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Interview Questions

50 Interview Questions About Problem Solving (With Answers)

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

March 22, 2024

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

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What is problem solving?

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

Why problem solving is important in the workplace

1. enhances adaptability.

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

2. Promotes Innovation

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

3. Improves Team Collaboration

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

5 Tips for Answering Problem-Solving Interview Questions

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

1. Use the STAR Method

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

2. Highlight Your Analytical Skills

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

3. Show Adaptability

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

4. Emphasize Collaboration

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

5. Reflect on Lessons Learned

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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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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Get Our Job Interview Questions & Answers Cheat Sheet!

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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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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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Problem-solving interview questions and answers

Use these sample problem-solving interview questions to discover how candidates approach complex situations and if they can provide effective solutions.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

10 good problem-solving interview questions

• Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?
• Give an example of a time when you identified and fixed a problem before it became urgent.
• Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?
• Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?
• Recall a time when you successfully used crisis-management skills.
• How would you handle a new project with great revenue potential but potential legal implications for the company?
• How do you determine when to solve a problem on your own or ask for help?
• Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.
• Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.
• Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

1. Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?

This question assesses candidates’ ability to take initiative and solve problems independently. Look for their problem-solving approach, the actions they took, and the outcome of their efforts.

Sample answer:

“In my previous role, we encountered a sudden technical issue that disrupted our operations. As the team lead, I gathered all available information, analyzed the root cause, and facilitated a brainstorming session with the team. We implemented a temporary workaround and collaborated with the IT department to resolve the issue. Our proactive approach ensured minimal disruption, and we were able to restore normal operations within 24 hours.”

2. Give an example of a time when you identified and fixed a problem before it became urgent.

This question evaluates candidates’ ability to anticipate and address problems proactively. Look for their ability to identify potential issues and take preventive measures.

“While working as a project manager, I noticed a potential bottleneck in our production process that could have led to delays if left unaddressed. I conducted a thorough analysis, identified the root cause, and proposed process improvements. By implementing these changes proactively, we eliminated the bottleneck and increased efficiency. As a result, we consistently met project deadlines, and our team’s productivity significantly improved.”

3. Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?

This question assesses candidates’ ability to identify and mitigate potential conflicts. Look for their communication and problem-solving skills in managing stakeholder relationships.

“While working on a cross-functional project, I anticipated a miscommunication issue that could arise with a key stakeholder due to conflicting expectations. I scheduled a meeting with the stakeholder, listened to their concerns, and facilitated a discussion among the team members. By proactively addressing the issue, we established clear communication channels, built trust, and ensured a smooth collaboration throughout the project.”

4. Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?

This question evaluates candidates’ ability to handle challenges and find solutions to improve efficiency. Look for their problem-solving strategies and their adaptability to overcome obstacles.

“In a previous role, I faced a situation where the workload significantly increased due to unexpected circumstances. To maintain efficiency, I assessed the situation, identified tasks that could be delegated, and communicated with my colleagues to seek their support. By redistributing responsibilities and fostering a collaborative environment, we successfully managed the increased workload without compromising quality or missing deadlines.”

5. Recall a time when you successfully used crisis-management skills.

This question assesses candidates’ ability to remain calm and make effective decisions under pressure. Look for their problem-solving approach and their ability to handle high-stress situations.

“In a previous role as a customer service representative, we experienced a sudden surge in customer complaints due to a product quality issue. I quickly coordinated with relevant departments, identified the root cause, and developed an action plan. By prioritizing urgent cases, maintaining open communication with affected customers, and providing timely updates, we regained customer satisfaction and prevented further damage to our brand reputation.”

6. How would you handle a new project with great revenue potential but potential legal implications for the company?

This question assesses candidates’ ability to balance potential risks and rewards. Look for their ethical considerations, problem-solving approach, and willingness to seek guidance when faced with legal implications.

“If faced with a project that carries both revenue potential and potential legal implications, I would approach it with caution and thorough evaluation. I would research and seek legal guidance to fully understand the implications and compliance requirements. I would then collaborate with legal experts, cross-functional teams, and stakeholders to develop a comprehensive plan that minimizes legal risks while maximizing revenue potential.”

7. How do you determine when to solve a problem on your own or ask for help?

This question assesses candidates’ judgment and collaboration skills. Look for their ability to assess situations and make decisions about when to seek assistance.

“When faced with a problem, I first evaluate its complexity and impact on the project or task at hand. If it’s within my capabilities and doesn’t significantly hinder progress, I take the initiative to solve it on my own. However, if the problem is complex or could have a significant impact, I believe in seeking help from relevant team members or subject matter experts. Collaboration often leads to more comprehensive and effective solutions.”

8. Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.

This question assesses candidates’ ability to think critically and make sound decisions in challenging situations. Look for their problem-solving approach, decision-making process, and the outcomes of their decisions.

“In a previous role, I faced a tight deadline for a project with limited resources. It required careful resource allocation and prioritization. I gathered all available data, analyzed the project requirements, and consulted with team members. Through strategic planning and effective delegation, we managed to complete the project successfully within the given timeframe, exceeding client expectations.”

9. Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.

This question assesses candidates’ ability to leverage intuition and past experiences to navigate problem-solving situations. Look for their ability to reflect on past situations, apply lessons learned, and make informed decisions.

“In a previous role, I noticed a recurring issue in our supply chain that had caused delays in the past. Drawing upon my prior experience, I anticipated the problem and suggested process improvements to streamline the supply chain. By implementing these changes, we minimized delays and improved overall efficiency, resulting in cost savings for the company.”

10. Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

This question assesses candidates’ ability to tackle complex projects and break them down into manageable tasks. Look for their problem-solving approach, organization skills, and ability to persevere in the face of challenges.

“I once undertook a project that involved a significant amount of data analysis and reporting within a tight deadline. Initially, it felt overwhelming, but I broke it down into smaller tasks and created a detailed timeline. I prioritized the most critical aspects and sought assistance from colleagues with specialized skills. Through effective time management, collaboration, and diligent effort, we successfully completed the project on time and delivered high-quality results.”

Why you should ask candidates problem-solving interview questions

Employees will face challenges in their job. Before you decide on your next hire, use your interview process to evaluate how candidates approach difficult situations.

Problem-solving interview questions show how candidates:

• Approach complex issues
• Analyze data to understand the root of the problem
• Perform under stressful and unexpected situations
• React when their beliefs are challenged

Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for analytical and spherical thinkers with the potential for technical problem solving.

Potential hires who recognize a problem, or predict one could potentially occur, will stand out. Candidates should also demonstrate how they would fix the issue, and prevent it from occurring again.

These sample problem-solving interview questions apply to all positions, regardless of industry or seniority level. You can use the following questions to gauge your candidates’ way of thinking in difficult situations:

Tips to assess problem-solving skills in interviews

• During your interviews, use hypothetical scenarios that are likely to occur on the job. It’s best to avoid unrealistic problems that aren’t relevant to your company.
• Examine how candidates approach a problem step-by-step: from identifying and analyzing the issue to comparing alternatives and choosing the most effective solution.
• Pay attention to candidates who provide innovative solutions. Creative minds can contribute fresh perspectives that add value to your company.
• When problems arise, employees should show commitment and a can-do attitude. Test candidates’ problem-solving skills in past situations. If they were determined to find the best solution as soon as possible, they will be great hires.
• Most complex situations require a team effort. Candidates’ previous experiences will show you how they collaborated with their colleagues to reach decisions and how comfortable they felt asking for help.
• If you’re hiring for a technical role, ask questions relevant to the work your future hires will do. Technical problem-solving interview questions, like “How would you troubleshoot this X bug?” will reveal your candidates’ hard skills and their ability to effectively address problems on the job.
• No answer. If a candidate can’t recall an example of a problem they faced in a previous position, that’s a sign they may avoid dealing with difficult situations. Canned answers. A generic answer like “Once, I had to deal with a customer who complained about the pricing. I managed to calm them down and closed the deal,” doesn’t offer much insight about the candidate’s thought process. Ask follow-up questions to get more details.
• Focus on the problem, not the solution. Identifying the problem is one thing, but finding the solution is more important. Candidates who focus too much on the problem may be too negative for the position.
• Feeling stressed/uncomfortable. It’s normal to feel slightly uncomfortable when put on the spot. But, if candidates are so stressed they can’t answer the question, that’s an indicator they don’t handle stressful situations well.
• Superficial answers. Candidates who choose the easy way out of a problem usually don’t consider all aspects and limitations of the situation. Opt for candidates who analyze the data you’ve given them and ask for more information to better dig into the problem.
• Cover up the problem or minimize its significance. Unaddressed problems could quickly escalate into bigger issues. Employees who leave things for later mightn’t be result-oriented or engaged in their jobs.

In conclusion, problem-solving interview questions provide valuable insights into candidates’ abilities to approach challenges, think critically, and provide effective solutions. By asking these questions and considering the tips provided, you can assess candidates’ problem-solving skills and make informed hiring decisions that align with your organization’s needs.

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Answering Problem-Solving Interview Questions: Tips and Examples

Problem-solving skills are difficult to describe and quantify: they’re a combination of different hard and soft skills such as logical inference, technical knowledge, adaptability and innovation, leadership potential, decision-making, productivity, and collaboration.

All are crucial for developing expertise and delivering results at work — especially when the going gets tough.

And because problem-solving is so important, you’re almost guaranteed to get asked about it in a job interview. Read on, and make sure no problem-solving question catches you off guard.

In this article, you’ll learn:

• How to answer problem-solving job interview questions
• Types of problem-solving questions
• Why recruiters ask these questions and what your answers might reveal
• Sample answers for the main types of problem-solving questions

Want to get an offer after every interview? Our interview prep tool will guide you through all the questions you can expect, let you record and analyze your answers, and provide instant AI feedback. You’ll know exactly what to improve to turn your next interview into a job.

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How to Answer Problem-Solving Job Interview Questions

Here’s how to understand the intention behind problem-solving interview questions and create an informative answer that will highlight your expertise and potential.

Understand the problem-solving question and why recruiters ask it

Reflect on your thought process, be specific, follow up with clear outcomes, use the star method.

Hiring managers and recruiters want to know how you identify roadblocks, analyze information, and overcome challenges. These challenges can vary from specific, technical issues to more general issues like improving company processes or handling interpersonal relationships.

To put these skills to the test, recruiters use “problem-solving” job interview questions, also known as analytical questions. Here are some common ones:

• Tell me about a situation where you had to solve a difficult problem.
• Give me a specific example of a time when you used good judgment and logic in solving a problem.
• Describe a time when you didn’t know how to solve a problem. What did you do?
• Describe how you approach a complex or difficult problem.

Here’s what these questions help recruiters discover:

Your adaptability and innovation

Are you an out-of-the-box thinker who’s open to new ideas and who can handle uncharted waters easily?

Efficiency and productivity

Are your problem-solving skills contributing to the team’s performance, removing bottlenecks, smoothing out processes, and keeping projects on track?

Collaboration and communication

Are you successfully collaborating with others to find solutions? Are you handling people-related problems effectively?

Decision-making

Can you efficiently evaluate different options and reach a decision independently? Can you make sound decisions to minimize risks and maximize benefits and opportunities?

Leadership potential

Are your problem-solving skills so good that they open up new opportunities for you to move in the leadership direction ?

Problem-solving interview questions are not tied to a specific role and industry. Mastering your problem-solving skills will help you stand out from the competition and be more successful in your role, whatever it may be.

And if you need help with answering other common interview questions, sign up for our free course !

Be mindful of your thought processes when you face a difficult problem.

Is your initial reaction to panic or are you calm and enthusiastic to tackle it? Is the problem stopping you from focusing on everything else you’re working on? Do you look at the problem as a whole or do you break it down?

Understanding how you think and approach the problem will help you know yourself and improve your problem-solving skills, but it’ll also make it easier to answer these tricky questions during an interview.

Tailor your answers to problem-solving interview questions so that you cover specific details, actions, and skills relevant to the position. If possible, list the results and share lessons learned from an experience you’re describing.

We’re not saying you should lie and make up a story about your problem-solving skills for each position you apply for; remember that this is a broad set of skills and you surely have something relevant from your past experience that you can bring up.

💡 For example, if you’re a Customer Service Representative applying for the same role in another company, you can speak about how you solved a customer’s problem or how you helped the team switch to a new CRM tool and transfer all the data.

💡 If you’re applying for a leadership role in the customer service field, you can speak about how you handled an interpersonal problem within a team or how you spotted bottlenecks and modified processes to make the team more efficient.

💡 If you’re moving to a Sales position, you can highlight your selling experience and talk about a time when you had to solve a customer’s problem and you managed to upsell them in the process.

Prove you have outstanding problem-solving skills by listing clear outcomes for every problem you solved. They can be quantitative or qualitative.

💡 Fixed a process? Say that it improved team productivity by X%.

💡 Handled a difficult client? If they became a VIP customer later on, mention it.

💡 Resolved a conflict? Describe how the experience helped you strengthen the bonds in a team.

💡 Solved a complex technical problem? Say that you got a bonus for it, or that you expanded and improved the existing documentation to help coworkers in the future.

Whenever possible, use the STAR (situation-task-action-result) method in your answer:

• (S) ituation: Describe the situation and provide context.
• (T) ask: What tasks you planned on doing to tackle the issue, your contribution.
• (A) ction you took (step-by-step).
• (R) esult of your efforts.

It’ll help you create a well-rounded answer that’s informative and engaging. Plus, using this method to prepare answers in advance will help you memorize the story quickly and easily.

✅ Bear in mind that not every problem-solving interview question can be answered with a STAR method. Some questions will be very specific and will ask for quick and short information about a certain tool or similar. Other questions, the ones beginning with “Give me an example when…” or “Tell me about a time when…” will be the perfect opportunity to use the STAR method.

Also, remember that there’s never a single correct answer to a problem-solving question, just like there usually are multiple solutions to a given problem — a study on the hospitality industry revealed that the most successful problem-solving strategies applied in the workplace were always very specific to given circumstances.

Questions about your problem-solving skills are just one group of the standard interview questions, you can be almost sure you will get asked. Prepare for other interview “classics” with our dedicated guides:

• Tell Me About Yourself: Sample Answers
• Where Do You See Yourself in 5 Years?
• Why Did You Leave Your Last Job?
• What Are Your Strenghts?
• What Is Your Greatest Weakness?
• How Do You Handle Conflict?
• Why Should We Hire You?
• Why Do You Want to Work Here?

If prepping for a video interview, learn what to expect from this guide: Video Interviewing Tips & Tricks

And if you’re interested in interviewing for specific positions, see:

• Sales Interview Questions and Answers
• Customer Service Interview Questions and Answers
• Customer Service Manager Interview Questions and Answers
• Behavioral Interview Questions for Customer Service

Types of Problem-Solving Job Interview Questions

How do you approach complex problems.

• Can you provide an example of a challenging issue you’ve encountered and how you resolved it?

How do you prioritize multiple tasks when faced with tight deadlines?

• Tell me about a time when you faced a difficult problem at work. How did you solve it?
• Tell me about a time when your team faced a problem and you helped to find a solution.

Describe a situation in which you received criticism for your solution to a problem. How did you handle that?

Can you provide an example of when you had to collaborate with a team to solve a work-related problem.

• Can you describe a situation where you had to use your problem-solving skills to make a decision?

How would you respond if a high-priority project was suddenly delayed, jeopardizing the deadline?

Imagine a scenario where your manager was unavailable, but a client had an urgent issue – what would you do, if you encountered a high-stress situation that required you to stay calm and focused, how would you handle it.

• Imagine you’re faced with a tight deadline, but you’ve encountered a significant roadblock. How would you handle this situation?
• How would you assess and resolve a performance issue in a web application?
• Describe your approach to troubleshooting a networking issue that spans multiple devices.
• How would you approach debugging a piece of software with limited documentation?
• How would you deal with an angry VIP customer if your boss was away?
• What would you do if you noticed a decline in the ROI of your team?
• How would you troubleshoot an error in a software product that has been released to customers?

1. General problem-solving questions

These questions aim to discover your general approach to problems and challenges.

Interviewers want to know how you approach the process of solving complex problems. Do you jump straight into it or do you take a step back, break the problem down into manageable components, analyze the info you have, and then dive in?

Can you provide an example of a challenging issue you’ve encountered and how you resolved it?

Can you assess a situation and find the most appropriate solution? Can you handle the pressure? Do you take the lead during difficult times? Are you able to take responsibility for the outcomes?

This question is more specific than the previous one, so make sure you think about a situation in advance and prepare your answer using the STAR method.

Big Interview’s Answer Builder can help you shape your answer. You’ll be able to list and filter the points you’d like to mention, add details and rearrange the order to create a compelling story.

Plus, you’ll get bite-sized tips on how to answer the most common interview questions while you’re in the Builder.

Recruiters want to know how you set criteria based on which you’ll set priorities, how and if you juggle between multiple tasks, and how you communicate and collaborate with other people involved.

General problem-solving sample answer

“Tell me about a time when you faced a difficult problem at work. How did you solve it?”

Behavioral questions about problem-solving

Behavioral questions ask for specific situations from your past in which you displayed a certain behavior. Based on it, recruiters hope to predict how you’ll perform in the future.

Tell me about a time when your team faced a problem and you helped to find a solution

This one’s asked to assess your teamwork and cooperation skills in tough situations.

Interestingly, a 2015 study on problem-solving in the workplace showed that when it comes to expertise-related problems, employees rarely relied on trial-and-error or information retrieval as modes of problem-solving.

Instead, they mostly relied on help from others, that is, their coworkers who they believed were experts on the subject matter.

This puts emphasis on the importance of teamwork and collaboration in problem-solving. And you certainly noticed how easier it gets to solve a problem (or brainstorm a new idea) as a group, when different individuals bring fresh, unique ideas to the table.

So, recruiters want to know if you’d be cooperative and open to a teamwork experience, and these factors might hint at how you’ll fit in with the team.

This one checks how you handle feedback and criticism — it’s challenging, but it’s essential for growth.

In your answer, make sure you depict a situation in which you demonstrated that growth mindset and the ability to see that taking criticism is not a sign of weakness (or a personal attack on you) but a unique opportunity to learn something new.

Similarly to the first question in this group, this one aims to see how you perform in a team and solve problems collectively.

According to a study , in a team, task completion can be independent , when each team member completes their own activities, sequential , when activities go from one team member to another, reciprocal , when activities are done back-and-forth between team members, or intensive , when all team members work on activities and problem-solving simultaneously.

Recruiters want to get to know more about your ideal teamwork process model and how you connect with others to solve problems.

Your answer will tell them if you’re a good team problem-solver, team player, and if you’re able to give and share credit, as well as take responsibility if something goes wrong.

Behavioral problem-solving sample answer

“Can you describe a situation where you had to use your problem-solving skills to make a decision?”

Situational problem-solving questions

Situational problem-solving questions put you in a hypothetical situation, present a problem, and ask for your opinion/solution.

Even if you haven’t encountered a similar situation in the past, it will help you to draw parallels from your experience to create answers to these questions.

Your answer to this question will tell recruiters about your flexibility, time and task organization, prioritization, as well as how you handle pressure.

An ideal employee will be able to think quickly and adapt to unforeseen circumstances, all the while remaining calm and composed. You’ll want to aim at displaying these qualities in your answer.

Taking the lead and taking calculated risks shows that a person has outstanding problem-solving skills and is not afraid to take initiative, which shows leadership potential.

Your answer to this question needs to demonstrate your ability to quickly analyze information, weigh pros and cons of a situation, and make decisions on the spot. This is especially important if you’re applying for leadership positions, like a team leader or a project manager.

Recruiters and hiring managers want to assess your ability to handle stress, make rational decisions, and maintain a focused approach in tricky, high-pressure situations.

Make sure to provide them with relevant examples from your past that will paint a picture of your skills and abilities. This is especially relevant for high-pressure positions such as police officers, lawyers, financial analysts, and similar.

Situational problem-solving sample answer

“Imagine you’re faced with a tight deadline, but you’ve encountered a significant roadblock. How would you handle this situation?”

Technical questions about problem-solving

Technical problem-solving questions are based on the technical knowledge that underlies each role. They aim to check your expertise or the means by which you connect the dots or obtain information if you don’t possess it.

Will you sort through the documentation to find a solution? Or is your first reaction to recall a past experience? Perhaps you prefer connecting with an expert or a coworker with more experience than you. Or you’re the type of person to synthesize your existing knowledge and try to find a solution through trial and error. Maybe you’ll turn to a book or a course? Whatever it is, recruiters would like to know.

There are many ways to solve these problems and your preferred strategies will give recruiters insight into how you think and act.

Examples of technical questions about problem-solving are:

💡 Bear in mind that, with the rapid development of AI, the majority of technical tasks might be overtaken by robots in the future. That’s why it’s important that you work on your non-technical skills, too. Employers are already admitting that problem-solving skills are the second most important skill they’re looking for. For this reason, researchers are working hard to find and develop frameworks for helping people improve their problem-solving capabilities — you can read more about it in this paper on problem-solving skills among graduate engineers .

Technical problem-solving sample answer

“How would you troubleshoot an error in a software product that has been released to customers?”

✅ Pro tip: Practicing in advance is the only way to make sure your answer is flawless! The Mock Interview Tool will help you record your answer and get instant feedback on its quality and delivery. From power words and your pace of speech to “ummm” counter and eye contact, you’ll get help on how to improve in no time!

Our tool helped AJ land his first job in tech and get 7 job offers in the process . “I think Big Interview was super helpful in that aspect of having canned answers for every possible scenario and being in the moment of answering those questions.”, said AJ.

Problem-Solving Interview Questions: Popular Opinions vs. Expert Advice

Now that we covered different types of problem-solving questions and how to answer them, we decided to dive into popular forums and see what job-seekers have to say on this topic. We picked pieces of advice that resonated with the community and confronted them with expert-backed best practices. Let’s see where we stand.

IndianaJones Jr on Reddit said : “If I was an interviewer asking this question, I would expect a personalized answer relevant to yourself, not to specific projects. At least that’s my interpretation.

“What are your experiences in problem-solving?” 

Sample answer: Generally, when I’m working on a project I find it’s easier to start at the end and work backwards. I use that to get a broad strokes idea of where my work needs to take me on any particular project and then I head in that direction. I find that when I get to specific problems I can get too stuck on using tried and true methods so I try to encourage myself to use out-of-the-box solutions. For example [your example here]…”

Career expert comments:

The “bones” of this sample answer are solid. It puts emphasis on breaking down the candidate’s thought process and displays patterns through which the candidate solves problems and learns along the way. However, the most important part of the answer — the actual example of a candidate’s problem-solving skills put to practice — remains a placeholder. Remember, the more specific you get in your answer, the better the impression you make on the interviewer. So here, I recommend paying equal attention to a specific situation in which you solved a problem and using the STAR method to tell that story.

Ambitious_Tell_4852 , when discussing the question “Give an example of a challenge you faced and how you overcame it,” said: 

“Clearly, that is the standard trick question designed for a prospective new hire to tell a prospective employer about his/her professional weaknesses. Oldest “negative Nelli’’ question imaginable during the interview process. Always keep your answer thorough and positive albeit sickeningly sugar-coated! 😁”

This is, straight-out, a bad piece of advice. If an interviewer wants to hear about your weaknesses, they will ask “What is your greatest weakness?” 

A question about overcoming a challenge isn’t a trick question at all. I’d argue it’s actually an opportunity to share some of your proudest wins. But when it comes to answering this question, it’s true that your answers do need to be thorough and positive. This doesn’t mean you need to sugar-coat anything, though. Interviewers don’t want to hear you downplaying your challenges. On the contrary, they want to hear you speak about them honestly and explain what you learned from them. And being able to do so puts a healthy, positive spin on the situation. To put it shortly: provide a real example from your past, answer this question honestly, and emphasize the results and lessons learned. 

Here’s an opinion from a hiring manager, Hugh on Quora, about how to answer a question about a time you needed to solve a problem:

“It really doesn’t matter what the problem you describe is or how you solved it. What I am looking/listening for is 1) the size of the problem (the bigger, the better, a broken shoelace before going out on a date is not an impressive problem) and 2) a step-by-step process to a satisfactory solution (if suddenly all variables fell into place does not show me that you solved the problem — you were just there when it solved itself).

I am also looking/listening for an example of how you solve a problem after you are hired. I may have to explain it to my superiors, and I would like to know that I have a complete and accurate story to tell.”

Career expert comments:  

A good piece of advice from someone who has first-hand hiring experience. When talking about problem-solving, a detailed description of your process is key. The only thing I wouldn’t agree with is having to choose a “big” problem. If you do have experience solving a big problem, that’s great. But sometimes you won’t have a major problem to talk about, and it largely depends on your level of experience and your position. So pick a relevant difficulty, even if it’s not that big, in which you displayed skills relevant to the role you’re applying for.

• Problem-solving skills encompass your logical inference, technical knowledge, adaptability and innovation, leadership potential, decision-making, productivity, and collaboration.
• Because these skills are important in the workplace, there’s a variety of problem-solving interview questions recruiters will ask to assess you.
• Some of them include behavioral, situational, or technical problem-solving questions.
• In order to answer these questions, you need to be aware of your thought processes when faced with a problem.
• In your answer, be as specific as you can and use the STAR format whenever possible.
• Make sure to highlight outcomes, results, or lessons learned.
• As always, the best strategy is to anticipate these questions and prepare rough answers in advance. Including practicing your answer so you’re confident for your interview.

