problem solving behavioral interview questions

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!

Click below to get your free PDF now:

Get Our Job Interview Questions & Answers Cheat Sheet!

FREE BONUS PDF CHEAT SHEET: Get our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you " word-word sample answers to the most common job interview questions you'll face at your next interview .

CLICK HERE TO GET THE JOB INTERVIEW QUESTIONS CHEAT SHEET

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.

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

Download our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you word-for-word sample answers to some of the most common interview questions including:

• What Is Your Greatest Weakness?
• What Is Your Greatest Strength?
• Tell Me About Yourself
• Why Should We Hire You?

Click Here To Get The Job Interview Questions & Answers Cheat Sheet

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

Copyright © 2024 · TheInterviewguys.com · All Rights Reserved

• Our Products
• Case Studies
• Interview Questions
• Jobs Articles
• Members Login

• Customer Service
• Graduate Jobs
• Information Technology
• Cover Letter
• Interview Process
• Interview Type
• Social Media
• What Should I Wear
• Job Related
• Personal Brand
• Previous Job
• Problem Solving
• Weakness and Strength
• Questions to Ask
• Interview Skills
• Common Mistakes
• Salary Negotiation

Behavioral Interview Questions About Problem Solving

“A problem is a chance for you to do your best .” Duke Ellington

Great problem solvers tend to be people with a healthy attitude to change and an open mind when it comes to new ideas. You either drown in the problem or you look at it as an opportunity for you to do your best work. Every workplace has problems, that’s life. Employers look for people who have solid problem solving strategies that they use to work through any workplace problems that arise.

Basic Questions About how You Go About Problem Solving:

Every job interview will have one or more questions about how you go about problem solving. If the role you are applying for is comprised largely of routine work you may just be asked a basic interview question like the ones below.

Off course the answer is always – ‘Yes I am a problem solver” but you need to do much more than just that. You need to explain how you go about problem solving. What is your strategy? What steps do you follow? These things matter.

• Are You a Problem Solver?
• How Do You Go About problem Solving?

Specific Behavioral Interview Questions About Problem Solving:

Most interviewers will ask very targeted behavioral interview questions to understand exactly how you go about problem solving. The following are 9 behavioral interview questions about how you approach problem solving in the workplace.

Before you click to see sample answers, see if you could answer these behavioral interview questions by yourself first.

1. Tell me about a situation where you had to solve a difficult problem. What did you do? What was the outcome? What do you wish you had done differently?

Sample answer to how you are a problem solver .

2. Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What was the result? What, if anything, do you wish you had done differently?

Sample answer to how to show that problems are just opportunities in disguise .

3. What steps do you follow to study a problem before making a decision? Why?

Sample answer to how you would problem solve before making a decision .

4. Give me an example of a time you discovered an error that been overlooked by a colleague. What did you do? What was the outcome?

Sample answer on how you would tell colleagues they made a mistake .

5. What problem solving strategies do you use to stay aware of problems and resolve them in your work area? Can you give me an example of how this has worked for you in your current role?

Sample answer to show your problem solving strategies .

6. Describe the biggest work-related problem you have faced in the past 12 months. How did you handle it?

Sample answer to show how you handle biggest work related problems .

7. Can you tell me about a time where you have been caught unaware by a problem or an obstacle that you had not foreseen? What happened?

Sample to show how you deal with unexpected workplace problems .

8. Tell about a time when you were able to develop a different problem-solving approach. What steps did you follow?

Sample answer to show how your problem solving strategies .

9. Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue.

Sample answer to show you can identify problems and solve them .

10. Give a specific example of a time when you used good judgment and logic in solving a problem.

Sample to show how you use logic to solve work problems .

Related Posts

• Making The Right Decision When You Have Multiple Options April 1, 2018
• 5 Types of Decision Making Skills You Need To Know July 31, 2017
• How To Answer Behavioral Interview Questions July 26, 2017
• The Secret to Setting Goals and Achieving Them July 11, 2017

MORE JOB INTERVIEW TOPICS

• Achievements
• Behavioural
• Communication
• Company Research
• Difficult Questions
• Interesting
• Outside Work
• Personal Skills
• Presentation Skills
• Prioritisation
• Question Type
• Quitting Your Current Job
• Repetitive Tasks
• Scheduling an Interview
• Time Pressure
• Tips and Interview Process
• Uncategorized
• Unemployment

ACE YOUR JOB INTERVIEW

Westend61/Getty Images

By Christine Ruggeri Leaders Staff

Christine Ruggeri

Leadership Writer

Christine Ruggeri is a business and personal growth writer for Leaders Media. Previously, she worked as a senior content writer...

Learn about our editorial policy

Apr 24, 2023

Reviewed by Hannah L. Miller

Hannah L. Miller

Senior Editor

Hannah L. Miller, MA, is the senior editor for Leaders Media. Since graduating with her Master of Arts in 2015,...

25 Important Behavioral Interview Questions (and Example Answers)

What are behavioral interview questions, why a hiring manager asks behavioral questions, 25 common behavioral interview questions, how to prepare for behavioral interview questions.

“Would I have a beer with this person?” It’s the interview question Steve Jobs asked himself during the hiring process. Jobs understood the power of behavioral-based interviewing and used the “beer test” to break through a candidate’s scripted answers. He wanted to be able to drop the formalities and chat with potential employees, and believed that opportunities like that would be the best indicator of their strengths and weaknesses. 

