address the situation courteously and professionally.

How Do You Like To Be Managed?

Employers want to know how to support you as an employee best. Be honest about your preferences, but also be flexible. Give examples of how you have adapted to different management styles in the past and how you have communicated your needs to supervisors.

For example, you may prefer regular check-ins and open communication but have also thrived under more hands-off management.

Do You Consider Yourself Successful?

This question allows you to showcase your achievements and self-awareness. Be humble but confident in your response, highlighting how you define success and measure your progress. Give examples of specific accomplishments that demonstrate your success.

Where Do You See Yourself In Five Years?

Employers want to know that you have goals and aspirations. Be honest about your career ambitions and show that you are realistic and flexible.

Your answer should demonstrate how you plan to grow and contribute to the company’s success. Give specific examples of skills you hope to develop or projects you hope to lead.

How Do You Plan To Achieve Your Career Goals?

This question is designed to determine how proactive you are in your career. Explain your long-term career goals and describe your steps to achieve them. Emphasize the skills, experience, and education you need to develop to reach your goals.

What Are Your Career Aspirations?

The interviewer wants to know what motivates and inspires you. Be clear about your career aspirations and highlight how the position you are applying for aligns with your professional goals.

What’s Your Dream Job?

This question is designed to assess your level of ambition and creativity. Be honest, but don’t be unrealistic. Provide a clear explanation of your dream job and why you are interested in it.

What Other Companies Are You Interviewing With?

Be honest when answering this question, but don’t be overly specific. Mention the types of companies or industries you are pursuing, but avoid going into too much detail.

What Makes You Unique?

It is an opportunity for you to highlight your unique qualities, skills, and experience that sets you apart from other candidates. Emphasize your strengths and achievements that demonstrate your uniqueness.

What Should I Know That’s Not On Your Resume?

Use this interview question to show that you have researched and know the company’s needs. Share any additional relevant information about your skills and experience not mentioned in your resume.

common job interview questions and answers.

What Would Your First Few Months Look Like In This Role?

This question is intended to show how proactive you are in understanding the job requirements and how well you adapt to new situations.

Respond by sharing your plans for getting up to speed on the role and describing how you would prioritize your tasks during the first few months.

Wrapping Up

Preparing for a job interview in 2024 can be intimidating, but it doesn’t have to be. At Resume Forrest, we are here to make that process as smooth and successful as possible. Our website contains expert advice and resources covering 40+ common job interview questions and answers. Regardless of the industry you’re applying for; our content will give any candidate an edge.

So, start writing your resume and get ready to ace your next interview with the help of Resume Forrest!

Sign up now, and let us show you how to maximize the return on time spent preparing for an upcoming interview. Start perfecting your craft today, and unlock your future’s greatest potential using our services!

reed more : “How to Make a Resume: A Step-by-Step Guide to Crafting an Impressive Profile”

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Our values define who we are as a firm and who we aspire to be as individual colleagues. They are the guiding principles that shape our actions and are essential to fulfilling our two-part mission to help our clients make distinctive, lasting and substantial improvements in their performance, and to build a great firm that attracts, develops, excites and retains exceptional people.

We look at talent through the lens of who they are and their potential. We aim to attract individuals with diverse backgrounds, which is critical to help us deliver distinctive client service, and also to make our firm a richer and better place. Overall, we look for behavioral skills, problem solving skills, and—for some roles—expertise of specific knowledge and experience in your field.* During your behavioral skills interview, we'll ask you to share examples from your personal experiences. Your responses to these questions help us understand your accomplishments and challenges beyond your CV and discover skills you possess that will help you thrive at McKinsey.

We suggest that you prepare two personal examples to demonstrate your skills in the four behavioral areas highlighted below (personal impact, entrepreneurial drive, inclusive leadership, and courageous change). During your interview, you should share details about the challenges, goals, and actions you took to create change.

If you are interested in McKinsey careers beyond consulting, you can learn more about the assessment process for our internal roles here .