____________________

Need help with your job search? There are 3 ways we can help you:

• Tired of interviewing and not landing the job? Discover actionable lessons and interview practice here (Rated with 4.9/5 by 1,000,000 users).
• Learn how to talk about your proudest accomplishments without bragging or underselling yourself.
• Learn how to answer tricky questions about conflict resolution in the workplace.

How can I improve my problem-solving skills?

Stay in the loop with new technologies and trends. Accept challenges and problems as a way to grow, don’t panic over them. Acquire a systematic approach to analyzing problems, break them down into smaller components which will help you discover root causes and devise a solution plan. Practice logical thinking, evaluating evidence, and staying objective. And give yourself time. Perhaps not surprisingly, studies suggest that the more business experience you have, the better you become at problem-solving.

Are there specific resources available to practice problem-solving interview questions?

There’s a variety of resources available to you, such as courses and Youtube tutorials, Facebook/LinkedIn groups, forums such as Reddit and Quora, books, or online platforms like Big Interview. If you’re trying to develop technical problem-solving skills, you might benefit from relevant platforms’ knowledge bases or YT channels; but if you’re looking specifically for how to answer interview questions, platforms like Big Interview are the way to go.

How should I handle a question about a problem-solving scenario I have not encountered before?

Don’t be afraid to ask additional questions for clarification. If you’ve never dealt with this problem before, be honest about it but answer how you would solve the problem if you were faced with it today. Break the problem down into manageable steps, try to recall a similar situation from your own experience that could help you draw parallels, and propose several different solutions.

Can I talk about my problem-solving experiences derived from non-professional settings such as student projects?

Yes, especially if you’re a recent graduate or a candidate with limited experience. You can use experiences and examples from student projects, extracurricular activities, and you can even use examples from your personal life, as long as you present them in a professional manner and connect them to the position you’re applying for. Remember to highlight the results, as well as the skills that helped you solve the problem and that are relevant to the position you’re applying for.

Are there any common mistakes to avoid when answering problem-solving questions during an interview?

The most common mistake is not preparing in advance which causes rambling. You need to make sure that your answer is informative and well-structured, and that you’re not only presenting a solution but also laying down the steps to display your logical reasoning. Make sure not to forget to give credit to teammates if they contributed to solving the problem you chose to talk about. Finally, for a coherent and informative presentation, make sure you use the STAR method.

What can I do if I don’t know the answer to a technical problem-solving question in an interview?

Handle it professionally. You can always try to reach a conclusion by breaking down the problem and thinking out loud to show your thinking mechanism. Draw parallels between the problem at hand and another similar problem you encountered before. Lay down possible solutions, even if you’re not sure they’ll work, and be transparent — feel free to tell the recruiter you’re not sure how to answer it, but make sure you emphasize that you’re open to learning.

Can I ask for help or guidance from the interviewer during a problem-solving question?

Avoid asking for help directly, but ask for clarification in case something is unclear or if you need additional information. Sometimes, the interviewer will take the initiative and provide you with hints to encourage you and see how you think.

How can I demonstrate creativity and resourcefulness when answering problem-solving questions?

It’s all about storytelling! Preparing in advance will provide some space for displaying your creativity. You can do it by making fun analogies or drawing parallels from well-known situations; or making pop-culture references.

Maja Stojanovic

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6 Common Problem-Solving Interview Questions and Answers

By Status.net Editorial Team on November 22, 2023 — 9 minutes to read

As you walk into a problem-solving interview, it’s normal to feel nervous about what to expect. These interviews are aimed at assessing how well you can analyze a problem, develop an approach, and arrive at a solution. Employers want to see how you think, break down complex situations into manageable parts, and use creativity to find answers. To help you navigate these interviews, let’s go over some common types of problem-solving questions and answers.

Common Problem-Solving Interview Questions and Answers

“can you describe a difficult problem you faced at work and how you solved it”.

When answering this question, choose a specific problem that you faced at work. Make sure to provide a clear description of the issue, the steps you took to address it, and the outcome. Demonstrating that you’re capable of breaking down problems and taking a logical, methodical approach to finding a solution is key.

Example: “At my previous job, our team was struggling with meeting sales targets. I conducted a thorough analysis of our sales data and identified trends in customer behavior. Based on the findings, I recommended a new marketing strategy, which led to a significant increase in sales.”

“Share a time when you had to think creatively to overcome a challenge.”

This question is all about highlighting your ability to think outside the box. Choose an instance where you had to develop a creative solution to solve a problem and demonstrate how your innovative thinking helped achieve a positive outcome.

Example: “When I was working as a project manager, our team was facing budget constraints that threatened the project’s timeline. I came up with an idea to streamline processes and reduce expenses by utilizing free online collaboration tools, which ultimately saved resources and allowed the project to stay on track.”

“How do you approach handling tight deadlines and multiple tasks?”

Employers want to know that you can handle pressure and prioritize your workload effectively. To answer this question, describe specific strategies you’ve used to juggle multiple tasks and meet tight deadlines, such as setting daily goals, using time management tools, or delegating tasks when appropriate.

Example: “When facing multiple tasks and tight deadlines, I start by making a detailed to-do list and assigning each task a priority level. I then tackle the most time-sensitive and essential tasks first and work my way down the list. If necessary, I’ll reach out to my colleagues for assistance or delegate some tasks to ensure everything gets completed on time.”

“Tell me about a time when your team faced a conflict, and how did you help resolve it?”

This question is aimed at understanding your conflict resolution skills and ability to work well in a team. Describe a specific instance where your team faced a conflict and explain the steps you took to address the issue, making sure to highlight your communication and collaboration skills.

Example: “When I was leading a team project, two team members had a disagreement regarding the project’s direction. I organized a meeting where everyone could express their opinions and concerns. Together, we were able to come to a consensus and adjust the project plan accordingly, leading to a successful outcome.”

“What steps do you take to identify and prioritize issues when problems arise?”

Showcase your problem-solving process by providing a clear description of the steps you take to identify and prioritize issues. Emphasize your ability to analyze situations, stay organized, and make well-informed decisions.

Example: “When problems arise, I first gather information to get a clear understanding of the situation. Next, I assess the severity and urgency of each issue and prioritize them based on their impact on the project or business objective. Once the priorities are established, I create an action plan to address the most pressing issues first and continue working down the list.”

“Describe an instance where you used your analytical skills to find a solution.”

Employers value analytical thinking as it helps assess complex situations and make sound decisions. Choose a specific example where your analytical skills were put to the test and explain how your analysis led to a successful outcome.

Example: “While working as a financial analyst, I spotted discrepancies in a client’s financial reports. By conducting a thorough examination of the data and identifying irregularities in their expenses, I helped the client uncover a case of fraudulent activity. This led to the implementation of stricter internal controls, preventing future fraud occurrences.”

Related: How to Answer 9 Common Situational Interview Questions

How to Answer 11 Common Behavioral Interview Questions

Types of Problem-Solving Interview Questions

Fact-finding questions.

These questions focus on your ability to collect and analyze information, as well as make deductions based on your findings. Employers want to see that you can dig deep and uncover relevant points before arriving at a conclusion. A couple examples of fact-finding questions include:

• How would you investigate an issue with falling sales numbers?
• Can you walk me through how you would analyze the performance of a new product?

To answer fact-finding questions, pay attention to details, use concrete examples, and demonstrate a structured approach to the problem at hand.

Logic and Reasoning Questions

Logic and reasoning questions assess your ability to think critically and objectively to identify the underlying cause of a problem. Employers want to see if you can apply logic to make informed decisions based on sound reasoning. Some examples of logic and reasoning questions include:

• If you were given a problem with two seemingly correct solutions, how would you determine the best course of action?
• How do you decide on the correct priority when faced with various tasks or issues?

When answering logic and reasoning questions, think out loud and reveal your thought process. Incorporate critical thinking techniques and showcase your ability to weigh the pros and cons of different solutions.

Creative Thinking Questions

Creative thinking questions evaluate your ability to come up with original ideas or unconventional approaches to solving problems. Your potential employer wants to see if you can think outside the box and innovate when faced with new situations. Some examples of creative thinking questions may be:

• Describe a situation where you had to solve a problem using an unexpected approach. How did you develop this solution?
• Can you provide an example of when you collaborated on a project that required unique ideas to meet a deadline?

To answer creative thinking questions, highlight your ability to brainstorm and be resourceful. Show that you can adapt and find new solutions to unexpected challenges.

Issue Resolution Questions

Issue resolution questions focus on your ability to resolve conflicts and reach a compromise while working with others. Employers want to ensure that you can effectively communicate, negotiate, and work with people in difficult situations. A few examples of issue resolution questions are:

• Describe a conflict that occurred within a team, and explain how you helped resolve it.
• How do you handle circumstances when two team members have differing opinions on a project?

In responding to issue resolution questions, emphasize your active listening skills, diplomacy, and ability to empathize with others’ perspectives. Show that you can find a resolution that benefits all parties involved, while maintaining a positive and productive working environment.

Crafting Effective Responses

Understanding the problem.

To craft an effective response to a problem-solving interview question, first, make sure you understand the problem. Listen carefully and take notes if necessary. Don’t hesitate to ask for clarification or additional information to ensure you have a complete understanding of the problem. This will show the interviewer that you are thorough and detail-oriented.

Creating a Plan

Next, break down the problem into smaller, manageable steps. This will help you structure your response and demonstrate your ability to think logically. Outline the steps you would take to solve the problem and prioritize them according to importance or urgency.

For example:

• Identify the root cause : Determine the primary issue that needs to be addressed.
• Gather necessary information : Collect data and consult with relevant parties to get a complete understanding of the situation.
• Develop possible solutions : Brainstorm different approaches to tackle the problem and list the pros and cons of each solution.

Implementing Solutions

Once you have a plan in place, be prepared to discuss how you would implement your chosen solution. This may include elements such as identifying resources and stakeholders, setting a timeline for completion, and assigning tasks to relevant team members. Use specific examples to illustrate your points, and be prepared to explain your rationale for each decision.

For instance, you might say, “I would first gather a team of experts in the field to analyze the data and come up with recommendations. We would create and assign tasks to the team members with deadlines to ensure timely progress. Regular check-ins and progress updates would be scheduled to keep everyone on track and address any issues that arise.”

Reviewing Outcomes

After discussing how you would implement your solution, describe how you would evaluate its effectiveness. This might involve tracking and measuring key performance indicators (KPIs), gathering feedback from stakeholders, or conducting post-implementation reviews to identify lessons learned.

Make your evaluation process concrete by providing examples like these:

• Measuring KPIs : “We would track metrics such as customer satisfaction and retention rates to determine the effectiveness of our solution.”
• Stakeholder feedback : “We would collect feedback from team members and stakeholders to better understand the impact of our solution on the larger organization.”
• Post-implementation reviews : “We would conduct periodic reviews to identify areas where we can improve and optimize our solution.”

Common Mistakes and How to Avoid Them

Too much detail.

Sometimes, you might go into too much detail when answering problem-solving interview questions. It’s important to strike a balance between being thorough and being concise. To avoid this mistake, practice summarizing your experience and the steps you took in solving problems. Use bullet points to help you stay organized and focused on the key points.

• Identify the key elements of the problem
• Outline your thought process and steps briefly
• Don’t get lost in unrelated details

Not Enough Detail

On the other hand, not providing enough detail in your answers can leave the interviewer with a lack of understanding about your problem-solving skills. To avoid this, make sure you’re clear about the problem, the steps you took to address it, and the outcomes you achieved. Back up your answers with examples from your past experiences.

• Explain the problem and why it was significant
• Share specific steps you took to solve the problem
• Discuss the outcomes and any lessons learned

Failing to Relate to Job Role

Another common mistake is failing to connect your answers to the job role you’re interviewing for. Always keep the job requirements and responsibilities in mind when talking about your problem-solving skills. Show how your experiences and approach to problem-solving will directly benefit their organization in the position you’re interviewing for.

• Understand the job requirements and responsibilities
• Relate your answers to the specific context of the job
• Explain how your problem-solving skills will directly benefit the organization

Misunderstanding the Question

It can be easy to miss the point of a question or not understand what the interviewer is asking. Misunderstanding the question can lead to an irrelevant answer. To prevent this, take a moment to process the question and, if necessary, ask the interviewer to clarify. This shows that you’re attentive and genuinely interested in giving a thoughtful answer.

• Listen carefully to the question and take a moment to process it
• If needed, ask the interviewer for clarification
• Respond with a focused and relevant answer
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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

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

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

But how do they measure this?

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

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

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

What are Problem Solving Skills? 

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

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

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

Why is Problem Solving Important in the Workplace?

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

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

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

Examples of Problem-Solving in the Workplace

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

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

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

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

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

STAR stands for:

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

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

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

EXPERT ADVICE

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

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

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

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

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

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

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

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

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

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

Amanda Augustine expands on this by saying:

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

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

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

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

1. Analytical Thinking

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

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

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

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

2. Critical Thinking

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

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

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

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

3. Decision Making

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

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

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

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

4. Communication (Teamwork)

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

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

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

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

5. Persistence 

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

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

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

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

Tips to Improve Your Problem-Solving Skills

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

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

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

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

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

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

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

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

More Interview Resources

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

About the Author

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

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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Top 20 Problem Solving Interview Questions & Answers

Master your responses to Problem Solving related interview questions with our example questions and answers. Boost your chances of landing the job by learning how to effectively communicate your Problem Solving capabilities.

Problem-solving is an invaluable skill that transcends industries and job titles. It’s the engine that drives innovation, facilitates adaptability, and enables individuals to navigate complex challenges in their professional and personal lives. Whether you’re stepping into a role that requires analytical thinking on a daily basis or simply looking to enhance your problem-solving prowess, mastering this skill can set you apart in today’s competitive landscape.

This article delves into the art of effective problem solving, offering insight into some of the most common questions interviewers pose to uncover a candidate’s problem-solving abilities. We’ll provide strategies for demonstrating your critical thinking skills and preparing responses that highlight your proficiency at tackling obstacles head-on.

Common Problem Solving Interview Questions

1. how would you approach a situation where the standard solution to a problem is no longer effective.

Innovative thinking and adaptability are key when problem-solving in dynamic environments, as standard solutions may not always be applicable due to changes in technology, market conditions, or other external factors. This question also reveals how a candidate perceives and responds to failure, their resourcefulness, and their commitment to continuous improvement.

When responding to this question, start by acknowledging the importance of understanding why the standard solution is no longer effective. Discuss your process for analyzing the problem, which might include gathering data, consulting with experts, or reviewing feedback. Then, highlight your ability to generate alternative solutions, perhaps by brainstorming or employing creative thinking techniques. Emphasize your willingness to test new ideas, learn from the outcomes, and refine your approach based on the results. It’s also beneficial to mention any relevant past experiences where you successfully navigated a similar challenge.

Example: “ In approaching a situation where the standard solution fails, my initial step is to conduct a thorough analysis to understand the underlying reasons for its ineffectiveness. This involves a critical evaluation of the problem, examining new variables or changes in the environment that may have rendered the traditional approach obsolete. I prioritize data-driven insights and may leverage advanced analytics to discern patterns or anomalies.

Once the root cause is identified, I innovate alternative strategies, drawing on a combination of lateral thinking and industry best practices. This creative process is iterative and collaborative, often involving input from cross-functional teams to ensure a comprehensive perspective. I then pilot these solutions on a small scale to assess their efficacy, rigorously monitoring key performance indicators and being prepared to adapt swiftly. My focus is on developing a resilient and scalable solution, learning from each iteration to refine the approach until the desired outcome is achieved. This methodology has proven successful in past challenges, leading to sustainable improvements and enhanced problem-solving frameworks.”

2. Describe your process for identifying the root cause of complex issues.

Identifying the root cause of complex issues is crucial, ensuring a targeted and effective solution rather than a temporary fix. This question delves into the analytical and systematic thinking abilities of the candidate, revealing their approach to problem-solving. It also demonstrates how the candidate prioritizes tasks, manages resources, and applies critical thinking skills to navigate through layers of information and potential distractions to pinpoint the underlying problem.

To respond effectively, outline a clear, step-by-step approach that you use to diagnose issues. Begin with gathering all relevant information, followed by breaking down the problem into smaller, manageable parts. Describe how you analyze patterns or discrepancies, perhaps using specific methodologies like the “5 Whys” or fishbone diagrams. Mention any collaborative efforts, such as brainstorming with a team or consulting with experts, and highlight the importance of testing hypotheses to confirm the root cause before moving on to developing solutions.

Example: “ null”

3. What steps do you take when you have to solve a problem under tight deadlines?

The ability to manage stress and think critically under tight deadlines is a valuable skill in nearly every job. This question seeks to understand how a candidate prioritizes and maintains a clear head, systematically approaching the problem, and utilizing time management skills to deliver solutions without sacrificing quality or accuracy.

When responding, outline a clear, concise strategy that you follow. Start by quickly assessing the situation to understand the problem’s nature and its urgency. Then, prioritize the tasks that need immediate attention while considering the resources at hand. Explain how you would break down the problem into manageable parts, set achievable milestones, and if necessary, delegate tasks to ensure efficiency. Mention any tools or techniques you use to stay organized, such as time-blocking or the Eisenhower Matrix. Be sure to include an example from your past experience where you successfully implemented this approach to solve a problem under a tight deadline, highlighting the positive outcome that resulted from your methodical process.

Example: “ When faced with a problem under a tight deadline, my initial step is to quickly evaluate the scope and impact of the issue to prioritize effectively. I then break down the problem into smaller, more manageable tasks, setting clear, achievable milestones. Utilizing tools like the Eisenhower Matrix helps me to distinguish between tasks that are urgent and important, ensuring that I focus on those that will have the most significant impact on resolving the problem.

For instance, in a past situation with a critical system outage that needed to be resolved within hours, I swiftly gathered the necessary stakeholders and identified the root cause. By dividing the recovery process into immediate actions, such as system stabilization, and subsequent steps, including a thorough post-mortem, we were able to restore functionality within the deadline. This methodical approach not only resolved the issue promptly but also helped prevent future occurrences, demonstrating the effectiveness of a structured problem-solving strategy under pressure.”

4. Can you give an example of a time when you had to think outside the box to resolve a challenge?

Creativity often becomes a necessity when conventional methods fall short in problem-solving scenarios. This question assesses a candidate’s ability to demonstrate adaptability and innovative thinking, particularly when faced with unique or persistent issues. A candidate’s ability to think outside the box is indicative of their potential to add value to the company by overcoming obstacles in unconventional ways that may save time, resources, or create new opportunities for growth and development.

When responding, select a specific instance that showcases your resourcefulness and originality. Clearly articulate the problem, the range of solutions considered, and the rationale behind the chosen course of action. Emphasize the positive outcome or learning experience derived from it. This narrative should highlight your analytical skills, creativity, and willingness to take calculated risks when necessary.

Example: “ Certainly. On one occasion, I was faced with a challenge where the conventional solutions were either too costly or time-consuming, which could have led to missing critical deadlines. The issue was a bottleneck in data processing that required a faster, more efficient method than the existing workflow. After analyzing the process, I realized that by repurposing an existing tool from a different project and integrating it with a custom script I developed, we could automate a significant portion of the task.

This unconventional approach was not immediately obvious because it required combining tools in a way they were not originally intended to be used. However, by focusing on the end goal rather than the traditional usage of the tools, I was able to create a solution that not only resolved the bottleneck but also improved the overall efficiency of the workflow. The result was a 40% reduction in processing time, which allowed us to meet our project deadlines with a solution that was also more cost-effective than the alternatives. This experience reinforced the value of creative thinking and the importance of looking at problems from multiple perspectives to find the most effective solution.”

5. In what ways do you prioritize problems when multiple issues arise simultaneously?

Discerning which issues demand immediate attention and which can be deferred is a critical aspect of effective problem solving. This skill ensures that resources are allocated efficiently and critical situations are handled promptly. This question sheds light on a candidate’s ability to analyze the severity and impact of various problems, manage stress under pressure, and make judicious decisions that align with the organization’s objectives.

When responding, candidates should demonstrate a systematic approach to prioritization, such as using the Eisenhower Matrix (urgent-important matrix) or MoSCoW method (Must have, Should have, Could have, Won’t have), to evaluate and tackle problems. They should also cite examples from past experiences where they successfully managed concurrent issues, explaining the rationale behind their prioritization and the outcomes of their actions. It’s important to convey adaptability and a willingness to reassess situations as they evolve, ensuring that priorities are always aligned with the most current information and organizational goals.

Example: “ When faced with multiple issues simultaneously, I employ a strategic approach to prioritization, often leveraging the Eisenhower Matrix to categorize problems based on urgency and importance. For instance, I address urgent and important issues first, as these typically have immediate consequences and high impact on key objectives. Next, I tackle important but not urgent tasks, which are critical for long-term success but don’t require immediate action. This ensures that pressing matters are resolved promptly while still advancing strategic goals.

In one scenario, I was confronted with a critical system outage (urgent and important) alongside a request for a new feature implementation (important but not urgent). I immediately mobilized the team to resolve the outage, as it affected our core service delivery. Concurrently, I planned for the feature implementation by scheduling it for the next sprint, ensuring that resources were allocated effectively without compromising ongoing operations. This dual-focus approach not only restored service swiftly but also maintained progress on product enhancements, demonstrating adaptability and a keen understanding of the dynamic nature of problem-solving.”

6. Share an experience where you successfully applied a theoretical concept to a practical problem.

Bridging the gap between abstract ideas and real-world applications is the essence of applying theoretical concepts to practical problems. This translation from theory to practice demonstrates an individual’s ability to understand underlying principles and adapt them to meet specific challenges. It’s a testament to one’s analytical thinking, creativity, and pragmatism.

When responding, outline a specific situation where a theoretical concept was the key to resolving a practical issue. Detail the thought process behind choosing the appropriate theory, how you adapted it to the situation, and the steps taken to apply it. Conclude with the outcome, emphasizing the positive impact and what you learned from the experience. This approach will demonstrate your critical thinking skills, resourcefulness, and ability to deliver practical solutions underpinned by solid theoretical knowledge.

Example: “ In a project where we faced significant time constraints and resource limitations, I applied the Pareto Principle, or the 80/20 rule, to prioritize our efforts. Recognizing that 80% of effects often come from 20% of causes, I conducted an analysis to identify which aspects of the project would yield the highest value. This involved categorizing tasks based on impact and effort, and then focusing our resources on the critical 20% that would drive the most significant results.

By doing so, we were able to streamline our workflow, eliminate inefficiencies, and allocate our limited resources to the areas that would have the most substantial impact on the project’s success. The outcome was a timely completion of the project with a high-quality deliverable that exceeded stakeholder expectations. This experience reinforced the importance of strategic prioritization in problem-solving and has since become a staple in my approach to tackling complex challenges.”

7. What techniques do you use to ensure all potential solutions are considered before making a decision?

A comprehensive approach to problem-solving that goes beyond quick fixes is essential, requiring a methodical evaluation of various solutions. This reveals a candidate’s capacity to be thorough, consider the wider implications of their choices, and their propensity for innovation and creativity in problem-solving. It also provides a window into their ability to prioritize and manage risks, ensuring that decisions are made with a balance of speed and caution.

When responding to this question, outline a structured approach such as the following: First, define the problem clearly. Next, brainstorm possible solutions and use tools like lists, mind maps, or decision matrices to organize and compare them. Then, conduct a risk-benefit analysis for each viable option, considering both short-term and long-term consequences. Consult with relevant stakeholders when necessary to gain diverse perspectives and expertise. Finally, after careful consideration, select the most effective solution while remaining open to revisiting and adjusting the decision as new information or feedback becomes available.

Example: “ To ensure all potential solutions are considered, I employ a systematic approach that begins with a clear definition of the problem. This sets the stage for a comprehensive brainstorming session where I generate a wide array of possible solutions. I then utilize decision-making tools such as decision matrices to organize and prioritize these options, taking into account various criteria relevant to the problem at hand.

Following this, I perform a risk-benefit analysis on each of the shortlisted solutions, weighing their potential impacts in both the short and long term. This is complemented by consulting with stakeholders to incorporate diverse perspectives and expertise, which often reveals considerations that might otherwise be overlooked. The final step involves selecting the most effective solution, while maintaining flexibility to adapt the decision based on evolving circumstances or new insights. This structured yet adaptable approach ensures a thorough evaluation of all options and leads to informed, strategic decision-making.”

8. Detail how you’ve handled a scenario where team members disagreed on the solution to a problem.

Navigating team disagreements can reflect deeper dynamics such as power struggles, communication breakdowns, or diverse perspectives. This question helps understand how a candidate resolves conflicts and builds consensus. The approach taken in such situations reveals the candidate’s leadership qualities, emotional intelligence, and capacity for fostering a collaborative environment.

When responding to this question, outline a specific past experience, emphasizing the steps you took to mediate the disagreement. Begin by explaining how you listened to all parties involved to understand their perspectives. Then, discuss how you evaluated the differing opinions, possibly suggesting a compromise or guiding the team to a data-driven decision. Highlight your communication skills by detailing how you kept the dialogue constructive and focused on the problem, not the individuals. Finally, reflect on the outcome and what you learned from the experience, demonstrating your growth and ability to handle similar challenges in the future.