While many interviewers ask hypothetical questions to gain insight into a candidate’s way of thinking, behavioral questions tap into a potential employee’s real-life experiences and highlight personality traits that may have a major impact on their performance. In fact, over 90% of employers prefer their interview candidates to have work experience. This includes how they handle things like conflict, collaboration, deadlines, and time management.

What’s the best part about behavioral interview questions as an interviewee? You already know all of the answers. Prepping ahead of time by revisiting stories and experiences from your previous work ensures that you’re ready to answer these types of questions effectively. 

After reading this article, you’ll know how to ask and answer behavioral interview questions, and why they are used to hire the right candidates for any position. 

Key Takeaways

• Behavioral interview questions are designed to give hiring managers or recruiters insight into a candidate’s behavior, personality, and ability to handle work-related situations. 
• Job recruiters report that behavioral-based interview questions have a 55% predictive accuracy rate for a candidate’s on-job success. 
• Hiring managers believe that behavioral interview questions are much more probing than traditional questions, and demand accountability while highlighting a candidate’s job-related experiences. 

Behavioral interview questions are commonly used by job interviewers to assess a candidate’s past experiences, skills, and behaviors. Because past behaviors are strong predictors of future performance , asking about specific situations helps potential employers understand how a candidate has handled various challenges, what their thought processes are, and how they work on a team or deal with difficult situations. Plus, many of these are fun interview questions because they allow candidates to inject their personality and professional experiences into the answers. 

Behavioral interview questions often start with phrases such as:

• “Tell me about a time when…”
• “Describe a situation where…”
• “Give me an example of…”
• “How did you handle a situation where…”
• “Explain how you have dealt with…”

Recruiters report spending approximately 66% of their hiring time on interviews, making it the most important aspect of the process. Using behavioral-based interview questions is useful in obtaining essential information, requiring candidates to provide concrete examples from their past experiences to demonstrate their skills and abilities.

Some common topics covered by behavioral interview questions include:

• Problem-solving and decision-making
• Leadership and management
• Conflict resolution
• Teamwork and collaboration
• Time management and organization
• Adaptability and flexibility
• Communication and interpersonal skills
• Customer service and client relations
• Initiative and motivation
• Ethics and integrity

Using the STAR Method

When it comes to responding to behavioral interview questions, the STAR method is a popular technique used to help candidates provide structured and meaningful answers to behavioral questions. It serves as a framework to organize responses in a clear and concise manner, enabling candidates to showcase their skills and competencies effectively.

STAR stands for:

• Situation: Describe the context or background of the situation.
• Task: Explain the specific task or challenge you were facing.
• Action: Describe the actions you took to address the task or challenge.
• Result: Explain the outcome or results of your actions, emphasizing the positive impact on the situation.

By providing structured and detailed answers using the STAR method, candidates can highlight their skills and experiences in a way that is relevant, detailed, and convincing to potential employers.

Behavioral interview questions require candidates to provide concrete examples from their past experiences to demonstrate their skills, thought processes, and abilities. To structure your responses to these types of questions, use the STAR method, which keeps your answer concise and on task. 

Hiring managers ask behavioral questions to help them gain a deeper understanding of a candidate’s skills, abilities, and personal qualities that might not be evident from their resume or cover letter alone. Interviewees are looking for key indicators in a candidate’s response that reveals how they would align with the company’s values and needs. 

Hiring managers use behavioral questions during interviews because they:

• Predict future performance: Past behaviors are good predictors of future performance. By understanding how a candidate has dealt with specific situations in the past, hiring managers can better assess how they might perform in similar situations in the future.
• Assess problem-solving and decision-making skills: Behavioral questions help gauge a candidate’s ability to think critically, make sound decisions, and solve problems . These skills are crucial in many job roles, and responses to these types of questions can provide insight into a candidate’s thought process and approach to various challenges.
• Evaluate soft skills and interpersonal abilities: Soft skills , such as communication, teamwork, adaptability, and conflict resolution, are essential for success in many jobs. Behavioral interview questions can help hiring managers determine a candidate’s proficiency in these areas by examining how they have interacted with colleagues, clients, or supervisors in the past.
• Identify cultural fit: Companies often seek candidates who align with their organizational culture and values. Behavioral questions can reveal whether a candidate’s work style, attitude, and approach to challenges align with the company’s expectations and environment.
• Validate claims on a resume or cover letter: Responses to behavioral interview questions can help confirm whether the experiences and accomplishments listed on a candidate’s resume or cover letter are accurate and genuine. By asking for specific examples, hiring managers can gauge the authenticity of a candidate’s claims.
• Compare candidates: Hiring managers are able to compare different candidates on a consistent set of criteria when assessing their responses to situational interview questions. By asking the same or similar questions to all candidates, they can evaluate each person’s experiences and abilities in a fair and systematic way.

1. What is the best idea you’ve contributed to a team project?

What they’re looking for: Ability to engage in productive teamwork, solve problems, and think outside the box

Example response: At my previous company, we were working on streamlining the customer service process. Our team was responsible for reducing response time and improving overall customer satisfaction. After analyzing the current process, I noticed the flaws in our current process and researched a new categorization system to automate this system. I knew this would free up valuable time for our team to focus on addressing customers more effectively. Once we had the system in place, we were able to reduce the average response time by 40% and increase our customer satisfaction ratings by 20%.

2. Tell me about a time you made an unpopular decision. How did you implement it?

What they’re looking for: Effective communication and leadership skills

Example response: At my previous job, I was tasked with leading a team to revamp our project management process, which involved adopting a new software platform. The team was initially resistant to this change, and I knew this decision was unpopular, but necessary for improving our workflow and overall efficiency. To implement it, I gathered data that illustrated the benefits of this new platform and conducted a series of meetings where I presented these benefits, addressed concerns, and provided hands-on training to help the team become familiar with the new system. Over time, the team members began to appreciate the advantages of the new platform and ultimately embraced the change.

