competency based interview questions on problem solving

Top 20 Problem Solving Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

By Mike Simpson

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

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

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

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

What Is Problem-Solving?

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

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

What part is that? The word “process.”

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

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

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

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

How to Answer Problem-Solving Interview Questions

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

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

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

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

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

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

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

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

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Top 3 Problem-Solving-Based Interview Questions

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

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

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

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

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

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

EXAMPLE ANSWER:

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

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

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

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

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

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

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

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

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

17 More Problem-Solving-Based Interview Questions

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

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

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

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

Putting It All Together

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

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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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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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10 problem-solving interview questions to find the best candidate

Sophie Heatley, Content Writer

| 03 Oct 2018

| 5 min read

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An interview is a good chance to evaluate how candidates approach difficult situations and by asking problem-solving questions you can separate those that are results orientated from those that crumble under pressure. Asking the right sorts of questions will also reveal a person's suitability for the role and company they are trying to enter. 

That being said, this can be hard to assess when you first meet someone, so here are 10 problem-solving competency questions to solve your problem of what to ask:

Problem-solving interview question examples

Question 1: describe a situation where you had to solve a problem. what did you do what was the result what might you have done differently.

This question tests their problem-solving ability. As an employer, you want to hire people that get things done and when faced with a problem actively solve it. There are three steps to solving a problem:

•     Identify
•     Analyse
•     Implement

A good answer should show that the applicant took the initiative, didn’t act thoughtlessly and was willing to ask questions and work as a team. Ideally their actions were in that order.

Question 2: Give an example of a situation in which you saw an opportunity in a potential problem. What did you do? What was the outcome?

This question tests if they see opportunities in problems. Every business has problems, both minor and major, and you should be able to trust your employees to identify and solve them. Problems are opportunities for improvement, both for an individual and a company as a whole.

Essentially you are looking for an answer that recognises this. Whether they solved a problem single-handedly or flagged the issue to a superior, you are looking for applicants who played a key part in arriving at a solution.

Question 3: What steps do you take before making a decision on how to solve a problem, and why?

This question tests how they problem solve before making a decision. A strong answer showcases that the candidate is considered in their decision-making and has a formal process of thought, instead of becoming overwhelmed and acting rashly. You should be looking for those that have a formalised process that makes sense, and that shows that they don’t just ask for help the entire time.

Question 4: Give an example of a time that you realised a colleague had made a mistake. How did you deal with this? What was the outcome?

This question tests their interpersonal skills . The best type of employees have great interpersonal skills and help others to succeed. Therefore, a good answer should show the candidate was diplomatic and constructive – someone that helps their colleagues to solve problems and doesn’t just highlight them.

Anyone that proceeds to say unsavoury things about previous co-workers should be treated with caution – respect and kindness are core attributes in the workplace.

This question tests their problem-solving strategies. An impressive answer will showcase awareness of problem-solving strategies, although these may differ from person to person.

You don’t want to hire someone that is constantly asking for help and knowing that a candidate has given some thought to potential strategies will provide you with assurance. Problem-solving strategies could vary from data-driven or logical methods to collaboration or delegation.

Question 6: Describe the biggest work-related problem you have faced. How did you deal with it?

This question tests how they tackle big problems. It reveals three things about a candidate:

1. What they are willing to share about a previous employer.

2. What they consider to be a big problem.

3. How they problem solve.

You want a candidate to be appropriate when discussing their current (or former role) and be positive. Of course what constitutes a big problem is relative, but you should be wary of candidates that sound like they might become overwhelmed by stress or blow things out of proportion.

You’ve found the perfect candidate, what’s next? Check out Perkbox’s administration platform to assist you with onboarding and retaining talent.

Question 7: Tell me about a time where you have been caught off-guard by a problem that you had not foreseen? What happened?

This question tests how they deal with pressure. Even the most careful minds can crash into an unforeseen iceberg, but it is how they deal with it that matters. This question should be a chance for you to catch a glimpse of a candidate’s character and personality. Ideally, you want an answer that shows the following:

• Calmness – They don’t overreact
• Positivity – They don’t complain or blame others
• Solutions – They use problem-solving skills

Question 8: Describe a time where you developed a different problem-solving approach. What steps did you follow?

This question tests their creative problem-solving skills and initiative. If your company was complete you wouldn’t be hiring. Someone that takes initiative and thinks outside of the box can help your business progress and stay ahead of the competition. Creative initiative is a definite bonus as you don’t want an office filled with like-minded people, after all, it’s the new ideas that change the world.

Question 9: Tell me about a time when you became aware of a potential problem and resolved it before it became an issue.

This question tests their ability to identify problems and solve them. Having foresight is important quality and it’s much more than wearing glasses. Foresight is about identifying issues before they actually become issues. Being able to see into the future and red-flagging a problem, is something that you should not only value, but covet – being thoughtful helps avoid disaster.

Question 10: Describe a personal weakness that you had to overcome to improve your performance at work? How did you do it?

This question test their self-awareness and dedication. Self-awareness is crucial to growth and becoming a better employee. A good answer is one that shows a candidates willingness to improve, whether that be learning new skills or honing their talents. This is a hard problem-solving interview question so a successful response is a testament to their ability.

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What Is a Competency Based Interview?

What is the difference between a competency based interview and a traditional interview, what core competencies do recruiters look for, how to answer competency interview questions in 2024, how to prepare for a competency based interview in may 2024, frequently asked questions, final thoughts, competency based interview questions in 2024: examples and tips.

Updated November 20, 2023

A competency based interview is a type of behavioral interview used by employers to test certain skills (or competencies) of a candidate and assess their suitability for the role.

The interview consists of a list of questions that are designed to discover how the interviewee used certain skills in a situation, task or experience.

The tests can also be referred to as a structured, behavioural or situational test, and it is used by recruiters mainly as a first stage interview.

Answers given by the candidate are marked against certain criteria that have already been decided and are based on previous answers that have set a standard for the test.

Some may think that this type of interview sounds like a regular traditional interview; however, there are significant differences.

Traditional interviews will commonly focus around the job role that the candidate is being interviewed for, which means that there will not be a list of set skills based interview questions, but rather general questions.

The traditional interview is designed to see if the applicant will fit in with the company and to get their general opinions on certain things, compared to the competency interview, which is looking for skills rather than opinions and personality.

Sample Common Competency-Based Interview Questions (2024)

There are some standard set questions that are used in the competency interview.

Some examples of the types of questions you might be asked in a competency-based interview are listed below:

1. Give an Example of a Time at Work When You Have Had to Manage a Conflict

This question is looking specifically at problem-solving, and how, if presented with a conflict, you can offer a solution. This could be an internal issue with a team member/co-worker or an encounter with a difficult client.

The employer is asking this question to first establish what the candidate’s work history is like, and how many times they’ve come into conflict in the workplace.

The main reasoning, though, is to see how the candidate would manage the situation, as this tells the employer much about their management and teamwork skills.

The response to the question above could be something like this:

I had two team members who didn't get on who didn't get on personally, but shared a client so needed to work together on this project. The initial meetings between them did not go well, so I decided to act as a mediator to establish how the two would be happy working together. It turns out one wanted to do the admin side of the project, with the other wanting to deal with the client. Once I fed this back to each individual, we seemed to reach something that meant they could work together.

2. Can You Explain What You Regard as Your Biggest Achievement to Date?

Here, the interviewee is looking at the candidate’s goal orientations. What they regard as a big achievement will indicate how big their goals are in life.

The employer would perhaps use this information to set objectives for the new recruit. They will also be able to use the information to know how far the candidate is wanting to go in their career.

One example of a good response to this would be discussing how you managed to work hard over time, showing commitment and passion to beat colleagues to the much-wanted promotion,

It would be good to discuss what your boss said to you when they gave you the promotion, highlighting your strengths and skill.

There was a promotion coming up in my current job that was highly sought-after within the business. I understood it was going to be competitive so it required me to work hard, ensuring I was thoroughly prepared by researching the role, proving my commitment by showing my level of work and networking with the current team of the role I was applying for too. I even took it upon myself to meet with the person in the current position to ask for guidance. I did get the promotion.

3. Describe a Big Decision You Have Had to Make in the Workplace

This analyses the decision-making skills of the candidate. Decision-making can be an everyday part of many job roles, so it’s important to know how somebody deals with them.

The employer will also be able to assess here what the candidate regards as a big or difficult decision, as this could have an effect on if they would be right for the role. Something big to one person is often something not so big to someone else.

Examples here could be related to money, such as spending much on a marketing campaign. It could be that you were involved in the process of hiring someone or deciding on something for one of the company’s clients.

We were looking to expand our client base with a promotion and needed to get the word out there. So we approached some marketing companies. My job was to interview them all and assess their pitches to make the choice of who to employ before getting the sign off from my boss. My decision needed to be based on budget, who would be able to reach the target audience the best and most effectively, weighing in cost dependent on if the promotion wasn't successful and who understood the business the best.

4. Can You Give an Example of When You Have Had to Lead a Team?

As expected, this question is focusing on the strength of the person’s leadership skills, in addition to assessing responsibility and organisational skills too.

The employer is likely to have their own preference of leadership, so they will want an insight into how the person being interviewed approaches it. This question will also give an example of the candidate’s work history.

In my previous marketing role, I was leading a project for a very big client. Towards the end of the project, the client decided to completely change the design of the project, but still needed the same deadline. This ment my team needed to work smarter to get it complete but me ensuring they didn't have burnout. We worked in shifts so everyone got the brek they needed, and I prioritised this and give other projects to other teams so we could focus solely on this one.

5. How Do You Create a Positive Environment For Your Team at Work?

The employer is looking at communication skills. How can the individual communicate to their staff a positive culture?

The reason the employer has asked this question is because part of the manager's role is to ensure the wellbeing and happiness of the team is looked after. The employer will be looking for strategies and policies adopted by the candidate.

One example that could be used here is to talk about employee engagement – regular catch ups, inclusivity, flexible working and communication are all ways to help with this positive environment.

Creating a positive environment includes inclusivity and listening to your employees. I’d request regular catch ups, both informal and formal with individuals and the tem, so they can put forward suggestions of where we could improve on wellbeing and morale for example.

The key competencies you need to evidence will vary depending on the role you are applying for.

The best way to identify the competencies you need will be the job description and job advert.

However, here are some common competencies that are the most important to evidence in the majority of job interviews.

Remember to evidence these with specific examples from your last job, work experience placement or past experiences.

• Communication
• Decision Making
• Trustworthiness
• Responsibility
• Commercial Awareness
• Professional Development
• Technical Skills
• Adaptability
• Time management

We’ve touched on the contents of how to answer these questions, but there’s other things to bear in mind too.

The key to answering the competency based interview questions is to follow the STAR method, which consists of including the:

This ensures you give an example of a situation you displayed a core competency in your last job and therefore provide sufficient evidence for each of your points.

Candidates should explain in detail the given situation and task . This includes stating what the task was, who was involved, where it took place and when.

The interviewee then needs to describe the action taken , starting with the different options for action and which one was chosen and why. They can mention what made them come to that decision.

The last part of the answer will detail what the results of the actions were , including any positive and negative outcomes, and any figures and statistics or testimonials that can back it up.

Although these interviews are not straightforward – in that you won’t know the exact questions beforehand – there are some commonly used questions. This means there is a chance for some preparation.

Here are some step-by-step ways you can prepare.

Step 1 . Do Your Research

Look at the job description, look at the employer’s website or in employee forums and try to get an insight into the core skills it is looking for in an employee.

From there, you should be able to predict some of the likely questions and prepare answers for them.

Step 2 . Practice!

Try to go through as many examples of competency based questions as you can and find situations and scenarios in the past that you can use as examples.

Practise your answers as much as you can, remembering the the STAR technique, and give as much detail as you can. Do not be afraid to give two examples if you think that is necessary.

It could be worth setting up a scenario with a friend or family member, where they play the employer and ask you some simple questions. This way you get to practise under interview circumstances.

Step 3 . Know Your Best Skills

Try to highlight your best skills in the job interview – for example, be confident and communicate well, which will tell the interviewer that you possess good qualities.

But do not make up skills and answers that you think the employer wants to hear – if you get the job, you’ll need to prove it.

Step 4 . Be Flexible

Be prepared to be flexible in the interview and be ready to adapt answers to fit the questions that you may not have expected.

What should I expect in a competency based interview?

In a competency based interview you should expect skills based interview questions. They are situational-based questions that test a number of core competencies.

Where can I prepare for a competency based interview?

When preparing for a competency based interview, you can look online at the employer’s website to assess what type of skills they are looking for in an employee.

This will then mean you can predict the questions that will be asked, allowing you to compile a competency based interview questions list and prepare your answers.

You can also look up the most common competency questions online to get a better idea of what you might be asked.

Are competency based interviews hard to pass?

With preparation and the possession of the right skills, the competency based interviews do not need to be hard.

Employers are looking for a particular set of skills that you should try and find out before applying for the job – and this will help you when it comes to answering competency based questions in the interview.

Reviewing the most common competency questions online will also help.

How is the competency based interview scored?

The competency based interview is scored based on a certain predetermined criteria that look for evidence of certain skills.

How do I answer competency-based interview questions?

It is best to answer these questions as concisely and correctly as you can, giving lots of detail and using the STAR approach. It is vital to be honest too; do not just say what you think the employer wants you to say.

What questions should I ask at the end of an interview?

Try to ask questions that will benefit you, and could also impress the employer. It could be good to ask about the culture of the business or the history of the business. You could also ask what the next step is and when you’re likely to find out if you’ve been successful.

Where can I find more sample questions with answers for a competency-based interview?

By looking online at forums for employees, in addition to Wikijob and other job training websites, you'll be able to find simple questions for the competency-based interview.

The competency based interview asks a set of questions to assess a candidate’s possession of certain skills. The questions are situational and look at the individual’s experience and job history.

Remember to prepare as best you can – by researching competency based interview questions and answers – and good luck!

You might also be interested in these other Psychometric Success articles:

Or explore the Interview Advice / Interview Questions sections.

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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20 competency-based interview questions and answers to evaluate top talent

Combine interviews with skills tests for optimal candidate assessment.

Do you need to hire a new employee for your business? To avoid hiring the wrong applicant, you must evaluate your candidate’s competency, skills, and behavior first. 

It’s well worth using a data-driven skill assessment method that includes Cognitive Ability or Situational Judgment tests after you source applicants. Then, you can discover if your candidates’ values and competencies match your company’s mission and vision. But which interview questions are ideal for setting the correct tone during the interview?

It can be difficult to find the right questions to ask, so we’ve gathered 20 competency-based interview questions in this article for your reference. Select from our list to evaluate your candidates’ skills and behavior.

Table of contents

20 competency-based interview questions and answers about projects, skills, and teamwork , when should you use competency-based interview questions in the hiring process, use competency-based interview questions to hire an expert.

Ask candidates some of these 20 competency-based interview questions about projects, skills, and teamwork to evaluate their experience and aptitudes.

1. Could you tell us about a time you led a complex project? How did you handle it?

With this competency-based interview question, you can test your candidates’ management and project leadership skills. When responding, applicants should talk about a time they led a project and explain the steps they used to complete it. For example, an editor might lead a project by reading a style guide, learning about editing tools, and thinking about ways to provide feedback to writers.

Only 48% of employees consider their leadership high-quality, but you can manage this shortage by finding applicants with project leadership skills. The optimum way to assess your candidates’ leadership and project management skills is to use our Leadership & People Management, and Project Management skill tests .

2. Have you ever helped a manager resolve an issue? Which method did you use?

Problem solving is a critical part of completing projects and assisting managers. Since this skill can help applicants achieve quality work, consider if they have a method to achieve this goal.