*Please note, not all interviews at McKinsey will require an expertise interview or follow the same format. Please contact your recruiter for details about your process.

17 Unique Interview Questions To Ask An Employer

I nterviewers evaluate candidates for a job based on much more than just an answer to a question. Aside from experience and qualifications, they usually seek someone with good communication skills, professionalism, respect, interest in the position, and more. This means that showing interest in the conversation with the interviewer or being engaged in the information they give is important. A good way to display this is by asking unique interview questions.

Before delving into the questions , remember that it’s probably for the best if you don’t overthink the interview process. Although staying calm may be hard , it is still necessary. These unique interview questions will help you make a better impression , but even beyond impressing an employer, questions like these help a candidate gain valuable insight into the company culture, expectations, opportunities and more.

Unique Interview Questions To Ask an Employer

1. “What’s a recent project that has excited or challenged your team?”

This gives the candidate a glimpse into current priorities and the type of work the team is engaged in.

2. “Can you share a story of a significant failure the team faced and how it was addressed?”

Understanding how they navigate challenges and learn from failures can shed light on their resilience and problem-solving approach.

3. “How does this company support continuous learning and professional development?”

This showcases interest in growth and improvement while providing insight into the company’s commitment to employee development.

4. “What do you love most about working here, and what keeps you motivated?”

This question allows the interviewer to share personal insights about the company culture and what makes it a great place to work.

5. “What are the top qualities you’re looking for in a candidate beyond the job description?”

This gives the candidate a chance to showcase traits or skills that might not be explicitly mentioned but are valued by the company.

6. “How do you see this company evolving in the next few years, and what role does this position play in that evolution?”

Understanding the company’s vision and the position’s potential for growth can help align the goals of the candidate and the company.

7. “Can you describe the team dynamics and collaboration within the department?”

Learning how teams work together can provide insights into the company’s communication and teamwork culture.

8. “How does leadership here foster innovation and encourage employees to share creative ideas?”

This question can reveal the company’s approach to innovation and whether they value input from all levels.

9. “What opportunities are there for mentorship or reverse mentoring within the company?”

This demonstrates the candidate’s interest in learning and contributing their knowledge to others.

10. “In what ways does the company contribute to the local community or social causes?”

Understanding their corporate social responsibility efforts can reveal the company’s values and commitment to making a positive impact.

11. “How do you measure success for this particular role, and how is that success celebrated within the team or company?”

This question shows the candidate’s interest in understanding how their performance will be evaluated and recognized.

12. “Can you describe a recent decision-making process regarding a significant change in the company?”

Understanding how decisions are made can provide insight into the company’s decision-making structure and transparency.

13. “What do you think sets apart employees who excel here from those who are average performers?”

This question can give insight into the company’s culture and expectations of high-performing employees.

14. “How do you foster diversity, equity, and inclusion within the company?”

This shows interest in a supportive and inclusive work environment and can give candidates who are BIPOC insight into whether or not they would be comfortable in that environment.

15. “What learning opportunities or resources are available for employees to keep up with industry trends?”

This demonstrates interest in staying updated and growing within the field.

16. “How does this company encourage and respond to feedback from employees at different levels?”

Understanding the feedback culture can shed light on how the candidate’s voice might be heard within the organization.

17. “Can you share an example of how the company has supported an employee’s career growth or facilitated internal mobility?”

This demonstrates interest in long-term growth within the company.

How To Come Up With Unique Interview Questions To Ask An Employer

These are some general questions that an interviewee typically can ask an interviewer, no matter the position they are applying to. However, crafting unique interview questions tailored towards a specific role or employer can help that candidate stand out and gather more meaningful insight. Here are some guidelines for coming up with specific interview questions.

Show Genuine Interest

Ask questions that genuinely matter to you. This helps a candidate gather pertinent information and demonstrates their enthusiasm for the role and the company. Interest and passion in a task are what fuel quality work. Employers know this and will prioritize candidates that demonstrate them.