3. Tell me about a time you had to solve a complex problem.

What they’re looking for: Problem-solving, conflict resolution, adaptability, and management skills

Example response: During my previous job as a software engineer, I was tasked with optimizing a slow database query causing performance issues. First, I needed to find the cause of our performance issues and then implement a solution to improve the query’s speed. I analyzed the process, identified inefficiencies, such as indexing, and made necessary changes to optimize its performance. Then I communicated these implementations to the team. The database query execution time was reduced by 80%, improving the overall application performance.

4. Describe a situation where you had to work with a difficult colleague.

What they’re looking for: Teamwork, communication, and conflict resolution skills

Example response: In my previous job, I had a coworker who was often unresponsive to emails and missed deadlines. I needed to complete a collaborative project with this colleague and ensure it was finished on time, so I set up regular check-in meetings, clearly communicated expectations, and offered assistance when needed. The project was completed on schedule, and our working relationship improved.

5. Give me an example of a time when you had to manage multiple priorities.

What they’re looking for: Time management and organization skills

Example response: Last year, I was juggling three important projects with overlapping deadlines. I needed to manage my workload effectively to ensure that all projects were completed on time and met quality standards, so I created a detailed project plan, prioritized tasks, and set milestones for each project. I also communicated with stakeholders regularly to keep them informed of my progress. All three projects were completed on time and received positive feedback from clients.

6. Tell me about a time when you had to adapt to a significant change in your work environment.

What they’re looking for: Adaptability and flexibility skills

Example response: My previous company went through a merger, which led to new management and changes in processes. I needed to adapt quickly to the new work environment and learn the updated procedures, so I proactively sought out information, attended training sessions, and collaborated with my new colleagues to understand the changes. I was able to adapt quickly, maintain productivity, and became a resource for my team during the transition.

7. Describe a situation when you took on a leadership role.

What they’re looking for: Leadership, management, and communication skills

Example response: During a team project, our team leader resigned, and I volunteered to step up. I had to lead the team to complete the project within the given deadline. I did this by organizing and scheduling regular meetings, delegating tasks, setting team milestones, and providing support to my teammates. The project was completed on time, and our team received recognition for our efforts.

8. Give me an example of a time when you had to handle a conflict between two team members.

What they’re looking for: Conflict resolution, management, and communication skills

Example response: Two of my team members disagreed on the direction of a project, causing delays and tension. I needed to resolve the conflict to ensure the project could proceed smoothly, so I facilitated a meeting between the two, encouraging open communication and active listening. We then brainstormed potential solutions and reached a compromise. The team members resolved their differences, the project moved forward, and we completed it on time.

9. Tell me about a time when you had to communicate complex information to a non-expert audience.

What they’re looking for: Client relation, communication, and interpersonal skills

Example response: I had to present a technical proposal to a client with limited technical knowledge. I needed to communicate the proposal in a way that was easy to understand and persuasive, so I simplified the technical jargon, used visuals and analogies, and focused on the benefits of the proposal. The client understood the proposal and approved it, leading to a successful project.

10. Tell me about a time when you had to handle a difficult customer or client.

What they’re looking for: Customer service and client relations skills

Example response: At my previous job as a customer service representative, I faced a situation where a client was irate about a billing error. I calmly listened to their concerns and validated their feelings. Then I apologized for the inconvenience and immediately corrected the error. The client appreciated my prompt attention to the issue and ultimately remained a loyal customer.

11. Can you give an example of a professional decision that you regret?

What they’re looking for: Self-awareness, integrity, and a growth mindset  

Example response: At my previous place of work, I managed a project with a tight deadline, and in an effort to expedite the process, I made the decision to skip the usual in-depth planning phase and jump right into execution. The lack of a well-structured plan led to miscommunications and a higher number of revisions than usual. In retrospect, I regret not investing the necessary time upfront in thorough planning, as it would have saved time and effort in the long run. Still, the experience taught me the importance of a solid plan and effective communication.

12. Can you give me an example of a time when you showed initiative at work?

What they’re looking for: Initiative, motivation, and leadership skills

Example response: In my previous role, I noticed that our team was struggling with time management due to frequent and disorganized meetings. I took the initiative to propose and implement a streamlined meeting structure that included time-blocked segments and specific protocols. This meeting organization change resulted in more efficient and productive meetings and improved time management for the entire team.

13. Share a situation where you had to handle multiple tasks or projects simultaneously.

Example response: As a marketing coordinator, I managed multiple campaigns simultaneously, with tight deadlines. To ensure success, I created a detailed project plan and prioritized tasks by importance and deadline. Everyone on the team was aware of project objectives and timelines, and we often communicated on progress. I also maintained communication with stakeholders and met all deadlines, leading to a successful campaign execution.

14. Tell me about a time when you had to deal with a sudden change in priorities.

What they’re looking for: Adaptability, organization, and management skills

Example response: While working as a project manager, a critical issue arose that required immediate attention. I quickly reassessed priorities, outlined new objectives, delegated tasks to team members, and communicated the new plan to stakeholders. Our timely response to the issue minimized its impact, and the project was still completed on time.

15. Describe a situation where you had to persuade someone to see things your way.

What they’re looking for: Communication, leadership, and interpersonal skills

Example response: At my previous job, I had to convince my manager to invest in a new software tool to streamline our processes. After doing my own research and exploring the company’s opinions, I prepared a detailed cost-benefit analysis and presented it to my manager. My manager considered the information that I presented and agreed to the investment, which ultimately improved our team’s efficiency. We were able to prove with follow-up data that the change was for the better. 