Example: “ In a previous scenario where team members had conflicting views on a solution, I initiated a structured discussion to ensure each viewpoint was thoroughly understood. I facilitated a session where each member presented their approach, highlighting the pros and cons, and then we collectively analyzed the potential outcomes through a SWOT analysis. This method allowed us to visualize the strengths, weaknesses, opportunities, and threats associated with each option.

After synthesizing the information, I steered the team towards a consensus by focusing on our shared objectives and the data at hand. We agreed to integrate the most compelling elements of each proposed solution, creating a hybrid approach that maximized our strengths while mitigating risks. This collaborative effort not only resolved the disagreement but also fostered a sense of ownership and unity within the team. The outcome was a well-rounded solution that outperformed our initial expectations, and the process reinforced my belief in leveraging diverse perspectives to achieve superior problem-solving.”

9. When faced with a problem, how do you assess the risks associated with each potential solution?

A careful evaluation of potential risks is a crucial component of problem-solving, ensuring the chosen solution doesn’t create additional problems or escalate the situation. This question determines if a candidate has a systematic approach to decision-making that includes risk assessment, which is crucial for minimizing negative outcomes and safeguarding company interests.

When responding, it’s essential to convey that you have a structured method for tackling problems. You might mention specific techniques like SWOT analysis (assessing strengths, weaknesses, opportunities, and threats) or decision matrices that help you weigh the pros and cons of each option. Share a relevant example where you successfully navigated a complex problem by analyzing the risks and benefits before implementing a solution. Highlight your ability to stay objective, the tools or criteria you use to predict potential issues, and how you balance risk with reward to make informed decisions.

Example: “ When faced with a problem, I employ a methodical approach to assess the risks associated with each potential solution. I start by identifying the core issue and then brainstorm possible solutions. For each solution, I conduct a SWOT analysis to evaluate its strengths, weaknesses, opportunities, and threats. This not only helps in understanding the inherent risks but also in recognizing the potential benefits and strategic advantages.

To illustrate, in a recent complex project, I was confronted with a critical decision that had significant time constraints. I utilized a decision matrix to quantify the risks and benefits, assigning weights to factors such as cost, time, resource allocation, and potential for scalability. This allowed me to objectively compare the options based on predefined criteria. The chosen solution balanced risk with reward effectively, leading to a successful outcome. My approach ensures that decisions are not solely based on intuition but are backed by a rigorous analysis of the potential impacts.”

10. Have you ever encountered a problem where the data was ambiguous or conflicting? How did you proceed?

Dealing with ambiguity and conflicting data requires a balance of analytical skills and intuition. This question assesses a candidate’s ability to dissect complex information, weigh evidence, and make informed decisions even when the path is not clear-cut. It also provides a window into the candidate’s process for validating data and their approach to risk assessment.

When responding to this question, structure your answer to first describe the context and nature of the problem, emphasizing the ambiguity or conflict in the data. Follow with the steps you took to address the issue, which might include verifying the data sources, seeking additional information, consulting with colleagues, or employing statistical methods to discern trends and patterns. Conclude with the outcome, focusing on the decision made and the rationale behind it, as well as the lessons learned from the experience. This response should showcase your systematic approach to problem-solving and your ability to remain composed and solution-oriented when faced with uncertainty.

Example: “ Yes, I have encountered situations where data was ambiguous or conflicting. In one instance, the data sets from two different sources regarding customer behavior were contradictory. The first step was to conduct a thorough data validation process to ensure accuracy and integrity in the data collection methods. After confirming that both sources were reliable but still presented conflicting information, I proceeded to perform a deeper dive into the data.

I used statistical analysis to identify patterns and outliers, and I cross-referenced the results with qualitative insights from customer feedback. This triangulation approach allowed me to unravel the inconsistencies and understand the context behind the data. By combining multiple methods, I was able to isolate the variables causing the discrepancy and develop a more nuanced understanding of the customer behavior in question.

The outcome was a comprehensive report that reconciled the conflicting data and provided actionable insights. The process highlighted the importance of not taking data at face value and the value of a multifaceted approach to problem-solving in the face of ambiguity. It reinforced the lesson that rigorous analysis and a willingness to delve into the details are crucial when navigating complex data challenges.”

11. Tell us about a time you had to solve a problem without precedent or guidelines.

Navigating uncharted waters with confidence and creativity is a hallmark of effective problem solvers. This question seeks to understand if a candidate can think independently and innovate when there’s no roadmap to follow. It’s about the ability to remain calm under pressure, use one’s initiative, and demonstrate resourcefulness in the face of the unknown.

When responding, outline a specific situation where you faced an unprecedented challenge. Describe the steps you took to understand the problem, how you gathered information or resources despite the lack of guidelines, the thought process behind your solution, and the outcome. Emphasize your thought process and the soft skills you utilized, such as creativity, critical thinking, and perseverance. Showcasing your ability to learn from the experience and apply those lessons to future challenges will also strengthen your answer.

Example: “ In a project where we were tasked to optimize a complex system, we encountered an erratic behavior that was not documented nor previously observed. With no guidelines to address this issue, I initiated a methodical approach to understand the underlying factors contributing to the anomaly. I started by isolating the variables and conducting a series of controlled experiments to replicate the problem. Through this process, I utilized critical thinking to hypothesize potential causes and systematically tested each one.

Upon discovering that the issue was linked to an obscure interaction between two independent modules, I devised a novel solution that involved reengineering a component of the system to mitigate the interference. This solution not only resolved the immediate problem but also improved the overall robustness of the system. The success of this approach was evident in the enhanced performance metrics and the prevention of similar issues in the future. This experience honed my problem-solving skills and reinforced the importance of a structured and analytical approach when tackling unprecedented challenges.”

12. Illustrate your method for keeping stakeholders informed throughout the problem-solving process.

Keeping stakeholders informed is a critical communication skill for problem solvers. It’s a delicate balance of providing enough detail to maintain transparency and not overwhelming them with technical jargon or inconsequential updates. This ensures that the outcome aligns with their expectations and needs.

When responding to this question, outline a clear, structured approach that demonstrates your ability to assess who needs to be informed, how often they should receive updates, and what level of detail is appropriate. Emphasize your understanding of different communication methods and how to tailor your approach to different stakeholders. Provide examples from past experiences where your communication strategy led to successful problem resolution and positive stakeholder relationships. Show that you can differentiate between various stakeholder needs and adjust your communication style accordingly.

Example: “ In approaching stakeholder communication during the problem-solving process, I adhere to a structured communication plan that aligns with the project’s complexity and stakeholders’ interests. Initially, I identify key stakeholders and their information needs, determining the frequency and depth of updates required. For instance, technical stakeholders often require detailed progress insights, while business stakeholders might prioritize impact and timelines.

I employ a mix of communication methods, such as regular status reports, dashboards for real-time updates, and scheduled meetings for in-depth discussions. In a recent complex project, I established a weekly email digest for broad updates, complemented by bi-weekly meetings with the core team for tactical problem-solving. For urgent issues, I used direct communication channels to keep relevant stakeholders informed and involved in decision-making. This approach ensured transparency, built trust, and facilitated a collaborative environment, ultimately contributing to the successful resolution of the problem at hand.”

13. Describe a situation where you had to adapt your problem-solving strategy due to changing circumstances.

Flexibility in thinking and action is required when adaptability is necessary, and initial plans don’t pan out due to unforeseen obstacles or new information. This question delves into a candidate’s ability to pivot and continue working towards a solution without becoming derailed by change.

When responding, focus on a specific example that showcases your agility in problem-solving. Outline the original issue, the initial strategy you employed, and how the changing circumstances influenced your approach. Detail the steps you took to adjust your plan and the outcome of your efforts. Emphasize your thought process and the reasoning behind your decisions, including how you balanced persistence with flexibility. Highlight any lessons learned and how the experience has equipped you to handle similar situations in the future.

Example: “ In a project where the goal was to optimize a manufacturing process, the initial data analysis suggested that adjusting machine parameters would yield the desired efficiency gains. However, after implementing the adjustments, unforeseen fluctuations in material quality began to affect the production line’s consistency. Recognizing the dynamic nature of the problem, I shifted the focus from machine settings to supply chain management.

I conducted a rapid root cause analysis that identified the variability in material quality as the primary issue. Collaborating with suppliers, I developed a quality assurance protocol and integrated it with the procurement process. This adaptation not only stabilized the production but also improved the overall product quality. The outcome was a more robust and resilient system that could adapt to variations in input materials, leading to sustained improvements in efficiency and a reduction in waste.

The experience underscored the importance of monitoring all variables in a system, not just the most apparent ones, and reinforced the value of a flexible, holistic approach to problem-solving. It also highlighted the necessity of continuous communication with stakeholders to ensure that solutions are comprehensive and aligned with broader organizational goals.”

14. How do you balance intuition and analysis when tackling a new problem?

Navigating the balance between trusting one’s gut and relying on data-driven analysis is a key aspect of problem-solving. This question digs into the candidate’s problem-solving methodology and their ability to integrate different approaches to arrive at the best solution.

When responding to this question, first acknowledge the importance of both intuition and analysis. Give a specific example of a problem you faced and describe how you used data to inform your understanding of the issue. Then, explain how you supplemented this with your intuition, perhaps drawing on past experiences or hypothetical outcomes, to make your final decision. Emphasize your flexibility in shifting between these two modes of thinking and your ability to use them in tandem to solve problems effectively.

Example: “ Balancing intuition and analysis is crucial for effective problem-solving. In one instance, I was confronted with a complex issue where initial data was scarce. I began with a thorough analysis of the available information, using statistical tools to identify patterns and potential causes. This analytical approach provided a solid foundation, but the data alone was inconclusive.

At this juncture, I leveraged my intuition, which was honed through years of experience in similar scenarios. I hypothesized several plausible solutions that fit the emerging data profile. My intuition served as a guide, suggesting which avenues were most promising for further investigation. I then conducted targeted analyses to test these hypotheses, which ultimately led to identifying the root cause and implementing a successful solution. This process exemplified how intuition can provide direction when data is incomplete or ambiguous, while analysis helps validate or refute the intuitive insights, ensuring a robust and informed decision-making process.”

15. What’s your approach to ensuring that a solved problem doesn’t recur?

Implementing preventative measures and ensuring long-term success are part of effective problem-solving. This question delves into a candidate’s foresight and dedication to continuous improvement. Effective problem solvers know that addressing the root cause and learning from issues is essential to prevent recurrence.

When responding, outline a structured method that includes analyzing the problem thoroughly, implementing a solution, monitoring the results, and adjusting as necessary. Emphasize the importance of documentation, sharing knowledge with the team, and creating standard operating procedures if applicable. Highlight any past experiences where you successfully employed such strategies to not only solve a problem but also to ensure it did not happen again.

Example: “ My approach to preventing the recurrence of a solved problem begins with a root cause analysis to understand the underlying issues fully. Once the solution is implemented, I establish metrics and monitoring systems to track the effectiveness of the corrective actions. This continuous monitoring allows for the early detection of any signs that the problem may resurface, enabling proactive adjustments.

I also prioritize the documentation of the problem-solving process, including the rationale behind chosen solutions and the steps taken to implement them. This documentation serves as a reference for future incidents and is integrated into training materials to educate the team. By doing so, the knowledge becomes part of the team’s collective expertise. Furthermore, when applicable, I develop standard operating procedures to formalize the new practices that prevent the problem’s recurrence. This holistic strategy ensures sustainability and improves the overall resilience of the systems or processes involved.”

16. Can you recall a problem you solved that had significant positive impact on your previous organization?

In positions that directly affect the operational efficiency, strategic direction, and financial success of an organization, problem-solving is especially critical. This question sifts through a candidate’s experience to find instances where their actions led to measurable improvements.

When responding to this question, focus on a specific challenge you faced, articulate the steps you took to address it, and quantify the outcomes where possible. Start by setting the scene to give context to the problem, then describe your thought process and the actions you implemented. Conclude with the results, emphasizing any positive changes that ensued, such as cost savings, increased revenue, improved customer satisfaction, or enhanced productivity. This approach showcases your problem-solving skills and your value as a results-oriented professional.

Example: “ Certainly. In a previous project, I identified a recurring bottleneck in the product development process, which was causing significant delays in product launches. The root of the issue was a lack of integration between the design and prototyping phases, leading to repeated cycles of revisions and approvals that were not time-efficient.

To address this, I initiated a cross-functional workshop with stakeholders from design, engineering, and production teams to collaboratively develop a more streamlined process. We implemented a concurrent engineering approach, allowing for design and prototyping stages to overlap and for real-time feedback. This adjustment led to a 30% reduction in time-to-market for new products and a subsequent increase in competitive advantage and customer satisfaction. The improved process also resulted in a cost saving of approximately 15% per project due to reduced waste and more efficient use of resources.”

17. How do you maintain objectivity in problem-solving when facing personal biases?

Managing personal biases is a vital skill in problem-solving because biases can cloud judgment and lead to less effective or unfair solutions. The question tests the candidate’s commitment to fairness and ability to separate personal feelings from professional responsibilities.

To respond, one should highlight their awareness of inherent biases and discuss specific strategies they employ to mitigate their impact. This could include seeking diverse perspectives, relying on established processes, using data to inform decisions, and regularly reflecting on and challenging one’s own assumptions. Sharing a concrete example where you successfully overcame a personal bias to solve a problem can demonstrate your ability to maintain objectivity in practice.

Example: “ In maintaining objectivity during problem-solving, I first acknowledge the inevitability of personal biases. To counteract this, I systematically integrate checks and balances into my decision-making process. This involves actively seeking out diverse perspectives to challenge my initial assumptions and ensure that a range of viewpoints is considered. I also place a strong emphasis on evidence-based decision-making, where data and facts form the backbone of the solution, rather than subjective opinions.

On one occasion, I recognized a cognitive bias towards a familiar technology that I was inclined to favor for a project. To maintain objectivity, I conducted a blind evaluation of multiple technologies, focusing solely on performance metrics and compatibility with project requirements. This approach led to the selection of a more efficient and cost-effective technology that I had not previously considered, ultimately benefiting the project outcome. Regular self-reflection and a commitment to continuous improvement in my problem-solving approach help me to minimize the influence of personal biases and make more balanced and impartial decisions.”

18. Give an example of how you measure the success of a solution post-implementation.

Evaluating the impact and effectiveness of a solution to ensure it meets the desired objectives is a crucial part of problem-solving. This question tests your commitment to continuous improvement and your understanding that a solution’s value is ultimately determined by its real-world performance.

When responding, describe a specific situation where you implemented a solution to a problem. Detail the metrics or KPIs you established to evaluate its success and how you collected and analyzed the data. Share the outcome of the evaluation and, if necessary, any additional steps you took to refine the solution. This demonstrates your analytical skills, your ability to follow through, and your commitment to achieving the best possible outcomes.

Example: “ In addressing a recent operational inefficiency, I developed a solution that streamlined the process flow. To measure the success post-implementation, I established clear, quantifiable KPIs that were directly influenced by the solution. These included throughput rate, error rate, and time to completion. I utilized a combination of data analytics tools and user feedback to collect relevant data, ensuring a robust evaluation from both a quantitative and qualitative perspective.

Upon analyzing the data, I observed a 25% increase in throughput rate and a 40% reduction in error rate, while time to completion decreased by 15%. These metrics surpassed our initial success criteria, indicating a significant positive impact. However, user feedback revealed some minor usability issues, which I promptly addressed through iterative refinements. This not only optimized the solution further but also demonstrated my commitment to continuous improvement and stakeholder satisfaction.”

19. In what way do you leverage technology to enhance your problem-solving capabilities?

Harnessing the power of technology to analyze data, automate processes, and visualize solutions is often required in modern problem-solving. This question serves to assess a candidate’s familiarity with relevant software, platforms, and methodologies that can contribute to more efficient and effective problem-solving strategies.

When responding to this question, it’s important to highlight specific technologies you’ve used to tackle challenges. Discuss how you’ve utilized software for data analysis, project management tools to track progress, or collaboration platforms to brainstorm solutions with a team. Share a concrete example that demonstrates your ability to integrate technology into your problem-solving process, and explain how it led to a successful outcome. This shows that you are resourceful and forward-thinking in your approach to overcoming obstacles.

Example: “ To enhance my problem-solving capabilities, I leverage technology by employing advanced data analytics tools that allow for a deeper dive into the root causes of complex issues. For instance, I’ve utilized machine learning algorithms to identify patterns and predict potential problems before they escalate, enabling proactive rather than reactive solutions. This integration of predictive analytics has not only streamlined the problem-solving process but also significantly improved decision-making accuracy.

In addition, I harness the power of collaborative platforms to facilitate brainstorming and idea-sharing among diverse teams. By using these tools, I’ve successfully orchestrated virtual workshops that brought together cross-functional expertise, leading to innovative solutions that might not have emerged in a traditional meeting setting. This approach, underpinned by technology, has repeatedly proven to be instrumental in breaking down silos, fostering a culture of collaboration, and driving successful outcomes in complex problem-solving scenarios.”

20. Describe a scenario where you utilized cross-functional collaboration to address a complex issue.

Cross-functional collaboration exemplifies a candidate’s ability to understand the multifaceted nature of complex issues and their capability to harness diverse expertise to forge solutions. This approach not only leads to more innovative outcomes but also exemplifies leadership qualities and adaptability.

When responding to this question, candidates should select a scenario that highlights their role in facilitating and encouraging teamwork across different business areas. They should articulate the challenge clearly, detail the collaborative process, and explain how they engaged with others to leverage their unique skills. It’s important to emphasize the outcome of the collaboration and reflect on what was learned from the experience.

Example: “ In a scenario where our product launch was jeopardized by unforeseen supply chain disruptions, I spearheaded a cross-functional task force to mitigate the risks. This involved engaging with procurement, logistics, marketing, and product development teams. By fostering an environment of open communication and shared goals, we collectively identified alternative suppliers and adjusted our production timelines.

I facilitated brainstorming sessions that leveraged the procurement team’s expertise in vendor management, logistics’ insights into transportation challenges, and product development’s flexibility in adjusting specifications. The marketing team, meanwhile, crafted communication strategies to manage customer expectations. This synergy not only resolved the immediate crisis but also resulted in a more resilient supply chain strategy. The product launched with minimal delay, and the experience underscored the value of cross-departmental agility and proactive planning.”

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Problem-Solving Interview Questions And Answers (With Examples)

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

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

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

Key Takeaways:

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

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

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

What Is a Problem-Solving Interview Question?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What are problem-solving skills?

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

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

Why do interviewers ask problem-solving interview questions?

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

How do you solve a problem effectively?

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

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

U.S. Department of Labor – Interview Tips

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

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

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

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

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

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

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

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

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

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

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

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

Critical thinking

Communication

Dependability

Behavioral competency

Soft skills

Decision-making

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

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

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

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

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

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

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

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

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

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

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

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

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

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

2. How would you manage a frustrated client?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Elizabeth Perry, ACC

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

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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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Top 10 Problem Solving Interview Questions You May Be Asked

Problem-solving questions are common in interviews - you may be asked specific questions related to the job you’ve applied for or about your approach and methodology to solving them.

This useful guide will help you get prepared for common problem-solving questions in your next interview with advice on how to answer them.

1. What are some of the most difficult problems you have solved?

When interviewers ask “What are some of the most difficult problems you have solved,” they usually want to know two things:

• The types of difficult problems you have solved and
• How you coped with or overcame these difficulties.

To answer this question effectively, first, take a few moments to think about and jot down the types of difficult problems you have faced in your work. Then, for each problem, briefly describe the steps you took to solve it. Be sure to highlight a few key learnings or lessons that you took away from overcoming these difficulties.

Some examples of difficult problems that job seekers have solved include:

• Being assigned a project with an impossible deadline
• Having to manage a team member who was not meeting expectations
• Having to come up with an innovative solution to a long-standing problem

2. How do you go about solving problems?

When you are asked how you go about solving problems during an interview, focus on what works for you specifically - there is no one ‘right’ way to solve problems, so don’t try to fit yourself into that mold.

You should have a clear process and some examples to help support your answer.

Remember to keep it positive - interviews are about selling yourself and your skills, so make sure your answer reflects that.

3. Describe the result of a recent problem you solved

For this question, the interviewer is looking to understand the impact you’ve had on solving problems and how important the problems you’ve described are. The bigger the impact the better the example.

4. Give an example of a time when you had to think outside the box to solve a problem.

When answering this question, it’s important to provide a specific example of a time when you had to think outside the box to solve a problem. Avoid generalities or platitudes like “I’m a creative person” or “I always look for new and innovative ways to solve problems.”

Instead, focus on describing a concrete situation where you were faced with a difficult problem and had to come up with an original solution. Be sure to describe the steps you took to solve the problem and what resulted from your efforts.

If you can illustrate that you can think creatively and come up with innovative solutions, you’ll be sure to impress potential employers and set yourself apart from other candidates.

5. What is a time when you went above and beyond to solve a problem?

Be prepared to answer this question with a great story.

Think of a time when you were faced with a difficult situation at work. Maybe there was a big project that needed to be completed or a customer that was particularly challenging. Whatever the situation was, make sure it’s something that you were able to successfully overcome.

Next, describe what steps you took to solve the problem. Did you come up with an innovative solution? Did you put in extra hours to make sure the job got done? Was it a team effort? Whatever it was that you did, be sure to highlight your role in the story.

Lastly, include details of the results and how they impacted others.

6. Tell me about a time when you predicted a problem before it occurred?

This question shows the interviewer your proactiveness and vigilance.

Try to think about a time when you were able to identify a potential issue and take steps to prevent it from happening. It may be a problem that you had anticipated occurring - how did you know it would happen? What would have been the impact if it did?

Showing that you have the ability to think ahead and predict problems before they occur is a strong skill for any potential employee to have, and by providing specific examples of your own experience, you can demonstrate that you possess it.

7. Give an example of a time when you had to use your creativity to solve a problem

When interviewers ask this question, they are looking to see if you have the ability to come up with new and innovative solutions to problems. They want to know if you are able to think outside the box and come up with creative solutions that others may not have thought of.

To answer this well you should:

• Give an example of a time when you had to use your creativity to solve a problem.
• Explain how you were able to come up with a creative solution and what the outcome was.
• Be sure to highlight any challenges that you faced and how you overcame them.

8. How do you know when to solve a problem on your own or to ask for help?

There’s no single answer to this question, as the best course of action will vary depending on the situation. However, here are a few general tips to keep in mind:

First, try to assess the difficulty of the problem and whether you have the necessary skills and knowledge to solve it. If it’s a simple issue that you’re confident you can handle, then go ahead and take care of it yourself.

However, if the problem is more complex or outside of your area of expertise, then it’s probably best to seek out help from someone who knows more about it.

9. How do you know when a problem is solved?

This is a great opportunity to show off your critical thinking skills.

First, take a step back and assess the situation. What are the goals that need to be accomplished? What does “solved” look like? What are the constraints that you’re working within?

Defining success criteria will ultimately determine when the problem is solved.

10. Do you enjoy problem-solving?

Almost all roles require some form of problem-solving. A strategic “yes” is always recommended when answering this question.

If you have experience solving problems in previous roles, be sure to mention that. This will show the interviewer that you have the ability to handle challenges.

For example, you might say something like: “I actually enjoy problem-solving quite a lot. There’s something satisfying about being able to find a solution to something that was once a mystery. One time, I was able to help my team solve a big issue we were having with our website. We were able to identify the problem and put together a plan to fix it.”

This response shows that you not only have the ability to solve problems but that you also enjoy doing so. It also gives the interviewer a specific example of a time when you were successful in this area.

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MockQuestions

Problem Solving Mock Interview

To help you prepare for your job interview, here are 25 interview questions that will test your problem solving ability.

Get More Information About Our Problem Solving Interview Questions

Question 1 of 25

Tell me about the most challenging problem you have encountered in your professional career.

How to Answer

Answer example.

Everyone has had their share of challenges in their career. The interviewer knows that you are not perfect; however, they need to know that you can professionally overcome work-related roadblocks. Maybe you had a significant project that almost went sideways. Perhaps you had a conflict in the workplace that you could have handled more professionally. Explain your approach to resolving the issue and be sure to highlight the steps you took to reach that resolution.

"The most challenging problem I have encountered in my professional career was with my most recent employer. I had an incredibly important project that made up the majority of my annual budget. The client was challenging to work with as he was rarely available for comment, due to extensive international travel. I needed this deal to work out so, for the 6-month span of the project, I made my work hours reflect his time zone. This shift allowed us to communicate via Skype on a daily basis which meant a fair share of late night and early morning calls for me! It was a sacrifice, and I would do it again. I understand that sacrifices need to happen to gain successful outcomes."

"The most challenging problem that I encountered in my career was when my former company experienced a major merger. It was a lot to adjust to but, after some time, I was able to get a good pace again."

"The most significant challenge I have faced as a manager would be the labor dispute and lockout that our company went through in 2016. Many of our permanent employees are union based. We could not come to a new collective agreement, and so I ended up having to utilize a lot of temporary staffing options during that time. It was a lot of re-training, and strain on the company culture overall."

