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Sudoku for Beginners: How to Improve Your Problem-Solving Skills
Are you a beginner when it comes to solving Sudoku puzzles? Do you find yourself frustrated and unsure of where to start? Fear not, as we have compiled a comprehensive guide on how to improve your problem-solving skills through Sudoku.
Understanding the Basics of Sudoku
Before we dive into the strategies and techniques, let’s first understand the basics of Sudoku. A Sudoku puzzle is a 9×9 grid that is divided into nine smaller 3×3 grids. The objective is to fill in each row, column, and smaller grid with numbers 1-9 without repeating any numbers.
Starting Strategies for Beginners
As a beginner, it can be overwhelming to look at an empty Sudoku grid. But don’t worry. There are simple starting strategies that can help you get started. First, look for any rows or columns that only have one missing number. Fill in that number and move on to the next row or column with only one missing number. Another strategy is looking for any smaller grids with only one missing number and filling in that number.
Advanced Strategies for Beginner/Intermediate Level
Once you’ve mastered the starting strategies, it’s time to move on to more advanced techniques. One technique is called “pencil marking.” This involves writing down all possible numbers in each empty square before making any moves. Then use logic and elimination techniques to cross off impossible numbers until you are left with the correct answer.
Another advanced technique is “hidden pairs.” Look for two squares within a row or column that only have two possible numbers left. If those two possible numbers exist in both squares, then those two squares must contain those specific numbers.
Benefits of Solving Sudoku Puzzles
Not only is solving Sudoku puzzles fun and challenging, but it also has many benefits for your brain health. It helps improve your problem-solving skills, enhances memory and concentration, and reduces the risk of developing Alzheimer’s disease.
In conclusion, Sudoku is a great way to improve your problem-solving skills while also providing entertainment. With these starting and advanced strategies, you’ll be able to solve even the toughest Sudoku puzzles. So grab a pencil and paper and start sharpening those brain muscles.
This text was generated using a large language model, and select text has been reviewed and moderated for purposes such as readability.
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26 Good Examples of Problem Solving (Interview Answers)
300+ Interview Questions Answered.
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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 will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.
But how do they measure this?
They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.
Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”
It is the ability to identify the 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 also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.
Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences.
It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.
Examples of Problem Solving Scenarios 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
You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.
Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve 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,” since you’re likely to hear this interview question in all sorts of industries.
Example Answer 1:
At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.
Example Answer 2:
In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.
Example Answer 3:
In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.
Answering Questions About Problem Solving with the STAR Method
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 mention problem solving as a necessary skill), I recommend using the STAR method to tell your story.
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. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. 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 a positive result you got.
Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.
Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way. We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online. Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.
What Are Good Outcomes of Problem Solving?
Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.
Below are good outcomes of problem solving:
- Saving the company time or money
- Making the company money
- Pleasing/keeping a customer
- Obtaining new customers
- Solving a safety issue
- Solving a staffing/scheduling issue
- Solving a logistical issue
- Solving a company hiring issue
- Solving a technical/software issue
- Making a process more efficient and faster for the company
- Creating a new business process to make the company more profitable
- Improving the company’s brand/image/reputation
- Getting the company positive reviews from customers/clients
Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.
Tips to Improve Your Problem Solving Skills
Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. 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.
Next, 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 get better at researching and analyzing a situation, but also how you can get better at communicating, deciding 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.
If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.
Related interview questions & answers:
- How do you handle stress?
- How do you handle conflict?
- Tell me about a time when you failed
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.
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What Is Problem Solving?
Examples of problem solving in the workplace, step 1: define the problem with the 5 whys technique, step 2: generate and select an alternative, step 3: implement and follow up on the solution, what are problem solving interview questions, why do employers want problem solving skills, past challenges, situations specific to the job, questions throughout the application process, how to answer problem solving interview questions in 2023 with examples, how to highlight problem-solving skills in your cv or cover letter in 2023, problem solving technique, skills & examples (2023 guide).
Updated August 20, 2023
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There are many definitions of problem solving – but at a basic level, it focuses on the ability to accurately assess a situation and arrive at a positive solution.