16. How have you handled a situation where you disagreed with a coworker?

What they’re looking for: Adaptability, flexibility, communication, and interpersonal skills

Example response: In a previous role, a coworker and I disagreed on the best approach to a project. We scheduled a meeting to discuss our perspectives and listened to each other’s viewpoints. Ultimately, we compromised on a solution that combined both of our ideas. The project was successful, and our professional relationship ended up even stronger because of the experience.

17. Can you share an example of a time when you had to give constructive feedback?

What they’re looking for: Leadership, communication, and management skills

Example response: As a team leader in my last position, I had to provide constructive feedback to a team member who was underperforming. I arranged a private meeting, focused on specific areas for improvement, and offered guidance and support. I spoke to the team member with respect and clarity. In the end, he took the feedback positively and improved his performance using my suggestions.

18. Tell me about a time when you had to learn a new skill quickly.

What they’re looking for: Management and problem-solving skills

Example response: In my previous job, I was tasked with creating a presentation using software I had never used before. I quickly sought out online tutorials and resources, practiced the new software until I felt comfortable with it, and successfully created an engaging presentation that impressed the client.

19. Describe a situation where you had to deal with a tight deadline.

Example response: At my previous job, I was responsible for submitting a crucial report for an important client, but I only had a few days to complete it due to unforeseen circumstances. I quickly assessed the scope of the report and broke it down into smaller, manageable tasks. I then prioritized these tasks, delegated some to my team members, and set mini-deadlines to track our progress. With these efforts in place, we were able to deliver a high-quality report to the client on time, ultimately strengthening our relationship with them.

20. Describe a situation where you had to make a decision with limited information. 

What they’re looking for: Problem-solving and decision-making skills

Example response: At my previous company, I was responsible for selecting a new software vendor to streamline our internal communication within a tight deadline, resulting in limited information about available options. I had to make an informed decision quickly, ensuring the chosen software met our needs and improved our team’s efficiency. I first identified the key features and functionalities required by our team, and then conducted a comparative analysis of the top vendors based on available data. I focused on essential criteria, such as ease of use and integration with existing systems. I also sought input from team members who would be using the software daily. My decision led to the implementation of software that significantly improved our team’s communication and collaboration, ultimately enhancing our overall work efficiency.

21. Describe a project where you had to collaborate with a diverse group of people. 

What they’re looking for: Teamwork, collaboration, and leadership skills

Example response: In my previous role, I led a project that involved creating a marketing campaign for a new product launch. Our team was composed of diverse individuals with different backgrounds, skill sets, and expertise, including graphic designers, content writers, data analysts, and social media specialists. To ensure effective collaboration, I facilitated open communication channels, encouraged team members to share their unique perspectives, and held regular meetings to discuss progress and address any challenges. By harnessing the strengths of each team member and allowing for a supportive environment, we successfully developed and executed an impactful marketing campaign that exceeded our targets.

22. How have you handled a situation where you disagreed with your manager’s decision? 

What they’re looking for: Communication, interpersonal, and ethics skills 

Example response: When I disagreed with my manager’s decision on a project approach, I requested a one-on-one meeting to professionally and respectfully discuss my concerns. I presented my alternative suggestion, backed up with data and reasoning, while remaining open to understanding my manager’s perspective. Ultimately, we reached a compromise that incorporated elements from both viewpoints, leading to a more effective outcome for the project.

23. Provide an example of a time you made a mistake at work. How did you handle it?

What they’re looking for: Growth mindset and integrity 

Example response: Once, I accidentally shared an outdated version of a report with a client. Upon realizing my mistake, I immediately informed my manager, took responsibility for the error, and sent the correct version to the client with a sincere apology. I also implemented a file organization system that would prevent similar issues in the future.

24. In the past, how did you handle interruptions and distractions at work?

What they’re looking for: Time management, organization, and motivation skills

Example response: To handle interruptions and distractions at my previous workplace, I used a combination of time management techniques and proactive communication. I would prioritize my tasks and allocate specific time blocks for focused work, at which time I minimized distractions by muting notifications and closing irrelevant browser tabs. Additionally, I allocated time in my schedule to respond to emails and messages, ensuring I remained accessible and responsive to my colleagues while maintaining productivity.

25. Describe your professional goal-setting process. 

What they’re looking for: Motivation and organization skills

Example response: My professional goal-setting process begins with identifying long-term career objectives and breaking them down into shorter-term, SMART goals. I then prioritize these goals, and to stay on track, I create an action plan outlining the steps and milestones required to achieve each goal. Regularly reviewing and adjusting my progress has helped me in the past, and adapting to changing circumstances as needed has been necessary at times. This systematic approach helps me maintain focus, motivation, and growth in my professional journey.

Preparing for an interview with behavioral questions involves reflecting on your past experiences and organizing your thoughts to effectively showcase your skills and abilities. 

Here are some steps to help you prepare:

• Review the job description: 47% of job recruiters say they would reject a candidate who had little knowledge about the company they’re applying to. Understand the key skills, competencies, and qualities the employer is looking for in a candidate, and identify the aspects most relevant to the role. 
• Identify relevant experiences: Reflect on your past work or academic and volunteer experiences that demonstrate your skills and abilities in handling different situations. Choose examples that align with the job requirements.
• Practice common behavioral questions: Familiarize yourself with frequently asked behavioral interview questions, such as those about teamwork, problem-solving, decision-making, and conflict resolution, and prepare your responses using the STAR method. Practice your answers aloud to become more familiar with your responses, and try doing this in front of a family member or friend who can provide feedback. 
• Be specific and concise: Provide detailed examples, focusing on your actions and contributions, but avoid lengthy, unrelated stories. Stay focused on the main points you want to convey, which you can nail down with practice.
• Be genuine: Showcase your true self and provide honest answers, as interviewers can often detect when a candidate is being insincere or exaggerating.