Some applicants may use software to handle project problems and help their manager solve them. Others might collaborate with team members to find the correct strategy and present the technique to their manager.

If you want to discover more about your applicants’ problem solving skills, you can ask them follow-up questions about the outcome of their efforts or use our Problem solving test .

3. Can you tell me about a time you learned something new to complete a task?

Upskilling and learning new abilities are essential in all roles as they can help candidates handle challenging or new tasks. Applicants should be able to name what they learned and how it enabled them to complete the project.

For example, a software engineer might learn a new programming language, framework, or more about Git version control software to handle complex projects.

Don’t hesitate to ask follow-up questions to learn more about your candidates’ upskilling methods. You will notice that applicants hone their skills in different ways, such as by completing training courses or reading books. 

4. Describe a time you had to handle a customer’s difficult request.

To assess your candidates’ communication skills and customer service abilities, ask them this competency-based interview question. When dealing with customers and handling their requests, applicants should know how to:

Empathize with a customer

Use active listening

Avoid making a promise they can’t keep

Keep calm during the interaction

Offer options to handle the problem

One data-driven method to assess applicants’ communication and customer service skills is to use our Communication and Customer Service tests . These tools will show which candidates can read the customer’s non-verbal cues, use professional etiquette, and improve customer satisfaction.

5. Could you tell us about a time you used attention to detail to complete a project?

Many projects require applicants to use attention to detail. Some examples of tasks that need extra focus and attention include writing articles with correct grammar for clients and programming with clean code.

Since it’s a skill that can enhance the quality of the candidate’s output, attention to detail is crucial for candidates. Check whether your applicants have attention to detail with our Attention to Detail test or ask them for work samples from side projects to check their accuracy.

6. Could you explain how you’ve increased your company’s revenue?

Applicants who can increase your company’s revenue are the ones to consider for your vacancy. They may achieve this goal in many ways. For instance, an HR professional might hire capable talent who increases the company’s profits. A software developer might fix an issue, enhance the user experience, and increase an app’s users.

Ask whether applicants have yielded good financial results for their organization to learn if they match your company’s expectations.

7. Can you tell us about a time you increased your output or the quality of your work?

Candidates should aim to enhance the quality of their work and output for customers since it can help to improve the company-client relationship. Whether applicants complete training courses or seek support from their manager, they should have a method to improve their work.

Be wary of candidates who think their work doesn’t need improving, and consider hiring candidates willing to undergo training with your company.

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8. Describe a time you collaborated successfully with a team.

Teamwork is a critical factor that can help companies complete complex projects. For example, a teacher could collaborate with other staff on their team to create fun and exciting lesson plans. Your applicants should understand the value of teamwork and explain how their efforts led to good results. 

Communication is an essential part of working on a team. Consider if your candidates communicate efficiently or use communication tools to discuss projects with team members. Use our Communication skills test if you need extra statistics or candidate data to assess your applicants.

9. Name a time you had to make a challenging decision in the workplace.

Not all workplace decisions are easy to make, but making difficult decisions is a crucial process. With this question, you can check whether your candidates have experience making decisions that require analytical skills and business knowledge.

The methods each applicant uses to make challenging decisions will differ — some may gather statistical data to help them proceed with a decision, others might hold a meeting with their team and gather opinions.

It’s worth considering that each decision-making process can depend on the context, but you can ask candidates to provide a five-step method that helps them with this goal. You can also assess applicants with skill tests such as our Problem solving or Critical Thinking tests .

10. Can you tell us about a time you had to work under pressure?

It can be impossible to avoid working under pressure in the workplace, but candidates should have methods that make this process easier. Some candidates might eliminate as much uncertainty as possible to help them make decisions faster under pressure. Other interviewees might take regular breaks and return to work when they feel most productive.

Ask more questions related to working under pressure to check if your candidates’ output improved with their stress management strategies, and consider if their methods match your company’s expectations.

11. Could you tell me about a time you used a creative strategy to solve a problem?

With this competency-based interview question, you can test your applicants’ problem-solving skills. Since each circumstance is unique, candidates will provide different answers. However, you should expect candidates to mention a time they thought of a unique method to solve a problem . 

For example, some applicants might alter project management strategies with Excel spreadsheets to clarify a process. Others might ask team members to switch roles for a day to understand each other’s duties. To determine their strategy’s effectiveness, ask questions like, “How did your creative method help you achieve the desired output?”

12. Have you ever had to handle changes in the workplace? Explain how you did it.

Encountering change in a work environment is generally inevitable, but it’s not impossible to navigate. Many methods can help team members handle workplace changes , including:

Staying positive

Establishing new targets

Accepting and transitioning to changes

For example, sales representatives might have to stay eager to adopt new software systems, achieve new sales targets with the help of the systems, and accept and transition to the changes.

Be cautious of applicants who resist or find workplace change difficult — if your company offers a fast-paced environment, these candidates might not match your requirements.

13. Could you tell us about a time you supported a struggling team member?

Being a team player often requires candidates to support junior or inexperienced team members. Candidates should know that while they shouldn’t sacrifice their targets to help co-workers, they should offer the correct advice to assist them.

One prime example of effective teamwork is an accounts payable team providing accounting tools and methods to help accounts receivable teams quickly process client payments.

Listen for responses that explain the outcomes of the candidate’s support. For example, the accounts receivable team members will have improved their client payment processes due to the extra advice, tools, and methods.

14. Name a time you failed to complete a project. What did you learn?

Project failures can have many causes. Candidates might underestimate the time required to complete a project or lack the resources to handle it efficiently. They may have to get more input from the client or manager, or they may have misunderstood the project brief. In these cases, candidates may have learned to:

Create accurate deadlines using time management methods

Request timely support from their manager 

Check that they understand the project brief and ask questions if they don’t

Find the correct resources to handle the project

If candidates use the STAR method to structure their answers, you can expect them to explain the result of their acquired knowledge. They should mention the situation and specific task when responding to the question, as well as the action and results they achieved. When discussing the results, they may explain that they encounter fewer problems when estimating project deadlines and notice that their clients are happier with their work.

15. Describe your biggest work-related achievement so far.

This competency-based interview question will help you learn if your candidate is determined and ambitious enough to achieve significant career milestones. Each candidate will have a different work-related achievement, so you will receive different answers.

For example, an editorial assistant might receive a promotion to a junior editor role upon honing their editorial skills and learning about the company. Or after showing their skills in challenging projects, a software developer might become a project maintainer.

One way to assess answers is to consider how your candidates achieved their most significant goals. If their methods match your organization’s expectations, you should consider inviting them to a second interview.

16. Share a time you experienced a conflict while working with your team.

Although 26% of employees consider work conflict a common occurrence, your candidates should understand how to handle team disagreements. Team conflicts can happen for several reasons:

Candidates might find it difficult to work with team members who underperform

They might feel demotivated by co-workers who lack motivation

Applicants might find it difficult to collaborate with team members due to differences in personality or work styles

Some applicants might communicate with team members, while others might create plans to efficiently manage the conflict.

To assess your applicants, consider if your applicants’ conflict management methods match your company’s values, mission, and vision. 

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Boost your recruitment with our practical screening tools. Sign up for your free TestGorilla plan to access assessments that align with competency-based interview strategies.

17. Have you ever used leadership skills to complete a project with a team?

If hiring a team leader or manager, ask candidates this competency-based interview question to understand their leadership abilities. Candidates should have experience with team lead and project management duties, and show management ability when they respond.

Consider if your applicants can communicate with their team, use appropriate task management strategies, delegate projects, and offer feedback to team members before you decide to hire someone.

18. Could you tell us about a time you used time management skills for a project?

Since time management ensures teams complete projects on time for clients, your candidates must have this skill. Whether they use time-tracking software or set small targets to achieve their milestones, your candidates should understand how to manage their time.

Check if your candidates understand why time management is important, and use our Time Management test for a straightforward candidate assessment method. 

19. Have you ever had to change your communication style to suit different team members?

Employees must interact with team members, stakeholders, and other teams in the company to complete their work. They should use the right communication style for each individual they communicate with.

For example, a software engineer might have to communicate with a non-technical team member about their project. It’s easy for them to achieve this if they use jargon-free language to share the appropriate information. What’s also ideal is to ensure the team member understands the facts by asking them a few questions.

Since using the correct communication style is important for candidates, check their skills with a Communication skills test.

20. Describe a time you had to collaborate with a team member whose methods differed from yours.

Not every team member will have the same working style as your applicant, so it’s worth checking if they can efficiently work with a diverse group of employees. Ask your applicants if they can compromise when team members use different methods.

To review your applicants’ responses to this competency-based interview question, check if their methods match your company’s project management methods.

For a simpler hiring process, we recommend using competency-based interview questions after you send all applicants a skills assessment. When your candidates have completed the assessment, you can use the results to make insightful decisions about which candidates to invite to an interview.

Skills tests have many benefits when you use them before the interview. This approach helps you:

Hire an applicant based on their skills

Reduce the chances of hiring the wrong applicant

Compare two candidates with similar competencies

Ensure you reap the benefits of skills testing methods to reduce your time-to-hire metrics and hire the best professional.

With competency-based interview questions, you can learn about your candidates’ abilities, experience, and project completion methods and find the best expert for your team. Pair this with skills tests for a winning combination to evaluate and hire applicants.

Skills tests provide the data-driven method many companies adopt to find top professionals. Try TestGorilla for free and find candidates that match your role and company.

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Competency-Based Interview Questions (19 Questions + Answers)

Competency-based interview questions are designed to assess specific skills and qualities relevant to the job you're applying for. Rather than focusing on hypothetical scenarios, these questions ask you to provide real-life examples from your past experiences.

The interviewer is looking for evidence of how you've applied your skills and handled certain situations, typically using the STAR method (Situation, Task, Action, Result) as a framework. 

This approach helps employers predict future behavior and performance based on how you've handled similar situations. Here are some of the most common competency-based questions along with their answers to help you prepare for your next interview.

1) When have you completed a difficult task as part of a team?

Pick an example where your contribution to a team was significant. It should showcase your problem-solving, collaboration, and leadership skills.

Give enough detail to paint a clear picture, but be concise.

Sample answer:

"In my role as a Project Coordinator at ABC Corp, a leading software development company, we faced a challenging situation when a key project was running behind schedule due to unforeseen technical difficulties. I was part of a team of five tasked with delivering a critical software update for a major client.

To address this, I proposed a revised project plan, breaking down the remaining tasks into smaller, manageable units. I coordinated with team members to reallocate resources effectively, ensuring that the most critical aspects were prioritized. My role involved constant communication, maintaining transparency with both the team and the client about our progress.

Despite the tight timeline, our team successfully delivered the update two days ahead of the revised deadline. This not only pleased our client but also resulted in a 15% increase in efficiency in subsequent projects. This experience taught me the importance of agility and clear communication in teamwork, especially under pressure."

This is a great response because it demonstrates key competencies like teamwork, problem-solving, and communication. It also mentions a specific role (Project Coordinator) and company (ABC Corp), adding authenticity.

2) Describe how you have positively contributed to a team

Choose an instance from your professional experience where you played a key role in a team's success. Focus on skills like teamwork, leadership, problem-solving, and communication.

"In my previous role as a Marketing Analyst at XYZ Tech, I was part of a team responsible for launching a new product. We were facing challenges in aligning our marketing strategies with the target demographic's preferences.

Recognizing this, I initiated a comprehensive market analysis to better understand our audience. I collaborated with the team to gather data, and my analysis provided insights that significantly shifted our approach. I suggested focusing on digital platforms popular among our target demographic and tailored our content accordingly.

This strategy led to a 25% increase in customer engagement and significantly boosted our pre-launch sign-ups. My contribution helped the team achieve a more targeted and effective marketing campaign, and it was a key factor in the successful launch of the product."

The response focuses on specific actions taken and how they positively impacted the team. It also includes measurable outcomes (25% increase in engagement), demonstrating the effectiveness of the contribution.

3) Give an example of a time when you showed initiative

When answering this question, it's crucial to choose an example that highlights your proactive approach and ability to innovate or improve processes.

"While working as a Software Developer at TechInnovate, a fast-growing tech startup, I noticed that our code deployment process was causing delays in project timelines. Despite not being part of my designated tasks, I took the initiative to address this issue.

I researched and proposed the implementation of a new Continuous Integration/Continuous Deployment (CI/CD) pipeline, which I believed could streamline our deployment process. After getting the green light from my manager, I led the effort to integrate this system into our workflow. I also conducted training sessions for the team to ensure everyone was up to speed with the new process.

As a result, we reduced our deployment time by 40%, significantly improving project turnaround times and efficiency. This initiative not only enhanced our team's productivity but also received positive feedback from clients for faster delivery."

This response provides a structured narrative with a specific situation, task, action, and result.

It also highlights the ability to identify and solve a problem independently.

4) How did you handle negative feedback from a manager, employer, or coworker?

First of all, avoid speaking negatively about the person who gave you the feedback or the feedback itself. You need to emphasize how you used the feedback to improve your work or behavior, demonstrating your adaptability and commitment to self-improvement.

"In my previous role as a Junior Developer at Startech Innovations, I received feedback from my manager about my tendency to rush through tasks, which sometimes led to errors. While initially disheartening, I recognized the importance of this feedback for my professional growth.

I took the initiative to organize my tasks more efficiently, allocating more time for quality checks and testing. I also sought advice from senior colleagues on best practices for meticulous coding. I also enrolled in a time management workshop to further hone my skills.

As a result, within a few months, the quality of my work improved significantly, and I received recognition from my team for my enhanced attention to detail. This experience taught me the value of constructive criticism and the importance of continuous learning in a fast-paced tech environment."

The answer reflects an understanding of the importance of feedback and a willingness to learn and grow. It also includes specific actions taken and the positive outcomes, showcasing tangible improvements in work quality.

5) Describe a difficult situation you resolved at work

Choose a scenario that showcases your problem-solving and decision-making skills. Focus on the problem and your professional response, avoiding personal opinions or emotions.

"At my previous job as a Financial Analyst at FinCorp Solutions, I was responsible for managing a major client's portfolio. A difficult situation arose when a significant investment underperformed, causing concern for the client and our team.

I took immediate action by conducting an in-depth analysis of the investment, identifying alternative strategies to mitigate the loss. I then presented these options to our senior management and the client, explaining the rationale and potential outcomes of each.

Based on this, we restructured the client's portfolio, diversifying into more stable investments. This not only minimized the loss but also positioned the portfolio for stronger future growth. The client appreciated our proactive approach and remained with our firm, trusting our expertise and commitment to their financial goals."

This is a great response because it highlights analytical thinking, problem-solving, and client communication. It also shows how the actions taken led to a successful resolution.

6) Tell me about a time when you took on a leadership role

The key thing to do here is to focus on a situation where you demonstrated leadership qualities like initiative, decision-making, team coordination, and problem-solving.

"At TechStart Solutions, a rapidly growing startup where I worked as a Lead Developer, we faced a critical deadline for launching a new software product. As the launch date approached, it became evident that we were falling behind schedule.

Recognizing the urgency, I volunteered to lead an ad-hoc team to tackle the most critical tasks. I started by delegating tasks based on each team member's strengths and set up daily stand-up meetings to track progress and address any roadblocks immediately. I also worked closely with other department leads to ensure all aspects of the launch were synchronized.

Thanks to our collective efforts, we met the deadline with a successful launch. This experience not only honed my leadership skills but also taught me the importance of adaptability and clear communication in a fast-paced environment."