"The biggest challenge that I face as a marketer, and it's an ongoing challenge, is to manage my expectations on projects. I lean on the side of perfectionism and often put more pressure on myself than even a client would. The positive side of this; however, is that I always deliver an immaculate product."

"I'd say the most challenging problem I have encountered was when my manager suddenly resigned. I was then in charge of the department. Now, I was mostly ready for the responsibility, as the assistant manager in the department. However, I had never completed inventory reconciliation, and on the first day, this was my first task. I was asked to give projections so that our buyer could stock us for next season. I had no idea what to do, so I researched until I came up with the answer. Also, other managers in other departments helped to guide me. Ultimately the work paid off because our next season projections were perfect. Since then, I've learned more effective ways to do our inventory management and projections, but I don't think I've ever learned anything as quickly as I did that week."

"The most challenging problem I've encountered is the misstep of taking my current role. The initial pitch to me on company growth and my duties is not my reality. This factor has been a challenge to my career growth. I know that even if it was a misstep, there are lessons to be learned, and I approach each day with interest and a positive attitude to try to learn those lessons and grow professionally."

"The most significant challenge I've faced is nearly having my department eliminated due to budgetary cuts. I was lucky to have an active parent community rally behind me and the department which saved the program, in the end. The other challenge that comes to mind was getting back into the swing of teaching after taking a few years off to be home with my children. There was a learning curve on getting up to speed with curriculum and the lesson planning, but my love for teaching made it all that much easier!"

Next Question

25 Problem Solving Interview Questions & Answers

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

1. Tell me about the most challenging problem you have encountered in your professional career.

2. in your opinion, what makes you a great problem solver.

Employers want to know that you have a methodical approach to problem-solving. Consider the skills and qualities that help you successfully face problems. Perhaps you have a keen eye for detail. Maybe you can see opportunity when others can only focus on the issue. Share your strengths as a problem solver, and your ability to come up with innovative solutions. Strong problem solvers are: - Systematic thinkers - Open minded - Okay with being wrong sometimes - Always researching and exploring - Able to identify the core problem - Able to reverse engineer a challenge to avoid future issues - Able to come up with multiple avenues that work well for all stakeholders - Are do-ers and not worriers

"I am a great problem solver because I can compartmentalize all aspects of a problem before studying it. I also like to bring more experienced team members in to add to the solution. I will never try to be a hero and solve a complicated problem without tapping into the resources around me."

"What makes me a great problem solver is that I have a keen ability to research, read, and explore so that my recommendations are based on fact and study rather than guesses."

"I have been told that I am an excellent problem solver and I believe this is because I have a bit of an engineering mind. I can take the issue, work backward to solve it, and then use that resolution as a basis for avoiding future issues to come up. I am also a big-picture thinker which allows me to come up with various resolutions per problem."

"I am a great problem solver because I do not allow stress to cloud my judgment and mute my creativity. I am a keen observer with a great memory which allows me to recall unique solutions or ideas."

"I am a great problem solver because I draw from the experience of others, whether solicited advice or through my prior observations and then I improve upon that, where possible. My memory and years in the industry have exposed me to many types of situations and problems, so I feel I have a vast amount of experience to draw from, allowing me to be creative and effective in the way I approach any challenge. Not to mention, I'm not afraid to ask for help or advice along the way. I know that I don't know everything, so I like to ask for input when I feel I am not fully equipped to do the job alone. There is no shame in that."

"I believe I am a great problem solver because I am sure to gather as many facts as possible, I look at the problem and its potential solutions from multiple angles, and I am not afraid to make a creative decision, that might seem off the beaten path."

"I consider myself a great problem solver and believe my skills are in my emotional intelligence. I can be really in tune with the tone of the group, who is feeling what, and how they are each best reached. This skill applies to both adults and children, so it is beneficial both inside of the classroom and out! By being aware of what is at the heart of the matter and how each person needs his or her needs met, I'm able to accomplish a lot while avoiding many common landmines."

Anonymous Interview Answers with Professional Feedback

Anonymous Answer

Cindy's Feedback

3. Tell me about a time when you discovered a problem and went beyond regular expectations to fix it.

Your innovative approach may be exciting and unconventional, but can you implement it realistically? Ideas are one thing, but putting them into practice and providing measurable results is where you can add genuine value. Think of a time you worked long hours and made sacrifices to overcome a challenging problem. Demonstrate your impact and the significance of your solution.

"During our busy tax season I noticed that one of our primary spreadsheets was not formulated properly. I am not an expert with Excel; however, with everyone being in peak stress mode - I decided it was something I could learn on my own. I watched a few online tutorials and ended up resolving the issue without the need to involve the rest of the team."

"When I worked as an admin assistant at my last job, I was in charge of purchasing office and kitchen supplies. I noticed we had been spending quite a bit of money on paper and plastic-ware. I compared the cost of disposables to the cost of buying permanent dishes and utensils for the kitchen. It turned out we were able to save the company hundreds of dollars each year by simply investing in dishes and silverware!"

"I had a staff member who was stealing supplies. Rumors were going around that she was dishonest; however, there was no evidence. I carefully waited and, after two days, the rumored infractions were caught on camera. At that point, I was able to terminate her employment. I went beyond regular expectations by gaining evidence before terminating her. I knew this would prevent a human resources issue down the road, and it also saved my company from having to pay this employee any severance pay."

"Our agency performed a major client launch last month that tested well. Upon implementing, I noticed that their new website was not functioning correctly. I wanted our client to be happy with our services, so I worked late into the night with our IT team to troubleshoot the site and ensure that by morning, there were no more kinks to work out. In the end, our client was thrilled with my dedication, and they ended up writing an amazing review online and even mentioned me in the review!"

"I managed a coat department previously and, depending on the season; these coats were very high ticket items. I had two salespeople who were consistently battling for the sale. It was unbecoming, to say the least, and impacted the department's morale. To incentivize everyone to go for the sale, I made a sales contest on non-coat merchandise. The more items they upsold, despite being a smaller sale, the more tickets they received towards various other compensation incentives like gift cards or extra time for breaks. The other sales reps felt reinvigorated, and it pushed my two coat-fighters to step outside of their perceived territory."

"In my first role, there was a regular lane of shipments that was difficult to cover. The issue didn't cause us to fall short as far as the customer was concerned. However, we were in danger of potentially having the customer poached due to waiting times. After several late nights attempting to come through for a key customer, I got tired of running in a hamster wheel. I decided to find some carriers that could assist. Long story short, after staying late many days and making some creative calls to find a backhaul, I was able to secure a new carrier, at a great rate, and keep the customer happy."

"When I was reworking lesson plans, I noticed that there was a gap between the programs and some policy. So, rather than hand them back to the team to fix, I took it upon myself to write the remaining lessons and tweak the existing ones to make them cohesive. It took about seven days of working on my own time, but it was worth it when I saw the lessons in action during the school year."

4. Tell me about a time where you had to analyze a set of data and then make a recommendation.

Talk about your attention to detail and sharp focus when it comes to data and statistics. You may not consider yourself a highly analytical person. However, this is a skill that you have indeed exercised in the past.

"I worked for a financial firm last year and had a client who was looking for investment recommendations. I gathered data on the stocks they were interested in, sorting through 12-month trends and further historical data to determine the most promising returns. The client was happy with my findings, and my manager was quite impressed with the research that I conducted."

"My boss recently asked me to make a case for Oracle on Demand versus SAP Business ByDesign. Our business was growing so fast, and we needed a new CRM fast. I called both companies who took me through a webinar and a couple of online tutorials. I then gathered the data and made an informative PowerPoint presentation. My boss was very impressed with how thorough I was, and I was happy to learn something new!"

"Each time I onboard a new client, I analyze a set of data before I make any recommendations on their strategy. This data includes their current analytics, primary sales sources, key customers, and more. I have a formula that I follow for the most part to help me assess and then give the best strategic recommendations that I can."

"My current employer wanted to know the exact impact our social media campaigns were making. I gathered our Facebook analytics for him and created a short PowerPoint presentation from the data. My recommendation was to increase our keywords in the geographical areas where our ads received the highest click-through rates. My research and recommendations certainly helped as our Facebook reach grew exponentially."

"As department manager, I'm responsible for forecasting what our sales will be for the upcoming season so that our buyer can accurately purchase the proper inventory. I have to look at our current inventory, last year's trends, YOY growth, and what the industry is doing as a whole, especially with the impact of online retailers. I then make a recommendation and forecast that will either set us up for success or not. If I under or over forecast, we end up with not enough inventory or too much to sell through and the cost is either opportunity in missed sales, or having to discount unnecessary items. To date, I've been nearly exact in my predictions."

"When doing annual reviews with my clients, I would analyze the past year's shipments, trends, and overall data. I would then make recommendations for improved efficiencies, rates, and better service contracts in the upcoming year. I would make not only carrier recommendations based on service level and pricing, but also made suggestions on new routes or ways in which we could be creative, like consolidating the shipments in our warehouses, to save cost when possible. I managed two of the most significant accounts in the office, so my recommendations were fundamental to our bottom line, and I'm happy to report that they were consistently adopted, resulting in more business."

"I am responsible for analyzing the results of our unit tests given across the department quarterly. I had not only to compile the results and make recommendations as to what units to keep and what to remove for the following year but also diagnose what ineffective and how we could remedy that. This task is a critical one as it shapes the future of the department and our efficacy as teachers."

Stephanie's Feedback

5. When a problem requires a quick solution, how do you respond?

When it comes to complex problem solving, decisions are not always readily reached. It takes practice, experience, and confidence to learn what sorts of decisions yield the best results. Walk the interviewer through your process when it comes to making quick decisions. Do you rely on past experiences? Perhaps you go with a gut feeling. Maybe you have read case studies that you lean on in these instances. Problems that require you to act quickly can be emergency situations such as knowing where the fire extinguisher is and grabbing it fast enough to put out a small grease fire in the company kitchen. Other quick decisions could be if you are asked to take on a new responsibility and are only given five minutes to decide if it's something you are prepared to take on. Going with your gut is a skill, and the more you learn to trust your intuition, the easier it becomes to make these types of decisions. Demonstrate that you are confident and able to react swiftly when the need arises.

"Our Controller recently came down with pneumonia on a week where we had a major client presentation to give. He sent me what he had prepared, and I had to fill in the blanks. As an Analyst it was a bit out of my wheelhouse, being in a client facing role, but I adapted quickly, and reminded myself that my team needed me."

"When an urgent problem arises at work, I always try to respond in a calm and assuring manner. I am a natural leader which means that my team often looks to me for answers. One instance of my fast-thinking was just last week when we had an administrative employee no-show on a significant day for us. I called a temp agency, and they had the position filled in just one hour."

"In logistics, there are often split-second decisions that can either get the freight to a customer on time or cause a shut-down of a production line. Sometimes, these decisions have to be made after hours. On more than one occasion, I've received a phone call from our central dispatch asking me how to handle a late driver. I have to remember the details of the particular shipper or receiver, my customer, and the actual load in question but also get creative with how they can make sure to meet customer expectations. Due to the urgent nature of the business, as well as the drivers, it has to be a very quick decision to be successfully resolved. Luckily, due to following my gut, I've been able to make very fast, split-second decisions in the best interest of the branch and customer."

"As a Marketing Director, I need to make a multitude of decisions, on the fly, for varying projects. I rely partially on the instinct that I have built as an expert in the marketing industry and part in past experiences that may be similar. I am sure always to exude an air of control when making decisions."

"I thrive under pressure and always have, so when I'm given a time-sensitive situation to address, I light up and get down to business. I am more impactful and even more creative when I have little time to do much besides jump in and take charge. This ability to make fast decisions is especially helpful in my role as manager when there is an inventory, personnel, or customer issue."

"Just like with negotiations, I react swiftly in emergency situations. Perhaps my skills come from my years as a parent, having to think fast and put out fires! If a quick solution is required, I will do a fast overview of the facts and make a decision based on risk factors considering the potential financial loss."

"I am certainly a take charge and tackle a project kind of gal - as a teacher and a mom, too! I feel I have a powerful and accurate intuitive sense and I follow it instinctively. It's very rarely steered me wrong."

6. When it comes to problem solving, are you a strong collaborator?

Show off your teamwork skills by giving an example of when you successfully collaborated with your coworkers. Be sure to demonstrate how you communicated your thoughts or opinions. Highlight how your contributions, or ability to ask for help, made a difference. Explain how you are a team player who enjoys working alongside others.

"Last month, I recruited a couple of coworkers to help me solve a problem for a client. We were looking at their financials, but something didn't add up, and I didn't have the analysis background that these two co-workers had. Together we molded our areas of expertise and created a bulletproof financial plan for our client. I enjoyed the collaboration and would do it again in a heartbeat."

"I am most certainly a strong collaborator! Being an executive assistant, I am often in need of strong collaboration to complete a project for the VP who I support. I love learning new things from my coworkers and those who I report to."

"I love having impromptu brainstorm sessions with my team. It keeps everyone on their toes! When an issue comes to light, I will approach the problem with the entire team and open the floor, at the end of the meeting, for suggestions."

"In marketing, it is imperative to collaborate and gain different sides of the story, and new opinions. I try to seek out my team's opinions on projects all the time. I find everyone has something to contribute and can help me see a problem or strategy in a way that I may not have ever considered."

"I would consider myself an active collaborator and believe that two heads are almost always better than one. Three is the best, in my opinion. This way the team is odd-numbered, so if there's a dispute you can take a vote on it! Multiple viewpoints are almost always a great idea."

"I am a strong collaborator. I am always willing to listen to others' opinions, hear their perspective, and work together to build a solution that will fit for everyone. I am always looking to draw from others' experience and expertise to bring about the best solution for the client and the branch as a whole. When drafting a pitch for a client, I am always sure to bring on a manager or carrier sales rep so that I will have multiple perspectives to help bring us to the best collaborative solution."

"I believe I'm a skilled collaborator and am confident that my coworkers would agree. I come to our bi-weekly department meetings full of ideas and with an open spirit, ready to collaborate with the rest of the team. We always have engaging discussions that result in great takeaways for the teachers as well as our students."

7. When you cannot seem to find the right solution to a problem, how do you deal?

Sometimes, problems just seem too impossible to solve, at first glance. Your creative problem-solving skills may be at a stand-still from time to time, and the interviewer wants to know how you deal with that. Taking a brief break and stepping away from the problem can help you to see things from a different perspective. When you are in a rut, you can waste time plugging away at something, resulting in a decline in productivity. Discuss with the interviewer how you handle being in a rut like this.

"If I am stuck on a particular problem, I will take a break from trying to figure out what's wrong and ask a coworker for advice. Getting another person's perspective when you start to feel like you're hitting a wall can help one to see a problem with a fresh set of eyes. As humans, sometimes we overthink! The biggest hurdle can be asking for help, and I am not above asking for help when I'm stuck."

"If time allows - I will sleep on it! When faced with tough decisions where an answer does not come to me easily, I will take a moment to feel the issue out. When necessary I will also bring in the opinion of the administrators in a different department."

"If I cannot come to a solution that feels right I will check in with other leaders whom I work with and, depending on the situation, my business mentor. It's important to check in with those that I admire as they have unique ideas and some have more industry tenure as well."

"As a marketer, I am hired to find the solution for others. As you can imagine, when that solution seems elusive, it is incredibly challenging for me to accept. For this reason, I love brainstorm sessions with my team. I will also look to the outside in the form of resources online such as blogs and forums by other marketing professionals."

"It can be frustrating when a solution does not come fluidly. However, sometimes trying a solution and seeing it fail, will lead you to a lightbulb moment. I am an active person, so I like to walk and talk things out. Usually, as I do that, I don't filter my ideas. This way, something slips out that I would have edited out as "ridiculous" if I were writing down a list. I have found that this free-flowing problem-solving session often leads to the most creative and impactful solutions which I would have nixed from the get-go had another not failed."

"If I'm stuck on a problem, I try to take some time away from the issue, ideally by taking a step away from the screen and get my blood flowing. Walking away seems to help me get reinvigorated and more creative. I also find it valuable to talk it out with someone, even if that person is not a stakeholder in the situation."

"If I am stuck in a rut or can't seem to figure out the best approach, I am fortunate enough that I have so many other tasks and classes that I can focus on. Usually, if I clear my mind and fill it with something else, a great idea hits me when I least expect it. If I am stuck on a problem and cannot take the time to step away, I usually rely on my students to help me shake it off!"

8. When faced with a problem, how do you decide on the best solution?

There may be more than one solution to a problem, and the interviewer would like to know how you make a final choice when you're in a situation like that. Effectively comparing and contrasting, or weighing the pros and cons, is essential when choosing the best way to solve a problem. The interviewer wants to see that you are capable when it comes to calculating risk vs. reward. Think about a time when you have compared the risk and reward to a potential solution.

"If I have a problem with multiple solutions, I always go back to the classic pros vs. cons method. I fully understand that although no solution is perfect, and some solutions offer lesser sacrifice while others pose potential loss. I have been trained to take the solution that is 'closest to the money' which means that if I am stuck between a rock and a hard place, I will choose the solution that is most beneficial to the company's bottom line."

"When it comes to problem-solving, I will always weigh the pros and cons before making a decision. I will also bounce my thoughts off of some co-workers if I still feel conflicted after that."

"My decisions are always based on three factors. One, what is best for the company. Two, what is best for our clients. Three, what will boost employee morale. Now, not all decisions will be popular with all three groups, and I do keep that in mind. In those instances, it is my job to watch our bottom line but ensure customer satisfaction at all times."

"Rock, paper, scissors! Kidding - of course! Our team will collaborate on tough decisions, and we often vote. Majority wins in our office for many creative decisions."

"When I face a problem, I am sure to draw on previous experiences both as a customer and an employee in retail. I then use these experiences to make the most informed decision that I can about the problem at hand. Generally speaking, if I've already seen or experienced a very comparable situation, I can be impactful and exact in my approach by drawing from those experiences."

"As I consider a problem and its solutions, I make a note of what my gut tells me what to do. Then I take a step back and reflect on times that I have faced the situation before. I recall the actions that I took, the outcome, and then pivot as necessary. I trust my instinct because I am heavily knowledgeable in this industry, but I believe in relying on fact as well."

"I am typically a follow-my-gut type of person, so I follow my instinct when possible. I make a note of what my initial inclination was and then I make sure to compare and contrast solutions. Once I have identified the best solution, I check in to see if it feels right. More often than not, my initial instinct is correct. Of course, I am sure to be analytical as I weigh out each decision."

9. How do you prioritize multiple projects when they all seem equally important?

Prioritizing is a skill that requires practice. There are many approaches you can take. Here are some suggestions: 1) Make a list. By thinking through and writing down each item that needs completion, you can see it on paper. 2) Mark what is urgent or essential. Take into account deadlines and meetings. 3) Order each task based on effort and estimated value. 4) Consider due dates and how long it will take to do each item. When answering this question, show the interviewer that you have a system in place that helps you to think through what needs to happen, and when. The better you can prioritize, the more productive you will be, making you an asset to their company!

"I aim to be as effective and efficient as possible and make sure I can use all minutes of a day for a project. I have a few things going at once most of the time. I am the lead on some, the delegator on others, and the reviewer on another, for instance. This way, by splitting up the work to the appropriate parties, both my team and I can be the most efficient with our time."

"I often have multiple projects due at a time, since I am the assistant to three different executives. I ask my executives to rank their need from 1-5 in the level of urgency, including its due date. I start my work on that list. If there is more than one urgent need, I will work overtime, or through my lunch, to ensure that I deliver everything on time."

"I had to utilize creative problem solving last month when we found ourselves short-staffed and unable to hire new employees due to budget cuts. I changed our schedule to include some split shifts and received approval for a small amount of overtime spending. The problem is solved, at least temporarily, until our company comes out of our spending freeze."

"In my current department, we are very systematic in our customer delivery promises; however, that is not to say that doubling up on client deliveries does not happen. When situations occur where I have to prioritize, I will do so by the size of the client and budget. It may seem unfair at times; however, our largest clients with the most significant spend always rule out."

"I prioritize based on urgency and time required for the project. I have a list of what needs to be done, by when, and how long I estimate that it will take to accomplish. I am great under pressure, but try to make sure that I don't get myself or my team into a sticky situation by not allotting enough time for any particular project."

"I love to keep running lists of everything that I need to do, big or small. Mostly because I love crossing things off of the to-do list, but also because it helps me keep track of everything. Lately, I've started utilizing a free project management software that I use to make those lists, categorize the tasks, and mark them by the level of urgency. I take care of the most time-sensitive issues first and then move along to the equally important, but perhaps less time-sensitive to-dos. I also estimate how long each task will take, so if I have a few minutes in between projects, I can tackle the quick to dos and use that time effectively, rather than use it to figure out 'what's next.'"

"I follow the tried and true practice of making lists and assigning each item a priority and tackling the list that way. I love to check things off my list, as it gives me a feeling of accomplishment. Also, I am a believer in following my intuition. If I feel that something lower on the to-do list needs to be bumped up in priority, I will tackle that right away. As a teacher, there are always a lot of simultaneous to do items, so in addition to prioritizing, I have to be good at multitasking; something I find I do quite well as both a teacher and a mom."

Marcie's Feedback

10. Tell me about a recurring problem that you run into in your current position, and how you handle it.

The interviewer wants to see that, despite this recurring problem, you take action to find a resolution. They want to make sure they aren't hiring a chronic complainer who is easily defeated! Be careful to avoid complaining about your current (or most recent) position. A recurring problem could be a glitchy software system, an employee who is regularly late, or even an unpredictable work schedule. Remain optimistic in your reply!

"A recurring problem that I have in my current position is the fact that our client management software is not user-friendly. Any entry that I need to make is incredibly time-consuming which poses a real problem when a deadline is present, or when we have clients waiting for an answer. I have found that the best workaround for this is not to allow my paperwork to build up. The more proactive I am, the better I can keep ahead of schedule."

"A problem that I am currently running into is a lack of office supplies. My boss has been running very lean, financially speaking, since our industry took a downturn. I have to time my ordering with client invoices at this point. This situation has certainly helped me to become more aware of spending and budgets, that's for sure!"

"The greatest issue in my current position is that we have so much employee turnover. It started to feel like I was constantly training new staff. I came up with an employee referral bonus program which greatly helped. For every successful referral, our employees get $400 plus another $400 after their referral stays for three months. I believe this has been successful because the quality of our employees has greatly increased."

"In my current office, we have more clients than we can handle - which is a great thing! However, it's been tough to find the best marketers to join our team because we are a small organization. This hiring situation has meant a lot of overtime hours, which I am certainly happy to do for the most part. I do look forward to working with a bigger team, like yours."

"Unfortunately, a recurring issue in my current company is employee tenure. It's just really part of the industry as we need some holiday and seasonal associates and they typically don't want to stay on, or we don't have the budget to keep them on. This turnover means we are continually becoming a new team and learning how to work with our new coworkers. Scheduling often has a learning curve with a new team, too, because you have to take into account the availability of all parties, and who works well together. That said, it's something I'm used to. I make it a bit of a personal challenge or game for myself. How quickly I can learn their available days, how fast I can learn who works best together."

"A recurring issue at my current job is lack of reliable inventory that my clients are requesting, which can be incredibly frustrating. I am working hard to land a client, get them to buy into our program, both literally and figuratively, and then we fall short of expectations when our inventory doesn't meet their standards. That said, I continue to go out, land new clients, and try to source the proper inventory for them."

"A recurring issue revolves around my lack of a classroom and the friction that can arise at times because of it. Without the flexibility of my own classroom, I sometimes find myself in an awkward situation since I have to abide by the other teacher's rules, which sometimes conflict with mine. I do my best to follow the teachers' class rules, and make sure that we have a good understanding."

11. Tell me about a time when you failed to solve a problem. How did you overcome the failure?

'Success is bouncing from failure to failure without losing momentum,' or so they say. Your resilience shines through when you can learn from your mistakes and keep going. Give an example that shows you can accept fault and learn from challenging experiences.

"I failed to meet an important deadline in my first job out of college because I didn't know how to prioritize properly. I kept letting other menial tasks get in the way rather than focusing on finishing the project. I learned how to manage my time wisely by setting reasonable goals and reminders on my calendar. This technique helped me to manage my time more effectively."

"Last month we were having issues with our GoToMeeting application, and it was right before a major client meeting. I was on a call with the service provider, trying to troubleshoot and unfortunately, did not deliver a fix on time. After the initial frustration, I decided to talk to my boss about having backups in place. Now, we have Skype, and Google Hangouts set up for these emergency situations."

"I was asked to solve our issue of employee turnover which ended up being much more difficult than I originally thought. My initial goal was to improve turnover by 70% but in the end, only reached 40% improvement. Although I did not reach my goal, I am still happy that my action plan made a difference."

"I had a customer who was not happy with my delivery, and I chose to take care of the situation without involving my boss. It wasn't that I was trying to sweep the situation under the rug, I just honestly thought I had been successfully dealing with the situation on my own. Unfortunately, I was wrong because the client sent a nasty email to my boss a short time after. I should have gone to my boss right away and filled him in. It's something that I've learned from, and I'm ready to involve my boss with every sticky client situation."