By following these steps, you will be better prepared to confidently and effectively answer behavioral-based interview questions, increasing your chances of making a positive impression on the interviewer.

Leaders Media has established sourcing guidelines and relies on relevant, and credible sources for the data, facts, and expert insights and analysis we reference. You can learn more about our mission, ethics, and how we cite sources in our editorial policy .

• As.com. (2022, October 25). What was Steve Jobs’ ‘beer test’ for Apple employees? Diario AS. https://en.as.com/latest_news/what-was-steve-jobs-beer-test-for-apple-employees-n/  
• Lazic, M. (2023, March 30). 30 Mind-Blowing Interview Statistics to Get You Going in 2023 . https://legaljobs.io/blog/interview-statistics/  
• Stachniewska, C. (2023, March 20). A Recruiter’s Guide to Behavioral Interview Questions . HiPeople. https://www.hipeople.io/blogs/a-recruiters-guide-to-behavioral-interview-questions  
• Hansen, K. (n.d.). Behavioral Interviewing Strategies for Job-Seekers . Baker U. Retrieved April 13, 2023, from http://www.bakeru.edu/images/pdf/CDC/Behavioral_Interviewing_Strategies_for_Jobseekers.pdf  
• Elliott, J. (2022b, July 29). Behavioral Interviewing: What It Is and Tips for Getting Started . https://www.uschamber.com/co/. https://www.uschamber.com/co/run/human-resources/behavioral-interviewing  
• (2023, March 28). 30+ Job Interview Statistics Recruiters Need to Know . RecruitCRM. https://recruitcrm.io/blogs/job-interview-statistics/  
• Birt, J. (2023, March 16). How To Use the STAR Interview Response Technique . Indeed Career Guide. https://www.indeed.com/career-advice/interviewing/how-to-use-the-star-interview-response-technique  
• Research Guides: Research Methods Guide: Interview Research. (n.d.). https://guides.lib.vt.edu/researchmethods/interviews  
• Jacimovic, D. (2023, February 20). 27 Astonishing Interview Statistics . What to Become. https://whattobecome.com/blog/interview-statistics/

Search Leaders.com

• Top Courses
• Online Degrees
• Find your New Career
• Join for Free

21 Behavioral Interview Questions and How to Respond

Learn about common types of behavioral interview questions and how you can prepare the best answer to showcase your skill set and experience.

Hiring managers are often invested in finding someone who has the skills and experience to do the job and who will be a good fit, complementing the general personality of their team and the company's larger workplace culture. Behavioral interview questions help your interviewers better understand who you are and how you work. Unlike situational interview questions , which ask you about hypothetical scenarios, behavioral interview questions invite you to share real-life experiences.

As you move through the different types of interviews you can expect to complete when being considered for a job, you'll likely get a range of behavioral interview questions. How you answer can be an opportunity to share important details, such as how you work with others, how efficiently you communicate, and how you handle difficult situations.

In this article, we’ll go over common behavioral interview questions, what employers really want to know in asking you each type, and how you can best formulate your response. 

Common behavioral interview questions 

Technical skills often convey that you have the specific training to do a job. Workplace skills , on the other hand, describe how you get your work done and how you work with others ( interpersonal skills ). More often than not, behavioral interview questions will focus on workplace skills so a hiring team can determine whether you'd be a strong fit.

Below, we've pulled together the major themes you'll see when it comes to behavioral interview questions. Under each theme, we've outlined a few sample questions, along with what employers typically want to know and helpful details you can incorporate into your answer. 

Organization

Being organized can suggest that you manage your time efficiently and work well on your own.

How do you stay organized? 

How do you determine priorities?

How do you manage competing demands?   

What they’re really asking: What kind of management style do you need? Can you work autonomously or do you need a lot of structure and direction?  

What your answer can feature: Tools. Beyond sharing past examples about how you’ve stayed organized or reprioritized your work, mention any tools you use to accomplish those tasks and stay on top of things. This will help show employers more about your technical abilities and know-how. 

Build job-ready skills with a Coursera Plus subscription

• Get access to 7,000+ learning programs from world-class universities and companies, including Google, Yale, Salesforce, and more
• Try different courses and find your best fit at no additional cost
• Earn certificates for learning programs you complete
• A subscription price of $59/month, cancel anytime

Communication

Effective communication has many forms, including written and verbal communication , and can explain a lot about how you work with others and how you convey important information.

Tell us about a time when a miscommunication created an error at work. What happened and what did you contribute to the solution? 

Describe a time when you effectively communicated unpleasant news or a difficult idea.

How do you respond to constructive feedback? 

What they’re really asking: How do you communicate with others? How will you interact with your team members? 

What your answer can feature: Clarity. Behavioral interview questions that pertain to communication provide you with a chance to show off your skills rather than simply recount them. It helps to be clear and direct as you respond because both are valued aspects of communication.  

Decision making 

Analytical and creative thinking top the World Economic Forum's list of most important skills in 2023, and speak to your ability to problem solve and make decisions [ 1 ].

Tell us about a time when you had to make a decision quickly. What happened? 