Not only does this response provide a structured narrative (with a specific situation, task, action, and result), but it also showcases key leadership qualities like initiative, teamwork, and problem-solving.

7) How did you resolve a customer complaint?

Pick a scenario where you effectively handled a customer complaint. The goal is to show your problem-solving skills, empathy, communication abilities, and commitment to customer satisfaction.

"While working as a Customer Support Specialist at Innovatech Solutions, a tech startup, I encountered a customer who was frustrated due to a recurring software glitch. My role involved not only technical support but also ensuring customer satisfaction.

I first listened carefully to understand the customer's issue in detail, expressing empathy for the inconvenience caused. I then walked them through a temporary workaround and assured them that their issue would be prioritized for a permanent fix. I coordinated with our technical team to fast-track the bug resolution and kept the customer updated on our progress.

Within a week, the issue was resolved, and I personally called the customer to confirm the fix. They were appreciative of the proactive updates and the swift resolution. This experience underscored the importance of active listening and clear communication in customer service and strengthened our company's reputation for responsive support."

This response is effective because it focuses on the successful resolution and the customer's satisfaction, showcasing your effective complaint handling.

8) Describe a time you were given a responsibility you've never had before

Emphasize how you quickly adapted to the new responsibility and what you learned from the experience. Even if the experience was challenging, highlight any positive results or improvements that came from it.

"At my previous job as a Junior Developer at NextGen Tech, a fast-paced startup, I was suddenly tasked with leading a small team for a critical project due to an unexpected absence of our team lead. Having never managed a team before, this was a significant step up from my usual responsibilities.

I immediately took the initiative to organize a team meeting to understand everyone's current progress and concerns. Recognizing my inexperience in leadership, I sought advice from a mentor and invested time in quickly learning basic team management skills. My focus was on clear communication, setting realistic deadlines, and ensuring team morale remained high.

Despite the initial challenges, the project was delivered on time and received positive feedback from our stakeholders. This experience significantly boosted my confidence and taught me the importance of adaptability and effective communication in leadership roles."

This answer showcases your ability to quickly adapt to new responsibilities and the eagerness to learn. It also focuses on successful project delivery and personal growth, highlighting your potential for future leadership roles.

9) Give an example of your lateral thinking

Lateral thinking is all about looking at problems from a new perspective and finding innovative solutions. Focus on how you approached the problem differently from standard methods.

"While working as a Software Engineer at TechPioneers Inc., we faced a significant challenge with data storage inefficiencies affecting our application’s performance. The standard approach would have been to upgrade our storage infrastructure, but that was cost-prohibitive.

I suggested an alternative: optimizing our existing data architecture by implementing advanced compression algorithms and reorganizing the data for more efficient access. This solution was unconventional in our context but had potential.

After getting approval, I led a small team to pilot this idea. We successfully implemented the changes, which resulted in a 30% improvement in data retrieval speeds and a significant reduction in storage costs.

This experience showed me the power of lateral thinking in finding effective solutions while considering constraints like budget and resources."

This answer clearly demonstrates your ability to think laterally and creatively by choosing an unconventional solution over the standard approach.

10) Describe the most challenging decision you’ve made at work

Choose a scenario where you faced a tough decision. The goal here is to showcase your critical thinking, problem-solving skills, and ability to handle complex situations.

"In my previous role as a Product Manager at InnovateTech, a fast-growing tech startup, we were developing a new software product. A major decision I faced was choosing between releasing the product on schedule with minimal features or delaying the launch to include more advanced features.

The challenge was balancing market entry timing against product completeness. After thorough market analysis and consulting with the development team, I decided to go for a phased release. Initially, we launched a basic version to establish a market presence and gather user feedback.

This decision proved beneficial. The initial release generated early interest and valuable customer insights, which we used to enhance subsequent versions. This approach not only established our product in the market but also ensured continuous improvement based on real user feedback."

This response demonstrates a thoughtful decision-making process. It focuses on the successful strategy and learning from the experience, showing your adaptability and strategic thinking.

11) Have you ever had to bring others around to your way of thinking?

Show that you value others' opinions and can bring people together through respectful persuasion. Briefly mention what you learned about teamwork and communication from the experience.

"In my role as a UX Designer at StartUpTech, I was part of a project where the team was divided on the user interface design of our new app. While many favored a traditional layout, I believed a more innovative design would enhance user engagement.

To bring the team around to my perspective, I conducted user research and compiled data on current UI trends. I presented this information in a team meeting, highlighting how our target audience preferred interfaces that were intuitive yet visually appealing. I also created a prototype to demonstrate the feasibility and impact of my design.

After seeing the evidence and the prototype, the team agreed to trial my design approach. The result was a 40% increase in user engagement in our initial tests. This experience taught me the importance of backing up ideas with data and the power of constructive communication in achieving consensus."

This answer is great because it highlights the use of data-driven decision-making, persuasive communication, and collaboration. It focuses on the successful implementation of the idea and its tangible benefits.

12) Give an example of when you had to change plans last minute

When answering this question, showcase your ability to adapt quickly to new situations and think on your feet. Even if the change was challenging, highlight any positive results or improvements that came from it.

"While working as a Project Manager at DynamicTech, a fast-paced startup, we were in the final stages of developing a new software feature. Just days before the scheduled launch, a major bug was discovered that required immediate attention.

Despite the tight deadline, I quickly reorganized the team's priorities. I convened an urgent meeting to reassess our resources and timelines. We decided to delay the feature release to ensure quality. I communicated transparently with stakeholders about the delay, explaining the situation and our commitment to delivering a high-quality product.

This decision to postpone allowed us to fix the bug effectively, and we successfully launched the feature two weeks later with positive feedback from users. This experience reinforced the importance of flexibility and clear communication under pressure."

This response effectively conveys your adaptability and problem-solving skills. It also focuses on the successful resolution and the importance of maintaining quality under pressure.

13) Have you ever had to work with someone you didn't get along with? If so, how did you make the situation better?

Focus on how you maintained a professional attitude and found ways to collaborate effectively. Most importantly, speak respectfully about the colleague and avoid blaming or using negative language.

"In my previous role as a Software Engineer at TechForward, I was paired with a colleague for a critical project whose working style differed significantly from mine. He preferred a more independent approach, whereas I advocated for frequent collaboration and team meetings.

To address this, I initiated a conversation to understand his perspective better and explain my approach. We agreed to set clear expectations and compromise on our working styles. We established a schedule that balanced independent work with regular check-ins to ensure we were aligned.

This strategy improved our communication and allowed us to leverage our individual strengths effectively. We successfully completed the project on time, and it was well-received by our stakeholders. This experience taught me the value of open communication and flexibility in working with different personalities."

This response effectively conveys your ability to handle conflicts and work constructively with colleagues, a crucial skill in a collaborative environment.

14) When have you previously delivered excellent customer service?

Talk about a scenario where you went above and beyond to meet or exceed a customer's expectations. Show how you prioritized the customer's needs and satisfaction.

"At my last position as a Customer Support Specialist at InnovateTech, a tech startup, I handled a case where a client was struggling with our software’s new update. They were frustrated and considering discontinuing our service.

Understanding the urgency, I first listened carefully to understand their issues and empathize with their situation. I then guided them through a step-by-step solution, ensuring they were comfortable with each step. Realizing the broader implications, I also coordinated with our development team to streamline the update process for future releases.

The client was extremely grateful for the personalized support and not only continued using our service but also became one of our most loyal customers. This experience underscored the importance of empathetic listening and proactive problem-solving in customer service."

This is a great response because it highlights the importance of understanding and empathizing with the customer. It focuses on the successful resolution and the long-term impact on customer loyalty.

15) Give an example of a situation when you worked on a tight deadline

When answering this question, show how you prioritized tasks and managed your time efficiently. Mention any lessons learned about time management or working under pressure.

"In my previous role as a Web Developer at TechSprint, a fast-paced startup, we had a project where we needed to deliver a new website feature for a key client within a week. This was a challenging deadline given the complexity of the feature.

To manage this, I quickly outlined a plan, breaking down the project into smaller, manageable tasks with daily goals. I communicated clearly with my team about our priorities and collaborated closely with them to troubleshoot any issues promptly. To stay focused, I minimized distractions and extended my work hours when necessary.

We successfully delivered the feature on time, and the client was extremely satisfied with the results. This experience taught me the value of clear planning, effective communication, and dedication in meeting tight deadlines."

This response conveys your ability to handle tight deadlines, a critical skill in a fast-paced environment. It also highlights time management, prioritization, and teamwork under pressure.

16) Describe a time when you used creativity to solve a problem in the workplace

Choose an instance where you applied a novel or unconventional approach to solve a problem, then show how your creativity led to a unique solution.

"In my role as a Product Designer at StartUpTech, we faced the challenge of low user engagement with our mobile app. The conventional approach would have been to revise the content, but I proposed redesigning the user interface to make it more interactive and visually appealing.

I spearheaded a brainstorming session with the team to generate fresh ideas. Inspired by gamification, I suggested incorporating elements like progress trackers and reward-based achievements. After receiving positive feedback on the concept, we developed a prototype and tested it with a user group.

The new design significantly increased user engagement by 40%. This experience taught me the value of thinking outside the box and the impact of gamification on user experience."

This response is effective because it conveys your ability to use creativity to solve problems. It also highlights the use of innovative thinking to address a common problem in a unique way.

17) Give an example of a time when you faced an ethical dilemma

First, describe the ethical dilemma you faced, then explain what your role was and why the decision was challenging. Next, detail how you approached the dilemma, including any consultation with colleagues or reference to company policies.

Share the outcome of your decision and any lessons learned.

"While working as a Data Analyst at NextWave Tech, I encountered an ethical dilemma when I noticed a colleague using client data in a way that wasn't compliant with our privacy policy. This was a sensitive situation as the colleague was well-respected and had more experience than I did.

I first reviewed our company’s data privacy guidelines to confirm my understanding. Realizing the seriousness of the situation, I decided to address it directly with my colleague. I approached them in a private and respectful manner, expressing my concerns and referencing specific policy guidelines.

The colleague hadn't realized their mistake and was appreciative of my discreet approach. They corrected their practice immediately. I learned the importance of addressing ethical concerns promptly and respectfully, ensuring compliance while maintaining a positive work environment."

This response effectively conveys your commitment to ethical standards, a crucial quality in any professional. It also highlights the ability to identify an ethical issue and address it appropriately.

18) What has been your biggest failure?

The key when answering this question is to show how your biggest failure was a valuable experience for learning and development. Acknowledge the failure, but keep the overall tone of your answer positive and forward-looking.

"In my previous role as a Junior Developer at InnovateTech, I was tasked with leading the development of a new feature for our software. Eager to impress, I rushed into coding without proper planning or consultation with the team. As a result, the feature was full of bugs and missed the deadline for testing, causing a delay in our release schedule.

This experience was a significant professional failure for me. It taught me the importance of thorough planning and teamwork. I took responsibility for the setback and worked diligently to rectify the issues. I also started to actively seek feedback and collaborate more with my team.

The feature was eventually released successfully, and the lessons I learned from this failure have stayed with me. I now approach projects with a more structured plan and value the input of my team members, which has improved both my work and our team dynamics."

This is such a great response. Despite the initial failure, the answer ends on a positive note, highlighting improved skills and team dynamics.

19) What would you consider your biggest workplace achievement?

Set the scene by describing the context of the achievement. Explain what you were tasked with or what goals you aimed to achieve, then detail the specific actions you took to accomplish the task.

Most importantly, highlight the positive outcomes, including any measurable results or recognition received.

"At my previous position as a Software Engineer at TechStream, I led a project to develop a new feature that would automate a key process for our clients, which was previously done manually. This was a challenging task due to the complexity of the process and the tight timeline.

I spearheaded a team of four developers and adopted an agile methodology to efficiently manage the project. Through rigorous coding, testing, and iteration, we successfully developed the feature within the deadline.

The automation feature was a major success, reducing the clients' process time by 50% and significantly improving accuracy. It led to a 20% increase in client satisfaction scores and was a key factor in securing two major contracts for the company. This achievement not only demonstrated my technical and leadership skills but also had a tangible impact on the company’s growth and client relations."

This answer demonstrates technical expertise, leadership, and the ability to deliver impactful results. It also focuses on measurable outcomes, such as improved process time and client satisfaction, showcasing the significant impact of the achievement.

What to expect from a competency-based interview

During a competency-based interview, the interviewer focuses on assessing specific skills or 'competencies' that are crucial for the role in question.

Each question targets certain competencies - be it teamwork, leadership, adaptability, problem-solving, or communication skills. Knowing the key competencies for the role you're applying for helps tailor your responses effectively.

For example, if you’re applying for a managerial role at a tech startup company, you’re likely to encounter questions about your leadership skills as well as your tech proficiency.

The key is to understand what interviewers are looking for during a competency-based interview. Some of the most foundational things they look for include:

Concrete Examples: Interviewers seek specific, detailed examples that demonstrate your skills and experiences. Vague, generic answers won’t make the cut. They look for clear evidence of how you’ve applied relevant skills in real-world situations.

Problem-Solving Abilities: Demonstrating how you've navigated challenges and found effective solutions is crucial. Interviewers assess your analytical skills and how you approach and resolve difficult situations.

Adaptability and Learning: How quickly you adapt to new situations and learn from experiences is a key competency. Sharing instances where you’ve successfully adapted to change or learned from a mistake shows resilience and a growth mindset.

Teamwork and Collaboration: In today's collaborative work environments, your ability to work effectively with others is paramount. Illustrating this through past team experiences can be very impactful.

Leadership and Initiative: For roles with leadership components, showing examples of your leadership and initiative - even in non-managerial roles - is important. Highlight times when you've taken charge, motivated others, or brought innovative ideas to the table.

To prepare for a competency-based interview, reflect on your past experiences and prepare stories that showcase your competencies. Practice the STAR method (Situation, Task, Action, Result) to structure your responses coherently.

Last but not least, research the company and the specific competencies they value in the role you're applying for. Doing these should boost your chances of landing your dream job.

Related posts:

• Team Leader Interview Questions (16 Questions + Answers)
• Project Manager Interview Questions (14 Specific Questions + Answers)
• Retail Worker Interview Questions (16 Questions + Answers)
• Boots Interview Questions (17 Questions + Answers)
• Tesco Interview Questions (14 Questions + Answers)

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How to Ask Effective Competency-Based Interview Questions

About the Author

Sam is an educator with ten years of mentoring experience and currently specializes in employee engagement and research.

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The VidCruiter Editorial Team offers practical recruitment advice, drawing on insights from seasoned professionals. Our award-winning content, supported by industry specialists, underscores VidCruiter's dedication to innovation in recruitment.

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Competency-based interview questions are designed to assess how well candidates display the critical knowledge, skills, and abilities that underlie effective job performance. Identifying competencies is typically part of the structured interview process, and they are linked to the role and your organization’s values and business objectives.

Table of Contents

• What Are Competency-Based Interview Questions

Types of Competency-Based Interview Questions

• Use the STAR Method for Interviews

How to Evaluate Candidate Responses to Competency-Based Questions

Frequently asked questions, what are competency-based interview questions.

Competency-based interview questions ask candidates to go beyond surface-level answers, allowing you to examine how well a candidate displays core workplace competencies.

However, that assumes two things are already true within your human resources department:

• You have a standardized definition of what “competency” means.
• You have an established competency model that you can use as a foundation for creating competency interview questions.

Before you develop any competency questions, you should create this definitional framework. From there, you can establish a more refined, consistent, and repeatable structure for your interview questions by creating an interview guide .

What Are Competencies?