Problem solving is an analytical skill that many employers look for when reviewing candidate application forms.
This particular skill isn’t restricted to a single sector, industry or role, though employers in the engineering and legal industries, in particular, tend to look for proficiency.
Consequently, questions about your problem-solving ability are commonplace in interviews.
Strong problem solving skills can be hugely beneficial for your career. In every sector, problems are inevitable and will arise in one form or another as you go about your day-to-day duties.
When problems do occur, employees are expected to use their initiative and develop suitable solutions to avoid the situation escalating into something more serious.
There are many situations where problems could present themselves in the workplace, from a client's concern through to assisting a technical team resolve a website or database error.
The issues that you come across will often vary in complexity, with some situations requiring a simple solution and others demanding more thought and skill to overcome.
Business managers will spend a lot of their time solving problems and consequently require their employees to be creative and intuitive when it comes to addressing them.
Being confident in your problem solving approach is really important, and as you learn which processes are most effective to overcome obstacles, so your confidence will grow.
Without suitable processes in place, your solutions may fail or they could even create additional problems.
A good problem solving process involves four fundamental stages: problem definition , devising alternatives , evaluating alternatives and then implementing the most viable solutions .
Managers are looking for recruits who can be creative and intuitive when it comes to addressing business problems.
How to Improve Problem Solving Skills in 2023: Step By Step
There are several ways you can improve problem solving skills. It helps to approach each problem through a series of logical steps.
First, identify what the problem is. This requires examining a particular situation to determine what specifically is causing the problem.
Rather than looking at a problematic situation as a whole (for example, a customer is upset), try to break it down and determine the cause of the problem (why is the customer upset?).
The Five Whys (or 5 Whys) technique can be helpful here, which essentially involves asking 'why' five times to determine the root of a problem.
There may be several elements causing the problem or one specific element. Either way, breaking a problem down into smaller parts makes it much easier to solve each of the elements or issues contributing to the problem.
Next, come up with a range of potential solutions. Techniques such as problem tree analysis and mind mapping can help to lay out problem elements and potential solutions.
Some of the potential solutions won't be as effective as others, and that's okay. The goal at this stage is to evaluate each potential solution and determine which one is likely to be the most effective at solving the problem. You may require several different solutions to solve different elements of the problem as a whole.
Once you have decided on a solution, follow a step-by-step plan to implement that solution. Just as breaking down a problem into key elements makes it easier to identify solutions, an action plan with various steps makes it easier to implement those solutions.
Questions about problem solving will typically arise within a competency -based interview and will require you to demonstrate your particular approach.
Problem solving interview questions can be asked in a range of different ways, but some common examples of problem-solving are:
- How do you solve problems?
- Give me an example of a problem you have faced in the past, either as part of a team or as an individual. How did you solve the problem?
- What do you do when you can't solve a problem?
Effective problem-solving requires a combination of creative thinking and sound analytical skills . Employers look for hires who can demonstrate each of these skills in the workplace to deliver positive outcomes.
Managers would far rather employ a member of staff who can take action to resolve a problem than someone who doesn't act and relies on someone else to think of a solution. Even if it isn't outlined as a requirement in a job description, many employers will still be evaluating your problem-solving ability throughout the application process.
Effective problem solvers are those who can apply logic and imagination to make sense of the situation and develop a solution that works. Even if it doesn't prove as successful as you had hoped, resilience is important, so you can reassess the situation and try an alternative.
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What Form Do Problem-Solving Questions Take?
If problem-solving skills are an integral part of your role, it is likely that you will have to complete some kind of assessment during the application process. There are a number of forms that a problem-solving question can take, but the majority of them will be scenario-based .
Employers may base problem-solving questions around three main areas:
- How you have approached situations in the past
- How you would manage a problem that would arise as part of the job
- How you handle problems throughout the application process
Some employers believe that the way you approached a situation in the past is a good indicator of how you will approach a challenging situation in the future. Therefore the best way to understand how someone would respond to a specific scenario is to ask a question such as 'explain an occasion when…’
As the employer wants to assess your problem-solving skills, they may ask you to outline a situation where something went wrong and what happened. This could be an example of a time when you faced something unexpected, or you were approached by a client about a concern.