What steps do you take to ensure that your decisions are effective? 

What was a difficult decision you had to make in the last year? What made it difficult?

What they’re really asking: Can you think critically? Do you have problem-solving experience?  

What your answer can feature: Process. Talk about your decision-making process as much as the actual decisions you made. This will give you an opportunity to show off your critical thinking skills—a key transferable skill in the workplace. 

Initiative 

Rather than wait for someone to tell you what to do, showing initiative means that you're a critical thinker who understands a business need and works to fulfill it.

Tell us about a time when you identified a problem, and how you came up with the solution. 

How did you go beyond the expectations or requirements of your previous role? 

Did you ever find a better way to complete a task? What did you do? 

What they’re really asking: Are you a self-starter? In what type of situation do you feel comfortable taking the lead?  

What your answer can feature: Impact. Pick examples that emphasize an impact you had—even a small one—as a result of taking initiative. You want to help a potential employer connect your motivation with quantifiable results. As much as possible, draw on specific data to highlight what you accomplished.  

Personal and interpersonal

Working with others is a key part of any job, and a hiring team will want to understand more about how you have handled situations involving pressure and conflict.

Tell me about a time when you felt under pressure. How did you cope with that situation? 

Has one of your previous roles ever shifted in a significant way? How did you handle it when your responsibilities changed? 

Tell me about a time when you disagreed with a manager's decision. How did you communicate with your supervisor? 

What they’re really asking: Do you work well with others? How do you handle more difficult situations? 

What your answer can feature: Solutions. In talking about previous conflicts or stressful situations, you’ll inevitably need to frame the problem. But your story shouldn’t stop there—make sure to share any solutions you identified, the benefits that resulted, and what you learned from the situation.  

Remote work

As opportunities for remote (or hybrid) work continue to grow, companies will look for employees who can manage their own time and work independently.

How do you develop and maintain your schedule while working remotely? 

What communication tools do you rely on to stay in touch with team members spread across multiple time zones? 

What’s a time when you didn’t know how to do something? How did you seek out the proper information to complete your task? 

What they’re really asking: Can we trust you to do the work without close supervision?  

What your answer can feature: Relevant knowledge. If you’ve worked remotely, make sure to explain what you did to make things run smoothly on your end. If you haven’t worked remotely, research common tools that remote companies use (like Slack and Zoom) so that you can provide specific examples of what you would do. It also doesn’t hurt to ask what tools the company has in place to ensure employee success. 

Managerial and leadership

Whether you manage people or projects, showcasing important leadership skills means you know how to prioritize, collaborate, delegate, and more.

How do you delegate tasks and priorities to members of your team? 

What do you do if a direct report continually underperforms? What steps would you take to improve their performance?  

What kind of leadership inspires you most? Why? 

What they’re really asking: What kind of leader are you? How do you manage team members? How will you keep things operating smoothly? 

What your answer can feature: Innovation. Where possible, share about times that you’ve approached management and leadership with an innovative, flexible attitude. Joining a new company in a management role can often mean learning how to adapt to new processes while bringing many of your own ideas to the table. 

Tips for answering behavioral interview questions

Practicing ahead of an interview can help you feel more comfortable and confident when you interview. Set aside time to practice answering the questions above on your own, or ask a friend or family member to play the role of interviewer. Working with a partner to prepare can help you practice other important elements, like eye contact and facial expressions. 

Here are some additional tips to help you develop responses that show off your strengths, personality, and character. 

Don’t rush. You don’t have to jump into an answer as soon as you’ve heard the question. It’s not only acceptable to pause, but doing so may also signal your confidence to employers. Take a breath, gather your thoughts, and begin answering. And if you need more information or context, ask for clarification. 

Use the STAR method. The STAR method stands for Situation, Task, Action, Result. It’s a formula worth memorizing because it can help you structure your responses to behavioral interview questions. 

Situation: Start by establishing the situation and sharing any important details. 

Task: Recount your specific task or responsibility.

Action: Describe, step-by-step, what you did to address the task or responsibility.

Result: End with the impact of your actions.

Expand on your resume. Recruiters appreciate it when you can quantify your work on a resume, sharing not just what you achieved but how much. For example, instead of saying that you managed three people, you should explain what your team achieved as a result of your management. 

Enter an interview knowing a few of those details. Don’t assume that a potential employer will remember everything you listed on your resume. Answering behavioral interview questions is a chance to reiterate some of what you shared in that document while expanding on it.

Learn more: How to Make a Resume for Your First Job (+ Template)

It’s important to be prepared for an interview, and knowing how to approach behavioral interview questions can be a huge benefit. You can learn more about interviews, such as conducting research about a company and making a positive first impression, with the University of Maryland’s Successful Interview course. Enroll today for free. 

Article sources

1. World Economic Forum. " Future of jobs 2023 , https://www.weforum.org/agenda/2023/05/future-of-jobs-2023-skills/." Accessed September 5, 2023.

Keep reading

Coursera staff.

Editorial Team

Coursera’s editorial team is comprised of highly experienced professional editors, writers, and fact...

This content has been made available for informational purposes only. Learners are advised to conduct additional research to ensure that courses and other credentials pursued meet their personal, professional, and financial goals.

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.

