Problem-Solving Interview Questions

Introduction

Use interview questions that test candidates' problem-solving abilities to spot those who are focused on results. Look for people who can solve technical problems and who are analytical and spherical in their thinking. Candidates who can spot issues or predict when one might occur will stand out. Candidates should describe their plan for fixing the issue and preventing it from occurring again.

Any position can use these sample problem-solving interview questions, regardless of the role's industry or level of seniority.

Why should you ask candidates problem-solving interview questions?

Employees will inevitably run into obstacles at work. Use the interview process to gauge candidates' approaches to challenging situations before choosing your next job.

Interview questions about problem-solving demonstrate how candidates:

• Approach difficult problems
• Analyze data to identify the source of the issue
• Perform in pressure-filled, unforeseen circumstances
• When their ideas are questioned, respond

Examples of interview questions requiring problem-solving

• Describe a situation when you had to resolve a dilemma without the help of management. What was the outcome, and how did you accomplish it?
• Give an instance where you found an issue, fixed it, and prevented it from getting worse.
• Describe a moment when you foresaw a conflict with a stakeholder. How did you stop it from getting worse?
• Describe a case in which you had significant difficulties performing your work effectively. What difficulties did you face, and how did you resolve them?
• Describe a moment when you managed a crisis effectively.
• Although the new initiative you're in charge of has huge financial potential, it also poses a risk of legal trouble for the business. What approach would you use here?
• How do you determine when to seek assistance or try to tackle a situation on your own?

Tips for evaluating problem-solving abilities in interviews

• Use hypothetical scenarios that might occur at work in your interviews. Avoiding illogical topics that are unrelated to your business is preferable. 
• Examine applicants' problem-solving processes in detail, from identifying and understanding the problem to weighing the available options and selecting the best one.
• Candidates who offer original solutions deserve your consideration. Fresh perspectives from creative brains can benefit your business.
• Employees should be committed and have a can-do attitude when issues emerge. Analyze the candidates' prior experience solving problems. They would make excellent hires if they were committed to finding the best solution as quickly as possible.
• The preponderance of difficult circumstances necessitates teamwork. The candidates' prior experiences will demonstrate how they worked with others to make decisions and how at ease they were seeking assistance.
• Ask questions that are pertinent to the work that your potential candidates will be doing if you're hiring for a technical position. You can tell if a candidate has the essential soft skills and problem-solving aptitude by asking technical problem-solving interview questions like, "How would you troubleshoot this X bug?"

Red flags to note

• No response. A candidate may avoid dealing with challenging conditions if they can't think of an example of an issue they encountered in a previous position.
• Canned responses. A general response along the lines of, "Once, I dealt with a customer who was unhappy with the pricing. The candidate's statement, "I was able to calm them down and clinch the transaction," doesn't reveal anything about how they thought. To learn more specifics, follow up with more inquiries.
• Focus on the problem rather than the solution. Finding the issue is critical, but figuring out a solution is even more crucial. Candidates who dwell too much on the issue might be too pessimistic to qualify for the job.
• Stressed or unpleasant. When placed on the spot, it's common to feel a little uneasy. However, if a candidate is so frazzled that they are unable to respond to the question, that is a sign that they or cannot handle stress.
• Superficial solutions. Candidates who choose the simple route out of a situation frequently overlook relevant factors and constraints. Choose candidates who examine the material you've provided and inquire about further details to better understand the issue.
• Cover up the problem or minimize its significance. Unsolved issues could potentially worsen if left unattended. Workers who put things off might not be goal-oriented or invested in their work.

Conclusion

These Problem interview questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Problem interview questions.