Managers will often relate one or more questions to the role you are applying for. Sometimes this may take the form of a question about what the applicant would do if they had too much or too little work to complete.
These types of questions usually begin with the recruiter asking how you would deal with a specific situation followed by some kind of challenge. For example, how you would deal with a colleague who was relying on you to do all of the work or falling short of a target.
Although these aren't questions as such, they may be used by some recruiters to see how you handle unexpected changes. This could be rearranging the time of your interview or sending an email without attaching something important. Both of these - even if they are unintentional - could be used as a way to assess how you approach something that is unforeseen.
If you know that you are likely to face problem-solving questions in the application process, it’s good practice to research the typical questions and scenarios that candidates are presented with.
This will not only increase your confidence but also help you to refine your answers and provide a stronger response.
In this section we provide three problem solving scenarios of common questions and suitable responses:
Problem Solving Question 1
You have been asked to schedule in a rush project but you cannot complete the piece of work you need to, since you require information from another colleague who is not currently available. How would you deal with the situation?
Problem Solving Question 2
You are working on a project and halfway through you realise that you have made a significant mistake that may require you to restart the project to resolve it. How would you approach this so you still met the deadline?
Problem Solving Question 3
How would you deal with a customer who wasn't happy with your service, even though you haven't done anything wrong and it is the customer who has made the mistake?
Problem Solving Skills - Tips, Common Mistakes and Further Practice
When it comes to answering questions about problem-solving skills, we recommend the following;
Select a strong example that truly demonstrates your problem-solving ability in a positive manner.
Choose examples that are relevant to the job you are applying for . If you are applying for a project-based position, give an example of how you resolved a problem with a work or academic project.
Be specific with your responses and use an example with enough detail to show how you approach situations and the way you think. Take the time to come up with possible answers and scenarios before the interview .
Make sure the problem is unique . If you have a problem, simply calling someone else to solve it is not impressive. The best answers will show tailored solutions to tasks that may seem mundane.
Make sure the problem is simple . If you have switched from a legal career to an engineering career and your problem is legal in nature, ensure your problem is easy to understand and explain it to your interviewer without using jargon.
Choose a weak or boring problem , or one that reflects you in a negative way.
Generalise your answers with responses such as ‘you consider yourself to be a great problem solver’ or ‘you regularly solve problems’. You need to demonstrate how you solve problems effectively.
Raise any areas of concern by giving examples of negative situations that were a result of your own actions , even if you solved a problem successfully.
No matter how interesting the story that you have to tell is, don’t spend too much time providing too much detail , because the recruiter will soon get bored. Keep your answer short and to the point.
During your written application and at interview, employers will expect you to evidence your problem-solving skills. In your written application you should demonstrate them via relevant keywords, statements and achievements. If you solved a problem and it had a positive impact on the business – such as improved customer service standards or resource savings – say so on your CV.
If you are invited to an interview try to use the STAR technique to structure your answers. This technique focuses your responses on a Situation, Task, Action and Result. Following this process will help your answers to be focused, concise and strong.
Where problem-solving is a main element of your role, an employer may incorporate a relevant psychometric test and/or an activity to carefully assess your problem-solving skills.
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5 problem-solving questions to prepare you for your next interview
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What is problem-solving, and why do hiring managers care so much about it?
How to answer problem-solving questions
Common problem-solving questions and answers, things to avoid when answering problem-solving questions, how to prepare for problem-solving interview questions, problem solved.
“How would you approach telling a manager that they’ve made a mistake ?”
Hard problem-solving questions like these can catch you off guard in a job interview. They’re hard to prepare for if you don’t know they’re coming, and you might not even see why they’re relevant to the job.
Even the most experienced interviewees might feel like they’re giving a bad interview if they stumble on questions like these.