"In a previous role as a personal shopping assistant, I was tasked with taking on a notoriously difficult client. She spent a lot of money in the store in the past but was very demanding. This challenge seemed like the perfect opportunity to prove myself. A few months in, I made the misstep of mentioning something she'd complained about at an earlier date. Apparently, she was offended that I brought it up, even though I meant it very innocently. I owned up to it immediately to my manager and came up with a plan to win her back. I wrote a snail-mail card apologizing to her and let several weeks pass before reaching out in any other way. By the time I did, two months later, she was perfectly lovely, dismissed my apology as though she didn't know what I was talking about, and we moved along in a better fashion than we had prior."

"In my first role out of college, I was working to solve a lane issue with a carrier that kept falling through. I went through every solution I could come up with including pitching consistency, to leveraging my current relationships, and asking for favors. Those favors and workarounds ran out, and we fell short of client expectations. While I did all that I knew how at the time, I still fell short, and it was disappointing. In retrospect, I would have involved more people in supervisory positions earlier on in the process to learn from their shared experiences."

"The problem I've failed to solve that still keeps me up at night is a successful inclusion of one of my students with an IEP. He loves Spanish and in a one-on-one setting excels at it, but cannot handle the behavior expectations in class because he gets too excited. I've tried multiple approaches to get him to regulate, and participate, but so far nothing has allowed him to participate in the class without disrupting the other students and causing a meltdown for himself. This fact weighs on me since I want him to experience inclusion at all times. As a result, he comes to my office a few days each week, and we have our Spanish class together. I feel this exemplifies who I am as a teacher. I will go the extra mile for my students to make sure they get their fair shake at life."

12. What sources do you look to when you need to solve a complicated problem?

The interviewer wants to know that you can think outside the box, or even ask for help when you are stuck on a complicated problem. Maybe you look to a mentor or boss for advice. Perhaps you have handbooks, manuals and systems you turn to for help. Offer some relevant examples based on your industry. If you work in the medical field, you may turn to textbooks, online research, colleagues or even patient's history to find the right solution. If you work in customer service, you may ask the customer what they need to find the best way to solve the problem. Show the interviewer that you are knowledgeable and equipped to handle these types of scenarios.

"When I am faced with a complicated problem, I will look to the resources that my current company has provided me. The answer is almost always in there. If it's more of a moral dilemma vs. a knowledge-based dilemma, I will ask my supervisor for his thoughts and opinion since I value him as a mentor and expert in our industry."

"I have a variety of manuals and online tutorials that I lean to when I need to solve a complicated problem. Usually, the issues are surrounding Excel troubleshooting, so it is easy to find answers without involving anyone else and interrupting their day."

"I have a business mentor that I turn to for significant problems. She and I are in the same industry; however, she is much more tenured than I am. I recommend that everyone have a mentor. Even though I run a team of my own now, there are times when I do not have the answers."

"When I need to solve a complicated problem I will turn to marketing forums and blogs that I follow. There is a plethora of information on the internet, and it would be a shame not to take advantage of them!"

"To solve a complex issue, I will reach out to a manager or mentor from a previous role to ask them how they've handled such issues in the past. I am always ready to dive back into our handbook, but these types of scenarios are often not covered there, which is why I value a human, experiential approach. I know that there are so many folks in the industry who have so much to teach me and have probably already "been-there-done-that," so I love to utilize them as a resource."

"If there's a complicated problem, I'll write out what I think the possible solutions would be. Then, I will weigh those potential solutions against one another and list the complications that may arise as a result of each choice. Also, I am always open to input or suggestions from those with more experience than I. I will often turn to my organizations' training resources, as well as talk the problem out with coworkers or my boss."

"I have a vast cohort of teachers with whom I work currently, or have worked in the past, so if I am stuck on a problem or feel I need some additional help, I reach out to these educators. If nothing else, they're there to lend an ear and let me bounce my ideas off of them. They almost always have some real-life experience in a very similar situation. I value this collaborative, supportive group that I've amassed over the years."

13. After you implement a solution to a problem, how do you test the effectiveness of that solution?

The interviewer wants to see that you have strong follow-through skills and the ability to use data and analytics to support your decisions. The only way to test the effectiveness of a new solution is to keep a close eye on the immediate, and often longer-term, results! Depending on the situation, you can use data, run reports, and compare/contrast your findings. If you have records of the data before your problem-solving solution, you can track the results of your new solution and analyze in a month, or beyond. It can take time to see the results, so having a method for measuring them is essential. Give an example of a time you implemented a solution and found a way to measure the results to check its efficacy.

"Last year, our company was having a very high rate of turnover due to employee burnout during overtime hours worked. I implemented a third shift which alleviated the need for excessive overtime. Yes, it did increase our payroll costs by 33%; however, it decreased our turnover which was costing us more and more every year. From the analytics I have been watching, the change will pay for itself by the end of year two."

"One solution that I recently implemented was the use of Google calendar with the executive that I support. She was rarely updating her Outlook calendar because she found it to be too difficult to do on her smartphone. Since this implementation, we have minimized our crossed wires significantly! I have measured the effectiveness of this new calendar strategy by marking down any appointments that need to be rescheduled. So far, for the month, the number of reschedules is down by 80%."

"I always look at the data to gauge the efficacy of policy or new solution. I am big on numbers as they do tell the full, and true, story. I love the reliability of spreadsheets and numbers!"

"Once our team comes up with a new marketing strategy for a client we will conduct two focus groups. One test group will be on the original marketing plan and the second, on the plan that we want to pitch. The use of focus groups is the best way for us to measure if our new strategy will be effective enough to justify the changes for the client."

"I like to collect data, as well as anecdotal assessments of new policies. It's great to have data to confirm if it was or was not effective, but I am a firm believer, too, in getting the team on board. Plus, as you implement a solution, sometimes those doing the actual day-to-day work with customers or in the actual implementation have a more accurate understanding of what's going on or what could be improved. Therefore, I am sure to ask the staff how they think it's going, if it's impactful, or what they still see as an area for growth."

"To test the effectiveness of any solution, you have to be objective and see if it genuinely addressed the problem it set out to solve. Everything in our business runs on KPIs, so when we introduce any initiative, we can see how it is or is not impacting those measurements. One example of this was when I assigned specific accounts to my team of buyers, instead of just attaching as they came up. The idea was to get a buyer to become an expert on that account, their buying habits, and therefore be more effective in the long term at sourcing for their needs. At first, it didn't seem all that impactful, as the close rate was still around 42% overall. However, over the course of 10 weeks, we saw an uptick in close ratios on the assigned, dedicated accounts versus the randomly distributed ones, resulting in 53% close ratio. It's something that became so effective that other sales pods adopted it as their practice as well."

"For me, numbers play an important part in teaching but do not paint the full picture. So, after implementing a change, it is certainly important for me to collect data from our unit tests to gauge the efficacy of the lessons we're teaching and the lesson plans we are using. However, I also am sure to check-in with the students on a more regular basis to check for comprehension. Testing is only truly reflective of the way some students learn, whereas others are terrible test takers, even though they've learned the material. That is why I like to take a two-pronged approach."

14. When a major problem arises, what is your first reaction?

The interviewer wants to know if your reactions to problems reflect maturity and professionalism. How you react will significantly determine how you fit with their existing team. Perhaps your computer crashes, and you realize you may have just lost all of your hard work. Or maybe you are limited on time and have a deadline rapidly approaching. Demonstrate to the interviewer that you take a very methodical approach to problem-solving, rather than reacting impulsively when a problem occurs.

"When a major problem arises, my first instinct is to take a step back and absorb what just happened. I then go into 'brainstorm' mode, jotting down potential ways to resolve the issue. From there, I can use a pros and cons list to determine the best course of action for a fast and amicable resolution."

"I have taught myself to become much calmer with my first reactions when problems arise. Now, I will step back and review my options for solving the problem rather than allow myself to become frustrated. If I feel that I cannot solve the issue on my own, I will ask for help from my superiors."

"Depending on the situation, I will gather my resources and team and collaborate on making the necessary happen on a shortened timeline so that we can deliver our results in the most efficient manner possible. Usually, we learn something about ourselves, the team, or a more effective approach to the next problem in the process."

"When a major problem arises, my first instinct is to jump in and fix the issue. I am a do-er and also think in a reverse-engineering manner. I start with the desired result, and work my way backward from there, figuring out where the snag occurred."

"I am resistant to stress but cannot completely avoid it. When a major issue arises, I will take a quick walk, if possible, so I can best assess how to address the issue while clearing my head. Then, I get to work. I delegate whenever possible so that I can oversee the effectiveness, but am not at all afraid to jump in and do the dirty work myself."

"In the event of a significant problem or setback, my first reaction is to freeze in disbelief for a moment or two while I gather myself, then I jump into action. I know that I need to work harder and faster to recover the time and effort lost. My salesperson mind goes into overdrive until the issue comes to a resolution."

"My first inclination in the event of a major problem is to roll up my sleeves and jump in to fix it or help mitigate some of the potential blow out. This initial reaction is especially true when the problem involves a student's feelings or wellbeing."

15. What steps do you take when you have to make an immediate decision without all the relevant information?

Sometimes we have to make decisions without all of the pertinent information at our fingertips. The interviewer wants to know that you are capable of taking educated guesses and that you are confident enough in your abilities that you can make a firm decision without all pieces of the problem being present.

"When I need to decide without all of the information, I weigh the pros and cons and come up with a solution that makes the most sense. Common sense can take you a long way! Next, I may ask the opinion of someone I trust to see what they think. Even though I trust my decision-making ability, I still think it's important to get a second opinion when it comes to situations involving money or decisions that make a significant impact on others."

"Being organized, I do have a checklist that I follow on all policy-related decisions and changes. If I do not have all necessary information to make an important decision, I can usually find answers in our company resource database, or I will consult an administrator more tenured than I."

"Immediate decisions are required of me on a daily basis. For instance, what do I do when a forklift driver doesn't show up for their shift? How do I react to a chemical spill in the warehouse? I find that the most effective method for making immediate decisions is to forget about what you don't know and focus on what you do know. That's the best anyone can do, and there is no sense wasting time on the what ifs, especially in my industry when the safety of others could be at risk."

"In my current company, we have a rule always to do what will make the client happiest. So, when I am in a situation where I need to make an immediate decision on a client file, I will ask myself what I would want if I were the client. Then, I jump into action to make that happen."

"Often when a customer is worked up, I only have a piece of the puzzle to go off of, whether because they haven't given the full story, or I'm pulled in by the associate who heard the full story. In either case, it's something I'm accustomed to and deal with daily. As far as customer problems go, they tend to follow the same general pattern, so I assess quickly what category the problem seems to fall in, and go from there."

"I am a strong believer in following my gut, and for the most part, it has not steered me wrong. I try to gather as much information as possible, but when all of the pieces are not accessible, I assess the situation using my prior knowledge of similar situations, and I follow my intuition. If I'm not certain or feel conflicted, I don't hesitate to bring in another person to help me come to the best decision for the company."

"I feel comfortable making an immediate decision, even if I don't have all of the relevant information, for the most part. I have great confidence in my situational knowledge as an experienced educator. One example that comes to mind was the class when there was a behavior outburst. I immediately leaped into action to diffuse the situation the best way I knew. By acting quickly, I can prevent the situation from further escalating."

16. How do you deal with distracting coworkers who stand in the way of your progress?

Even the most well-meaning coworkers can distract you from getting things done at work from time to time. The funny and entertaining coworkers who like to chat online and send YouTube videos are often the ones who can get in the way of your productivity if you let them. How do you respond? Show off your ability to set professional boundaries, when needed.

"I typically just set a kind, but clear, boundary and tell my coworker that I need to focus. I will offer an alternate time for a catch-up, over lunch for example. It is important for the sake of workplace culture to set aside time to be social with coworkers, so I usually just let them know when I'll be available for a quick break in the day."

"I understand working relationships are significant, and I'm sure to make time for them so that I can be useful but also enjoy myself at work. With that said, I know where these relationships fall regarding prioritization of my day. I make sure that others know that, too, without being off-putting."

"I am always interrupted by my team - that is par for the course being a manager. To deal with any lost time, I will simply stay late or come to work a bit earlier the next day. My day is unpredictable, and I have accepted that fact."

"I am very open with my colleagues and will let them know if they are a distraction. Currently, I can take my work home as well so if there is a part that I cannot get past due to distractions; I will take a day to work from my home office."

"I try to make the workplace as fun as possible, within reason. I love to make it a place people want to go to, instead of dread. That said, there are always the people that ruin it for the rest of the team by taking advantage. To combat this, I make it very clear what the expectations of allowed and prohibited behaviors are, and am sure to reinforce those expectations."

"There are always going to be co-workers who are there for the gab, rather than the work, or who are content just being in their position with no intent of advancing through the ranks. Early in my career, this bothered me. Why weren't they motivated to grow and learn? Then, I realized that it's important to have those people since a company can't have all its people always vying for the top. If there's a distracting coworker, I try to make my priorities clear and engage kindly and courteously with them as humans, and then get back to work. I am sure to remain friendly, while also firm, as needed, to communicate that I am here for work first as a priority."

"Very rarely do I find that my coworkers successfully distract me- even in a department meeting, I find I'm able to remain on task. I was always taught to ignore the behavior you wish to cease. If my coworkers are distracting and seeking attention, I try to ignore it as much as possible and only address it when it's detracting from a productive work environment."

17. Tell me about a time when you had to troubleshoot to solve a problem.

Troubleshooting is like reverse engineering - it takes skill, effort, and patience. You have to understand the problem to know how to work backward from it to find a solution. Knowing how to solve problems with technical equipment is always a solid skill, and a great way to demonstrate your example. Show that you are insightful in your approach.

"Last week, while operating the ultrasound machine, I was receiving a repeated error. I entered in a few different codes, but that didn't solve the issue. I then did a hard reset, removing all power sources. Then, I referred to the online manual for additional suggestions. It took a little time and patience, but I was able to resolve the issue without calling a technician."

"We do not have an IT department in my current office so whenever an issue arises, I am the person that my team calls. Troubleshooting is fun for me - it's like a new challenge every time. Google and IT forums are often my best friend!"

"We had a major complication in our system and our entire production line shut down. Our network administrator could not be reached so I had to go old-school and manually enter the orders so that my team could continue with production. The entire debacle lasted half of a day, and my system worked well as a placeholder."

"One of our clients called me in a panic, saying that Facebook rejected their ad campaign that we so carefully crafted. I researched on ad policy forums and learned that it was not approved because we did not set our demographic targets to people only over the age of 21. The ad was for a craft beer company, and we did not put into consideration the legal age in most states. Once I was able to narrow down the issue, I tweaked the ad, and it was approved."

"One horrific day at work, our systems went down entirely. We had no backup for how to check customers out, so I had to dig in the deep recesses of the back room and find the card imprint machines, and we wrote out tickets by hand and made imprints of the cards. I tried all the usual tricks to get our registers up, but couldn't get them to come online as it was a network error. I found the way around it with the handprint cards and then opening the cash drawer with a key."

"In a troubleshooting situation, I approach it like a maze and work backward. There are usually multiple factors contributing to any one issue, so I try to discern what they are, weigh those out and try to conclude what the potential best solution is. As far as technically speaking, my go-to in many situations, as rudimentary and childish as it may be, is often turn it off and turn it back on. Ha. I know it sounds too simple, but it often works best."

"I do everything I can to test out the technology before I bring it into the classroom- the day is so packed that we don't have any time to spare on figuring out technology if it acts up. I also always have a backup plan in mind in case the smart board or whatever we're utilizing that day doesn't cooperate, so we don't lose precious learning time." However, I believe that troubleshooting applies to more than just technology. Problems that occur offline also need troubleshooting as they arise, including figuring out a lesson plan and how it works or doesn't. It's all about working backward to see what issues, if any, may arise in its implementation during a dry run. By preparing in advance and being aware of what issues may come up, I'm able to flush out problems that would have otherwise arisen during the class time. "

18. Tell me about a time when your analysis of a problem was deemed to be incorrect. What would you have done differently?

Everyone makes mistakes when analyzing a situation. The interviewer isn't concerned with perfection; instead, they want to know how you deal the aftermath of rejection! Sometimes you can't correct your mistakes, but you can certainly learn from them. Highlight your ability to learn from your mistakes and move on, professionally.

"It was my first job as a physician's assistant, and I was trying to diagnose a patient who had severe pain in her abdomen. After running some tests, the doctor and I believed she was suffering from a gallbladder problem. We treated her, but she came back to the ER a week later. It turned out she had a problem with her pancreas. Even though we misdiagnosed her initially, we were able to use this mistake to help us identify the real problem. I've learned that sometimes making a mistake is a part of the process of solving a more complicated problem."

"I was asked recently to work on balancing an accounts receivable report. Math is not my strongest suit; however, I was confident in my ability to make it happen. Through a bit of research, I carefully worked on the document and was quite proud of my result. It turns out, I skipped a few important steps, and my work was, in fact, incorrect. I took it as a learning opportunity but also realized that my strengths are in other areas of business. I should have asked for the project to be placed with someone else, but I do not regret trying."

"We had incredibly high turnover rates when I first started in my current role. Going in guns blazing, wanting to make a strong first impression, I did a complete overhaul of the training manual thinking that was the problem. It turns out the training manual was just fine. The culprit to the turnover was one employee who was a complete bully on the job. The moment I terminated that person, the issue was solved. At least now I have a fancy new training manual! Moving forward, I now poll my team regularly for job satisfaction. I encourage a transparent workplace culture where people feel safe bringing their issues to me."

"I had a client, earlier in my career, who was not seeing the same results from their Facebook advertising as they once did. I changed the headlines, increased the budget, and even did multiple A-B tests. What I failed to see were the strategic algorithm changes that Facebook had made, which directly affected the visibility of my clients' ads. Now, I have alerts and subscribe to a couple of blogs solely dedicated to these changes, so I never miss a beat."

"Unfortunately, this happened not too long ago where I misjudged a customer complaint. The associate needed to escalate the conflict to a manager but did not accurately portray the customer's concern, and I jumped into action based off of the limited information given. Due to not gathering enough information from the customer herself or clarifying the misunderstanding with the associate, I took a misstep with the customer and did not resolve the issue as quickly as I would have liked. Ultimately, I was able to clarify the situation and get to a resolution that worked for everyone, leaving the customer happy. However I have some regrets. It was a learning process, and something I have been sure not to repeat since. Were I to do it again, I would clarify the situation with the customer, rather than taking the associate's word for it."

"When pitching an existing client on increased volume next year, I had made a recommendation on the most effective carrier for a lane. I based this recommendation on historical data and projected future rates. However, a merger occurred after the time of the pitch, and their prices skyrocketed since they were the only viable carrier for that area. Without competition, they didn't have to remain competitive in their rates. While I could not have predicted the merger, I could have quoted out with a higher margin on our part so that if there were some snag like this, we are covered. Since we lock in the rates for the customer, we took a loss each time they moved freight this way. As a backup method, whenever possible, I attempted to send the freight another way, so that we would lose some money but not take as large of a hit. That was a big learning experience for me and has helped me be better prepared to pitch other customers in a more effective, CYA type way."

"While teaching, the kids told me that I needed to quiet down at one point. I assumed it was the teacher whom I shared a wall with, that planted the seed, which was irksome. This type of situation had happened before. This time, however, I was wrong. I asked her to avoid delivering messages to me through the students, and she said she had not. Apparently, the students knew she had a headache that day, so they were all watching their volume level. I was glad that I did address the situation with the teacher, but made sure not to be accusatory or make assumptions about motives again."

19. Tell me about the most challenging aspect of your previous job. How did you overcome it?

Sometimes the most significant workplace challenge is a difficult task that puts you outside of your comfort zone. It could be something that requires skills you haven't mastered yet or qualities where you are not the strongest. Explain to the interviewer why it was difficult but be sure to spend more time highlighting the actions you took to overcome the challenge.

"The most challenging aspect of my last job was troubleshooting some of the older technology. We needed some serious upgrades, but they weren't in the budget. Learning how to work around this problem was quite a challenge, but I learned how by referring to old manuals and online forums. I ended up to become one of the stronger users of this program, in our entire office! I quickly became the go-to person when anyone had questions about the technology."

"In my current role, we have global offices that span four time zones. It is an incredible challenge to be continually calculating the difference in my mind when I call or email on updates for projects, for instance. I now have each locations time added to my desktop, my smartphone, and four individual clocks on my wall. These small and inexpensive changes made all the difference."

"The most challenging aspect of my previous job was the constant need to pivot when it came to trends in the industry. We would gain footing, and then the next greatest product would arrive. It made it difficult to feel loyalty to any of it. I started to express loyalty to the company's ability to discern great products instead of narrowing in on the products themselves. This shift in thought helped with mine and my teams' performance when it came to sales."

"My previous role was with a small agency where budgets were always a concern by the clients. Although I liked the clients, they were usually independent businesses with less than ten employees. They had a hard time thinking big-picture. I overcame this by coming up with a questionnaire that would address their greatest pain points and needs for their business. I would then focus on their small goals versus what I felt their company could be. Some business owners are more comfortable being comfortable, versus ruling the world, and that's okay! I just needed to wrap my marketing brain around that."

"The most challenging part of my prior role was navigating the landscape as the newest manager on the team. I needed to work on gaining the trust and respect despite my being green. I worked hard to build individual relationships with each associate and forge a bond with them. I also shared information about myself, including my experience in the industry, and who I am as a person. I know that this made me more human, approachable, and also solidified my credentials, so I know how to get the team on my side."

"The most challenging part of my previous job was relying on another team to be efficient. I am all for teamwork, but for me to be paid, this team needed to deliver timely and quality work. Meanwhile, their goals and metrics remained disconnected to any sales outcomes. This situation made it tough to motivate them. In the short term, I sat down with them and explained why it was vital for myself them, and the company that we work together on the same timeline. I incentivized them with coffee or store gift cards. Bigger picture, I sat down with the management of both teams and shared the issues we were having, suggesting a solution that would tie their KPIs and financial incentives to our outcomes, to make them invested. In the end, the short- and long-term approaches proved useful."

"I think the most challenging aspect of my current job is the fact that I share a classroom with another educator. Without having my space, other obstacles come up such as teachers trying to influence how I run my class, or them holding small conversations with their aides during my teaching time. I make sure to address this up front with the classroom teachers- that while it is also their room, please treat it as though it were mine during the 40 minutes that I am teaching. If there is ever an issue, I am sure to address it quickly and directly, so we can move past it."

20. When faced with a problem, are you more likely to jump into solving it, or are you the type to carefully assess the issue first?

The interviewer would like to know more about your problem-solving skills, and your personality. Discuss how you tackle problems when they arise, and keep your answer work-related if you can. Whether you are the type to jump right into solving a problem or you are more methodical in your approach, highlight to the interviewer that you are capable of handling issues professionally while using sound judgment.

"When faced with a problem, I am more likely to jump right into solving it. I believe that you cannot leave a problem to fester or become bigger than it already is. You have to take ownership of the issue, and involve yourself in the resolution right away. With that said, I am responsible for my decision making and certainly don't jump in blind. If I am unsure of what action to take, I will ask my leader for advice."

"I am careful and calculated in every step taken when it comes to problem-solving. This effort is because as an administrator, one error in judgment can throw off the timing of an entire project. I would say that I am the particular type who thoroughly assesses situations."

"As a manager, responsible for a team of 18 individuals, I need to be very calculated in most decisions that I make. I cannot act on the fly, or by emotion alone because others are relying on me."

"In marketing, I feel that I often have to do both. Some smaller decisions simply cannot be over-thought and others, especially when it comes to strategy, will need extra thought. I can provide both sides when appropriate."

"I think it depends on the situation at hand, honestly. In a familiar situation, I am ready to jump right in and tackle the problem. However, when the stakes are high, or tension is high, I am more inclined to take a step back, slow down, and be more tactful in my approach."

"I'm a "roll up my sleeves" kind of person. I see a problem, envision a solution, and begin to tackle it, figuring it out as I go and asking for help along the way. I think it can become a 'bury your head in the sand' issue, or the team will have the bystander effect, thinking someone else is going to take care of it, so I jump in and take action. I rally the troops, gather the appropriate supplies or resources as needed, and get to work."

"I'm the type of teacher who jumps in, head first and gets the work done. I know that the longer I wait to address a problem, the bigger it becomes, so I make sure to get right to it. This approach applies to interpersonal issues as well as curriculum missteps."

21. Give me a recent example of a valuable lesson you learned from a problem you faced at work.

One of the best aspects of problem-solving is that you always have the opportunity to learn from the experience. Seeing problems as opportunities to grow, is what makes you an excellent employee! Show the interviewer that you can learn valuable lessons when there is a problem at hand. Use a work-related example, if you can.

"Last month our sales team was facing a major challenge when we lost one of our primary distributors. I took action and started cold-calling, other potential distributors. I brainstormed with my team in some other ways that we could avoid a negative impact on our bottom line. We were quite successful in our recovery, and I would say that the biggest lesson I learned from the experience is that you are often only successful if you have motivated people in your corner."

"The most valuable lesson I learned from problem-solving at work is that not everyone will see your solution as the best one. Accepting change is difficult for some people, so I have found that not everyone will be on board right away."