Be Thoughtful And Respectful

Avoid asking questions that are too personal, overly critical or focused solely on perks or benefits. Aim for a balance between professional curiosity and respect. Conversations like salary negotiations, benefits, vacation time and more are necessary, but the interview is likely not the appropriate time to discuss those things. Consider doing so once an offer is made if this is something that you want to be aware of before accepting a position.

Focus On The Future

Ask questions about the company’s future, growth prospects and how the desired role fits into that trajectory. This shows a forward-thinking approach. A lot of companies will appreciate someone who is aspiring for longevity in the position.

Prepare Additional Queries

Have a few extra questions in mind in case some are already answered during the interview. This demonstrates thoroughness and preparedness. Sometimes replying to “Any questions?” with “No, you answered all my questions” could make the interviewer suspect you did not prepare questions even if you did, unfortunately. Avoid any overthinking by having extra questions prepared.

Customize For Different Interviewers

If meeting with multiple people, consider tailoring some questions to their roles or expertise within the company. Ask who will be conducting the interview and what their role is beforehand to be prepared. The interviewers may appreciate this preparedness and attention to detail.

Allow Room For Discussion

Craft questions that can lead to further discussion. This can create a more engaging and interactive interview experience. These questions often start with “What,” “How,” or “Can you describe.” Avoid having too many questions where the answer is simply a “Yes” or “No.”

Remember these tips, as tailoring questions to the company’s specific context and position can significantly enhance their impact.

Here are some unique interview questions to ask an employer.

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Executive Pastry Chef Interview Questions: Assessing Skills, Creativity, and Leadership

Landing the role of an Executive Pastry Chef requires a unique blend of technical expertise, creative flair, and leadership prowess To identify the ideal candidate, crafting the right interview questions is crucial This guide delves into key areas to explore, providing insightful questions and sample answers to help you assess the best fit for your establishment.

Operational and Situational Questions

These questions delve into the candidate’s real-world experience and problem-solving abilities.

What ignited your passion for becoming an Executive Pastry Chef? (This reveals their motivation and dedication.)
Highlight training or experiences that align with this role. (This assesses their qualifications and fit.)
Describe your favorite flavor combinations. (This explores their creativity and understanding of flavors.)
Where do you seek inspiration for exceptional pastries? (This reveals their passion and commitment to staying current.)
Walk me through your pastry cream preparation process. (This assesses their technical knowledge and skill.)
What techniques were crucial for [sample dish]? (This gauges their attention to detail and technical expertise.)
Why did you choose these sample dishes for this interview? (This reveals their strategic thinking and presentation skills.)
How do you manage multiple dessert orders efficiently? (This assesses their ability to handle pressure and prioritize tasks.)
What are common substitutions for diabetic and vegan pastry recipes? (This explores their knowledge of dietary restrictions and alternative ingredients.)
How would you handle accidentally burning a batch of pastries before a major event? (This assesses their problem-solving skills and ability to handle crises.)

Leadership and Team Management Questions

These questions explore the candidate’s leadership style and ability to motivate and guide a team.

Describe your leadership style and how you inspire your team. (This reveals their approach to leading and motivating others.)
How do you foster a positive and collaborative team environment? (This assesses their ability to create a supportive and productive team culture.)
How do you delegate tasks effectively and provide constructive feedback? (This reveals their ability to empower their team and ensure growth.)
Give an example of a time you successfully resolved a conflict within your team. (This demonstrates their conflict resolution skills and ability to maintain team harmony.)
How do you stay informed about industry trends and incorporate them into your team’s work? (This reveals their commitment to continuous learning and innovation.)