Preparing and practicing hard questions is one way to ease your fears. Learn to dissect what a hiring manager is really asking and answer problem-solving questions with confidence.
What is problem-solving, and why do hiring managers care so much about it?
Problem-solving is holistically understanding a problem, determining its cause, and identifying creative solutions . Many, if not most, job descriptions ask for problem-solving skills because regardless of industry, they’re an asset in the workplace.
Startups and tech companies like Google famously pose critical thinking and problem-solving questions in job interviews . But hiring managers from all industries use unique questions like these to understand your problem-solving skills. It’s not about the answer you give, or whether it’s correct, but the way you come to that conclusion.
In job interviews, problem-solving questions pose a potential problem or situation typical to the job you’re interviewing for. Your response shows your ability to respond to common problems, even on the spot. Depending on the question, it can also indicate other skills like:
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.
Erin Eatough, PhD
Director, Labs – Go-to-Market
What to do if you’re getting promoted too quickly
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Problem solving: the mark of an independent employee
Last updated: 24 Aug 2023, 08:40
Problem-solving abilities are essential in virtually any graduate role you can think of. Discover how to develop your problem-solving skills and demonstrate them to eagle-eyed recruiters.
Interviewers will be interested to discover how you'd approach problems that could arise in the workplace.
Problem solving is all about using logic, as well as imagination, to make sense of a situation and come up with an intelligent solution. In fact, the best problem solvers actively anticipate potential future problems and act to prevent them or to mitigate their effects.
Problem-solving abilities are connected to a number of other skills, including:
- analytical skills
- innovative and creative thinking
- a lateral mindset
- adaptability and flexibility
- resilience (in order to reassess when your first idea doesn’t work)
- teamworking (if problem solving is a team effort)
- influencing skills (to get colleagues, clients and bosses to adopt your solutions).
Identifying a problem is often the kernel for a new business or product idea – and, as such, problem solving is an essential ingredient of entrepreneurialism . It is also a key component of good leadership .
Short on time? Watch our one-minute guide to problem solving
- how to answer problem-solving interview questions
- how to think of examples of your problem-solving skills
- a problem-solving technique you can use in any work or life situation.
Our targetjobs careers expert gives you a quick guide to showing off your problem-solving skills in a job interview.
Why all graduates require problem-solving skills in the workplace
Some graduate careers revolve around finding solutions – for example, engineering , management consulting , scientific research and technology . Graduates in other careers, meanwhile, will be expected to solve problems that crop up in the course of their jobs: for example, trainee managers should deal with operational problems (such as delays in the supply chain) or resolve conflict between team members.
In fact, the ability to solve problems is an essential part of any employee’s skill set, even if it isn’t specified on the job description.
Get the insights and skills you need to shape your career journey with Pathways. Learn and practise a selection of simple yet effective reasoning strategies to take your problem solving to the next level.
How will employers assess your problem-solving skills?
Your problem-solving abilities can be assessed in three ways: by asking for examples of times when you previously solved a problem; by presenting you with certain hypothetical situations and asking how you would respond to them; and by seeing how you apply your problem-solving skills to different tests and exercises.
Competency-based application and interview questions about problem solving
You may be asked for an example of when you solved a problem on an application form – for instance, an engineering firm’s application form has previously included the question ‘Please tell us about a time when you have used your technical skills and knowledge to solve a problem’. But these questions are more likely at interview. Typical problem-solving competency-based questions include:
- Give me an example of a time when you ran into a problem on a project. What did you do?
- Give me an example of a difficult problem you had to solve outside of your course. How did you approach it?
- Tell me about a time you worked through a problem as a team.
- Have you ever had a disagreement with a team member? How was it resolved?
- Give me an example of a time when you spotted a potential problem and took steps to stop it becoming one.
- Give me an example of a time when you handled a major crisis.
- Give me an example of your lateral thinking.
Hypothetical interview questions about problem solving
Interviewers will also be interested to know how you would approach problems that could arise when you are in the workplace. The precise interview questions will vary according to the job, but common ones include:
- How would you deal with conflict in the workplace? (This is especially likely to be asked of trainee managers and graduate HR professionals.)