"I recently had an employee express their disinterest in the job and the company. Rather than coach them out, I selfishly wanted to 'save' the employee. I put in extra hours mentoring and training her, just to see her quit anyways. It's a valuable lesson as a manager to put your energy into those who want to be there. Other efforts are often just a temporary fix for the inevitable."

"Marketing is always shifting so I often learn new, valuable lessons. One lesson I recently learned was to double check the documents that I send out for any needed updates. A lot of the manuals and how-tos that we send clients are evergreen; however, some are not. I accidentally sent an old social media guide to a client, and they ended up being incredibly confused. My lack of attention to detail at that moment was a bit embarrassing but lesson learned!"

"A recent learning experience was when I misjudged what the customer was upset about, and I didn't take the time to learn what it was that she was looking for. It reminded me to slow down, go back to the basics, and not assume that all situations fit the mold of the 'typical' customer. It was a perfect reminder that though I've seen most everything, I need to remember that each person and situation is unique."

"A recent valuable lesson for me has been not putting all of my eggs in one basket, as the old saying goes. Over 64% of my sales came from one group of stores, and they've always been a big contributor to the entire company's sales numbers. However, they were put on "hold" recently by their corporate, due to some restructuring issues. This event threw me for a loop. I was in real danger of not hitting my monthly sales target, and therefore I would have fallen short on my quarterly quota as well. I had to work extra long hours and hustle my other clients and fence-sitters to get them into "buy" mode to make up for the void in my numbers. It took a ton of effort, long nights, and creative pitches, but I was able to make up for the gap. I learned just how important it is to diversify my portfolio so that I don't find myself, or the company, in this position again."

"When working on curriculum development, I learned an important lesson. Two of our teachers wanted to keep a lesson in, because of personal connections to the lesson, but the other three were quite against it, with me being the uncertain one. I saw the validity in both sides. So, rather than find ourselves with a divisive issue on our hands, I proposed that we have a "freebie" lesson when we each got to pick one that we thought would culturally enrich our students. I learned that by thinking outside of the box, the team and our students would all benefit."

22. When change occurs in the workplace, it can create new problems. Do you see these as inconvenient problems, or opportunities to learn?

When a change occurs in the workplace, often problems arise due to new implementations and procedures, or unforeseen kinks needing to be worked out. Do you approach these problems positively or do you resist the change? Talk to the interviewer about how you can adapt to the inevitable issues that come with the change in the workplace.

"I fully understand that when the change occurs in the workplace, some new problems may arise because of it. I embrace workplace change because it often gives me the opportunity to learn a new skill or even teach a colleague a new skill."

"As an executive assistant, I see change all the time. Policy changes, travel changes, issues in scheduling, and the like. Although they are often inconvenient or threaten to throw my day off, I am always prepared with a Plan B. Each time these situations occur, I learn something new."

"Change is inevitable when you work with people because you cannot control everyone's reactions in a day, or whether they even show up to work. Recently I had a major shift in my team and, overnight, went from being completely confident in my team to the need of reassessing our strategy. I saw this as an opportunity to stretch outside of my comfort zone. I embrace change and learning opportunities."

"One change that we always go through in this industry are shifts related to social media platforms and online trends. These tools are ever evolving, and when you think you have it - poof - changes are made. I don't mind this, however. I believe that each shift is a chance to learn something new."

"I like to approach every day and situation as an opportunity to learn and grow, so even though it's uncomfortable, I like to think that there's something valuable to take away from any situation that involves change."

"I'm all about taking everything in stride and jumping on opportunities for growth and improvement. My latest job has been a year-long exercise in that: a start-up that pivoted entirely from the direction it had been going in when I was brought on, with an entirely new team and even intended client base. I decided to take it as a growth opportunity. I took a deep breath, rolled up my sleeves, and got to work learning and adapting to the new product, clients, and management. I think that the experience will serve me well in the future since I became quite flexible and learned a lot about myself and sales in the process."

"I am adaptable to change. As a teacher, I have to be open to change! Nothing stays the same in education and students challenge everything. I am capable of pivoting when needed and am not thrown off my game, easily."

23. Rate your problem solving skills from 1-10. How do you justify your rating?

The interviewer wants to know how you would rate your problem-solving skills. Of course, you want to give yourself a healthy rating; however, it's crucial that you remain realistic. Try to avoid giving yourself a 10, and nobody is perfect, and you do not want to come across as overly confident or someone who has no room for feedback and improvement. Alternately, avoid giving yourself too little credit. You do not want to paint the picture that you are a problem-solving dud! Try to remain in the 7.5-9.5 range while staying honest and accurate. Everyone has room to learn and improve! Be sure to justify your score as well.

"I rate my problem-solving skills as an 8/10. I will, on occasion, have times when I am not as efficient as I would like to be but all in all, I do feel that my problem-solving skills are above average. My supervisor and co-workers will attest to my fast reflexes when a problem arises, and they would also say that I remain calm under pressure."

"I will rate myself an eight because I value problem-solving but, just like most people, I have things to learn. Some ways to ensure that I can effectively solve issues are by utilizing multiple knowledge resources when looking for answers."

"I will rate myself an 8.5 because I consider myself a strong problem solver, especially when it comes to important matters that affect my team. Solid problem-solving skills are the foundation of success in business. I am always striving to be a better problem solver, so I leave the rest of the scale as an aspirational measure."

"Problem-solving is at the heart of what we do in marketing. We have to solve branding and sales issues for our clients all the time. I am an exceptional problem-solver, and quite creative with my strategies. For that reason, I will rate myself as a 9/10 and always improving."

"I'd rate my problem-solving skills as an 8/10. I believe I'm always a willing learner who brings creativity to the table, no matter what the situation. I am still full of ideas on how to solve a problem, and yet I am also open to the opinion and input of others. I like to collaborate but am not afraid to take charge and make it happen. There's room for growth, which is why I give myself only an 8!"

"I would say I get a solid 8.3 on a scale of 10. Seems weird to give myself something like a .3, but I think of it as an 83%, which is a B minus teetering on a solid B. It's a solid grade, with definite room for improvement, since I'm certainly not perfect. The reason for the B-/B grade would be that I'm quick to take action and figure out the solution as I go, but sometimes I could benefit from taking a moment to pause and reflect or gather other contributors before taking action. That said, I believe I get the best outcome possible when faced with a challenge."

"I would say I'm a strong problem solver and would rate myself an 8/10. I follow my gut and problem solve creatively, but know there is still room for improvement. I think my teamwork and problem strategies highlight my strengths in problem-solving. I can hear what people find essential and flush out the things on which we can compromise. Then, I come up with a great outcome that makes the teachers happy and is in the best interest of our students."

24. What do you think might be the greatest challenges faced in this job? How will you overcome these challenges?

Even though it may seem like a dream job, the interviewer wants to know that you have realistic expectations of the role and that you will not be blindsided if problems or challenges present themselves. Keep your answer simple. It is okay to ask for clarification on the position if you do not fully understand what challenges are in store for you.

"I think the greatest challenges in this role will be to learn the proper operation of the equipment. Another challenge will be the physical aspect of the position as I will be required to stand and walk around most of the day. I will be sure to pay keen attention to training and ask questions along the way. In regards to the physical component - I will get used to the additional activity after just a couple of days, I'm sure."

"I believe that the greatest challenge in this job will be to learn the ins and outs of your systems. I am familiar with SAP; however, will need to navigate some modules that will be new to me. If you don't mind, I would like to gain a head start on these by studying online for the next weekend or so."

"As a new manager, the biggest challenge is always to earn the trust of my new team. I plan to do this by getting to know everyone through genuine interest and conversation. I do understand that solid trust develops over time, but it's important to me to get started on the right foot."

"The greatest challenge is going to be getting to know your clients and their preferences. Every client has their quirks that need to be kept the top of mind during projects. I plan to read as many project notes as possible before diving into face-to-face meetings. I intend to come across to your clients as well-prepared and earnest."

"I think the added responsibility of running one of the highest volume departments in the store will be an adjustment, but it's a welcome challenge. I am looking forward to tackling it head on and growing through the challenges, because I know on the other side of those challenges, of that responsibility, lies the biggest opportunity yet."

"I would say the greatest challenge I'll face in this role is learning the industry ins and outs to be perceived as an expert when making the pitch to new clients. I want to be sure to immerse myself in the industry jargon, attend as many seminars and conventions as possible, and I've already begun subscribing and reading the leading industry publications so that I can get into the nitty-gritty of how it all works. Of course, I will also seek out mentorship opportunities where I can learn from folks who have been in the industry for years. I find they love to share their knowledge and it gives me a leg up."

"I believe the greatest challenge faced in this new position would be getting accustomed to the new curriculum. I am accustomed to my lesson plans and the curriculum I've had a hand in developing over the last ten years, so something new will have a bit of a learning curve, but welcomed. I am looking forward to a new challenge and to tackle a new set of lessons!"

25. What steps do you take to solve a problem?

The interviewer would like to know that you understand the importance of taking calculated steps when problem-solving in the workplace. Most candidates want to sound like go-getters, and their first instinct would be to say that they jump right in. Jumping right in can cause costly mistakes and oversights. Assure the interviewer that you will workshop the issue before diving in! Here are some steps to take: 1. Identify The Problem. Proper problem solving involves ensuring that you are very clear on the nature of the problem. Be sure that you fully understand the core of the problem before trying to repair it. 2. Identify The Stakeholders. Ask yourself, what the best case resolution will be for all stakeholders, not just for yourself. Ask yourself what is best for the company, your coworkers, and your clients. 3. List Your Options. The third step is to figure out what your options are when it comes to your course of action. Write them down if you need to. 4. Evaluate Your Options. Take a look at your list of potential actions and see if you can solve the problem using just one, or a blend of them. 5. Execute! Finally, execute your well-researched action plan. Be sure to set up a follow-up time to ensure that your solution worked.

"When I need to solve a problem, I first stop to ensure that I understand the issue at hand. Once I do, I will think of potential fixes and the pros and cons of each. Whichever solution or a blend of solutions is best for the customer; I will choose that option."

"My current company is very team-focused, and we train everyone to problem-solve with "what is best for team morale" being the question at hand. I have been with the company for twelve years so most problems I have a pretty clear idea of what will work for us, but when I need to workshop an idea, I will call in my team and have a brainstorm session."

"Problem-solving in Marketing can be unique because you have to truly balance the customers' pain point with the solutions that are currently available. Also, some clients like trying new marketing methods and others want to remain conservative, using only tried and true advertising methods, for instance. When I approach a problem, I first identify the personality of the client and their business and research options from there."

"Problem-solving in a retail environment is challenging in the sense that the issue is often something that needs to be fixed immediately, like a faulty product or an upset customer. When faced with a problem, I ask questions first, to ensure that I fully understand the core of the issue. Once I fully understand the core of the problem, I can more easily troubleshoot from there."

"Every customer is different, with unique needs, so when I need to problem-solve, I am often coming across a brand new problem or a different version of a problem I have seen before. Our company is big on chasing the money, and so I have been trained that every solution I choose must have the business' bottom line top of mind. My process is to understand the issue, address who the stakeholders are, and create a solution where everyone feels they won in some small way."

"Problem-solving in the classroom is a challenge because it is often on the fly. Or, a student will ask a question in a new way and I won't necessarily have the answer! When a problem arises, I like to involve my class, have a brainstorm session, and discuss as a group what we could do. This method turns an issue into a conversation where we have the opportunity to come up with some unique solutions."

Top 50 Problem Solving Interview Questions and Answers

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Are you gearing up for an important job interview that includes problem-solving questions? Congratulations, because you've come to the right place!

In this guide, we'll equip you with the skills and knowledge needed to ace those tricky problem-solving interviews with confidence.

Introduction to Problem Solving Interviews

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

What Are Problem Solving Interviews?

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

The Importance of Problem Solving Skills in the Workplace

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

How Problem Solving Interviews Differ from Traditional Interviews

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

Core Problem Solving Skills

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

Critical Thinking

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

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

Analytical Skills

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

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

Creativity and Innovation

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

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

Frameworks for Problem Solving

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

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

SWOT Analysis

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

PDCA (Plan-Do-Check-Act)

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

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

Six Thinking Hats

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

Behavioral-based Problem Solving Questions

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

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

To answer this question effectively:

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

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

For this question:

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

Technical Problem Solving Questions

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

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

To handle technical problem-solving questions:

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

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

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

Case Interviews

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

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

Problem Solving in Group Settings

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

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

Situational Judgment Tests (SJTs)

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

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

Decision-Making Skills

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

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

Behavioral-Based Problem Solving Interview Questions

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

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

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

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

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

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

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

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

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

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

Technical Problem Solving Interview Questions

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

How to Answer: Candidates should approach this question systematically:

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

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

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

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

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

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

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

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

Case Interviews Questions

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

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

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

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

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

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

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

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

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

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

Situational Judgment Tests (SJTs) Interview Questions

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

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

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

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

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

Decision-Making Skills Interview Questions

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

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

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

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

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

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

How to Answer: Encourage candidates to follow these steps:

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

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

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

Creativity and Innovation Interview Questions

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

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

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

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

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

Core Problem Solving Skills Interview Questions

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

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

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

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

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

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

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

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

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

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

Frameworks for Problem Solving Interview Questions

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

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

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

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

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

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

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

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

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

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

Group Problem Solving Scenarios Interview Questions

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

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

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

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

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

Unlock the Full List of Top 50 Interview Questions!

Looking to ace your next job interview? We've got you covered! Download our free PDF with the top 50 interview questions to prepare comprehensively and confidently. These questions are curated by industry experts to give you the edge you need.

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How to Excel in Problem Solving Interviews?

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

Effective Communication in Problem Solving

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

Time Management and Prioritization Strategies

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

Demonstrating Resilience and Adaptability

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

Mock Interview Practice

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

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

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

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

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

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

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Home » Job Tips » Interview Guide » Problem Solving Interview Questions

Top 17 Problem-Solving Interview Questions for Freshers & Experienced Professionals

Problem-solving skills are essential for success in almost any job position. Employers are in search of individuals who possess the ability to think critically, tackle obstacles and situations systematically, and develop efficient resolutions. In this guide, you will get different problem-solving interview questions and answers and valuable tips to equip you to prepare for your upcoming interview.

Table of Contents

What are Problem-Solving Interview Questions?

Problem-solving interview questions are questions that focus on a candidate’s aptitude for collecting information, evaluating an issue, considering its advantages and disadvantages, and arriving at a sound conclusion. Employers use these questions to understand and analyze one’s critical thinking abilities and ability to make informed decisions.

These questions are designed to assess a candidate’s critical thinking and decision-making skills. You can develop the right attitude and approach to solving a problem by checking out this complete guide on what are problem-solving skills .

Problem-Solving Interview Questions and Answers for Freshers

Below are the common problem-solving interview questions you might likely come across as a fresher. You can also check out this interview preparation course to equip yourself with common interview etiquette .

Q1. When faced with a problem, what is your action plan?

Answer: When I encounter a problem, my first step is to explore how others have successfully addressed similar challenges. This research provides me with diverse solutions, enabling me to choose the most fitting approach for both myself and the organization. Subsequently, I collaborate with my managers and colleagues, ensuring clear communication as we implement the selected solution.

Q2. What factors do you implement to weigh the pros and cons of a decision?

Answer: When evaluating decisions, I consider various factors, such as the potential impact the decision has on both short-term and long-term goals, assess the risks involved, seek input from relevant team members, and how relevant the decision aligns with the organization’s goals and values. With this comprehensive approach, anyone can make a well-informed decision.

Q3. How do you know when to seek assistance or tackle an issue on your own?

Answer: I evaluate the complexity and urgency of the issue. If it’s something I can handle within a stipulated time frame, I will address it on my own. However, for more complex or time-sensitive issues, I promptly seek help from colleagues or supervisors to ensure a quick and effective resolution.

Q4. Describe a situation when you identified an issue early on and resolved it before it got out of hand?

Answer: In my previous position as an intern, I discovered inaccuracies in the data during a project. Without hesitation, I took it upon myself to thoroughly examine and resolve these discrepancies to ensure precise outcomes. This valuable experience taught me the importance of attention to detail and enhanced my commitment to quality work.

Q5. Describe a situation when you had a task but lacked the abilities needed to finish it?

Answer: In my entry-level role, I successfully managed a sudden increase in customer inquiries caused by a website glitch. I worked with the team to address the issue, prioritized urgent cases, communicated transparently with customers, and provided temporary solutions until a permanent fix was implemented. This situation demonstrated my proficiency in managing high-pressure situations and delivering exceptional service to customers.

Q6. Describe a situation where you handled a crisis well?

Answer: During my internship as a client relations specialist, we encountered an unforeseen rise in customer discontentment due to concerns about the quality of our products. Working closely with relevant departments, I identified the root cause and devised a plan of action. By prioritizing urgent cases and maintaining open communication with affected customers while providing prompt updates, we effectively restored their satisfaction and prevented any further damage to our brand reputation.

Q7. Give an example of a challenging circumstance you experienced at work that called for quick thought and decisive action?

Answer: In a previous internship role, I faced a challenging project with strict deadlines and limited resources. To overcome this obstacle, I employed strategic resource allocation techniques, prioritized tasks effectively, and worked closely with my team members. Through careful planning and delegating responsibilities efficiently, not only did we meet clients’ expectations, but we surpassed the client’s expectations by delivering the completed project within the given deadline.

Q8. How would you respond to a disappointed and angry client?

Answer: When faced with an unhappy client, my focus is to remain calm and positively interact with them to prevent the situation from getting worse. I start by engaging in dialogue to comprehend the reasons for their discontentment, gathering all the essential information needed for effective problem-solving.  Once I have a clear understanding of the issue at hand, I reassure the customer that we are dedicated to resolving it quickly. By providing frequent updates throughout the resolution process, we strive to keep our clients informed and build trust in our efforts toward finding a satisfactory solution.

Q9. What metrics do you usually use to monitor your strategies? 

Answer: I use key performance indicators (KPIs) particular to the objectives of the project or work at hand to keep monitoring my methods. Conversion rates, customer satisfaction ratings, and project schedules are a few examples of these KPIs. By monitoring these metrics regularly, I can evaluate the performance of my strategies and alter them based on data as necessary.

Q10. How would you assess the impact of potential issues?

Answer: To evaluate the effects of potential problems, I utilize a methodical strategy. Initially, I determine the type and extent of the issue by assessing its potential to cause disruptions or hinder project objectives. Then, I consider how it may impact related tasks and timelines. After prioritizing these issues based on severity and their overall impact on goals, I create contingency plans proactively and allocate resources efficiently. This approach allows me to effectively manage challenges before they escalate, ultimately minimizing any negative consequences for the success of the project.

Also Read: Common Interview Questions for Freshers .

Problem-Solving Questions with Answers for Experienced Candidates

Here are some problem-solving questions and answers for experienced individuals.

Q11. How would you approach a new idea that has enormous profit potential but could have legal ramifications for the business?

Answer: When faced with a project that involves both financial opportunities and possible legal consequences, I would prioritize caution and thorough evaluation. I would conduct in-depth research and seek guidance from legal specialists to fully understand the implications and compliance requirements involved.  Then, I would collaborate with lawyers, cross-functional teams, and stakeholders to develop a comprehensive plan that minimizes potential legal risks while maximizing revenue possibilities.

Q12. Give an example of a work or project that looked too big at first. What methods did you employ to guarantee its effective completion and how did you approach it?

Answer: In a former position, I was tasked with an assignment that demanded thorough data analysis and timely reporting. Despite feeling overwhelmed at first, I tackled the project by dividing it into manageable tasks. Moreover, I devised a comprehensive schedule to ensure the project stayed on course.  By prioritizing crucial components and collaborating with team members who possessed specialized skills in certain aspects, we successfully accomplished the task together in an efficient manner. With effective time management skills and dedicated effort from our team’s collaboration, we met the deadline and had exceptional results.

Q13. Have you ever solved a problem without managerial input? What was the outcome and how did you handle it?

Answer: In a previous position, I encountered a technical challenge that disrupted our operations. As the leader of the team, I took charge by collecting information and analyzing the problem. Together with my team, we conducted a brainstorming session to come up with potential solutions and collaborated with the IT department to resolve it. Our proactive approach helped minimize any further disruptions and enabled us to restore normalcy within 24 hours.

Q14. How do you respond when your supervisor asks for your opinion or recommendation?

Answer: When my supervisor asks for my input, I make sure to offer a thoughtful response. To start, I evaluate the circumstances and take into account any pertinent details while also considering possible consequences. Then, I communicate my perspective directly and succinctly and back it up with evidence or illustrations. Furthermore, I remain receptive to constructive feedback, promoting an environment of cooperation where ideas can be shared for the best course of action.

Q15. How do you assess a solution’s effectiveness?

Answer: Evaluating the effectiveness of a solution involves a systematic assessment procedure. To begin, specific metrics and key performance indicators are established in accordance with the nature and goals of the problem at hand. These indicators are continuously monitored, comparing data before and after implementation to detect any positive changes or discrepancies. Gathering feedback from individuals involved, such as team members and end-users, offers valuable perspectives on how well the solution is performing in practical settings. Consistent reviews and necessary adjustments guarantee and support long-term objectives effectively.

Q16. Describe how you learn from your experiences. 

Answer: Once a project or task is completed, I take time to conduct a thorough evaluation. By looking back at both achievements and difficulties encountered, I identify key factors that contributed to success or hindered progress. This introspection allows me to identify areas for development and fine-tune my approach for future ventures. Furthermore, getting feedback from my colleagues and supervisors offers unique viewpoints that contribute to a more holistic understanding of the experience.

Q17. Do you consider yourself a great problem solver?

Answer: I possess strong problem-solving abilities. My approach to challenges is proactive, breaking down complex problems into manageable parts. By examining the underlying causes and utilizing both creativity and critical thinking, I have a history of developing successful solutions. Moreover, I am open to collaborating with others and appreciate diverse viewpoints that contribute to comprehensive problem-solving approaches. While there is always room for growth, my past achievements showcase my determination to confront obstacles head-on and devise innovative resolutions.

Also Read: Behavioral Interview Questions .

Problem-Solving Interview Questions: Common Mistakes to Avoid

Below are relevant tips to aid you in answering problem-solving interview questions.

• Avoid Giving Easy Responses- Individuals who opt for easier responses are considered to lack critical thinking.
• Avoid Giving Hasty Responses- Take your time in addressing the issue at hand and make sure you have a thorough understanding of it. If there are any unclear points, ask for clarification before giving your response. This shows that you value accuracy and precision.
• Avoid Taking Too Much on One Question- It is important to be brief and thorough when responding within a reasonable timeframe.

When answering an analytical question during an interview, endeavor to demonstrate the right mindset for solving problems. Problem-solving interview questions are an opportunity for you to showcase your analytical skills, creativity, and ability to handle challenges. You can make the right impression by preparing thoroughly, practicing different types of questions, and emphasizing your problem-solving ability.

Drop us a comment below if this blog has been helpful to you. Also, check out how to ace interviews with proven tips .

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Shobha Saini, the Head of Human Resources at Internshala, has maintained a stellar track record in employee relations and talent acquisition. With eight exceptional years of experience, she specializes in strategic planning, policy-making, and performance management. A multi-talented individual, she has played a major role in strategizing HR practices in the organization.

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12 problem solving interview questions and answers

Hire top problem solvers with less hassle.

Every job requires problem solving skills , whether you’re a cashier working out how to process a coupon with a broken scanner or a busy executive dealing with supply chain issues.

 he problem is that it’s difficult to demonstrate a candidate’s ability to problem-solve in an interview – or for employers and hiring managers to spot it .

Finding the truth requires the right variety of problem-solving questions asked in interviews. Unlike problem-solving questions people encounter in school, problem-solving questions for adults revolve around real-life situations that demonstrate innovative solutions.

In this article, we cover 12 problem-solving interview questions and answers to prepare for your next interview, whichever side of the table you’re on.

Table of contents

12 problem-solving interview questions and answers, enhance problem solving interviews with testgorilla, combine problem solving interview questions with targeted skills testing with testgorilla , problem solving interview questions faqs.

It’s hard to prepare problem-solving questions for adults without some solid examples. 

Let’s go through 12 essential job interview questions about problem-solving, including some problem-solving sample answers and explanations for how each one shows off the candidate’s problem-solving skills .

1. Is there an example of a time you had a deadline you weren’t able to meet? What happened? How did you handle it?

Missed deadlines are a fact of life, even for the best employees. What matters is how they learn from it.

This question poses an opportunity for candidates to show: 

Authenticity in recounting their mistakes

Self-awareness about what went wrong – for example, did they display optimism bias , planning in too little time for a project? 

How they learned from this past experience to improve their time management skills  

Here’s an example of this in action:

Sample answer:

Early in my career, I faced a tight deadline for [project name] when a key team member unexpectedly left the company. I had not planned enough time into the schedule for things to go wrong.

I immediately took action by informing my supervisor and key stakeholders about the potential delay and offering a revised timeline based on a realistic assessment. Then, I worked with my team to redistribute responsibilities.

Through these efforts, we delivered the project with minimal delays and maintained client satisfaction. 

I learned the importance of anticipating potential risks, building contingency plans, and fostering open communication with my team , and I’ve hit all my deadlines since then.

2. We work with many clients with multiple needs and aim to provide excellent service to them all. How would you prioritize each client’s needs?

