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8 Common Problem Solving Interview Questions and Answers

problem solving assessment

In any company, difficulties happen that require recruiters to hire people prepared to cope with them. Problem solving is an important talent for various jobs, particularly those demanding employees to deal with constantly changing situations and tight deadlines. As a result, as an employer, you should ask job-related questions and aid in identifying the candidate’s genuine capabilities. With problem solving interview questions, you can conveniently differentiate between a hard-working, well-qualified candidate from one who fails to analyze a situation and make decisions under pressure.

What is a problem solving assessment?

A problem solving assessment assesses and evaluates candidates’ responses to complex and uncommon situations. These evaluations determine how well applicants respond to challenges before making a sound decision.

However, because it’s tough to gauge someone’s problem solving competency when meeting them for the first time, here are eight problem solving interview questions to assist you to figure out what to ask:

Question 1

Describe a situation you helped resolve at your previous workplace. What was the result?

As a recruiter, you aim to hire people that get things done and actively solve problems as an employer. Therefore, a good answer should exhibit that the candidate takes the initiative, doesn’t behave rashly, asks questions, and works well with others.

Question 2

Give an example of when you perceived a possible problem as an opportunity. What exactly did you do?

This question assesses their ability to identify opportunities within a challenge. Companies face major and minor issues now and then, so they need employees who can recognize and resolve them.

Question 3

Why do you take the steps you do when deciding how to address a problem?

This assesses their problem solving abilities before reaching a decision. Instead of feeling overwhelmed and behaving rashly, a solid answer demonstrates that the candidate is deliberate in their decision-making and has a formal thought process.

Question 4

Tell me about an instance when you realized a coworker had made a mistake. How did you handle the situation?

This question evaluates a candidate’s ability to communicate with others. Employees with outstanding interpersonal skills who assist others in succeeding are the best. As a result, a good response should demonstrate that the candidate was polite and helpful.

Question 5

Describe the most significant work-related issue you’ve encountered. How did you handle it?

This question assesses how they approach major issues. It displays three aspects of a candidate’s personality:

  1. How much information about a prior employer they are willing to divulge.
  2. What they regard to be a significant issue.
  3. The way they approach a problem.

Question 6

Share an experience when you faced an unexpected event.

This question assesses a candidates’ ability to work under pressure. Even the smartest and most prepared person can come across an unforeseen situation, and how they deal with, it becomes of critical significance. So, you should look for a response that demonstrates composure, solution, and optimism.

Question 7

Describe a personal flaw you had to overcome to improve your professional effectiveness.

This question puts their self-awareness and commitment to the test. An excellent response demonstrates a candidate’s desire to develop, whether by learning new skills or perfecting their abilities. As this is among the most difficult problem solving interview questions, a positive response demonstrates their competence.

Question 8

What indicators do you monitor regularly? How do you adapt your strategy based on the information you’ve gathered?

If you’re interviewing for a position that requires you to study analytics to make choices, this is a question you might ask. Look for focus in the answer as an appropriate individual must not use more than two or three metrics and judge how their analysis influences their judgments.

To conduct interesting interviews and hire the greatest personnel for your company, you should evaluate candidates based on their test scores, such as organizational congruence, emotional qualities, etc. If you want to succeed, team up with assessment platforms like Discover Assessments and soar to new heights!