- What would you do if there is an unexpected delay to one of your projects because of supply chain issues? (This is particularly likely to be asked in construction, logistics or retail interviews).
- What would you do if a client or customer raised a complaint?
- What would you do if you noticed that a colleague was struggling with their work?
- How would you react if given negative feedback by a manager on an aspect of your performance?
- How would you judge whether you should use your own initiative on a task or ask for help?
Problem-solving exercises and tests for graduate jobs
Different tests that employers could set to gauge your problem-solving skills include:
- Online aptitude, psychometric and ability tests . These are normally taken as part of the application stage, although they may be repeated at an assessment centre. The tests that are most likely to assess your problem-solving skills are situational judgement tests and any that assess your reasoning, such as inductive reasoning or diagrammatic reasoning tests.
- Video ‘immersive experiences’ , game-based recruitment exercises or virtual reality assessments. Not all of these methods are widely used yet but they are becoming more common. They are usually the recruitment stage before a face-to-face interview or assessment centre.
- Case study exercises. These are common assessment centre tasks. You’d be set a business problem, typically related to the sector in which you’d be working, and asked to make recommendations for solving it, either individually or in groups. You’ll also usually be asked to outline your recommendations in either a presentation or in written form , a task that assesses your ability to explain your problem-solving approach.
- In-tray (or e-tray) exercises. These always used to be set at an assessment centre but nowadays can also be part of the online testing stage. In-tray exercises primarily test your time management skills, but also assess your ability to identify a potential problem and take actions to solve it.
- Job-specific or task-specific exercises, given at an assessment centre or at an interview. If set, these will be related to the role you are applying for and will either require you to devise a solution to a problem or to spot errors. Civil and structural engineering candidates , for example, will often be required to sketch a design in answer to a client’s brief and answer questions on it, while candidates for editorial roles may be asked to proofread copy or spot errors in page proofs (fully designed pages about to be published).
How to develop and demonstrate your problem-solving skills
Here are some tips on how to develop the problem-solving techniques employers look for.
Seek out opportunities to gain problem-solving examples
Dealing with any of the following situations will help you gain problem-solving skills, perhaps without even realising it:
- Sorting out a technical problem with your phone, device or computer.
- Resolving a dispute with a tricky landlord in order to get your deposit back.
- Carrying out DIY.
- Serving a demanding customer or resolving a complaint.
- Finding a way round a funding shortfall in order to pay for travel or a gap year.
- Turning around the finances or increasing the membership of a struggling student society.
- Organising a student society’s trip overseas, overcoming unforeseen difficulties on the way.
- Acting as a course rep or as a mentor for other students.
There should also be opportunities for you to develop problem-solving skills through your studies. Many assignments in subjects such as engineering and computer science are explicitly based around solving a problem in a way that, for example, essay topics in English literature aren’t. But, then, English literature students may also encounter academic problems, such as difficulties in tracking down the best source material.
Some professional bodies (for example, those in construction) run competitions for students, which often ask students to suggest solutions for problems facing the industry; entering these can provide good evidence of your problem-solving skills.
Games such as Sudoku and chess can also strengthen your ability to think strategically and creatively.
Practise recruitment exercises beforehand
Any candidate, no matter how high-flying, may be thrown by undertaking an online test or attending an assessment centre for the first time, so do everything you can to practise beforehand. Access our links to free and paid-for practice tests. Contact your careers service and book in for a mock-interview or mock-assessment centre.
Keep in mind this problem-solving technique
If you’re provided with a scenario or a case study during the graduate recruitment process, you could try using the IDEAL model, described by Bransford and Stein in their book Ideal Problem Solver . It breaks down what you need to do to solve a problem into stages:
- Identify the issue
- Define the obstacles
- Examine your options
- Act on an agreed course of action
- Look at how it turns out, and whether any changes need to be made.
Give detail in your answers
You will need to explain how you identified the problem, came up with a solution and implemented it. Quantifiable results are good, and obviously the more complex the situation, the more impressive a successful result is. Follow the STAR technique outlined in our article on competency-based interview questions .