Creativity and Innovation Questions

These questions explore the candidate’s ability to think outside the box and develop unique and innovative pastry creations

Describe your signature pastry creation and what makes it special. (This reveals their creativity and ability to develop unique concepts.)
How do you stay inspired and come up with new ideas for pastries? (This assesses their ability to think creatively and stay ahead of trends.)
How do you incorporate local ingredients and flavors into your pastry creations? (This reveals their understanding of seasonality and ability to adapt to local tastes.)
Give an example of a time you experimented with a new flavor or technique. (This demonstrates their willingness to take risks and push boundaries.)
How do you balance traditional pastry techniques with modern trends? (This reveals their ability to adapt to changing tastes while maintaining respect for tradition.)

Additional Questions

What are your salary expectations? (This helps you gauge their understanding of the market and their value.)
What are your career goals and how does this position fit into them? (This reveals their ambition and long-term vision.)
Do you have any questions for me? (This shows their interest and engagement in the position.)

By using these questions, you can gain valuable insights into the candidate’s skills, experience, and personality Remember to tailor your questions to your specific needs and the unique requirements of your establishment The ideal Executive Pastry Chef will possess a combination of technical expertise, creative vision, and leadership qualities, making them an invaluable asset to your team.

Soft skills interview questions

Can you tell me about a time when you had to work with others to finish a pastry project?
How do you deal with unhappy customers or tough situations when you’re showing and suggesting pastry options to them?
Please tell us about a time when you had to quickly learn a new pastry recipe or method.
Can you explain how you decide which pastry projects to work on first and how you handle them all at the same time?
How do you make sure that everyone on your team in the pastry kitchen has a good time at work?
What’s the difference between Italian meringue and French meringue?
In what ways do you make sure that all of your cakes and pastries have the same texture and taste?
Would you please show us how you make a layered cake from beginning to end?
It’s possible that you may have had to substitute certain ingredients in a recipe. How did you handle that?
In what ways do you change your recipes to fit people with special diets, like those who can’t have gluten or who are vegan?

Pastry Chef Interview Questions And Answers

What skills do you need to be an executive pastry chef?

What questions are asked in bakery chef interview?

What questions should you ask a pastry chef?

Describe your experience with various types of pastries, including cakes, tarts, and breads. As a pastry chef, your versatility and mastery of different types of pastries are essential for the success of any kitchen you work in. With this question, hiring managers aim to assess your level of expertise, creativity, and adaptability.

How do you interview a pastry chef?

Hiring managers may even ask candidates to prepare a pastry dish on the spot, or request candidates to bring samples to the interview. Use the portfolio and the samples as conversation starters. You’re trying to get a sense of their creativity, their approach to pastry, and their alignment with your pastry chef needs.

What does a pastry chef do?

A pastry chef is a professional chef who creates baked goods, such as breads, pastries and desserts. If you applied for a job as a pastry chef, the hiring manager may request an interview if they feel your qualifications are a potential fit for the role.

What experience should an executive chef have?

An executive chef should have experience in developing menus that are well balanced, cost-effective, and appealing to guests. How to Answer: To answer this question, you should talk about your experience with menu planning and development.