Rate this article

Your page rank:

Interview categories

• Interview Questions
• Cover Letter
• Interview Tips

Megainterview/Contact

• Career Interview Questions
• Write For Megainterview!
• Editorial Policy
• Privacy Policy / GDPR
• Terms & Conditions
• Contact: [email protected]

Sign-up for our newsletter

🤝 We’ll never spam you or sell your data

Popular Topics

• Accomplishments
• Adaptability
• Career Change
• Career Goals
• Communication
• Conflict Resolution
• Creative Thinking
• Critical Thinking
• Cultural Fit
• Customer Service
• Entry-Level & No Experience
• Growth Potential
• Honesty & Integrity
• Job Satisfaction
• Negotiation Skills
• Performance Based
• Phone Interview
• Problem-Solving
• Questions to Ask the Interviewer
• Salary & Benefits
• Situational & Scenario-Based
• Stress Management
• Time Management & Prioritization
• Uncomfortable
• Work Experience

Popular Articles

• What Is The Most Challenging Project You Have Worked On?
• Tell Me About a Time You Had to Deal With a Difficult Customer
• What Have You Done To Improve Yourself In The Past Year?
• Interview Question: How Do You Deal With Tight Deadlines?
• Describe a Time You Demonstrated Leadership
• Tell Me About a Time When You Took Action to Resolve a Problem
• Job Interview Questions About Working in Fast-Paced Environments
• Job Interview: What Areas Need Improvement? (+ Answers)
• Tell Me About a Time You Were On a Team Project That Failed
• Tell Me About a Time You Managed an Important Project

Our mission is to

Help you get hired.

Hofplein 20

3032 AC, Rotterdam, the Netherlands

Turn interviews into offers

Every other Tuesday, get our Chief Coach’s best job-seeking and interviewing tips to land your dream job. 5-minute read.

20+ Behavioral Interview Questions and Answers

By Laura-Ann Burgess

Published: June 16, 2023

Interview Preparation

Laura-Ann Burgess

Writer & Career Coach

Behavioral interview questions have become increasingly common in today’s competitive job market.  These questions are designed to go beyond assessing qualifications and experience to gain deeper insights into a candidate’s personality, skills, and potential fit within an organization.  By evaluating past behavior with behavioral questioning, employers can predict future performance. That’s what makes behavioral interviewing so much more effective for businesses!

In this article, we’ll explore the significance of behavioral interview questions and provide a curated list of 20+ questions (with sample answers) to help you ace that next interview.

What are behavioral interview questions? 

Behavioral interview questions evaluate how candidates have behaved in past circumstances as an indicator of their likely future performance. Unlike hypothetical questions, behavioral questions focus on concrete examples from your professional or personal history. 

They allow hiring managers to assess your actions, behaviors and thought processes in real-life scenarios. Employers believe that past behavior is a reliable predictor of future behavior, helping them gauge your potential for success and cultural alignment within their organization.

The purpose of behavioral interview questions 

Behavioral interview questions serve several important purposes during the hiring process. 

• Assess past performance: These questions evaluate how you have approached and handled situations in the past, providing insights into your abilities, decision-making skills, and problem-solving capabilities.
• Predict job fit: Employers want to ensure they are hiring candidates who align with the skills and behaviors required for the position. Behavioral questions help assess your fit by examining your past experiences and accomplishments.
• Evaluate soft skills : Behavioral questions provide insights into your interpersonal skills, communication abilities, teamwork, adaptability, and leadership potential. They help employers gauge your emotional intelligence and overall fit within the organization’s culture.
• Promote authenticity: By drawing from real-life situations, behavioral questions allow interviewers to gain an accurate understanding of who you are as a candidate. They help differentiate authentic responses from rehearsed or fabricated ones.
• Compare candidates: Behavioral questions provide a standardized approach for comparing candidates objectively. By asking each candidate the same or similar questions, employers can evaluate and compare their responses side by side.

Types of behavioral interview questions 

Behavioral interview questions can be categorized into different types, each aiming to uncover various aspects of your skills and experiences. 

There are hundreds of behavioral questions that might be asked, dependent on the role you’re applying for, the interviewer, and more. 

For the sake of this comprehensive guide, let’s explore four primary categories of behavioral interview questions and provide five sample questions with answers for each category.

1. Situation-Based Questions

Describe a time when you faced a challenging deadline. how did you prioritize tasks and ensure timely completion.

Sample Answer: 

“As a project manager , I faced a challenging deadline where I needed to deliver a complex design project before we closed for December. I broke down the project into smaller milestones, created a detailed timeline, and delegated responsibilities to team members. By closely monitoring progress, addressing roadblocks, and fostering collaboration, we successfully met the deadline.”

Share an experience where you had to handle a difficult team member or coworker. How did you approach the situation and resolve conflicts?

“I once experienced friction with a colleague when I was promoted to a position in the team that she had had in mind for herself. I initiated a conversation with the individual privately, actively listened, acknowledged their concerns, and worked together to find common ground. By facilitating team-building activities and open communication channels, we resolved conflicts and improved overall productivity.”

Tell me about a time when you had to adapt to a significant change at work. How did you approach the situation and ensure a smooth transition?

“During a major software system upgrade, I educated myself about the new system, organized training sessions, provided ongoing support, and communicated regularly about the progress and benefits of the change. By fostering a positive mindset and maintaining open lines of communication, we navigated the transition successfully.”

Describe a situation where you had to make a difficult decision with limited information. How did you approach the decision-making process, and what was the outcome?

“During a product development project, I was faced with a critical decision regarding the selection of a key feature, but I had limited information about customer preferences and market trends. I gathered available data, consulted stakeholders, weighed risks and benefits, and considered the impact on other projects and team members. Making an informed choice based on the available information, I prioritized the best interests of the company and achieved a successful outcome.”

Share an example of a project or initiative you led that did not go as planned. What were the challenges, and how did you handle them?