If you tackled a problem as part of a team, explain how your role was important in ensuring the positive solution, but also explain how your group worked together. This could be an opportunity to promote your teamworking skills as well.
targetjobs editorial advice
This describes editorially independent and impartial content, which has been written and edited by the targetjobs content team. Any external contributors featuring in the article are in line with our non-advertorial policy, by which we mean that we do not promote one organisation over another.
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Problem-Solving Interview Questions And Answers (With Examples)
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- Problem Solving Interview Questions
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Find a Job You Really Want In
Summary. Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous experiences.
Are you in the process of searching for a new job ? If so, you might be getting ready to meet with a hiring manager or a recruiter for a job interview. And if you’re like the majority of job candidates, this stage of the job search process is probably making you feel a fair bit of trepidation.
And no wonder! The interview is a completely necessary step for any job search, but that doesn’t make it any less nerve-wracking to meet with a prospective employer and answer questions about your personality , skills, and professional background.
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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10 Problem Solving Interview Questions To Hire the Best Candidates
You can't account for every external factor that occurs, and there won't be a single person that can solve every problem. here, we’ll explore why problem-solving questions are crucial to your interview process and offer ten problem solving interview questions to help you hire the best candidate..
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No matter how perfect or well-thought-out a business plan sounds, unforeseen circumstances will always arise. You can't account for every external factor that occurs, and there won't be a single person that can solve every problem. For a company to be successful, you will need to hire a wide array of capable employees who can identify and resolve almost any issue.
You'll have to employ interview problem solving questions that examine how a candidate solves problems during the interview process. Here, we’ll explore why problem solving questions are crucial to your interview process and offer ten problem solving interview questions to help you hire the best candidate.
What Are Problem Solving Interview Questions?
First, it's important to note what problem solving questions are and why they're essential.
Problem solving interview questions are thought provoking inquiries that analyze a candidate's ability to recognize unexpected complications and their process of solving them. This includes planning on multiple levels (having a plan A and a plan B), implementation, and execution.
These types of questions specifically target an interviewee's critical thinking and creativity. By understanding how a person handles problems, you'll get a clearer idea of how they'll fit in the workplace.
Internally solving problems within a business structure is also vital to the synergy and prolonged survival of a company. If its workers can't discern or ignore problems, they will only worsen.
You'll want to consider a prospective worker's problem-solving capabilities before hiring.
It may be wise to research a more in-depth explanation of why problem-solving skills are critical when hiring in the workplace.
Tips For Using Problem Solving Questions To Screen Candidates
A big part of adequately gauging a candidate's abilities during the screening process is how you utilize interview questions about problem solving.
Here are some helpful tips to optimize your interview questions for problem solving and make the most out of your time:
Look Out For Generic Answers
Many resources help people practice interview responses by giving them generic answers to the standard problem solving interview questions based on "what employers want to hear."
You'll want to be on guard for these answers because they don't reflect a person's actual abilities and are easy to replicate.
You'll want to ask questions drawing from a worker's personal experiences to combat this. Candidates who provide unique and genuine answers give more in-depth insights into their problem solving capacity.
Ask Job Specific Questions
Different jobs have different problems.
Asking a computer programmer how to treat a cramped muscle is the same as asking a fitness trainer how to solve an error in the HTML; you won't be getting any insights into their job-specific skills.
Ask questions that are relevant to the interviewee’s potential position. Use common problems in that field and try to pertain to a specific theme.
It's also a good idea to propose real problems at your workplace . Compare and contrast the candidate's solution to how your company resolved the issue.
Their response may not be the same, but it could be vastly more effective than your resolution.
Ask Different Types of Problem Solving Questions
There are different categories of problems. Technical problem solving interview questions gain one perspective on a candidate’s skill set. A relationship problem solving question or a critical thinking problem solving question offers additional insight.
A technical problem might mean an error in the system or a malfunctioning piece of equipment. A candidate should be able to notice early signs of these problems (if applicable) and take action accordingly.