The National Institute of Health provides an excellent definition of competency: “Competencies are the knowledge, skills, abilities, and behaviors that contribute to individual and organizational performance.”

You can break down your understanding of these competencies by further defining each of those keywords:

Common competencies employers look for include teamwork, responsibility, decision-making, communication, integrity, result orientation, and problem-solving ( PossibleWorks ).

Interviewers and hiring managers assess for competencies using competency-based interview questions and answers. However, the most important thing to remember when asking competency questions is consistency. Structured interviewing ensures that you are able to fairly rate each candidate, and helps to remove bias from the interview process.

Need guidance on developing a structured interview process?

What Is a Competency Model?

A competency model is an extension of the competencies that matter to your organization.

There are two ways to approach the competency model, both of which you may want to consider:

• Create a broadly defined competency model for the organization.
• Create a more refined and specific competency model for each role or job classification.

Either or both of these approaches will work as a foundation for creating competency-based interview questions. While both are useful, creating a competency model for each job classification will be much more time-consuming. However, role-specific competency models may help you better identify the best candidate for each position.

As part of conducting thorough structured interviews, best practice is using a mixture of both models since they offer different benefits. You can incorporate both competency models into your interview question set by asking one or two questions that assess organizational competencies and making the rest specific to the job competencies. This may seem like a lot of work, but you only need to determine organizational and role-focused competencies once, unless you redefine a role or major changes happen on a company level.

Whether your model is broadly defined or role-specific, you should do the following:

Identify the behaviors that are consistent with success based on previous experience.

Provide a detailed list of the knowledge and skills that are critical to success.

Define and show some examples of what the ability to perform a task looks like.

How to Choose Competencies

In structured interview processes, it’s common to use a job analysis to determine what competencies are needed to succeed in the role. The University of Nebraska defines a job analysis as “the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed.”

There are several methods to conduct a job analysis. According to Forbes Advisor , you can distribute a questionnaire, interview past employees, use direct observation, review a work log, or actually perform the job to get firsthand information.

Don’t underestimate the power of a job analysis — it can make your competency questions significantly better at predicting who would be a good hire.

Competency vs. Behavior-Based Interviews

You may have noticed that competency-based interview questions have a behavior aspect to them. It begs the question: Why aren’t behavioral-based interview questions used when you want to assess something more tangible, such as skills, or knowledge?

Behavior is an important part of competency, but it doesn’t represent the whole picture on its own. For example, someone may have an exceptional level of knowledge about the role but may lack the type of workplace behaviors that are critical to success in that role. It’s not an uncommon situation to encounter, especially if you’re hiring for leadership positions. Many candidates have years of experience and would be considered subject matter experts by all rights. Yet they may lack the type of behaviors your organization has found are critical to success in leadership positions.

In that situation, you may ultimately hire that individual as a senior-level contributor, but not into a leadership role.

Respectfulness is a critical leadership behavior

According to research conducted in collaboration with the Harvard Business Review , “respect” emerged as the most important leadership behavior that employees look for within management.

As noted earlier, there are several types of competencies that will underpin the interview questions you create for your interviews. We referred to behavior, skills, knowledge, and abilities as some of the competencies you may want to focus on. However, these are broad categories. You may find it beneficial to take a targeted approach with more granular questions aligned to competencies specific to the job roles for which you are hiring.

For example, you may want to create questions that assess the candidate’s competencies in these areas:

Accountability

Collaboration.

• Communication skills
• Customer focus
• Leadership skills
• Integrity and trust
• Learning and development

To help get you started, below are three common competency-based questions based on specific competencies, plus a short explanation of how to assess a candidate’s response to that question.

When you assess a candidate's competency in accountability, you are looking for their ability to take ownership of tasks, make commitments without excessive hesitation, and deliver on those commitments reliably.

Here’s a question you could ask to assess accountability:

“Can you describe a situation where a project or task you were responsible for did not go as planned? What actions did you take to rectify the situation, and what did you learn from the experience?”

This question seeks to understand how the interviewee handles failure. Did the individual attempt to pass off blame on someone else? Do they take full responsibility for it? You may want to look for certain actions in their response, such as immediately notifying a manager and creating an action plan to solve the issue.

When you assess a candidate's competency in collaboration, you are looking for their ability to work together within a team setting to complete tasks or solve problems.

Here’s a question you could ask to assess collaboration:

"Can you share an example of a challenging team project you've worked on? How did you contribute to the team's efforts, and how did you handle any conflicts or differing opinions within the group?"

This question seeks to better understand not only the level at which an interviewee contributes to a collaborative project but also helps you identify areas where ego may get in the way of collaboration. How the interviewee answers this question could help uncover someone who is a legitimate team player or someone whose only concern is personal gain and career advancement.

Communication Skills

When assessing a candidate's competency in communication, you're looking for their ability to effectively convey ideas, listen actively, and adapt their messaging to different audiences and situations.

Here’s a question you could ask to assess communication skills:

"Can you describe a time when you had to communicate a complex idea or strategy to a team or client who was not familiar with the subject? How did you ensure your message was understood, and what feedback mechanisms did you use?"

This question will help you understand not only the type of communication skills the interviewee prefers to use or is capable of using, but also gives you more insight into what they believe communication means. It can help you align their understanding of and skills in communication with what’s expected within your company.

How to write competency-based questions

If you want to make more competency questions, consider using the same format as above.

• Pick a competency.
• Identify how this compentency is demonstrated in the context of the role you're hiring for.
• Create a question that allows the interviewee to exhibit or reflect on the use of that competency in practice.
• Provide a rationale for how that question helps you understand that candidate’s alignment to that competency.

Using STAR To Answer Competency-Based Interview Questions

Candidates will often use the STAR method to answer competency-based interview questions. It’s a methodical way for candidates to organize their thoughts, make sure they touch on the competencies you mentioned in the job description, and answer questions about their previous experiences without going too off track.

When candidates use the STAR method, it can make it easier to rate their answers and identify the difference between effective and ineffective responses to the question.

STAR stands for…

S ituation: The context or background for a specific event or challenge T ask: The specific responsibility or objective the individual faced A ction: The steps taken to address the situation or complete the task R esult: The outcome or impact of those actions

Here’s an example of how a candidate would use the STAR method to answer a question aimed at evaluating accountability as a competency.

“There was a situation when I was a freelance HR consultant where my  report was not in line with what the client wanted and it was already past the deadline.”

“I met with the client to debrief and see how I could prevent that from happening again. I realized I should’ve asked for samples of their other reports so I could make mine more consistent with what they already do. Lesson learned.”

“As soon as they expressed their dissatisfaction, I had to get the information I needed to get them an updated version of the report.”

“I requested a meeting with my contact, apologized for the confusion and initiated a conversation about what needed to change. I made the changes as quickly as possible.”

In the next section, we’ll explain in more detail effective ways to evaluate STAR interview responses like the one above.

Evaluating responses should be standardized and replicable for each candidate. Consider the following ways to help you conduct fair and equitable interviews.

Use Video Interviews That Allow You to Record Candidate Responses

Video interviewing allows you to refer back to interviews later if you need to rewatch or reassess a candidate’s response to a question.

Conduct Interviews Using a Panel Instead of 1-On-1

Interview panels can at times be intimidating to candidates, but they help remove bias during the hiring process. Past the screening stage, try as much as possible to conduct panel interviews and make sure your panel represents a diversity of backgrounds, experience levels, and perspectives.

Best Evaluation Format for STAR Responses

Because the answers to these questions will have some level of subjectivity, an interview scorecard will reduce biases as you evaluate the responses, especially when combined with a panel. Consequently, this is why events like Olympic sports use multiple judges with set rating criteria to judge an individual performance.

Structured interviews increase success at hiring

Multiple studies show that companies using structured interviews improve their hiring. In summarizing this research, the U.S. Office of Personnel Management explains that structured interviews “increase interviewers' agreement on their overall evaluations by limiting the amount of discretion an interviewer is allowed.”

This means your interview panels will be more successful at identifying the right candidates when your interviews use a structured approach.

What To Look For in Competency-Based Interview Answers

People have different experiences, so you should not expect every answer to be exactly the same. Instead, you should be looking for signs that indicate the person answering the question is doing so honestly.

To that end, when conducting interviews where you’re using competency-based questions, look for the following:

Specificity in the response: Candidates should be able to easily recall and talk in detail about their examples. If it seems like a candidate is having difficulty responding to the question or that the response seems jumbled, it likely means they don’t have an example to give that would adequately address that competency.

Outcome-focused responses: In most cases, your competency questions will be looking to identify an outcome to an example or situation. Your ideal candidates are those who can easily speak to the outcome, whether prompted or unprompted by you.

Transparency: There are times when a candidate may not have an answer to a competency question. It’s just as important for them to be able to admit to that as it is for them to have an example to demonstrate it. Look for that type of transparency and honesty from candidates who know and can admit readily to their limitations.

Alignment with company values or objectives: Ideally, candidates' responses to the competency questions you ask should align with the values and objectives you have for your organization.

Paying close attention to these key look-fors will also help you determine what each point in your rubric should represent and how to properly score candidates when they provide you with answers to your competency questions. The rubric will play an essential role in your structured interview and provide relevant data you can include in your applicant tracking system .

How Do You Structure a Competency-Based Interview Question?

You can create competency-based questions by using the STAR method as a conceptual framework. Use open-ended prompts like "Describe a time when..." or "Tell me about an instance where..." This encourages candidates to reply using the STAR method (Situation, Task, Action, Result). It also makes assessing candidate responses much easier as you can align your rubric around how effectively the answer fits within that same framework.

What Type of Questions Should I Avoid Asking in an Interview?

Avoid asking questions that are too personal, irrelevant to the role, invasive, or discriminatory. Questions that require candidates to talk about their marital status, religion, or personal health should also be avoided. Make sure that your questions fit within the legal framework and employment practices of the country where you're hiring.

The Modern Guide to Structured Interviewing

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Related topics

Ten Interview Questions You Should Never Ask

The Value of Knockout Questions

What Is An Interview Guide?

Types of Hiring Biases and How to Reduce Them

MockQuestions

Competency Mock Interview

To help you prepare for your next job interview, here are 25 interview questions and answer examples focused on how competent you are in your profession.

Competency was updated by Christine Pasqueretta on March 7th, 2018. Learn more here.

Question 1 of 25

Tell me the ways in which you brought value to your most recent position.

How to Answer

Answer example.

Community Answers

This question offers another way for the interviewer to ask about your recent successes and bragging points. The interviewer wants to know which top skills you will highlight if you had to narrow down where you brought the most value. Perhaps you influenced changes that saved the company money. Maybe you were the top grossing sales person on the floor. Think of your strengths in action! If you are reliable, talk about how consistent your work has been and how you are in constant support of your coworkers. If you have a strong work ethic, share how you accomplished a project in the midst of harsh obstacles.

"There were several ways I was able to bring value to my most recent company. First, I successfully surpassed each sales goal in my department. Second, I was able to motivate other members of my team and share my sales techniques with them. Third, I introduced two new procedures to the sales manager that helped us eliminate employee idleness between sales calls."

"My organizational skills made an incredible impact on my current company. Upon my arrival, I quickly implemented new filing systems for both physical and digital files. I also introduced the use of Trello, a project management app that we use office-wide."

"In my last position, I brought value through delivering an increased customer base. My ability to build strong relationships helped me secure and maintain all new business."

"Most recently, I developed a marketing campaign across platforms to launch our newest collaboration. Not only did the option sell out in record time, but it also got featured on some different "best holiday gift" lists, which helped also get our name out there. I have helped increase exposure by over 124%, and engagement in our fashion challenges has followed suit. To sum it up, I bring both financial value as well as vision and experience in long-term planning of strategies and promotions that will increase engagement and ultimately revenue."

"I cared deeply about delivering value to the businesses I supported in my last position. I worked hard to understand the business so I could position my talents to serve the group best. By learning more, I was able to be a better partner to deliver successful practices across the group."

"I believe I bring value in many ways to my current organization. As a sales rep, obviously, I bring financial value. I've been among the top three sales reps since starting in the role. Also, my pod transacts the most frequently and has the lowest claim rate, meaning we are making good deals and not costing ourselves money on the backend just to get the front end "yes." I also helped create a community within the organization that spearheads tackling projects that impact the culture and productivity of the company."

"I pride myself on having been a key part of saving the department when the board put it on the chopping block. Due to the community I'd created in my tenure as a Spanish teacher, I had dozens of students and their parent's rally on my behalf, and behalf of the department as a whole, to speak out against cutting the elementary Spanish department. I believe this indicates how impactful I've been as a teacher and all I've contributed to my students' education, as well as to the department and district as a whole by helping save the program."

Anonymous Answer

Rachelle's Feedback

Next Question

25 Competency Interview Questions & Answers

Below is a list of our Competency interview questions. Click on any interview question to view our answer advice and answer examples. You may view 5 answer examples before our paywall loads. Afterwards, you'll be asked to upgrade to view the rest of our answers.

1. Tell me the ways in which you brought value to your most recent position.

Written by Christine Pasqueretta

Written by Rachelle Enns on May 4th, 2019

Anonymous Interview Answers with Professional Feedback

2. how do you deal with conflict on your team.

The interviewer is looking to hear about your ability to communicate with your team and professionally handle issues when they arise. Think of an example where you worked closely with your team to resolve a conflict. You could also offer a scenario where you mediated an issue between two coworkers. Show that you can keep your head on your shoulders when dealing with conflict.

"I have strong conflict management skills and in my current position, have had to exercise those skills from time to time. We are in a high-stress, highly commissioned work environment which can cause a lot of unnecessary conflict among the team. When a conflict arises, I like to deal with it swiftly, openly, and with poise. Transparency and openness are how I lead my team, so I will call a group meeting where we express concerns and get it all out on the table."

"When there is conflict, I will address the issue head-on, with expediency, and open communication. Hearing the problem before deciding on a solution, and perhaps most importantly, hearing the parties out is most important. I believe in allowing the stakeholders have a say in what they think will work best for them, and then work together to create a solution that will work best for everyone."

"Conflict is a normal part of running a business. It can help to offer clear, open, and honest communication among team members. To prevent conflict, as much as possible, I manage my team with those particular values."

"I think a bit of conflict is good for a team: we all have a right to voice our opinions and know it's okay to disagree. As we disagree, we find new spaces for growth and new directions to take because of those uncomfortable conversations. As long as it remains in check and everyone behaves as adults and treats one another and our differing opinions with respect, conflict can be very beneficial."

"Conflict in teams is inevitable, especially when you work long hours or are in danger of hitting specific sales targets. I handle conflict with respect, and the intent to understand the other person by listening."

"In a sales environment, competition is necessary and its integral to the fiber of the organization. However, it can prove problematic, especially among those on the same team who are supposed to work collaboratively, but ultimately are competing. On one occasion, the two buyers who reported to me got into a verbal argument. I calmly pulled them both off the floor to a private room. We were able to get to the heart of the issue. It boiled down to one feeling the other was trying to be his manager when he had no authority over him. By communicating job tasks and making a clear division of power, we solved the issue."

"We often have philosophical differences in how we approach teaching, so these typically came to a head during curriculum writing. When we disagree, I try to take a leadership role and mediate the disagreement. Let everyone; myself included, have their few minutes to speak on the issue and then see where we can find common ground. Usually, there's at least a sliver of commonality, and we can all get through the disagreement."

Stephanie's Feedback

3. Why are you the best candidate for this position?

Bragging about yourself in an interview can be tough to do, but this is your time to shine! Which characteristics and career accomplishments have made you a stand-out candidate? Perhaps you have received some academic awards or have been given special accolades in your most recent position. There is nobody like you, and now you need to express that to the interviewer.