This question tests customer service skills by laying out the candidate’s thought process on:

What information they look for when assessing a customer’s needs

What internal problem-solving processes and resources they consider when brainstorming solutions 

How they prioritize and communicate their decision

I would start by actively listening and analyzing data to understand each client's urgency, critical deadlines, and potential impact on revenue and retention.

I would then rank each need by the most urgent and shortest deadlines. I would work on those with the highest importance and immediacy first.

I would also allocate resources strategically by balancing this with our team's bandwidth and skill sets. Transparency is important while I communicate the prioritization process and explore collaborative solutions when necessary. 

3. How would you describe your immediate reaction to unexpected challenges or roadblocks?

Different personality types respond differently under pressure, and answers to this question help you gauge whether the candidate would be a good fit for your workplace culture. 

For example, while some organizations prefer people who can deliver quick, on-the-spot solutions, others prefer those who take their time to strategize their next steps and prioritize teamwork over finding effective solutions alone.

I remain calm, gathering information and systematically analyzing options. Clear communication and adaptable execution guide me through unexpected challenges, turning them into opportunities for growth that demonstrate resilience and work ownership.

The immediate instinctual solution to challenging situations often makes them worse. It’s important to take the time to discover the best solution with your team to ensure forward progress, not impede it.

4. Describe a time when you had to change your strategy at the last minute. How did you handle this difficult situation?

Problem solving skills are especially important in high-pressure situations when there’s little time to choose a course of action.

This question enables candidates to show:

Their ability to manage stress

Their decision-making process

How they maintained a professional image

The creative solution they came up with and its success

Sample answer: 

During one of my client presentations, the demo unexpectedly malfunctioned moments before going live.

Instead of panicking, I calmly assessed the situation and reassured the clients. Next, I used my knowledge of the product's functionalities to deliver a compelling, descriptive narrative without the demo. 

Finally, I collaborated and communicated with my team to find alternative means for the clients to try the product for themselves at a later time. They were excited, so the outcome was a successful presentation and a secured deal. 

5. Can you think of a previous experience where you saw an opportunity in a potential problem? What did you do? What was the outcome?

If an organization prides itself on innovation or if the role in question is creative, candidates must be able to spot ways to use obstacles to their advantage .

This question gives interviewees a chance to demonstrate how they use their analytical skills to look for ways to turn a bad situation around rather than simply mitigate it.

Due to the seasonal nature of our work, my team encountered a yearly “slow period” where revenue, engagement, and productivity dropped. Upper management was on the verge of issuing mass layoffs to transition to hiring seasonal employees instead.

Rather than letting my team get laid off, I talked to upper management and took the opportunity to organize planning, training, and team-building activities to boost engagement and productivity in preparation for the busy season.

Our employee satisfaction scores increased, and when busier weeks resumed, we increased revenue year-over-year. 

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

Answering this question reveals:

What candidates consider big problems at work

How they prioritize and delegate tasks

How successful their efforts are

Employers can then evaluate how much pressure candidates can handle and whether they’d be a good fit for the specific role. 

I faced a huge challenge when I had to launch a new marketing campaign within a shortened time frame. 

My problem-solving approach involved prioritizing my tasks based on urgency and impact, delegating effectively, and focusing on critical activities. 

I also explored alternative options, such as repurposing existing assets and collaborating with freelancers to mitigate delays and stay within budget.

My efforts and resourcefulness paid off. We launched the campaign on time and within budget, exceeding everyone's expectations.

7. Tell me about a time you had to explain a complex technical concept to someone with no prior knowledge.

In technical roles, employees require soft skills such as strong workplace communication skills to explain their decisions to stakeholders.

This question gives them a chance to demonstrate simplification, audience awareness, and teaching ability.

In a previous role, I often broke down concepts by splitting them into simple steps and using relatable analogies. 

For instance, I was asked in the middle of a sprint by a senior leader to build a new chart in our business intelligence platform. They thought I could do this in an hour, but in reality, I would have to build a new data model, which takes several days. 

I explained that it’s like trying to order an off-menu dish at a restaurant. You think they already have all the ingredients in the kitchen, but they would actually have to order new ingredients from out of state and design a new recipe, which takes time.

8. How do you deal with problems when you don’t have access to all the necessary information? Can you describe a time when this occurred? 

The most difficult problems to solve are the ones without clear variables. This is often required in higher-up roles managing teams or departments.

This question lets candidates show common problem-solving strategies, such as investigating the causes of an issue, prioritizing tasks, and creating agile responses.

I consider potential outcomes and prepare for multiple scenarios so I can adjust as I go.

For instance, I was managing my boss’s schedule when she was traveling for a conference, and I didn’t know her availability for meetings beyond a rough agenda. 

I planned for the most likely scenario and prepared alternatives, for example, clearing time the following week for any meetings that she couldn’t attend so I could immediately reschedule canceled meetings and minimize disruption.

9. Tell me about a time you worked outside your comfort zone to solve a problem.

Asking this question helps gauge a candidate's flexibility, initiative, willingness to learn, and commitment to self-improvement in a work environment.

I was tasked with learning a new technology to deliver more in-depth user metrics, which is more technical than I’m used to as a social media manager. 

I actively sought out resources, enrolled in online courses, and practiced to gain proficiency. By using whatever time I had available to its fullest, I was able to develop the competency to execute more complex tasks and even adjust my career to a more technical path.

10. What was the most stressful situation you faced at work? How did you handle it?

This is a behavioral interview question that lets candidates show off their: 

Proactiveness

Analytical approach

Resourcefulness

Communication

Ability to learn from challenges

For best results, use it in conjunction with objective measurements like critical thinking skills tests. 

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I had to launch a complex software project with a tight deadline and several unexpected technical glitches. 

I handled it by prioritizing ruthlessly, creating a detailed task list, identifying critical activities, and delegating non-essential tasks to free up my time. I also communicated transparently with my team and stakeholders. 

As a result, we launched the project on time, and I ultimately strengthened my leadership skills .

11. What is your process for evaluating the advantages and disadvantages of a solution?

Particularly when undergoing the interview process for leadership roles, candidates must show they know how to break down a problem and weigh options based on best practices.

When faced with multiple solutions to a problem, I take the four-step approach to problem-solving suggested by Daniel Markovitz :

I examine the data available to me

I frame the problem based on observable facts and allow for more than one solution

I think backward from the problem to ensure I understand the causes

When examining solutions, I ask “why,” ensuring each solution addresses the root causes 

I rank each solution based on these factors, using a matrix if necessary, and take action based on which hits the most marks.

12. Have you ever had to alter your plans when solving a complex problem? 

It’s important that candidates don’t commit so hard to one solution to a problem that they ignore opportunities to adapt and achieve a better result.

This question gives candidates a chance to demonstrate their adaptability, troubleshooting skills , and ability to recognize sunk costs.

I was managing the development of a project management tool when the client told me they urgently needed a new feature.

My coworkers told me this would be impossible in the given workflow timeframe because the feature would take several weeks to code and test. The client said this was unacceptable and threatened to cancel their contract. 

Instead of panicking, I discussed with the client what they wanted the feature to accomplish. They explained that they wanted to use an old project as a template for a new one. I realized this capability existed in our current software when we performed stress tests during early development.

I relayed this back to the dev team, who were able to quickly adjust the internal testing feature to the client’s needs rather than building something from scratch.

With skills-based hiring , you ensure that everyone you bring into the hiring process already has a base level of problem-solving abilities.

This is something resumes cannot do: Research shows that pre-hire work experience is a poor predictor of job performance and retention.

By contrast, 70% of employers agree that skills-based hiring is more effective than resumes .

Skills testing also benefits candidates because it is less prone to bias. 

In one study, the number of women hired into senior roles increased by nearly 70% when skills-based hiring methods were used.

Use talent assessments like our Problem solving skills test to create your shortlist with questions like this:

You should also test for other skills like:

Analytical skills and attention to detail  

Communication and active listening skills

Critical thinking

Combining different types of assessments and interviews gives you a more holistic view of a candidate's strengths, weaknesses, and overall fit for the role.

For instance, critical thinking is an important supporting skill for problem-solving because it helps employees evaluate any information they gather and make logical conclusions when deciding on the best course of action. 

Here’s an example of a question from our Critical Thinking test:

You can then use this information to inform your interview approach, such as asking candidates how they plan to improve their skills in their lower-scoring areas

This helps you improve your workforce: Deloitte research shows that skills-based organizations are more than twice as likely to innovate than traditional ones.

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In this article, we’ve explored how to ask and answer problem-solving questions for interviews. 

We’ve also included specific examples of answers to problem-solving questions, covering everything from handling stress to explaining complex concepts .

To ensure you don’t waste any of your dynamite interview questions for problem solving on unqualified candidates, incorporate problem solving skills tests into your hiring .

Take a product tour of TestGorilla today, or sign up for a demo to see our tests in action.

Then, try them for yourself by signing up for a Free forever plan !

Still unsure about writing or answering interview questions on problem solving? Here are the answers to common queries about problem-solving questions in interviews. 

Why do employers look for problem solving skills?

Employers look for problem solving skills because, in every role, employees encounter obstacles they must overcome to keep their teams and customers happy . The better your problem-solving skills, the better you can maintain and even improve your performance after setbacks.

What is an example of problem solving in the workplace?

An example of problem-solving in the workplace is when a project manager has to manage the fallout from missing an important deadline. When an unexpected problem arises, they have to find a way to solve it and the knock-on problems it causes – for instance, managing clients’ expectations and feedback.

What are good examples of problem solving interviews?

Some good examples of problem solving interview questions are: 

Have you ever had a deadline you weren’t able to meet? What happened? How did you handle it?

We work with many clients with multiple needs and aim to provide excellent service to all of them. How would you prioritize each client’s needs?

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25 Problem-Solving Interview Questions And Sample Answers

Every day we face a ton of mishaps — from a glitching messenger app to a compliance update, sending your industry into chaos. Compound this with rapid technology change and shifting customer behaviors, and it becomes apparent that strong problem-solving skills are highly important in the workplace.

So much so that 60% of employees want to see evidence of problem-solving skills when evaluating candidates. In interviews, candidates will be asked problem-solving questions . 

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

What Are Problem-Solving Interview Questions?

Problem-solving interview questions assess critical thinking, data analysis, and decision-making abilities. Candidates face hypothetical situations or case problems to test their analytical , critical thinking , and conceptual skills . 

Nail the problem-solving questions, and you’re likely to get the role: 70% of employers consider strong critical thinking abilities as a huge indicator of job success. 

Why Would Employers Ask Problem-Solving Questions During an Interview?

Problem-solving questions are a good way to evaluate your ability to overcome work challenges. Most employers want to be sure you can resolve issues and move past bottlenecks independently.

In other words: They want to see how you apply deductive reasoning or analytical frameworks to determine the root cause of the problem and then determine the best solution for troubleshooting.

The purpose of interview questions for problem-solving may also vary depending on the role. 

• For customer-facing roles, problem-solving questions are a great way to assess conflict management and issue-resolution skills. 
• For management roles , they provide insights into the candidate’s strategic thinking and planning abilities. 
• For technical roles , these help evaluate your approaches to issue troubleshooting and process optimization. 

In every case, the employer expects to see how you apply your cognitive, analytical, communication, and decision-making skills.

Popular Types of Problem-Solving Interview Questions (and Answers) 

Because problem-solving assumes using a range of hard and soft skills , there are multiple types of interview questions employers may ask. To help you practice, we organized popular problem-solving interview questions into different groups. 

Situational Interview Questions

Situational interview questions ask you to describe your line of thinking and actions in a certain setting. Most ‘mock’ situations will be directly related to your role. For example, as a social media marketing manager you may get asked “What would you do if you noticed a typo in an update 10 hours after publishing when people have already been commenting on it? 

The best approach to situational problem-solving questions is using the STAR interview method . First, describe the situation. Next, talk about the task (problem) you’ve had. Then explain what actions you took. Finally, conclude with an outcome (result) gained. 

Here are several sample problem-solving questions with answers for this category. 

A customer asks for a product, but it’s out of stock. They’re unhappy. How would you respond? 

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

Your goal is to showcase your stellar customer service and conflict resolution skills. 

Sample answer: 

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

You are last to leave the office, but can’t find your keys. No one else is around. What would you do?

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

Here’s how you should answer this question:

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

You’ve hatched a detailed plan. But there were some last-minute changes from the senior stakeholder, affecting your timeline. How would you respond?

Not all projects go as planned. The purpose of this question is to test your adaptability skills. The interviewer also wants to understand whether you’ll push back on the change or try to implement it even if that would result in extra work for you. 

Sample answer:

 This happened quite a few times in my last job, where the CEO liked to propose last-moment tweaks to investor reports. At first, I just went along and adjusted the copy and design myself before publishing. After the second time, I started sending an investor report draft to the CEO 7 days before the publishing date and set a hard deadline for her edits. This helped fix the issue. 

You and your team are stuck in a traffic jam. You are running late for an important client meeting. What would you do?

That’s another common situation, that plenty of people can relate to. The interviewer wants to see a demo of your communication and on-the-sport decision-making skills. 

Assuming I’d be still late if I walk or use public transport, I’d do this: Phone in the client with my apologies. Then propose to either order lunch/refreshments for them while they’re waiting or propose to start the meeting on video conferencing from the car if that’s possible. 

Scenario-Based Interview Questions 

Scenario-based interview questions present you with a specific problem the interviewer asks you to solve.  Rather than assessing your immediate response, problem-solving scenarios aim to test your and ability to strategize.  In most cases, there’s no right or wrong answer to such questions. Your goal is to demonstrate your thought process. 

Below are several examples of problem-solving scenarios for interviews. 

You have two vendors: One has lower prices and another proposes faster shipping. Which one would you pick and why? 

Many interviewers like to pose such questions to evaluate a candidate’s decision-making skills. The interviewer wants to understand how you access different options when making operational calls. Give them a walkthrough.

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

You need to kick off the project but don’t have full data. What are your next steps? 

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

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

Sample answer

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

A senior colleague asks for your recommendation on a new policy. How would you prepare it?

A good answer to this problem-solving interview question will include a list of steps you’d follow and the type of resources you’d use to make an informed decision. Explain how you usually collect data, make assessments, and synthesize findings to present them to others. 

I’d kick things off with an impact assessment to understand the context, objectives, and outcomes of the proposed change. I’d model different scenarios using a custom script on Power BI that I’ve made. Once I have the hard numbers (e.g., impact on revenue, efficiency, cost savings), I’d analyze the cultural impact of policy change. That usually involves conversations with other stakeholders and department heads. I’d incorporate their feedback and provide summarized findings to the colleague. 

You’re asked to identify cost-saving opportunities for a company. As you review the financial statements, you notice that operating expenses have increased significantly over the past quarter. How would you approach this? 

This is an example of a precise scenario-based question you may get for a financial analyst or accounting role . Other positions also receive similar questions, based around a difficult on-the-job situation. Your goal is to demonstrate your approach to issue resolution. 

I would first analyze all the groups of expenses to determine what drives the increase. If the company is spending more to grow, I’d calculate the ROI of that spending to justify it or, on the contrary — challenge it. If the cost inflation is due to excessive spending on low-value initiatives, I’d suggest several optimization strategies.

Behavioral Problem-Solving Interview Questions 

Behavioral problem-solving questions aim to learn more about your personality. They encourage you to provide examples of how you’ve acted in the past and showcase your general attitudes towards different challenging situations.

These provide room to demonstrate your self-management skills and mental resilience. So be sure to prepare some problem-solving examples for interviews beforehand. 

Tell me about the time you’ve faced a major challenge at work

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

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

What’s your standard approach to resolving blockers at work? 

The answer to this problem-solving interview question will be somewhat different for regular employees and managers. As a regular employee, you should focus your reply on your organizational skills . As a manager, you should lean more towards your administrative and leadership skills . 

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

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

What does “being resourceful” mean for you? 

Employers want autonomous go-getters, who know how to accomplish tasks, given the existing constraints. The hiring manager wants to understand how you make the max out of the available resources. Illustrate this with a quick example.

I treat constraints as an opportunity to be creative and innovate with frugality. I maintain an inventory of all creative assets available to me and like recycling content for different channels. For example, one podcast episode = 1 more blog post, 5 social media updates, and a collection of quotes the team can then use for other marketing assets without bothering the SME again. 

Could you exemplify your “self-sufficiency” abilities? How do you ensure high personal performance? 

This interview question prompts you to talk about your approach to staying motivated and methodical in your work. The interviewer wants to understand how you solve problems on your own and ensure that temporary setbacks don’t affect your performance.

I’ve been working remotely for three years now and my current employer prioritizes async communication, so I’m used to solving issues on my own. When I’m dealing with a coding problem, I usually head to Stackflow exchange to see if there are existing threads, plus search for reference architecture of similar solutions. There’s so much information available these days, so it’s easy to find answers to even the most niche problems. 

Problem-Solving Questions for Teamwork

A lot of issues arise due to misunderstanding and interpersonal dynamics. The employer wants to understand that you can diffuse tensions, handle arguments, and prevent conflicts professionally. So be prepared to answer some problem-solving interview questions around teamwork.

Your colleague proposes an alternative approach. The team can’t decide between your idea and theirs. What would you do? 

Here the interviewer wants to see how you reach consensus. Few teams like managers with their “my way or the highway” attitude. Your goal is to show that you’re not making decisions with your ego. 

I’d once again analyze both approaches holistically together with the team, pointing out the strengths and weaknesses of each. I always encourage everyone to probe my ideas, even though I’m a Senior Architect. Then ask again to contribute further thoughts and vote for the best option.

How do you usually handle workplace conflict between employees of the same level? 

A variation of such interview questions is common for managerial roles. After all, much of your job involves team-building. A good answer will include an example from your experience, demonstrating your conflict resolution strategies. 

I would have informal conversations with both at first to understand the source of animosity. In my last role, I had a UX designer and front-end developer constantly clash due to differences in communication styles. The developer lacked active listening skills and the designer wasn’t best at expressing their thoughts verbally. I’ve suggested they start a shared handover documentation file, where both documented the requirements from each side and leave helpful notes on design animation or tech constraints/compromises. Matters got better after this.

One of your team members is underperforming. This negatively impacts the group dynamic. How would you address this issue?

According to Gallup, 70% of the variance in team engagement is determined by the manager. Hence, employers want to ensure that you can identify and effectively address performance issues. The best answer to this interview question will include an example from your past work. 

A couple of months ago, I noticed that one of our senior developer’s velocity fell by almost 20%. Her code commits were also getting rejected by our CI/CD pipeline at the unit testing stage more often, slowing up the release cycle. Sarah was going through some family issues as learned in a 1:1. I suggested she take a 7-day PTO and also reminded her that we have free mental counseling available. She signed on for a couple of sessions and returned to her best in two weeks.

A stakeholder comments on the quality issues in your project. But these are not your team’s fault. How would you address their concerns while maintaining high team morale? 

Lack of appreciation and recognition of efforts from senior stakeholders can weigh heavily on the teams’ morale and, by proxy, performance. The purpose of this question is to test how you can advocate for your team. Your answer must demonstrate high emotional intelligence and professionalism in managing expectations. 

I would have a private conversation with the person to better understand the source of their concerns about quality. Then explain to them what part of work my team is responsible for and how this relates to the quality issues origination. I would then reassure them that I would speak to the manager, responsible for that line of work myself, and we’ll jointly work on optimizing this problem.

Problem-Solving Exercises 

Some interviewers also like to throw in a couple of weird interview questions , aimed at challenging your on-the-stop problem-solving skills. For example, Jeff Bezos once asked an interviewee to try counting the number of windows in Seattle. While the question may sound absurd, it gives the interviewer a good idea of how you structure your reasoning and employ logical thinking skills. 

In other cases, an interview may include several problem-solving exercises — cognitive puzzles or quiz-style questions you need to complete within a certain time. Some of these may require you to do some arithmetics to arrive at a precise answer. Others are just meant to test your logical reasoning abilities. 

Examples of problem-solving exercises for an interview: 

• Can you count how many tennis balls would fit into this room? 
• As a pizza delivery man, how would you benefit from scissors?
• You have 1000 bottles of wine, and one of them is poisoned. You also have ten rats to test which bottles are poisoned. What’s the fastest way to find a poisoned bottle?
• You have 3 critical production tasks, requiring the same specialized equipment, but you can only afford to rent one at a time. How will you prioritize and schedule tasks to optimize resources? 
• You have 3 containers with 20 balls. You have enough room to sort all balls of the same color into separate containers. How will you make sure that each container only has balls of the same time and that no two balls of the same type end up in different containers? 

Case Studies 

Case studies (or case problems) are context-rich, mock business scenarios, designed to test your problem-solving skills. They are common for roles in the consulting and financial sectors. However, many IT companies have also adopted them into their interviewing process.

Generally, you have 15 minutes to review the case study and ask supporting questions from the interviewer. Then another 15 to 30 minutes to prepare your answer. These tasks demand good business acumen — an understanding of the typical business goals and commercial awareness of the market and operating model. 

Your goal is to demonstrate that you understand the key issues and have a structured approach to finding the solution. You need to demonstrate which factors you’ve considered and their implication for the business. Then provide high-level recommendations, based on the data you have. 

Sample case studies for an interview: 

• If you were a competitor entering a new regional market, how would you convince customers to select our product? 
• A sports brand wants to launch an online employee advocacy program, where employees act as micro-brand ambassadors — showcase the goods on their social media and provide customer advisory. How would you recommend them to structure this initiative? 
• A French wine producer wants to enter the Australian market. Prepare a summary, explaining why the market may be a good choice for them and which products may have the highest chance of success. 
• A friend asks for your advice: They want to launch a new vegan DTC cosmetics brand. What type of go-to-market strategy would you recommend?

You can also find more sample case study interviews to practice at websites from big consulting firms like Bain , BCG , or Deloitte .   

How To Approach Problem-Solving Interview Questions?

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

Demonstrate structured thinking and a logical progression in your response:

• Reiterate the problem and ask clarifying questions if necessary. 
• Explain your first action. Mention why you’ve chosen it over the others. 
• Be precise with your arguments. State what data you’ve used for decision-making.
• Explain your next steps and/or alternative course of action if the first option fails to work. 
• Summarize the outcome you’ve achieved or expect to achieve as a result.  

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

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

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what can you do, if you l were fired from your job.? can you leave it off your resume? what do you mention in the interview about leaving your job, or having an employment gap?

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8 Problem-Solving Interview Questions You Should Ask

“In today’s fast-paced digital world…” blah blah blah. We get it. We’re all living it. The world is changing so fast . And while you might be tired of hearing it, it does affect your business and the people who work daily to move it forward.

90% of the world’s data was generated within the past two years alone, and employers need professionals who can cope with that kind of change. It’s part of the reason why problem-solving skills are more critical now than ever.

Of course, having the right people starts with who and how you hire.

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

Unsure what to ask and how to identify great problem solvers who aren’t afraid of the changes ahead? We’re about to explore eight different types of problem-solving interview questions and answers, how to identify any red flags in candidate answers, and a quick-fire list of tips to ensure you bring the best aboard your organization.

TL;DR — Key Takeaways

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

What are problem-solving interview questions?

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

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

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

Why interviewers ask problem-solving interview questions

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

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

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

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

8 examples of common problem-solving interview questions and answers

You didn’t think we’d leave you with just some basic information, did you? Nah. We’ve been helping teams hire effortlessly for years, and we’ve used our experience to create a list of eight types of example problem-solving questions that you can use during interviews to find the right hire.

1. The challenging situation

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

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

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

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

2. Problem-solving process

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

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

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

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

3. Decision-making

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

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

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

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

4. Creative thinking

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

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

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

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

5. Teamwork

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

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

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

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

6. Overcoming obstacles

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

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

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

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

7. Dealing with recurring problems

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

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

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

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

8. Multi-tasking

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

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

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

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

Now that we’ve reviewed the best possible answers for these questions, let’s examine some of the negatives and red flags to watch out for.

Red flags for interviewers assessing problem-solving skills

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

A lack of specific examples

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

Vague or generalized answers

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

Limited adaptability

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

Poor decision-making skills

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

Lack of collaboration or communication skills

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

Limited initiative or creativity

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

Tips for using problem-solving questions to screen candidates

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

The tips below will help you to understand them better.

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

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

Yes, yes, there is.

Evaluating problem-solving skills beyond the interview

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

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

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

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

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

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How to Solve Your Company’s Toughest Problems

A conversation with Harvard Business School professor Frances Frei on how to solve any problem in five clear steps.

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You’ve likely heard the phrase, “Move fast and break things.” But Harvard Business School professor Frances Frei says speed and experimentation are not enough on their own. Instead, she argues that you should move fast and fix things. (That’s also the topic and title of the book she coauthored with Anne Morriss .)

In this episode, Frei explains how you can solve any problem in five clear steps. First, she says, start by identifying the real problem holding you back. Then move on to building trust and relationships, followed by a narrative for your solution — before you begin implementing it.

Key episode topics include: leadership, strategy execution, managing people, collaboration and teams, trustworthiness, organizational culture.

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HANNAH BATES: Welcome to HBR on Leadership , case studies and conversations with the world’s top business and management experts, hand-selected to help you unlock the best in those around you.