They should also know when the situation is impossible for them to solve alone and that they should go to a higher authority for help.
A relationship problem is when there is a conflict between two or more employees. Teamwork is critical in some fields and a must for cumulative progress.
HR can't resolve every little argument between workers, so it's often up to the individual to take action and compromise.
Assessing a candidate's relationship problem solving ability is essential, especially in team-based environments.
A critical thinking problem is a more complex problem requiring creativity and innovation to solve.
There isn't a simple fix to these problems, and a person will have to get crafty to solve them. Management, organization, and unanticipated issues usually fall under this category and require the greatest attention to resolve.
Give Candidates Multiple Opportunities To Relay Experiences
Keep in mind that not every exceptional employee is good at interviews. Some people panic and freeze up on the spot; it's a natural reaction.
If your screening process has multiple stages, you'll want to capitalize on this by assessing a candidate's problem solving abilities twice. There should be one time when they are asked unexpectedly and another when they have time to formulate their answer.
By doing this, you won't miss out on highly qualified individuals who may not be the best at interviews, and you'll also get a better idea of each candidate's capabilities.
Incorporate Team Related Problems
People cannot always solve problems on their own. A person shouldn't be entirely dependent on others, but they also have to be able to work on a team efficiently .
The way a candidate tackles team-related issues conveys their ability to get along with co-workers, leadership potential, and capacity for compromise.
People on different wavelengths are going to have other ideas and solutions. If no one can agree, then nothing is ever going to get done. You'll also have to consider a candidate's competence at evenly distributing work and versatility in the planning process.
Yes, a person's solo problem solving capabilities are important, but their teamwork skills and communication are vital. Keep this in mind during the screening process.
Build Off of Interviewee Responses
Don't go through a repetitive hit-and-go questioning process. Once you ask a question, try to build on the candidate's response.
This especially goes for questions that draw on a person's real-life experiences. You may have a limited time to ask your questions, but that doesn't mean you have to go through all of them.
Getting in-depth answers to a few questions will better look at a person's problem solving abilities and work ethic.
If there's something you're curious about or something the candidate says piques your interest, speak up and try to pry as much as possible.
10 Problem Solving Interview Questions To Hire the Best Candidate
Here are some excellent base questions to ask prospective employees. Each job is unique and encounters different issues, so you'll likely have to make some modifications to fit your case better.
Nonetheless, these are ten great problem solving interview questions that'll isolate the best candidates during the screening process:
1. What Is Your Approach To Problem Solving?
One of the first things you'll want to assess in a candidate is their approach to solving problems.
Using inefficient, unorganized, or reckless methods can be more detrimental than good, so be sure to comprehend a person's problem solving strategy deeply.
Try to get them to relay the exact structure of their approach and have them explain their reasoning behind each step. Encourage your candidate to draw on past experiences and successes as well.
The problem solving approach also includes a person's attitude towards an issue. Consider elements such as cautiousness, incentive, and reliance on external factors.
2. How Do You Identify Potential Problems?
Problems cannot be solved if they cannot be seen.
Ask the candidate how they have identified different problems throughout their work and personal history. You'll also want to inquire about frequent issues in your business's workplace and common complaints.
Don't just assess a candidate's ability to realize problems. The time it takes to identify a problem is equally important. Problems become more blatant the longer they are left untouched.
An excellent type of question to use here is a scenario question. Propose a simulated setting based on your company's environment and have them pinpoint the problem.
3. How Do You Evaluate The Impact of Potential Problems?
Another skill prospective employees need is the capacity for foresight. They should be able to evaluate the adverse effects of a particular issue. Otherwise, they'd be able to identify the problem but have no incentive to solve it.
Try to ask questions relating to cause and effect. Ex: If [blank] occurs, then what will happen in the short term and the long run.
4. How Do You Prioritize Problems To Be Solved?
A spilled drink likely won't require as much attention as a corporate-wide virus in the systems.
Recognizing where issues lie and knowing how to distribute time can save large sums of money while avoiding catastrophic scenarios.