"I am the best candidate for you because I have a consistent history of exceeding my targets and goals for the past three years. I have been promoted two times in the last year which is nearly unheard of in my current company. In addition to these successes, I have excellent cold calling skills which I will put to work immediately after being hired by your company."

"I am the best candidate because I have the right type of administration background, education, and experience. I know that I can jump right in and get going with very little training time."

"I have the necessary experience, skill sets, and high level of ambition to add great value to this department. I come well trained in inventory management, team leadership, and productivity methods. In addition to this, I have led teams up to 50 individuals with minimal employee turnover."

"In my current role, I have worn every hat in the marketing department. I manage the website, social media marketing, planning and running promotions, and all written copy that is published by the company. Because of my involvement in so many different areas of the company, I feel that I can bring a unique advantage and insight that other applicants won't deliver."

"I feel that I am the best candidate for you because I am looking for a company that I can stay with for the long haul, something that you mentioned you value earlier as well. Retail can see a lot of employee turnover as colleges start up in the fall. This path is a long-term career option for me, and I would like to be groomed into a regional manager role one day."

"I smiled when I read the job description because it was as though you had written it with me in mind. I know that I am the best candidate for this role because I have three years of exceeding my sales goals, inside and outside sales experience, and I know the industry. Also, I was the fastest promoted in my previous position and have led the rollout of new markets in my current position, making me ideally positioned for helping you continue to build your sales organization, markets, and exceed financial metrics."

"I am ready for a change and have always targeted this district as my dream one. I am passionate about teaching, about the language, and about making learning fun. I know that I will be a valuable asset to the school and district by breathing life into the program. I work well with others and am constantly innovating, so I look forward to doing that in your premiere district."

Kevin's Feedback

4. What skills did you learn in your most recent position that will help you in this new role?

Before answering this question, you need to know which critical skills are a must in this new role. Review the job description, compare it to your most recent job, and give examples that demonstrate your competency in these skills. For instance, if the interviewing company is looking for someone with experience in a particular technology, talk about how you learned the ins and outs of this technology in your past job. If the company is looking for someone with excellent customer service skills, give an example of how you learned to meet the needs of customers in your last role by listening and positively communicating with them.

"In my current role, I grew my sales skills an immense amount. I was pretty good at sales previously, but the amount of training I have gained in cold calling, prospecting, and pipeline building has been incredible. I look forward to taking this knowledge and applying it to this role with your company."

"I learned the ins and outs of the accounting system in my most current role. I was responsible for migrating our information into the same system, so I spent a good amount of time researching and training within it."

"In my most recent position, I learned how to be a better strategic manager, and I think this will help me better balance being both tactical and strategic in this new role."

"I've been in both inbound and outbound marketing, and in my current role, I plan the entire content marketing schedule and strategy, in collaboration with the owner of the business. Because it's such a small business, and because of my hand in the entire marketing strategy, I feel as though I am equipped to jump in just about any role in the company."

"I learned the art of upselling! Coming here today I see that you have many items available to upsell which means I can easily take my current skills and apply them here."

"In my most recent position, I learned the ins and outs of Salesforce.com, which I understand are what you use as your CRM. I am accustomed to detailing my conversations, calls, and follow-up tasks within the CRM but I also have some experience in customizing fields and setting various alerts and reminders. We house everything in Salesforce.com, rather than in the CRM, emails, and chats. It helps increase productivity."

"I've learned classroom management, curriculum development, and also working well in other people's spaces. I have refined the art of coming in on a tight schedule, but developing a consistent routine with my students so they know what to expect, that we'll have fun and get down to business all at once, and how to pack the most punch into my shortened class periods. These are all valuable skills that make me the best candidate for your position."

Cindy's Feedback

Marcie's Feedback

5. Give me an example of a challenge you overcame in your last position.

Demonstrate your positive approach to problem-solving. Show that you are proactive and competent when it comes to challenging workplace situations. Perhaps you went over and above to meet a tight deadline while taking over the responsibilities of a co-worker who was out sick. Another example could be that you trained yourself on a new software that was difficult to understand. In your answer, focus on the steps you took to overcome the challenge, rather than the challenge itself. The interviewer wants to hear that you are determined and able to problem solve.

"The biggest challenge that I overcame in my last position was that I was brand new to the industry. I had sales experience; however, I knew very little about the oil and energy industry. I took my evenings and weekends to study hard on industry background, and trends. It didn't take me long to feel comfortable and confident when speaking with potential clients. All it took was some time and dedication!"

"When starting my last role, there were 35 critical leadership openings in the business. It was causing a huge challenge for the businesses to function and meet their key initiatives. I worked closely partnering with talent acquisition to accomplish the successful hiring and training of all roles."

"My last challenge was to complete product testing within a deadline that was very tight. I was able to keep the test cells running 24 hours a day by monitoring their status from my laptop at home and by asking team members on later shifts to stop by and make sure they could hear it running."

"In my last position, I was tasked with fixing a very broken website. So, I not only learned WordPress, but shopped other providers and learned that WooCommerce was not the best fit for our needs, and migrated the site over to Shopify. I had to teach myself some basic code, as I had minimal resources or support within my organization. In any event, I got the site up and running and working better than ever!"

"When I first arrived in my position, the inventory management in our store was out of control. Clothing was stashed in the back room, in every nook and cranny imaginable. I decided to take hold of that project immediately, setting a new standard for the floor sales staff."

"I would say the biggest challenge I overcame in my previous position was my lack of outside sales experience. I had inside sales and account management but had never done a cold pitch. At first, it was uncomfortable, but as I became more confident in the company and my knowledge of the industry, I learned what an asset I could be in outside sales. By meeting prospects face-to-face, I could assess not only their sincerity and level of interest but also connect on a personal level. What's ironic is the thing that gave me the greatest pause about taking the position became my favorite part of the job. It's something I look forward to continuing to do daily with your organization, should I be offered the position."

"The district was running a referendum to pass what would get cut from the budget and had a list of proposed cuts; elementary Spanish was at the top of the list. Being told that, purely for budgetary reasons, my job and department would be gone was quite a challenge. We saved the program, in large part due to the support of my current and former students and their families."

6. What decisions did you routinely make in your last position?

The interviewer would like to know more about the types of decisions you are accustomed to making in the workplace. The way you answer this question will give them a good idea of your level of experience, seniority, and ability to handle the decision-making requirements in this possible position. If the job you are interviewing for requires you to be decisive and quick on your feet, you will need to be able to provide examples of how you have done these things in the past. If you worked in tech support, you faced with problems that you needed to find solutions for regularly. If you worked as a sales rep, you might have required knowing how to negotiate and make decisions on prices and benefits you can give your customers. You may have faced decisions that became so routine you didn't think twice! Refer to these decisions and be sure to highlight how they have prepared you for a role like this one.

Written by Christine Pasqueretta on May 4th, 2019

"In my previous position I was quite often required to make decisions on staff scheduling as well as hiring and terminating. I feel that role prepared me quite well for a position like this one. I have well-honed decision-making skills and my intuition, when it comes to hiring, has been elevated."

"In my previous role, as an executive assistant, I routinely made decisions on vendors, locations, caterers, and airlines. I thoroughly enjoy making those types of decisions as I am decisive and a great researcher."

"I routinely make decisions around hiring, career advancement, associate development, and talent management. I am very comfortable in these areas."

"I was responsible for planning the content calendar which included emails, blog post topics, and timing, social media posts, in addition to actually executing the plans. That means everything from creating a copy, to choosing images, and the like. Also, I collaborated with management to decide what promotions and sales we will be running and when."

"I regularly made decisions regarding pricing and discounts for customers. I had a standard set of criteria that I created, and I tried to let that guide me for consistency."

"On a day-to-day level, I chose the city of focus, prioritization of prospects, and delegation of tasks. The higher-level decisions I made were regarding hiring and assignment of new hires. I also had a large influence on the employee terminations. I feel that these two sets of responsibilities have positioned me well for this role and I look forward to continuing to leveraging my experience while learning from the more seasoned members of the staff."

"I write my lesson plans, execute them, and tweak them as I go through the day from class to class. Classroom management is obviously a big part of my job. Since I like to have fun with my students' learning methods, it's especially important to make sure that we're being energetic but staying on task and learning."

7. How do you deal in uncomfortable situations?

Often, our work environment holds the possibility for awkward or tense situations. It can be challenging to know how to respond when you have a coworker who is moody, or when your coworker lacks social skills and continuously asks inappropriate questions. The interviewer wants to know that you can keep your cool in situations like these.

"I have had my share of awkward situations and having raised two kids, I am no stranger to them! In the workplace, if an uncomfortable situation arises I tend to face the issue head-on, but tactfully. Sweeping things under the rug rarely helps. I have no problem being open with my team or colleagues if I am not feeling comfortable in a particular situation."

"I have learned over the years that if something makes me uncomfortable, I better dive right into it. Change and growth happen outside of your comfort zone. I embrace this!"

"Uncomfortable situations do not weigh on me. I have learned how to face my problems and persevere, and I never take my feelings home with me. I encourage this mentality with my team as well."

"I try to avoid conflict, but I have a high tolerance for discomfort. I've learned to try to let the people in question sort it out, but have no problem rolling up my sleeves and diving in to help mediate the problem."

"When working with the public so much, awkward situations are going to arise. I have had my fair share and knew enough to either walk away or fake it till I made it! A smile and nod can do wonders!"

"As ridiculous as this sounds, I am comfortable in awkward situations because I've had decades of awkward family dinner parties when one side didn't get along well with the other! I've learned to be the go-between who smoothes things out while finding common ground where all parties can agree. While the foundations are odd, this has proven a beneficial skill in the workplace."

"Uncomfortable situations don't phase me. It takes a lot to make me uncomfortable, and I just roll with whatever awkward thing is happening and try to either make it normalized, especially in the case of a student, change the conversation, or address the root of the awkwardness. It's all part of the gig."

8. Name a few things you were asked to do in your most recent position that you weren't necessarily trained to do. How did you cope?

The interviewer wants to know how you approach a situation when you do not necessarily possess the knowledge to complete a task. Most of us ask others for help, or conduct research to find the answer. Highlight to the interviewer that you are competent when it comes to leading yourself to the right answer. Show that you do not get frustrated; rather, you take it as an opportunity to grow.

"When I first started my current role, I was asked to present to my team about an idea I wanted to implement that would save the company money and time. I had never done this before and the idea of presenting made me a bit nervous. I spent a good deal of time researching viable business solutions. I played around with PowerPoint and watched some YouTube videos on how to put together an engaging slide show. It turned out great and I learned a lot from the experience."

"I worked for a lean organization that had a lot of crossover between HR, Marketing and IT. Often, I would be asked to perform the functions of a department for which I did not work. We are all on the same team so I would figure out what to do and get it done, then later recommend a process to better handle the type of situation in the future."

"I was regularly asked to participate in internal ISO audits, which I had never done before, so I had to learn the standards and how to run an audit appropriately. I was also promoted to a team lead and had a direct report to monitor. This role was my first supervisory position, so I had never approved time sheets or handled employment-related concerns. I asked for advice when possible, and researched on my own time whenever necessary."

"I was not trained specifically on most of my job, so it's all self-taught or intuitive. I have taught myself PhotoShop, and that's been helpful in both social media and email campaigns. I have also taught myself WordPress which is the basis of the new website I created, and manage, for my employer."

"I had minimal training going into my new role. I received training on the POS system but nothing formal surrounding sales scripts, the return policy, or merchandising. Through many online tutorials and YouTube videos, I taught myself how to sell! I also memorized the return policies in the first week."

"Having worked in a startup, I am no stranger to "figure it out on the fly" type of mentality, almost to the point where I was figuring things out as I went more than I was implementing the training I had received. One example that comes to mind was dealing with a seemingly exciting prospect who went dark. I decided to hop in the car and show up at their door to have the conversation face-to-face. This tactic was unheard of in my company, but my gut said I had to do it. It turned out very well, and I was able to overcome a ton of objections that would have taken dozens of phone calls."

"I'd say the best example of tackling something not explicitly in training would be working with students with exceptionalities. Sure, I have training in theory, but every single child is different as it is, so when there is an additional layer like a diagnosis or challenge to overcome, the learning in the college classroom is quite different than application in the daily class. I've found it's best to read their file, talk to their previous teachers and family as necessary, and then take it as it comes, just like any other kiddo."

9. What feedback did you receive from your most recent manager?

Every manager has a different approach to giving feedback. Some prefer to save it for the performance review while others dish it out on the regular. Your response to feedback is much more important than the feedback itself. Even if it was negative, if you can take it as constructive criticism, you can improve yourself and your skills.

"My manager told me that I was spending too much time on the details of a project. I realized that I could be such a perfectionist that I lose track of time and am often hyper-focus on things that just aren't that important. I'm learning to prioritize the steps I need to take, and the required tasks when working on a bigger project."

"My last performance review was positive. I was given kudos for completing tasks on schedule and occasionally ahead of schedule."

"As a manager, I most often give feedback to my team, so when I receive feedback, it feels great. Recently my operations director asked me to give more detailed notes in our CRM. He felt that I wasn't as thorough as I could be. Since then I have readily implemented his feedback."

"My most recent supervisor commended how hard I worked and gave me additional responsibilities beyond what I was hired to do, which was a huge compliment. I feel highly of my work ethic and talent. The areas for improvement she pointed out where not getting caught up in the details of a project, which I know I can spend too much time on."

"I frequently received and gave feedback on my last job. I proactively scheduled a weekly touch base with my manager to seek out feedback and connect on pressing issues. The feedback was often positive, and I would take the lead navigating situations I was unclear on by enlisting the expertise of my peers."

"My manager and the company as a whole had the philosophy of on the fly feedback. Something my manager pointed out to me was that I could get possessive about a project and want to complete it entirely on my own, rather than bringing in help when I should. Since then, I have worked to determine the best partners for any given project, collaboratively work on an outline and delegation of tasks, a simple project management system, and scheduled check-ins so we are all held accountable and can ensure we are each making it happen in a timely fashion. I appreciated this feedback. It's helped me address something that has been hindering my growth and productivity for some time."

"I'm happy to say that I typically have received glowing reports from my Principals. The main area for improvement noted would be incorporating more standardized type testing into my teaching. I suppose it's a necessary evil, so I've begun doing cumulative unit tests four times per year so I can assess how they're learning, what they're retaining, and what we need to work on more."

10. How did you go about suggesting changes in your most recent company?

The interviewer would like to see that you proactively go after what you want and that you will act as a positive change-agent when you see room for improvement in the workplace. The worst way to answer this question would be to say 'I didn't have the power to change anything in the organization, so I quit.' This question is not an opportunity to complain about your previous job or company! Think about personal changes you could make that would have made your job easier, improved your skills or furthered your education. You cannot change others, but there is always the option to develop yourself!

"My previous company did not allow for a lot of employee feedback or input so I chose to focus on ways that I could better my performance instead. I took many weekend workshops on various topics such as Excel, Communication in the Workplace, The Art of Negotiations, and some human resource related courses as well. My boss did notice an improvement in my performance, so I formally suggested that the company pay for every employee to take one course per year. They agreed and implemented my suggestion. I believe it's easier to 'do' rather than 'tell.' My example of performance improvement was what they needed to make some changes."

"In my previous role, I had regular one on one meetings with my supervisor. In those meetings, I would offer suggestions. I was always prepared to go into detail on my ideas, and the analytics to back them up, should my ideas pique any interest. Never ask for a change without being able to justify it."