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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. ... ask these questions to gauge how candidates will address complex situations that they are likely to encounter on the job. Related: 125 Common ...
Top 20 Problem Solving Interview Questions (Example Answers Included)
MIKE'S TIP: When you're answering this question, quantify the details. This gives your answer critical context and scale, showcasing the degree of challenge and strength of the accomplishment. That way, your answer is powerful, compelling, and, above all, thorough. 2. Describe a time where you made a mistake.
50 Interview Questions About Problem Solving (With Answers)
Demonstrating your ability to tackle challenges effectively can set you apart from other applicants. Here are five tips to help you showcase your problem-solving skills during an interview: 1. Use the STAR Method. Structure your responses using the Situation, Task, Action, and Result (STAR) method.
10 Proven Problem-solving Interview Questions [+Answers]
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 ...
Problem-Solving Interview Questions: How-to + Examples
To put these skills to the test, recruiters use "problem-solving" job interview questions, also known as analytical questions. Here are some common ones: Tell me about a situation where you had to solve a difficult problem. Give me a specific example of a time when you used good judgment and logic in solving a problem.
Top 20 Problem Solving Interview Questions & Answers
Top 20 Problem Solving Interview Questions & Answers. Master your responses to Problem Solving related interview questions with our example questions and answers. Boost your chances of landing the job by learning how to effectively communicate your Problem Solving capabilities. Problem-solving is an invaluable skill that transcends industries ...
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 ...
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.
15 Common Problem-Solving Interview Questions
Here are a few examples of technical problem-solving questions: 1. Mini-Max Sum. This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow.
Top 20 Problem Solving 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.
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 ...
18 Problem Solving Interview Questions and Sample Answers
To help you successfully do just that, we've made a list of common problem-solving skills interview questions with sample answers you can use to model your responses. 1. Tell Me About The Time You've Faced a Major Challenge At Work. This question can be more context-specific.
Problem-Solving Interview Questions and Answers
Why Companies Ask. Techniques for Answering. Sample Problem-Solving Q&As. Possible Follow-Up Questions. Photo: Getty Images/Morsa Images. Problem-solving questions can be the hardest of the job interview. Learn why they're asked, how to answer them, and review sample answers to some tough questions.
Problem-Solving Questions You Should Prepare for Your Next Interview
Common problem-solving questions and answers. Every job requires problem-solving on some level, so you can expect at least one job interview question to ask about those skills. Here are a few common problem-solving interview questions to practice: 1. Give us an example of when you faced an unexpected challenge at work.
Sample answers for problem-solving interview questions
Sample answer: "I'm an advocate of the 15-minute rule. I will take at least 15 minutes to try and solve the problem on my own. In that time, I will identify the problem, decide what the ideal result would be, and work out tasks to reach my goal. I'd rule out any options that might not work and consider the consequences of the options I ...
How to Prove You're Good at Interview Problem Solving
How to Answer. The best way to answer is to follow a three-part formula: The first part is what went wrong, the second part is what you did about it, and the third part is the resolution. Since you're highlighting your ability to handle a challenge, spend the most time discussing the reasoning behind your actions.
8 Problem-Solving Interview Questions You Should Ask
8 Examples of Common Problem-Solving Interview Questions and Answers. Now for the main course of this article. We're going to dive into eight types of example problem-solving questions that you can use during interviews, explaining why they are relevant and what makes a strong answer. 1. The challenging situation.
Showcase Problem-Solving Skills in Your Interview
To convey your problem-solving prowess in an interview, nothing beats a good story. Choose anecdotes from your previous experiences where you identified a problem, took the initiative to find a ...
10 Common Interview Questions and How to Answer Them
1. Tell me about yourself. This warm-up question is your chance to make an impactful first impression. Be prepared to describe yourself in a few sentences. You can mention: Your past experiences and how they relate to the current job. How your most recent job is tied to this new opportunity. Two of your strengths.
40+ Common Interview Questions and Answers in 2024
40+ Common Interview Questions And Answers For Job In 2024. Job interviews give you anxiety and stress, especially if you don't know what to expect. ... Choose a situation demonstrating your problem-solving skills and ability to work well under pressure. Be specific about the challenge, how you dealt with it, and the outcome.
Interviewing
During your interview, you should share details about the challenges, goals, and actions you took to create change. If you are interested in McKinsey careers beyond consulting, you can learn more about the assessment process for our internal roles here. *Please note, not all interviews at McKinsey will require an expertise interview or follow ...
17 Unique Interview Questions To Ask An Employer
Unique Interview Questions To Ask an Employer. 1. "What's a recent project that has excited or challenged your team?". This gives the candidate a glimpse into current priorities and the type ...
Executive Pastry Chef Interview Questions: Assessing Skills, Creativity
Landing the role of an Executive Pastry Chef requires a unique blend of technical expertise, creative flair, and leadership prowess To identify the ideal candidate, crafting the right interview questions is crucial This guide delves into key areas to explore, providing insightful questions and sample answers to help you assess the best fit for your establishment.

Top 20 Problem Solving Interview Questions (Example Answers Included)