A candidate's prioritization of problems also indicates their decision-making and organization skills.
To go further in-depth here, give a candidate a series of problems and have them rank them in the order in which they should be solved.
5. How Do You Develop Solutions To Problems?
Developing solutions is a prominent indicator of planning ability and intuitive thinking. Proposing unique problems will test an individual's creative process and reveal how flexible their logic is.
If a person has a single set strategy for solving every problem, they'll eventually fail. You'll need to hire adaptable workers who can think outside of the box.
There will never be a plan that accounts for everything.
You can modify this question to work with different problems, such as technical problems, relationship problems, and critical-thinking problems. Each of them necessitates a distinctive solution, so you'll inadvertently force a candidate to display their plasticity.
6. How Do You Implement Solutions To Problems?
Having a plan is one thing. Putting it into action is an entirely different matter. If you're familiar with the adage "easier said than done," you can probably infer the purpose of this question.
Unfortunately, you probably won't be able to test candidates firsthand on their ability to implement solutions to problems . The next best thing is closely scrutinizing their personal experiences.
Ask about problems they have solved in the past. Inquire about what may have happened if their solution didn't work.
For any theoretical scenarios, you propose, point out flaws in the candidate's plan of action and have them gauge the practicality of performing it.
Be meticulous here and determine how viable their answers are.
7. How Do You Evaluate The Effectiveness of Solutions?
There should be multiple layers to a person's planning process. A candidate can't just propose a well-thought-out plan without evaluating its efficiency.
The easiest or quickest solutions won't always be the most effective. Yes, simplicity and speed are crucial factors in evaluating effectiveness, but they aren't all-encompassing.
Candidates should also consider the resources used and the longevity of their solution. Identify "bandage fix" answers, and look for long-term results.
A candidate should exhibit the ability to compare the pros and cons of different solutions and determine which one will be the most effective.
8. How Do You Learn From Problem Solving Experiences?
Learning from past problems is essential for solving future ones.
A candidate's ability to draw from previous experiences will suggest their effectiveness at problem solving at your workplace.
You will want to hear about the successes of a candidate's problem solving endeavors and their utter failures. Have them relay their gravest mistakes and how they learned from those experiences.
Remember, while succeeding feels good, a person learns more from failure. If a candidate is confident enough to tell you about their most significant shortcoming, they've moved past it and will likely handle adversity more effectively.
9. How Do You Handle A Situation Where a Colleague Made a Mistake?
It is almost always more comfortable to stay in your lane and mind your own business when it comes to working life. However, interacting with others is a crucial part of teamwork and creating an effective workplace environment.
This question gauges your candidate’s interpersonal skills. You would not like to hear your candidate slandering former colleagues or companies.
Instead, a candidate's ability to exhibit diplomacy within the workplace is a far more desirable response. When people can work together well and solve problems, your business is more likely to run like a well-oiled machine.
10. How Have You Overcome Personal Weaknesses To Improve Work Performance?
When looking to gain insight into a candidate's self-awareness, this is a great leading question to get a conversation started.
While self-awareness may seem more relevant to life outside of work, it procures growth in all aspects of a person’s life, leading to a more well-rounded employee.
A promising candidate will be more than willing to acknowledge their weaknesses, using them as a tool to improve performance. Candidates' answer to this question will also gauge their willingness to learn and adjust to various fluid workplace elements.
More examples of questions to identify Problem Solving skills
- Can you tell me about a time when you overcame a significant challenge?
- What is your problem solving process?
- When you have to solve a problem, what do you think is the most important thing to consider?
The Bottom Line
There will always be unaccounted problems in a company's business structure. There are no amount of preventive measures one can take to avoid them all; it's just not possible.
Hiring intuitive employees who can think broadly and resolve issues independently is essential to every company. This is why problem solving interview questions are so vital.
Evaluating this skill set in prospective candidates may require extra work but is ultimately worth it.
Try this free problem solving advanced test if you're looking for a more in-depth evaluation of an applicant's problem solving abilities for your screening process.
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