"I would keep a running list of areas for improvement, and as the opportunity arose to bring them up in a tactful manner, I would voice the appropriate, related concern. If anything were pressing, I'd make sure to raise my concern immediately."

"Marketers are known creative types, so we always love to explore alternate scenarios and ways to improve a process. I keep up to take on technology trends and would often suggest we open a free trial of the latest and greatest. Sometimes we would permanently implement the recommendation, other times we would toss it."

"I currently work in a franchise environment so there can be a lot of red-tape surrounding change. I have made suggestions for small changes such as adding a flashing "open" sign to the front door, handing out napkins rather than leaving dispensers out to prevent waste and that type of thing."

"When starting my most recent position, I would have the occasional 8 AM check-in with the COO, who was my direct boss. I was able to give him direct feedback on what I saw, as a newcomer. Many times, he took my suggestions on how to change things, but there were plenty of times when we just had to leave the situation alone. I trusted that he had a plan, or that my feedback was at least heard and perhaps change would be made at a later juncture."

"If asked, I can readily suggest change; however, I avoid unsolicited recommendations."

11. How has your current job changed over the years?

The interviewer wants to know more about your career progression. Additional responsibilities, promotions, and changes in your job title all indicate that you were competent and successful in your role. This question gives you an opportunity to go more in-depth about how your job has evolved. If nothing has changed much over the past couple of years in your position, focus on what you have learned. Are you better at managing teams now that you have gone from supervising one to five people? Are you exceptionally good at problem-solving now that you've learned to troubleshoot IT related problems? Talk about how the changes in your job have taught you new skills and helped you develop the ones you already have.

"When I initially started my job four years ago I was a junior level associate. Today, I am responsible for leading a team of 8 junior associates. My role does not look the same at all, and I am thankful for the growth opportunity that my current company has offered me. In addition to the change in leadership responsibilities, I have also enjoyed two major promotions. I attribute this to hard work and dedication."

"Change is a constant in my current role as I work with a rapidly growing organization. In the beginning, I was the one doing the bulk of the administrative work where over the years, I began leading a team to accomplish those same goals. You could say I grew professionally as much as the business did!"

"I have grown exponentially in my position. I went from a one-person show to a department of three, with me in charge. We have increased our product line offerings, so my team has had to increase its workload repeatedly."

"In my current role, I was initially hired to write blog posts, take photos, and execute social media copy that had already been planned out for me. A few months in, I was tasked with planning the posts as well. Now, I am in charge of planning out the marketing calendar for the entire year, including all posts, topics, and promotions."

"Initially, I was hired as a part-time sales associate. I graduated college and received a promotion to full-time key holder, then assistant manager. My role now includes correspondence with our corporate head office, interviewing candidates, and training new hires. I love to learn new process and look forward to the challenges this role will offer."

"Since graduating, I have held various positions, always leaving one for another with greater responsibility, whether within the same organization or another. I have learned a lot in each position, and without any of the previous ones, I would not have earned the promotions I have enjoyed to date. I began as the lowest on the totem pole and have since lead teams from one to five direct reports; I began in inside sales and had since piloted an outside sales program that previously did not exist. I am grateful for all of the lessons I have learned in each position that have equipped me for the next move I'm looking to make, and I look forward to using this knowledge to make an impact at ABC if given the opportunity."

"In the past near-decade of teaching, I've seen the shift towards more standardized testing and quieter, less exciting methods of teaching. I have seen my job almost be eliminated a few times for budgetary concerns, despite the rhetoric that the board values the department- something the community made clear that they do value. All the while, I've done everything I can to evolve with the times but keep in mind the needs of my students."

12. How do you explain complicated concepts to those who may not understand?

The interviewer wants to know that you are capable of explaining complex ideas without being condescending to your co-workers or talking over their heads. Give the interviewer an example of how you break down information to make it more easily digestible for the average person. Think of a presentation about a complex topic, as a proposal to solve a challenging problem. The solution may seem obvious to you, but everyone else in the room is scratching their heads trying to figure out what you're saying. When you can define key terms and phrases to make them more relevant to your audience, you have skill! Not everyone can do this. Prepare an example that demonstrates your communication skills and your ability to convey complex information in easy to understand terms.

"I find that when there is a complicated concept to teach, visual aids are always the way to go. Did you know that 65% of people are visual learners and that presentations with visual components are 43% more persuasive? I took a course on creating effective info-graphics and will often implement those in my presentations."

"Keep it simple silly! If you cannot explain a concept simply, then you do not understand it well enough. I recently rolled out a complex compensation plan with many anomalies. I took the approach to share a broad overview and provide detail for reference. I often try to make analogies or share complex information in the form of a story."

"I try to use written and verbal examples. If possible, I like to have hands-on examples, but that is not always feasible. Communicating in more than one way helps those with different learning styles."

"I often have to explain things to others outside of marketing, the how and the why, but not get stuck in the minutiae. It comes down to keeping it simple and talking in their terms while remembering what motivates them: sales, operations, or what have you. Keep it short and sweet. We can dive in in further detail later, but just give an overview that plays to their interests and move on."

"If a concept is difficult to explain, or understand, I will find visual aids to help. Most people are visual learners who will better understand if they see the concept in action."

"I find the best way to explain a topic is a multifaceted approach. If possible, I like to send a quick email memo summarizing or teasing what we'll be talking about, so the team comes in with the right mindset. Then, a quick overview in person, check for understanding or questions. I then recap and summarize or clarify, followed by asking for another summary of what we've discussed from another teammate. Then, I wrap up clarifying any outstanding issues. Following this, I send out an email blast that summarizes what we talked about, the questions asked, and asking for feedback or questions. This process allows for various types of learners to be engaged, and I find that giving collateral to review later is impactful to all. We all need a quick reminder sometimes."

"This one's easy. I have to target my language to 8-year-olds every single day. Just break it down in simple terms and give them more credit than you initially want to. If you can't explain it to a kid, you may not understand it as well as you think."

13. Give an example of when you used your listening skills to complete a task properly, or solve a problem.

The interviewer wants to see that you have strong listening skills. They want to know that you aren't the type to interrupt before hearing your co-workers out. You know that asking for clarification can save you a lot of grief down the road! Show that you are one to check for full understanding when you are navigating new territory. Highlight to the interviewer that you are the type to listen and troubleshoot problems in a collaborative style attentively. Someone with excellent listening skills will: - Give the speaker their full attention - Maintain proper eye contact - Show invested interest by nodding or agreeing - Avoid interrupting - Ask for clarification if needed - Make statements such as "If I understand you correctly..." or "Do you mean that you want..." Give an example that demonstrates how you avoided miscommunication by using your stellar listening skills!

"If I understand you correctly..."

"I often use very sharp listening skills when the executive needs something. She rattles off her needs so fast that I can barely keep up sometimes! I have now taken to recording our conversations on my iPhone so that I can revert to her needs, ensuring I don't skip a beat. Her previous assistant did not do this, and she appreciates my ingenuity and willingness to implement new methods of working."

"Listening skills can serve you well in any role. In a heated meeting where two groups were debating about a specific issue they were having, I sat back to listen carefully to identify the root problem. Both teams were passionate about the work so could not hear over their defense mechanisms. As their leader, I was able to hear through this and recommend solutions for them to be successful working together."

"I was in a meeting when our owner and the operations manager and I were discussing how branding would look for the following calendar year. It was clear that the other two were not understanding one another, and I was the junior marketing person in the room. Never the less, to accomplish our task, I had to work as the mediator without making them feel like I was biased. I listened very carefully and reworded what each of them said in order to get us all on the same page. By using careful listening and tact, we left the meeting all on the same page, which gave us a great way to start off the year."

"Active listening is a key quality to have. I recently hosted a district retail meeting with a team that seems unhappy and discontent. I listened as they explained their issues. While some things I could not change, some of their concerns were easily rectified just by understanding the issue."

"Listening is crucial to closing a sales deal. I make the prospect feel as though they're my most important call of the day, listening to what they're saying, and not saying, and clarifying their statements. Not only is it helpful to help uncover any potential objections on the spot, but also it helps to confirm their understanding and reinforce a resolution."

"Even when I disagree initially with a colleague or even a student, I make sure not to show it. Rather, I wait to hear them out. If needed, I ask pointed questions to see if what I'm hearing is what they meant to communicate. Once it's clear that we understand one another, we can go from there; even if there is a disagreement, at least there is an understanding. This example applies to building curriculum, scheduling classes, or even answering homework questions. Clarifying questions and active listening will always go a long way."

14. Tell me about an achievement you are proud of. What skills did you use to achieve this goal?

The interviewer would like to know that you are capable of setting goals and reaching them. The person who aims to achieve more and more every day is the exact person that every manager wants to hire! Discuss an example of when you overcame obstacles to reach a career related goal that seemed impossible. Or, share a time when you received an award, and talk about the most challenging parts of achieving that award. Highlight your determination and focus.

"My company has a President's Club for all top sales reps. When you reach PC level, you earn a trip to Mexico! Last year I told myself that I was going to reach the President's Club level, no matter what it took. I worked an average of 50 hours per week, I doubled my cold calling numbers, and utilized areas of our Salesforce program that most people in our company don't even know. Mixing my strong determination with sound technical skills, and willingness to push through, I made it! I was proud of this achievement."

"I recently earned my Degree in Business Administration while working full time. This goal I set for myself so that I could readily earn an Executive Assistant position like this one."

"After recently hiring an entirely new team of people to roll out a critical project, I realized they needed to learn to work together. I created a leadership training program and cross-functional work group sessions to bring this team closer at an accelerated pace. It was a challenge to schedule and break the ice early, but we did it well."

"I am proud of the fact that I started this marketing career from scratch. My background is in service and sales, but I knew I needed something different and wanted to utilize my creative mind, so I leaped out on my own. The last two positions I landed because of creativity, perseverance, and hard work, which is the best way to get anything in life."

"I am proud to have won an award for highest sales in my district. My ability to analyze market trends and engage customers are the two skills I attribute this honor to the most."

"I'm proud of the fact that I was promoted the fastest in the organization's 5-year history, and followed that up by setting another record in fastest promotion to deal closed. When I took this position, I set the goal for promotion within twelve months. I was able to achieve that within six months. As you can see, I set lofty goals for myself and am sure to create milestones and check-ins with managers to ensure I'm hitting the targets along the way to achieve those goals."

"I am proud of having been chosen to be a mentor to new hires in the department. I think I've informally mentored and exhibited leadership since day one, and to be recognized for being a great teacher and being able to train and shape the new additions to the department is an awesome pat on the back."

15. Are you capable of handling disputes in a professional manner? How do you respond to customer complaints?

If you are interviewing for a customer or client facing role, you must show off your conflict management abilities. The interviewer wants to know that you are capable of handling uncomfortable situations while nurturing valued client relationships and still keeping the company's best interests in mind. Give an example of a time you successfully resolved a customer-related issue.

"Last week, a customer called me very angry regarding a glitch in one of our software products. I listened and told them I would be happy to help. I asked more questions to understand the problem and then suggested once I had a better idea of what might solve it. The customer was very relieved and grateful that I took the time to listen and make sense of the issue. I was able to de-escalate the issue very quickly. I believe that most customer complaints come to a resolution through a gentle and collaborative approach."

"I can always handle disputes professionally. In a call center, you have to learn to put yourself in the customer's shoes and recognize that you are not personally responsible for the problem. Once I separate emotions from the situation, I can speak calmly and clearly over the phone."

"As uncomfortable as customer complaints are, it's part of my favorite part of the job, because I get to problem solve and get creative with our clients' needs. If the complaint is due to employee behavior, I handle that concern discreetly and never in front of the client."

"I'm capable of handling disputes professionally and have plenty of years of experience, from my jobs in the service industry to sales, and marketing. Though I no longer work directly with customers often, I do see the complaints when a marketing campaign didn't live up to their expectations, or we didn't deliver on a deadline. I believe customer service to be of the utmost importance and pride myself on understanding the situation and always going above and beyond to make sure the customer is happy."

"I handle customer complaints with extreme care! Customers and clients are the lifeblood of any retail business, so it is important to hear them by empathizing, understanding and initiative to resolve the issues they bring to you."

"Unfortunately, customer complaints happen all too often, but that's part of the job. One instance that comes to mind is when we were expected to update a feature set for a particular client. We missed the deadline. I called the client to let him know that we would have an in-between solution, but his ideal deadline was not feasible. Understandably, he was pretty livid. By demonstrating active listening, legitimizing his concerns, and assuring him of a more realistic timeline, as echoed by the stakeholders in the project, I was able to calm him down."

"I'm comfortable handling parental complaints when they occasionally happen. I know, as a parent myself, that almost any concern or complaint stems from looking out for what they believe the best interest of their child to be, and I can certainly empathize with that. I approach all complaints or concerns with delicacy and an open heart and make sure they feel heard and understood. By doing so, we can always find a better path forward together."

16. Do you have confidence in your communication skills? What is your communication style?

Strong communication makes all the difference when it comes to workplace success. Never underestimate the importance of being able to express yourself adequately. Efficiently communicating through body language, and written or oral communication can make a huge difference in the relationships with your coworkers, your boss, and your clients! Assure the interviewer that you are confident in your communication abilities. You can refer to any communications course or workshop that you have taken. Or, you can discuss a time when a manager told you that you had excellent communication skills! Reaffirm your answer by describing your communication style in a few words. Some great options are: - Professional - Diplomatic - Respectful - Attentive - Logical - Energetic - Objective - Sincere - Adaptable - Mature - Tactful - Personable - Perceptive - Sophisticated - Consistent - Conscientious - Ethical - Trustworthy

"I have always been a strong communicator; however, after I took a weekend long communications workshop last year, I can confidently say that my communication skills are above average. I would describe my communication style as respectful, energetic, and sincere."

"As an administrative assistant, if I am not effectively communicating, a lot can go wrong. I like to address complicated topics by breaking them down into simple to understand terms and turning large roadblocks into smaller goals to prevent anyone in the office from feeling overwhelmed."

"I do have confidence in my communication skills. I have always had to speak in front of teams, some small, some large. I am comfortable speaking to groups, and I tend to get positive responses from my audience."

"I had better have confidence in my communication skills, seeing as I am in marketing! But yes, I do. I would say I'm rather direct, but try to gather as much information as possible before approaching an issue. Once I have it, I am direct and to the point. I find it gets things done effectively and without any convulsion."

"Communication is everything! When my last company acquired another business, there was a great deal of change going on at once. People felt uneasy and out of the loop. I recommended implementing various communication methods to help everyone learn what was going on in a timely fashion and introduce transparency into the mix. People were happy to be apart of what was happening at the moment."

"I'd say that communication is one of my most significant assets. As an English major, I have trained academically in productive written discussion and verbal arguments. I also have given over a dozen large and small group presentations, including a keynote speaking engagement in front of several hundred attendees, so I would say I'm comfortable presenting. In the workplace, I have been a part of teams both in a subordinate and leading role, and I would describe communication as one of my skills in the office as well. I am professional and respectful, yet I am also able to meet the audience where they may be. For instance, I have experience dealing with anyone from a truck driver or warehouse employee to the CEO of an organization and can adapt my tone and presentation style, written or oral, to the audience."

"I'm a powerful communicator. I am a great active listener, which helps me be effective in communicating with both adults and students alike."

17. How did you maintain a good relationship with your most recent boss?

The interviewer wants to know that you are capable of maintaining a harmonious relationship with those who are considered your leaders. If your relationship with your boss wasn't fantastic, what efforts did you take to make it better? Here are some suggestions: - Try to understand what your boss values the most - Keep your cool, even when you want to lose it - Anticipate their needs and stay one step ahead - Take leadership opportunities to show your worth - Adapt to their preferences Some basic ground rules for a stable working relationship with your boss are open communication, proactive listening, and not taking things personally. Discuss the ways that you cultivated a healthy relationship with your boss.