Maybe you’ve heard the phrase, “move fast and break things.” It refers to a certain approach for rapid innovation that was popularized in Silicon Valley and invoked by many tech firms. But Harvard Business School professor Frances Frei says that speed and experimentation are not enough on their own. Instead, Frei argues that you should “move fast and fix things.” That’s the topic and title of the book she co-authored with Anne Morriss.

In this episode, Harvard Business Review’s editorial audience director Nicole Smith sits down with Frei to discuss how you can solve any problem in five quick steps. You’ll learn how to start by uncovering your true problem. Then, move on to build trust, relationships, and a narrative for your solution before you dive in on the actual work of implementing your fix.

This conversation was originally part of HBR’s “Future of Business” virtual conference in November 2023. Here it is.

FRANCES FREI: So, I would love to talk to you about how to move fast and fix things. And I’ll tell you the reason that Anne and I wrote this book – and it’s really a quest we’ve been on – is that Mark Zuckerberg, in his IPO for Facebook, famously said, “we’re going to move fast and break things.” And the problem with that is that it gave the world a false trade-off. It convinced so many of us that you could either move fast and break things or you could take care of people, one or the other. And we have found that there is a third, much better way. And that is, we can move even faster if we fix things along the way. And so, that’s what I’d love to talk to you about right now. And the way that we think about this is that if you want to move fast and fix things, we have to do it on a foundation of trust. And so, the first thing to do is to experience high trust. And we’re going to talk about how to build trust. But the way we see the world can be described in this grid. And in the presence of trust, we can move really fast. That’s how we move fast and fix things. We call it accelerating excellence. It’s only when we’re in the presence of low trust that we move fast and break things, or what we call being reckless disruption. And as I said, so many organizations are afraid of reckless disruption that they actually end up in this state of responsible stewardship, which is really just going slowly. And so, we wrote the book to get those that are in responsible stewardship to realize that we could go across the way to accelerating excellence. And we didn’t have to go down to reckless disruption. So, the way that we think about this, and it’s the way we wrote the book, is that there’s a five-step plan to do it. We organized the book for days of the week. We think that the metabolic rate of organizations can be improved significantly and that many, many hard problems can be solved in just one week. So, we wrote the book in the structure of a week. Step one is we have to find our real problem, that if we’re… for far too many of us, we’re addressing the symptom and not the cause. At any problem, there’s going to be trust broken at the bottom of it. And we’re going to solve for trust. We’re then going to learn how to get more perspectives to make our plans even better. Learn how to tell a narrative that works. And then, and only then, on Friday, do we get to go as fast as we can. And what typically happens in the move fast and break things is that we move Friday too forward in the week. So, our goal is to put ourselves in a position to move fast. And you have to wait till Friday to do that. So, what do I mean by finding the real problem? Most of us, a problem gets presented as a symptom. So, I’ll give you a recent example that got presented to me and Anne. We got called by a company. And they said, we’re having a gender problem. Will you come in and help us? And we’ve been able to help many organizations solve gender problems. So, we go in there. And we just wanted to make sure that they really did have a gender problem. The symptoms were super clear. There were no women at the top of the organization. Not very many women were coming into the organization. And great women were leaving the organization. So, they had… it looked like a gender problem. But it took, I don’t know, an hour. It took 60 minutes, certainly not even all of Monday, to uncover that their actual problem was not a gender problem. Their actual problem was a communication problem. And if we did all of the things that we know exist in our gender tool kit on how to fix gender, that would have all been wasted effort. But instead, what we found out is that the founders of this organization, and they were two cofounders, and they were very similar to each other, and they’d worked together and known each other for decades. They had a really uncomfortably and aggressively direct communication style. That communication style repelled all women and most men. So yes, the symptoms were gender. But oh, my goodness, the cause was that the two founders were succumbing to a problem many of us succumb to, which is, we were treating others as we like to be treated. They loved to be treated with aggressively direct communication. But nobody else loved it. And when we simply confronted them with that and taught them that instead of treating others as you want to be treated, now it’s a puzzle. Find out how they want to be treated, and treat them that way. Gets fixed. And all of a sudden, women and lots of other men are flowing to the organization. So, Monday… and we take a whole day for this. Let’s make sure we’re solving the real problem. And symptoms are rarely the cause. So, we just want to do some due diligence, some due diligence there. Once we know we’re solving for the real problem, there’s going to be trust broken down somewhere in the… amidst the problem. Well, very fortunately, we now understand trust super well. If I’m going to earn your trust, you will have an involuntary reaction of trusting me if you experience my authenticity, logic, and empathy all at the same time. When these three things are present, you will trust me. But if any one of these three is missing, you will not trust me. And here’s the catch. If trust is broken, and we know it’s only ever broken for one of these three reasons, we need to know which of the three, because the prescriptions to solve a broken authenticity pillar versus logic pillar versus empathy pillar, they’re entirely different from one another. So, you can think about rebuilding trust. It’s just a matching game. Know which one is at stake. And then bring in the curated prescription for that. There is a myth about trust that it takes a lifetime to build and a moment to destroy. And then you can never rebuild it. None of those things are true, that we can actually build trust very quickly when we understand the architecture of it. We can rebuild it quickly and just as strong as it was before. So, this notion that trust is a Faberge egg, it’s catchy and not true. Trust is being rebuilt all the time. But we want to do it with a deep understanding of the stable architecture. So, Tuesday takes all day. We solve for trust. On Wednesday, we call Wednesday making new friends. And what we mean by that is whichever collection of people you bring to the table who are the people that maybe are on your senior team or the people that you bring to the table to solve problems. And here, I’ve represented a table. And there’s eight check marks for eight seats. I encourage you to bring four extra chairs to that table. If you have eight seats, bring four extra chairs. Point to the extra chairs and ask yourself, who’s not here? Who has a stake in our problem who’s not represented at the table? I was recently in a conversation with our senior colleagues at the Harvard Business School. And we were talking about how to do junior faculty development. And we came up with what we thought were great ideas. And then we looked around and we were like, Oh, my goodness, there’s no junior faculty here. How on Earth do we know if these are good ideas? So, we got the empty seats. We invited people in. And sure enough, the junior faculty helped improve our plans dramatically. The equivalent of that always happens. So, on Wednesday, we want to make new friends. So, one is inviting them into the room. But then the second part is, how do you make sure that their voices are heard? And what we need to do is that when someone comes to the room, they’re going to be awfully tempted to say things that they think we want to hear. They’re going to be awfully tempted to conform to what we’re already saying. So, what we need to do is learn how to be inclusive of their unique voices. And the way we do that is by going through this four-step progressive process, which is, first, we have to make sure they feel safe and that they feel… they’re going to feel physically and emotionally safe, I’m sure, but that they feel psychologically safe. And that’s a shout-out to Amy Edmondson and all of her beautiful work there. But we have to make sure that we feel safe. Once we feel safe, then it’s our job to make sure that the new voices feel welcome. You can think of that as table stakes. Then when we’re doing is we’re really trying to move people up the inclusion dial. And here, this is when it really starts to make a big difference. And now what we want to do is make sure that they feel celebrated for their unique contribution. And so, what we’re doing is moving them up the inclusion dial. Now, here’s why that’s kind of hard. Most of us tend to celebrate sameness. And here, I’m asking you to celebrate uniqueness. And what I mean by celebrating sameness is that for the most part, like, when I watch my students in class, if one student says something, and then another student was going to say that, after class, they go and seek out the first person. And they’re like, you’re awesome. You said what I was going to say. They didn’t realize this. They’re celebrating sameness. They’re encouraging sameness. So, what I do is I advise my students to not share that verbal treat, that what we playfully refer to as a Scooby snack. Don’t share that Scooby snack for when somebody says something you were going to say. Share it for when somebody says something you could never have said on your own, and that it comes from their lived experience and learned experience, and how they metabolize successes and failures, and their ambition, if they’re lucky enough to have neurodiversity, their worldview, all of that. It’s a beautiful cocktail. Wait till they say something that comes uniquely from all of that. Celebrate that. When we celebrate uniqueness, that’s when we get the blossoming of the perspectives. And what we want to do to make somebody really feel included is we celebrate them when they are in our presence. But if you really want somebody to feel included, and we bring folks into the room for this, make sure that you champion them when they’re in the absence. So, let’s not just ask the junior faculty to come along. Or if it’s a senior team, and it’s mostly men, and the board of directors is coming in, and we’re like, oh, goodness. Let’s make sure we can show some women too. So, we bring some women along. We celebrate them in our presence. Let’s make sure that we champion them in our absence as well, which is celebrate their uniqueness in our presence and champion them in rooms that they’re not yet allowed into in their absence. So that’s Wednesday. Let’s make new friends. Let’s include their voices. Let’s champion those new voices in their absence. Thursday, we tell a good story. And stories have three parts to it: past, present, and future. It is really important – if you’re going to change something, if you’re going to fix something, it is critical to honor the past. People that were here before us, if they don’t feel like we see the past, we see them, we’re honoring the past, I promise you, they’re going to hold us back. And they’re going to be like The Godfather movie and keep pulling us back. So, we have to honor the past with clear eyes, both the good part of the past and the bad part of the past. Then we have to answer the question, why should we change now? Like, why shouldn’t we change maybe next week, maybe the week after, maybe the month after, maybe next year? So, it’s really important that we give a clear and compelling change mandate that answers the question, why now? Why not in a little while? I find that if you’re a retailer, and you have the metaphor of Walmart just opened up next door, clear, compelling. We have to… that should be our metaphor. How can we be, with as crisp of a language, clear and compelling about why now? And then we’ve honored the past. We have a clear and compelling change mandate. You want people to follow us in the improved future, we have to have a super rigorous and a super optimistic way forward. We have seen so many people be optimistic without rigor. Nobody’s going to follow. And similarly, rigor without optimism, also, nobody’s going to follow. So, it’s our job to keep refining and refining and refining until we can be both rigorous and optimistic. Now, how do we know when our plan is working? Well, here are the four parts of storytelling that we know. Our job is to understand this plan so deeply that we can describe it simply. When we describe it, we want to make sure if I describe it to you, and you describe it to the next person, that the next person understands it as if I described it to them. So, our job is to understand so deeply that we can describe simply that it’s understood in our absence. And the ultimate test is it’s understood when they go home and share it with their family. They have the same understanding we want. We find this to be the four-stage litmus test to make sure we have been effective in our communication. And when people understand it this well, then they can act on it in our absence. And that’s when we’re now in the position to go as fast as we can. And when all of that infrastructure is in place, well, then we can go super fast. And there are all kinds of clever ways that we can do that. So, I look forward to opening this up and having a conversation with you.

NICOLE SMITH: That was excellent. Professor, we got several questions. I want to just dive right into it. Tessa asked, what tools, practices, and skills do you use to uncover the underlying superficial problems? It sounded like you talked a lot about questions and asking questions.

FRANCES FREI: Yeah, it’s right. So, the Toyota production system would famously refer to the five whys. And they had… and that was root cause analysis, which we all know. But essentially, what they found is that it’s about five… why does this exist? Well, why does that exist? Well, why does that exist? Like, if you ask why five times, they found that that’s how you got to the root cause. We find, in practice, the answer is closer to three. It’s rarely one. So, it would be, the symptom and the cause are usually a few layers. And you want to keep asking why. So, that’s the first thing I would say, is that we want to have… make sure that you’re doing root cause analysis. But the second thing on a specific tool, the tool that we like the most, we call the indignities list. And what you do is that… and the way we found out the symptom is we went to women in this company, because that’s what… they said they were having a gender problem. And we asked the women, is there anything that’s going on at work that just… it feels like it’s just nicking your dignity? And it occurs for… is it happening to you, or you observe it happening to other women? So, you go in search of the indignities list. Every time we do this, you’ll get a list of issues. Often, they will sound trivial. When you start to get convergence on those indignities, we then ask you to convert those indignities to the dignity list. And in this case, it was the communication style. And you know what the awesome thing about that was? It was free.

NICOLE SMITH: Wow.

FRANCES FREI: You can’t beat free.

NICOLE SMITH: Monique asks, can you speak more about how to amplify others’ ideas and perspectives, especially when they’re from underrepresented stakeholders?

FRANCES FREI: Oh, I love that question. Thank you very much. And so, I’m going to go to… here is my favorite visual on the amplification part, which is the team I’ve drawn in the middle, it’s a three-person team. And each circle represents a person on the team. And I’m showing that there’s three circles in the middle, that those folks are very similar to one another. And then on either side, we have a team where there’s difference among us. And this is where the underrepresented might come in. If we’re not careful, when we have underrepresented voices, we’re only going to be seeking from them the parts that overlap with us. So, this is when we’ve invited them to the table, but we’re not inclusive of their voices. What we want to do is make sure that everybody feels comfortable bringing all of their richness to the table, not just the part that overlaps. And so, what we find we need to do is be very solicitous about… and same with questions. From your perspective, how does this sound to you? What else are we missing? What I’m trying to do is get you off the scent of saying what you think I want to say or even asking you to say what I want to say because it makes me feel better. But I want to be inclusive of all of the gorgeous uniqueness. And this, of course, ties to diversity, equity, and inclusion, which I know has gotten a rocky go of things in the press. But what I’ll tell you is, if I got to rewrite diversity, equity, and inclusion, I would have written it as inclusion, equity, and diversity, because I have seen teams bring… I have seen organizations bring in diverse and underrepresented talent and not get the benefit from it.

NICOLE SMITH: Yeah.

FRANCES FREI: So, diversity may or may not beget inclusion. But I have never, ever seen an organization that was inclusive that didn’t beget gorgeous diversity.

NICOLE SMITH: Right.

FRANCES FREI: So, be inclusive first.

NICOLE SMITH: I appreciate you saying that, not just sitting at the table, but actually including and giving lift to people’s voices. I also want to talk about this friends thing you keep talking about, making new friends. First of all, how do I identify who’s a friend?

FRANCES FREI: Yeah. So, in this case, I want the friend to be someone who is as different from you as possible. So, the new friends. Like, who’s worthy of friendship? Not someone who you’re already attracted to, not somebody who you’re already hanging out with. So, here’s the thing about humans. We really like people who are really like us. It doesn’t make us bad people. But it just makes us human. And so, what I want you to do is seek difference. Find people from different perspectives. And that will be demographic difference, different lived experience, different learned experience. And so, if we’re senior faculty, let’s invite in junior faculty. If we’re all women, let’s invite in a man. If we’re all engineers, let’s make sure we’re bringing in the perspective of marketing. So, what I would say is my guiding principle is seek difference. Those are your potential new friends.

NICOLE SMITH: OK, so Steve wants to hone in on Friday, right? And Steve asks, can you paint a quick sketch of what’s going fast after this being slower – a slower, more thoughtful process?

FRANCES FREI: I sure can. Thank you, Steve. And so, here’s how I would think about Friday. We need ruthless prioritization. And what I mean by that is that for the most part, organizations have… that we work equally on everything. We think everything is equally important. But what we know is that organizations that win, they have ruthless prioritization. And they know, this is what I’m designed to be great at. And this is what I’m designed to be bad at. Not bad for sport, bad in the service of great. And if an organization can’t discern between these two, they’re going to end up with exhausted mediocrity. And so, what we have to do for our employees and the rest of the organization is, here’s what we’re going to optimize on. That’s half the story. And here’s what we’re not. So, I’ll give you an example of this. And the example is from Steve Jobs. And if those of you that are a bit techie, and you remember 20 years ago, when Steve Jobs walked out on that Worldwide Developer Conference stage with a manila envelope, and it had a MacBook Air in it. And he slid out that MacBook Air. And the crowd and the world went crazy, because it was the lightest-weight laptop in the world. Well, he very, very openly said, we are best in class at weight because we are worst in class at physical features. We could have been best in class at physical features. But then we would have been worst in class at weight. Or we could have chosen to be average at both. But then we would have had to rename our company. And then he made fun of another company that I won’t say here. So, we will end up… if we aren’t deliberate, we’re going to end up with exhausted mediocrity, constantly getting better at the things we’re bad at, which, without realizing it, means we’re getting worse at the things we’re good at. So, the most important thing we can do on Friday is to articulate, this is what we want to be disproportionately good at. And thus, this is what we want to be disproportionately bad at. And there’s a whole other series of things. But that’s the most important one.

NICOLE SMITH: Mm-hmm. Speaking of Steve Jobs, we have a question where they ask, do you think that the culture in Silicon Valley is changing from break things to fix things, particularly as it pertains to not only their own companies, but broader societal problems?

FRANCES FREI: Yeah, so I – not in all of Silicon Valley. So, I think we can famously see, it’s not clear to me that Twitter is moving fast and fixing things. But what I will say is that, look at Uber today. And I had the pleasure of going and working with Uber back in 2017, when they were going to move fast and break things. They are moving fast and fixing things now, and going at a catapulting speed. Or ServiceNow didn’t ever even go through move fast and break things. It’s just moving fast and fixing things. Stripe is doing the same thing. Airbnb is now moving fast and fixing things. So, what I would say is that Silicon Valley can now choose to move fast and fix things, whereas, in the past, I think they only thought they had the choice of going slow or moving fast and breaking things. Today, we have the choice. And more and more companies are making that choice.

NICOLE SMITH: Mm-hmm. And so, Bill asked, which one of these steps do you find the most commonly in need of… that companies need the most help with? So, you laid out Monday through Friday. Is there something that sticks out often?

FRANCES FREI: Well, I’ll tell you that if companies are really pressed for time, they skip Thursday. And that’s to their peril, because if we skip Thursday, that means we have to be present. And we’re a bottleneck for everything. That means people need us to translate why this is important. So, I would say that Thursday is the one that’s most often skipped. And I encourage you not to. And then I would say that Tuesday is the one that’s most often misunderstood because of all of the myths I mentioned that we have about trust. And we just think, oh, if trust is broken, we have to work around it, as opposed to going right through it and rebuilding trust.

NICOLE SMITH: So, Thursday, that’s the storytelling, honoring the past, describing it simply, right? So why do we struggle to describe things simply?

FRANCES FREI: Oh, I don’t know what your inbox looks like on your email. But you tell me how many long emails you have.

NICOLE SMITH: I refuse to deal with my inbox. I’ll deal with it later.

FRANCES FREI: So, Mark Twain was right. I apologize for sending you a long letter. I didn’t have the time to send you a short letter. It’s the metaphor for all of this, that when we understand something in a complicated way, we want to benefit people from the entirety of our knowledge. And we just throw up all of it on people, as opposed to realizing the beautiful curation and skill that’s required to go from understanding it deeply to understanding it elegantly in its simplicity. So, I think it takes time. It’s also… it takes skill. Like, this is… there are professional communicators for a reason. They’re really good at it. But if you’re on your second draft of something, you have no chance of describing it simply. So, I would say, unless you’re on your 10th draft, you’re probably describing it in too complicated of a way.

NICOLE SMITH: Yeah. So, can I ask you a little bit more of a personal question, Professor?

FRANCES FREI: Yeah, anything.

NICOLE SMITH: So, Abby asks, how do you apply the essential steps to moving fast and fixing things in your own consulting role? So, Uber and all the places that you go.

FRANCES FREI: Yeah. Yeah, so I’ll tell you, when we’ve been successful, it’s when organizations come to us, and they say, here’s our problem. Will you help us? When we’ve been unsuccessful is when we go to the organizations, and we’re like, we think you’re having a problem. So, pull works. Push doesn’t. So, the only thing we can’t provide is the desire to change. And so, I would say personally, make sure there’s an opening. And then you can be super helpful in fixing a problem. And I also would say that all of this applies to yourself. I mean, that ruthless prioritization – so many of us are trying to be good at as many things as possible – at work, at home, daughter, sister, cousin, parent, friend – as opposed to, I’m going to kill it at work, kill it at home. And I am not going to be good… not now. I’m not going to be as good at all of these other things. So, you can either choose exhausted mediocrity, or you can have the nobility of excellence. These things are choices. So, I think all of this applies to ourselves.

NICOLE SMITH: So, let’s go back to Tuesday, where you drew that triangle with logic, and empathy, and authenticity. So, Hung asks, between logic and empathy, which one would you say an individual should develop first? And Hung really describes just having a left foot and right foot and not knowing which one to go forward.

FRANCES FREI: Yeah. So, here’s what I would say, Hung, is, ask yourself… I bet you’re trusted most of the time, which means people are experiencing your authenticity, logic, and empathy most of the time. But ask yourself, the last time, or the most recent times you had a skeptic, you had someone who was doubting you, who they were wobbling on your trust, ask yourself, what is it that they doubted about you? And if it’s that they doubted your logic, double click there. If they doubted your empathy, double click there. And that is, each of us has what we call a wobble. Each one of us has a pattern where the distribution of these is higher for one or the other. That’s the sequence I would go in. There’s not some generic sequence that is better. All three of these pillars are equally important. But I bet, for each one of us, one tends to be more shaky than the other. And that’s what I would go after. Now, I will just tell you the distribution in the world. The vast majority of us have empathy wobbles, then logic wobbles, then authenticity wobbles. But that doesn’t help any of us specifically. It just tells us we have lots of company.

NICOLE SMITH: OK. So, we got a lot more questions and a little time. I want to get as many as I can in, but…

FRANCES FREI: OK, I’ll go super quick. Yeah.

NICOLE SMITH: No, take your time. But I just want to let you know, you’re pretty popular in this conversation. Rock star, as Allison said. Tara asks, how can company leadership make sure that their messaging is actually heard and understood? I feel like you touched on this a bit with simplicity.

FRANCES FREI: Yeah. Yeah, and I think that the way to do it is, talk to people about your message that didn’t hear it directly from you. And see how well they understood. That tells you whether or not it’s reaching. So, don’t ask the people that were in the room. Ask the people that were spoken to by other people in the room. That will tell you how well it’s there. And if it took you a long time to describe it, I promise you, it’s not going to be heard.

NICOLE SMITH: Mm. Oh, wow. Yeah, thinking about it, probably need to shorten my own stories a little bit here. So, Karen asks you, how do you handle employees who are not willing to accept others’ points of view and be open minded? I mean, you described this uniqueness and diversity. But there are people who are holdouts that don’t see the advantage of that.

FRANCES FREI: So, I often find those folks are an education away, because if I can let you know that if I get to benefit from everyone’s point of view, and you only get to benefit from some people’s point of view, I will competitively thump you. So, let’s say you don’t have the moral imperative wanting to do it. Well, the performance imperative… we have found that organizations that are inclusive get a 200% to 500% boost on employee engagement and team performance with no new people, no new technology, simply the act of being inclusive. So, the person who doesn’t want to be inclusive, I’m going to ask them, can they afford… can their career afford performing so suboptimally?

NICOLE SMITH: Mm. And so, we have a question. The person didn’t leave their name, so I don’t have a name. But how much time do you spend on each stage? Some folks like to spend more time on stages than others. Does the team not move forward until everyone’s satisfied with the current step? What do you do when you hit a roadblock on each stage, and not everyone is in agreement?

FRANCES FREI: Yeah. Well, I don’t like consensus, so I’ll just… I’ll say there. And so, what I try to do is work on momentum, which is that I want to make sure that everybody’s voices have been heard. But then you have to leave the decision to someone else. So, we want to do is make sure everybody’s voices are heard, and they had a chance to do it. But we don’t hold out until the very last person. We move forward. And then we can retrace and see if the momentum can bring people forward. So, not consensus. I would consider it not consensus, and we have to make sure that everybody gets to air out what their problems are.

NICOLE SMITH: OK. Well, Christopher asks our last question. How does transparency fit into this model, specifically this trust, authenticity, logic model? Does it have a place?

FRANCES FREI: Yeah. It sure does. And I find that the most important part for transparency is on the logic side. So, if you’re going to say… if you’re going to inspect whether or not I have good rigor, and I have a good plan, I could say, oh, just have faith. I did all of this hard work. Or I could give you a glimpse inside so that you can see the inner workings. Now, I often call it a window of transparency, because there’s actually a cost of full transparency that I’m not always willing to take. But a window of transparency, I think we always need. So, to me, the transparency part is, let’s be transparent about our logic so people can see it for themselves, and they don’t have to do it in too much of a faith-based way.

NICOLE SMITH: Professor, that was all dynamic. And thank you for the illustrations. You made it simple with the illustrations.

FRANCES FREI: Yeah, all right. Awesome. Thanks so much.

NICOLE SMITH: Thank you for your time.

FRANCES FREI: OK.

HANNAH BATES: That was Harvard Business School professor Frances Frei in conversation with HBR’s editorial audience director Nicole Smith at the “Future of Business” virtual conference in November 2023.

We’ll be back next Wednesday with another hand-picked conversation about leadership from Harvard Business Review. If you found this episode helpful, share it with your friends and colleagues, and follow our show on Apple Podcasts, Spotify, or wherever you get your podcasts. While you’re there, be sure to leave us a review.

When you’re ready for more podcasts, articles, case studies, books, and videos with the world’s top business and management experts, you’ll find it all at HBR.org.

This episode was produced by Anne Saini, and me, Hannah Bates. Ian Fox is our editor. Music by Coma Media. Special thanks to Dave Di Iulio, Terry Cole, and Maureen Hoch, Erica Truxler, Ramsey Khabbaz, Nicole Smith, Anne Bartholomew, and you – our listener. See you next week.

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