"My current boss is a very particular individual. Over the years I have taken the time to understand her preferences, her stress triggers, and what she enjoys seeing in my work. I find that if I stay one step ahead and maintain a positive attitude, we can work productively together."

"I value having a strong working relationship with my boss. I want to learn what they do and take on as much work to help our team as possible. I scheduled regular update meetings with my boss and went the extra mile wherever I could."

"Communication. I always let my boss know where I stood on projects. Sometimes the communications were daily, sometimes weekly, depending on the situation. There were never any surprises."

"I genuinely like my current boss. I reached out to her specifically because I liked her, her company, and platform. We have good communication and can give each other honest and open feedback, which I think is important for our relationship as well as the business."

"I maintained a great relationship with my most recent boss by readily accepting feedback and implementing it immediately. He is a very busy person, and I learned early on that he needed to know that his advice meant something to me."

"I find it important to understand what motivates my boss and what his pain points are. I can not only make myself more valuable by taking some items off of his plate, but I can also help collaborate on issues with him. Spending time understanding who he is as a person, so we develop a strong rapport, allows us to work collaboratively and effectively, all the while enjoying our time together."

"I find maintaining good relationships with bosses pretty natural. I show them respect as well as maintain interest in their professional opinion and personal life and treat them with kindness. It's a pretty sure fire way to stay in good standing. I ask her opinion on my curriculum, to be observed and evaluated, and for feedback. All of these factors culminate in a solid relationship based on mutual respect."

18. Tell me about a time when you took a creative approach to solving a problem.

The interviewer wants to see that you are capable of creative solutions to everyday problems. Think of a time when you had a fantastic suggestion in the workplace. Employers love to hire candidates who are innovative, and able to implement their ideas. Focus more on your creative approach, rather than the problem itself.

"Our company canceled this year's annual holiday party due to budget cuts. Everyone was disappointed because it's a fun way to get to know your teammates on a different level. I decided to take my team out, on my dime, because it is a significant way to build engagement and excitement. They appreciated the gesture, and I was happy with how well they performed in the weeks to come."

"Last week we were all systems down. A complete technical crash! In our office, we have all glass walls, so I made the recommendation that using dry erase markers, we turn our walls into a giant project management board. It worked well, and we ended up keeping the notes on the walls for an extra few days."

"I like thinking outside the box. I was once tasked with better tracking our inventory to make sure small parts, like nuts and bolts, were ordered on time and not too early causing a surplus. I spent time counting how many screws were in a full bin vs. avg how many we used per day. I then took a piece of red electrical tape and made a line on the bin that would give us a rough estimate of a week's worth of screws left, enough time to order and receive some more. A simple and free solution."

"Black Friday, two years ago, my company at the time launched its new website. I noticed it was going rather haywire when people were trying to place orders, so rather than basking in the glory of a turkey leftover breakfast, I was on the phone with our backup provider in India getting the ordering issues sorted out. Since our website builder is in the US, they were off that day, but knowing that it was just another Friday evening in India, I was able to get the problem resolved and get our orders pushed through."

"Creativity is the best way to solve problems. Two associates were having trouble understanding the work that the other one did, and this was impacting the overall group. I pitched that the two individuals switch roles for two weeks to better understand their impact on the organization's success. They both came out of the experience having felt a new appreciation for another's job, and now they are cross-trained too!"

"Our sales organization was struggling with the buyers and salespeople. We were supposed to be working collaboratively, but it became a finger pointing battle when a deal would fall apart. I suggested that, instead of having the buyers and salespeople report to different bosses and essentially working against one another, we switch it up to force collaboration. We reorganized the sales teams, so there were pods where a salesperson worked with two buyers, and they were a team. They became experts on the same customers, and their financial targets were tied. Very quickly the attitude shifted in the office, and people were teaching each other and learning from one another rather than pointing and placing blame."

"I have a student mainstreamed for only Spanish and no other specials. He doesn't have an aide for it, either, and while he's very good at language, following all classroom instructions isn't easy for him without one on one instruction. So rather than let him flounder, I made him my assistant. I was able to give him one on one instruction, he got to be a special helper by passing out papers or organizing students, felt like a million bucks, and was super engaged in the lesson every single day."

19. When have you taken an unusual risk in the workplace? What was the outcome?

The interviewer wants to know that you are capable of taking calculated risks in the workplace and that you understand the difference between a calculated risk and a risky choice. Think of a work-related risk, like trying out a new idea to solve a problem. You may even take on a new responsibility for which you are not trained, which is a little bit of a risk. Give an example that shows you are thoughtful and strategic when taking risks. Do you weigh the pros and cons first? Are you considering how it will affect others? Do you believe in the company's bottom line? These are all things that the interviewer will be looking for in your answer.

"Last month I took an unusual risk by taking an outside sales call when I am an inside sales employee. My client asked me to meet him because he had some additional business he was thinking of giving our company but wanted to make sure we had strong rapport before he handed the business over. I met him in person, and we got along so well that he gave me an additional $1M in annual business. I knew it was a risk because my boss preferred that I stay on inside sales accounts but I knew the reward was greater than the potential risk, so I took it. Well worth it!"

"I once took a risk and rearranged the file room without asking. It seemed like we were running back and forth and I thought an alternate layout might make it run more efficiently. I was right. My boss commented on the layout and was impressed with my diligence."

"I took a risk this year by hiring a candidate who did not meet all of the requirements for the job; however, she showed more initiative and grit than I had seen in a long time. I trained her on the areas for which she was lacking, and she ended up outperforming some of my more tenured staff."

"I once took a risk to pivot my career out of marketing and into a sales role, with the intent of rounding out my business experience for future growth. It was a risk because it was something I had never done before and something I did not want to do long term. Having done it, it made me a better leader in the marketing director role I am in today."

"Probably the most unusual risk I've taken was applying unsolicited to the current position I have. My boss, the owner of the company, didn't have a position posted but I reached out pitching my services. She said it was perfect timing, interviewed, and hired me. It goes to show that taking some unusual steps or risks are often worth it!"

"I certainly took a risk by leaving my strategic account management position to take an entry sales position in another organization. While it was risky, I wanted to get into sales and a startup environment. My family thought I was nuts. It worked out great, as I got basic sales experience, and earned a promotion within months. I was then headhunted out of that position to a strategic senior account executive role."

"I had put my neck out for a classroom teacher when a parent was complaining about how she handled a situation with her son. The teacher was a first-year teacher, and I was in the class at the time of the incident. It was controversial that I got involved, but I was not about to see a good teacher get railroaded for something that was not her fault. The outcome was positive, and though uncomfortable at first, it led to a great rapport between the mother and teacher once they were through the controversy. I am happy to have played a part in that and will always put myself in the crosshairs to do what is right."

20. In your opinion, why is it important to develop relationships with coworkers?

This answer may seem obvious to you because enjoying your time with coworkers is sometimes the best part of the job! If you aren't a naturally social person, this question may seem more challenging to answer. Talk to the interviewer about how you develop relationships with coworkers when you start a new job. Think about what is important to you about these relationships. Do your co-workers motivate you when you feel overworked? Do your coworkers give you a reason to show up to work when your boss has been giving you a hard time?

"I value my relationships with my coworkers because we support each other and make each other laugh when the work environment becomes intense. I have a coworker that I eat lunch with every day. We've helped each other out by simply listening to what's going on in each other's lives. It's nice to have colleagues who understand you on a personal level."

"People are the bread and butter of any organization. Our ability to work well together determines our success. Therefore, it is critical to create great working relationships."

"As a manager who runs a team of 15 people, I fully understand that coworkers can make or break you if you have to depend on their work to do yours. It is always best to have friendly working relationships with them."

"To accomplish anything in a job, you need your team members. They are who you rely on to get a project done, to call in when you need advice, and to help pick up the slack when you're in a pinch. If you don't have a good rapport with your co-workers, you won't be able to do any of those things, and therefore, you cannot be as effective at your job."

"You spend more times with your coworkers than anyone else! If you don't get along, you are in for a very long week. I get along with my coworkers by being courteous, helpful, and respectful of their time. I show up to my shift when expected, bring them coffee after my lunch break, or assist with product questions when they come up."

"Culture is an important aspect of any organization. I've had toxic workplace cultures where it feels like high school, and I've had pleasant collaborative ones also. It's essential to me to like at least some of the people I work with, so I make a point to grab a coffee, lunch, or a drink with the ones who seem like-minded."

"To get anything done, you need to have a good relationship with your teammates. For me in particular, I know that I have to have a strong relationship as much as possible with the classroom teachers since I conduct my lessons in their classrooms. I need to make sure that we have a mutually respectful relationship."

21. How do you handle a larger than average workload?

The interviewer wants to know that you can handle the workload required of you in this position and that you will not become overwhelmed if/when workloads unexpectedly increase. When workloads increase, stress levels do too. How do you react? Here are some suggestions on how to handle a large workload: - List your tasks and prioritize them - Think of which jobs add to the company's bottom line, and start there (Closest to the money!) - Exhale. Relax for a minute and collect yourself - Organize your tasks by which ones you can complete independently and which ones you need help with - Take sufficient breaks, so you do not exhaust yourself - Communicate your struggles with your leadership or team

"When I have a large workload on my plate, I do not stress over the tasks that are in front of me. Rather, I make a simple plan of which tasks are a high priority and which tasks are a lower priority. The higher priority tasks, I complete first. Through this system, I can focus on my tasks individually, rather than stress out by the multitude of tasks ahead of me."

"When I have a large workload on my plate, I do not stress over the tasks that are in front of me. Rather, I make a simple plan of which tasks are a high priority and which tasks are a low priority. The higher priority tasks, I complete first. Through this system, I can focus on my tasks individually, rather than stress out by the multitude of tasks ahead of me."

"I first take a step back and make a list of all the deliverable work that I have. Then, I prioritize the list by deadline and ease of completion. I always try to hit the easy tasks first and get them off my to-do list. Feeling like I am making progress keeps me motivated."

"I always make lists and have a pretty good handle on what I have on my plate, but when the list starts to get long, I just make sure to work more hours if needed, or get strategic about double dipping the projects to be most effective. I try to balance my work and a home life well so that if the situation arises in which I need to spend more time at work, I feel I'm balanced and prepared to tackle the stressful, long hours."

"With enthusiasm! Having a large workload is part of being in retail. I prioritize the work and enlist additional resources where necessary."

"I learned in both college, but especially in my account management role, that I do best with a larger than usual workload. I do a better job time managing and just crank out the work. Obviously, I need a balance to this overload, so I don't burn out, but I enjoy the challenge of extra work in the same amount of time."

"My workload is packed but consistent. The only time it gets hectic is if we've had a lot of assessments and I've fallen behind in grading. My work schedule leaves no room for error; I have a class starting at the same time the previous one ends. So, I am accustomed to having an incredibly full workload."

22. How do you deal with stressful situations in the workplace?

Ah, the challenge of stress management! Your ability to manage stress will directly influence your ability to do your job successfully. Before answering this question, think of some ways you have learned to deal with stress at work. You can't always take a break when you need it, so what will you do? Some workplace stress management strategies are: - Track your primary stress factors and make a plan for overcoming those - Establish boundaries with distracting coworkers - Breathing exercises, or meditation - Be sure to recharge your emotional batteries throughout the day - Express your stress to your manager/supervisor - Ask for help

"I've learned some helpful breathing techniques that I can do while I'm at work. Even when I'm feeling rushed or overwhelmed by a situation, I can slow down my breathing and remain calm. Once I understood that it was okay for me to take a minute for myself, I learned to handle workplace stressors in a whole new way."

"I tend to work best under stressful situations. For example, the pressure of deadlines from my boss often drive me to work faster and better. I am resistant to stress and able to focus on the work that needs to get accomplished."

"When stressed, I try to take a break, re-focus, and then get back to work. I also like listening to music in my office when it's appropriate. Not all businesses are OK with that, and I understand."

"Stressful situations are bound to happen, and I typically take them as they come and they don't ruffle me too much. I know it's part of the creative process and it's going to pass soon enough."

"Retail can be very stressful, especially during the holiday season, Black Friday, and other major sales. I resist the stress by being prepared, taking one task at a time, and encouraging teamwork."

"I do well under pressure or stress, within reason. I obviously need to balance myself and my workload out, as much as possible, or it can become an overwhelming workplace vibe. I know myself and my triggers pretty well, so when I feel like there's too much on my plate, I know how to center myself and just dig in and get through it, knowing I'll come out better on the other side."

"I take stressful situations in stride, as much as possible. I'm a mom, a teacher... not a whole lot can phase me at this point, honestly."

23. Do you consider yourself a patient person? How do you increase your patience level in challenging situations?

The interviewer would like to know if you consider yourself a patient individual. Impatience can cause a lot of stress and anxiety in coworkers, so it is essential that you can showcase your ability to remain patient and professional in workplace situations. Patience is indeed a virtue but can be challenging to maintain when it seems that situations continue to push your buttons. Show the interviewer that you possess the ability to keep your cool in challenging conditions.

"I do consider myself a patient person. I would rate myself an 8/10 for patience because I certainly have room to grow, but I do have a very long fuse. If I need a boost of patience in a challenging situation, I will take a step away, count to 10 and then return to the situation. I recently read a book, 'The Power of Patience' by M.J. Ryan which also gave me some excellent new methods for coping with stress."

"I am fairly patient, with other people. I tend to be impatient with myself if I am not finishing a project as fast as I think I should be. But, I am learning to be patient with myself as well. I find that breathing exercises, and closing my eyes for a few seconds can help me regroup."

"I was once managing a group that could not quite get along, and it tested my patience a bit because it prevented us from staying on track and focusing on the goals. I went above and beyond in helping the group get along by scheduling lunches as a team and helping to mediate situations that needed it."

"I feel I'm pretty patient overall but obviously have my limits. When I feel my limits pushed, I try to take a step away to regain the composure needed to approach the situation with a level head. If that isn't an option, I will take a sip of water and a few deep yoga breaths and try to approach the situation from another angle."

"I am patient, depending on the situation and with those who need it. For instance, I am patient with an elderly customer who is moving slowly at the till; where I won't allow someone rude just to walk over me. An instance of this will be if a customer is disrespectful to me, or opening packaging on the floor. I am always professional; however, I am unafraid to approach a situation head-on. "

"I certainly can be patient, but I would say it's more of a learned skill than something innate. I have worked to become more patient and not demonstrate my frustration or impatience with others. I know when others push me it's counterproductive, so I remind myself of that when dealing with others. I know when I'm running out of patience and am proactive asking for some time to regroup as appropriate."

"I am quite patient both as a teacher and a mom. I'm used to getting my buttons pushed. I take it in stride and always try to get the student to explain what's going on and why they're having trouble, get them "using their words" and de-escalate the situation. If I'm frustrated, I make sure not to show it and just take a deep breath."

24. Have you requested extra responsibilities in any of your previous roles?

The interviewer wants to see that you have a desire to learn, grow, and try on new challenges! No hiring authority wants to hire the complacent employee so show them you are willing to see opportunity when it arises! Your willingness to take on additional tasks, with a positive attitude, gives the interviewer all the more reason to want to get to know you better. Hiring managers are looking for people who will be proactive and help to carry the team. Here are some ways you can gain extra responsibilities in the workplace: - Talking to your boss about your career goals and having a conversation about new tasks that may help to get you there - Offering to take work off of a colleague's plate, if they seem stressed. - Studying hard to become an SME (Subject Matter Expert) in software or topic that your boss would find useful - Just jumping in and take on a new responsibility!

"In my current role I asked my boss if I could take over the social media marketing. We are a small company, and my supervisor was struggling with it. Being a millennial, I am always on social media, and I understand what types of posts gain attention. After taking over the task, I grew our Instagram following from just 400 to 2000 in 2 months! I am always game for taking on new tasks, especially when they are in my wheelhouse."

"Most of the time, yes. I don't like to get "bored" or have an empty to-do list. Working hard makes the time go by faster. I don't ask for more work when I have a full load and am staring at overtime possibilities, though."

"To be an excellent manager and leader, I need to show that not only am I proactive, but that being so will positively impact career growth. I need to lead by example, so I am always looking for more projects or responsibilities."

"I like to take it on myself to figure out the fastest way to get something done while maintaining my high standards. Then, I continue to innovate on that. I like being efficient and effective. The most recent addition to my responsibilities includes planning all promotions for the annual calendar and coordinating with sales on how they will pitch and execute those promotions."

"I ask for extra responsibilities all of the time! I am constantly seeking out new ways that I can learn more and exceed customer expectations in my role."

"Yes, I will request extra responsibilities when it's appropriate. I will on occasion ask 'what more can I do?' or 'what's next?' I like going above and beyond, and I always have my eye on the end game prize. I know that often the way to get there, faster, is to request the extra responsibilities and demonstrate my want for it."

"I often seek out more responsibility, either in mentorship or curriculum writing, for example. Even if it's nothing specific or mandated, I take on these responsibilities willingly. I want to help better the department and myself. Also, I am the freshman girl's soccer coach at the district's high school."

25. With the ongoing changes in this industry, how do you keep your knowledge current?

Employers expect employees to stay up-to-date on their respective field, and today's technology makes this reasonably easy! List several ways that you receive your industry knowledge and stay on top of trends. Tell the interviewer about those daily update emails you receive from professional organizations, conferences you attend, seminars you have taken, and professional organizations you of which you are involved. Lastly, it's a great idea to ask the interviewer what resources they refer to for industry trends. That question can start up a great conversation, and you may learn a thing or two as well.

"Every morning I listen to the podcast Rise & Grind because I find the information to be fresh, and valuable. In addition to this podcast, I also subscribe to a couple of industry blogs. One is ABC, and the other is XYZ. I greatly value the information shared among fellow professionals. What resources do you prefer to stay on top of industry trends and changes?"

"I am an avid reader. I read about the industry news through various resources online. I am a member of many key associations that allow me the opportunity to attend industry conferences, receive newsletters and network with top professionals in my field."

"I follow a multitude of management thought leaders on social media. I also read a lot of books. My favorite people to gain knowledge from including Warren Buffett, Mark Cuban, and Tony Robbins. Which are your favorite ways to stay up to date on trends in management?"

"I am a member of several professional associations and receive regular marketing e-magazines. I also follow multiple influencers on LinkedIn including Grant Cardone and Neil Patel."

"It's so easy to stay up to date these days, so I have Google alerts set for industry trends. In addition, social media is really a great way to keep your finger on the pulse of things. As silly as it sounds, Instagram lets you see what is trending, and who is trending, so that you can pay attention to upcoming styles on the runway that will hit stores in the next 12-18 months. I love to create some "look-alike" outfits in my department based on what big celebrities are wearing. It drives interest and sales for our department, and shows we are up to date on trends and news."

"I have Google News alerts set up for industry-specific keywords, am subscribed to multiple newsletters, and follow the three leading industry associations on social media. I also receive their quarterly updates. Also, I love to learn about the latest OEM trends and always draw on the experience of my industry contacts who have been working in the industry as long as I have been alive."

"Like all teachers, I do continuing education hours both through the district in-service days, as well as seek out additional learning opportunities. At an in-service event a few years ago, I was introduced to TPRS, which teaches you how to teach language through telling stories. As a result, I've plugged into their community, and it's been a great resource for me. Also, we have bi-weekly departmental meetings, and I am currently enrolled in grad school to get my masters, beginning next fall."

Watch CBS News

Teens come up with trigonometry proof for Pythagorean Theorem, a problem that stumped math world for centuries

By Bill Whitaker

May 5, 2024 / 7:00 PM EDT / CBS News

As the school year ends, many students will be only too happy to see math classes in their rearview mirrors. It may seem to some of us non-mathematicians that geometry and trigonometry were created by the Greeks as a form of torture, so imagine our amazement when we heard two high school seniors had proved a mathematical puzzle that was thought to be impossible for 2,000 years. 

We met Calcea Johnson and Ne'Kiya Jackson at their all-girls Catholic high school in New Orleans. We expected to find two mathematical prodigies.

Instead, we found at St. Mary's Academy , all students are told their possibilities are boundless.

Come Mardi Gras season, New Orleans is alive with colorful parades, replete with floats, and beads, and high school marching bands.

In a city where uniqueness is celebrated, St. Mary's stands out – with young African American women playing trombones and tubas, twirling batons and dancing - doing it all, which defines St. Mary's, students told us.

Junior Christina Blazio says the school instills in them they have the ability to accomplish anything. 

Christina Blazio: That is kinda a standard here. So we aim very high - like, our aim is excellence for all students. 

The private Catholic elementary and high school sits behind the Sisters of the Holy Family Convent in New Orleans East. The academy was started by an African American nun for young Black women just after the Civil War. The church still supports the school with the help of alumni.

In December 2022, seniors Ne'Kiya Jackson and Calcea Johnson were working on a school-wide math contest that came with a cash prize.

Ne'Kiya Jackson: I was motivated because there was a monetary incentive.

Calcea Johnson: 'Cause I was like, "$500 is a lot of money. So I-- I would like to at least try."

Both were staring down the thorny bonus question.

Bill Whitaker: So tell me, what was this bonus question?

Calcea Johnson: It was to create a new proof of the Pythagorean Theorem. And it kind of gave you a few guidelines on how would you start a proof.

The seniors were familiar with the Pythagorean Theorem, a fundamental principle of geometry. You may remember it from high school: a² + b² = c². In plain English, when you know the length of two sides of a right triangle, you can figure out the length of the third.

Both had studied geometry and some trigonometry, and both told us math was not easy. What no one told  them  was there had been more than 300 documented proofs of the Pythagorean Theorem using algebra and geometry, but for 2,000 years a proof using trigonometry was thought to be impossible, … and that was the bonus question facing them.

Bill Whitaker: When you looked at the question did you think, "Boy, this is hard"?

Ne'Kiya Jackson: Yeah. 

Bill Whitaker: What motivated you to say, "Well, I'm going to try this"?

Calcea Johnson: I think I was like, "I started something. I need to finish it." 

Bill Whitaker: So you just kept on going.

Calcea Johnson: Yeah.

For two months that winter, they spent almost all their free time working on the proof.

CeCe Johnson: She was like, "Mom, this is a little bit too much."

CeCe and Cal Johnson are Calcea's parents.

CeCe Johnson:   So then I started looking at what she really was doing. And it was pages and pages and pages of, like, over 20 or 30 pages for this one problem.

Cal Johnson: Yeah, the garbage can was full of papers, which she would, you know, work out the problems and-- if that didn't work she would ball it up, throw it in the trash. 

Bill Whitaker: Did you look at the problem? 

Neliska Jackson is Ne'Kiya's mother.

Neliska Jackson: Personally I did not. 'Cause most of the time I don't understand what she's doing (laughter).

Michelle Blouin Williams: What if we did this, what if I write this? Does this help? ax² plus ….

Their math teacher, Michelle Blouin Williams, initiated the math contest.

Bill Whitaker: And did you think anyone would solve it?

Michelle Blouin Williams: Well, I wasn't necessarily looking for a solve. So, no, I didn't—

Bill Whitaker: What were you looking for?

Michelle Blouin Williams: I was just looking for some ingenuity, you know—

Calcea and Ne'Kiya delivered on that! They tried to explain their groundbreaking work to 60 Minutes. Calcea's proof is appropriately titled the Waffle Cone.

Calcea Johnson: So to start the proof, we start with just a regular right triangle where the angle in the corner is 90°. And the two angles are alpha and beta.

Bill Whitaker: Uh-huh

Calcea Johnson: So then what we do next is we draw a second congruent, which means they're equal in size. But then we start creating similar but smaller right triangles going in a pattern like this. And then it continues for infinity. And eventually it creates this larger waffle cone shape.

Calcea Johnson: Am I going a little too—

Bill Whitaker: You've been beyond me since the beginning. (laughter) 

Bill Whitaker: So how did you figure out the proof?

Ne'Kiya Jackson: Okay. So you have a right triangle, 90° angle, alpha and beta.

Bill Whitaker: Then what did you do?

Ne'Kiya Jackson: Okay, I have a right triangle inside of the circle. And I have a perpendicular bisector at OP to divide the triangle to make that small right triangle. And that's basically what I used for the proof. That's the proof.

Bill Whitaker: That's what I call amazing.

Ne'Kiya Jackson: Well, thank you.

There had been one other documented proof of the theorem using trigonometry by mathematician Jason Zimba in 2009 – one in 2,000 years. Now it seems Ne'Kiya and Calcea have joined perhaps the most exclusive club in mathematics. 

Bill Whitaker: So you both independently came up with proof that only used trigonometry.

Ne'Kiya Jackson: Yes.

Bill Whitaker: So are you math geniuses?

Calcea Johnson: I think that's a stretch. 

Bill Whitaker: If not genius, you're really smart at math.

Ne'Kiya Jackson: Not at all. (laugh) 

To document Calcea and Ne'Kiya's work, math teachers at St. Mary's submitted their proofs to an American Mathematical Society conference in Atlanta in March 2023.

Ne'Kiya Jackson: Well, our teacher approached us and was like, "Hey, you might be able to actually present this," I was like, "Are you joking?" But she wasn't. So we went. I got up there. We presented and it went well, and it blew up.

Bill Whitaker: It blew up.

Calcea Johnson: Yeah. 

Ne'Kiya Jackson: It blew up.

Bill Whitaker: Yeah. What was the blowup like?

Calcea Johnson: Insane, unexpected, crazy, honestly.

It took millenia to prove, but just a minute for word of their accomplishment to go around the world. They got a write-up in South Korea and a shout-out from former first lady Michelle Obama, a commendation from the governor and keys to the city of New Orleans. 

Bill Whitaker: Why do you think so many people found what you did to be so impressive?

Ne'Kiya Jackson: Probably because we're African American, one. And we're also women. So I think-- oh, and our age. Of course our ages probably played a big part.

Bill Whitaker: So you think people were surprised that young African American women, could do such a thing?

Calcea Johnson: Yeah, definitely.

Ne'Kiya Jackson: I'd like to actually be celebrated for what it is. Like, it's a great mathematical achievement.

Achievement, that's a word you hear often around St. Mary's academy. Calcea and Ne'Kiya follow a long line of barrier-breaking graduates. 

The late queen of Creole cooking, Leah Chase , was an alum. so was the first African-American female New Orleans police chief, Michelle Woodfork …

And judge for the Fifth Circuit Court of Appeals, Dana Douglas. Math teacher Michelle Blouin Williams told us Calcea and Ne'Kiya are typical St. Mary's students.  

Bill Whitaker: They're not unicorns.

Michelle Blouin Williams: Oh, no no. If they are unicorns, then every single lady that has matriculated through this school is a beautiful, Black unicorn.

Pamela Rogers: You're good?

Pamela Rogers, St. Mary's president and interim principal, told us the students hear that message from the moment they walk in the door.

Pamela Rogers: We believe all students can succeed, all students can learn. It does not matter the environment that you live in. 

Bill Whitaker: So when word went out that two of your students had solved this almost impossible math problem, were they universally applauded?

Pamela Rogers: In this community, they were greatly applauded. Across the country, there were many naysayers.

Bill Whitaker: What were they saying?

Pamela Rogers: They were saying, "Oh, they could not have done it. African Americans don't have the brains to do it." Of course, we sheltered our girls from that. But we absolutely did not expect it to come in the volume that it came.  

Bill Whitaker: And after such a wonderful achievement.

Pamela Rogers: People-- have a vision of who can be successful. And-- to some people, it is not always an African American female. And to us, it's always an African American female.

Gloria Ladson-Billings: What we know is when teachers lay out some expectations that say, "You can do this," kids will work as hard as they can to do it.

Gloria Ladson-Billings, professor emeritus at the University of Wisconsin, has studied how best to teach African American students. She told us an encouraging teacher can change a life.

Bill Whitaker: And what's the difference, say, between having a teacher like that and a whole school dedicated to the excellence of these students?

Gloria Ladson-Billings: So a whole school is almost like being in Heaven. 

Bill Whitaker: What do you mean by that?

Gloria Ladson-Billings: Many of our young people have their ceilings lowered, that somewhere around fourth or fifth grade, their thoughts are, "I'm not going to be anything special." What I think is probably happening at St. Mary's is young women come in as, perhaps, ninth graders and are told, "Here's what we expect to happen. And here's how we're going to help you get there."

At St. Mary's, half the students get scholarships, subsidized by fundraising to defray the $8,000 a year tuition. Here, there's no test to get in, but expectations are high and rules are strict: no cellphones, modest skirts, hair must be its natural color.

Students Rayah Siddiq, Summer Forde, Carissa Washington, Tatum Williams and Christina Blazio told us they appreciate the rules and rigor.

Rayah Siddiq: Especially the standards that they set for us. They're very high. And I don't think that's ever going to change.

Bill Whitaker: So is there a heart, a philosophy, an essence to St. Mary's?

Summer Forde: The sisterhood—

Carissa Washington: Sisterhood.

Tatum Williams: Sisterhood.

Bill Whitaker: The sisterhood?

Voices: Yes.

Bill Whitaker: And you don't mean the nuns. You mean-- (laughter)

Christina Blazio: I mean, yeah. The community—

Bill Whitaker: So when you're here, there's just no question that you're going to go on to college.

Rayah Siddiq: College is all they talk about. (laughter) 

Pamela Rogers: … and Arizona State University (Cheering)

Principal Rogers announces to her 615 students the colleges where every senior has been accepted.

Bill Whitaker: So for 17 years, you've had a 100% graduation rate—

Pamela Rogers: Yes.

Bill Whitaker: --and a 100% college acceptance rate?

Pamela Rogers: That's correct.

Last year when Ne'Kiya and Calcea graduated, all their classmates went to college and got scholarships. Ne'Kiya got a full ride to the pharmacy school at Xavier University in New Orleans. Calcea, the class valedictorian, is studying environmental engineering at Louisiana State University.

Bill Whitaker: So wait a minute. Neither one of you is going to pursue a career in math?

Both: No. (laugh)

Calcea Johnson: I may take up a minor in math. But I don't want that to be my job job.

Ne'Kiya Jackson: Yeah. People might expect too much out of me if (laugh) I become a mathematician. (laugh)

But math is not completely in their rear-view mirrors. This spring they submitted their high school proofs for final peer review and publication … and are still working on further proofs of the Pythagorean Theorem. Since their first two …

Calcea Johnson: We found five. And then we found a general format that could potentially produce at least five additional proofs.

Bill Whitaker: And you're not math geniuses?

Bill Whitaker: I'm not buying it. (laughs)

Produced by Sara Kuzmarov. Associate producer, Mariah B. Campbell. Edited by Daniel J. Glucksman.

Bill Whitaker is an award-winning journalist and 60 Minutes correspondent who has covered major news stories, domestically and across the globe, for more than four decades with CBS News.

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