“I led a product launch that faced unexpected supply chain disruptions, leading to delays. I quickly identified alternative suppliers, coordinated with the production team, and communicated the revised timeline to stakeholders. By managing expectations and maintaining transparency, we minimized the impact and successfully launched the product.”

2. Problem-Solving Questions

Describe a time when you had to take the initiative to solve a complex problem. what steps did you take, and what was the result.

“When our customer service department experienced a high volume of complaints, I proactively analyzed the root causes, implemented process improvements, and provided additional training to the team. As a result, customer satisfaction increased by 20% within three months.”

Share an experience where you had to resolve a challenging technical issue. How did you approach the problem, and what was the outcome?

“When our company’s website experienced a critical functionality issue, I collaborated with the development team, conducted a thorough investigation, and identified the root cause. By implementing a solution and performing rigorous testing, we successfully resolved the issue, resulting in improved website performance and user experience.”

Tell me about a time when you had to find a creative solution to a problem. How did you approach the situation, and what was the impact of your solution?

“In a marketing campaign, our budget was significantly reduced. I brainstormed with the team and proposed an innovative social media strategy that leveraged user-generated content. By utilizing cost-effective methods and engaging our audience, we achieved a 30% increase in brand awareness within the limited budget.”

Describe a situation where you had to handle a dissatisfied customer or client. How did you address their concerns and ensure their satisfaction?

“I had an issue once with a customer who became heated regarding an order that was repeatedly filled incorrectly. I actively listened to the customer, empathized with their frustrations, and offered a solution tailored to their needs. By promptly resolving their issues and following up to ensure their satisfaction, I turned their negative experience into a positive one and retained their business.”

Share an example of a time when you had to work under pressure or meet tight deadlines. How did you stay focused and ensure the quality of your work?

“During a client presentation, unexpected technical difficulties arose. I remained calm, quickly assessed the situation, communicated the issue to the team, and identified a workaround. By adapting to the circumstances and maintaining composure, we successfully delivered the presentation and received positive feedback.”

3. Teamwork and Collaboration Questions

Describe a situation where you had to collaborate with a diverse group of individuals. how did you ensure effective communication and collaboration.

“In a cross-functional project with a number of diverse departments, I established regular communication channels, clarified roles and responsibilities, encouraged open dialogue, and recognized and respected diverse perspectives. By fostering an inclusive environment, we achieved successful collaboration and delivered the project on time.”

Share an experience where you had to work as part of a team to achieve a common goal. How did you contribute to the team’s success?

“As a member of a sales team, I actively participated in brainstorming sessions, offered creative ideas, and supported team members in implementing strategies. By leveraging our collective strengths and maintaining open communication, we exceeded our sales targets.”

Tell me about a time when you had to resolve a conflict within a team. How did you approach the situation, and what was the outcome?

“I was the leader of a design team, but two members seemed constantly to be in conflict. I organized a team meeting to address the conflict, allowed each team member to express their concerns, and facilitated a constructive discussion to find common ground. By promoting understanding and encouraging compromise, we resolved the conflict and strengthened team dynamics.”

Describe a situation where you had to delegate tasks to team members. How did you ensure clarity, accountability, and the successful completion of the project?

“As a project leader for a digital marketing team, I clearly communicated the project goals, individual responsibilities, and deadlines to team members. I regularly checked progress, provided support and resources when needed, and held team members accountable. By fostering a sense of ownership and providing guidance, we achieved successful project completion.”

Share an example of a time when you had to provide constructive feedback to a team member. How did you approach the situation, and what was the impact of your feedback?

“I once led a team on which one individual consistently failed to pull their weight. scheduled a one-on-one meeting with the team member, framed the feedback constructively, and highlighted specific areas for improvement. I also offered guidance and support to help them develop the necessary skills. By providing actionable feedback and mentoring, the team member showed significant growth and improvement in their performance.”

4. Leadership and Initiative Questions

Describe a situation where you took the initiative to implement a new process or improve an existing one. what steps did you take, and what were the results.

“Recognizing inefficiencies in our project management system, I conducted research, proposed a new software solution, and gained buy-in from key stakeholders. By leading the implementation process and providing training to team members, we streamlined our workflow, resulting in a 20% increase in project efficiency”.

Share an experience where you had to lead a team through a challenging project or task. How did you motivate and guide your team to achieve success?

“As a project leader, I once had to revise a complex project from which a significant portion of funding had been withdrawn. I established clear goals, communicated expectations, and provided continuous support and feedback to team members. By recognizing their contributions, fostering a positive team culture, and addressing challenges proactively, we successfully innovated to complete the project within the new budget and received accolades from stakeholders.”

Tell me about a time when you had to make a difficult decision that had a significant impact on your team or organization. How did you approach the decision-making process, and what were the outcomes?

“When our department faced budget cuts, I analyzed various cost-saving measures, consulted with team members, and made the difficult decision to restructure our operations. By communicating transparently, minimizing job losses, and reallocating resources strategically, we maintained productivity and achieved a 15% cost reduction.”

Describe a situation where you had to lead a team through change or transition. How did you manage resistance and ensure a smooth transition?

“During a company-wide rebranding initiative, I established a clear vision, communicated the rationale behind the change, and actively involved team members in the decision-making process. By addressing concerns, providing support, and celebrating milestones, we successfully navigated the transition and embraced the new brand identity.”

Share an example of a time when you mentored or coached a team member to help them achieve their full potential. How did you approach the mentoring process, and what were the outcomes?

“I identified a team member with untapped potential, provided guidance, and assigned them challenging projects to foster growth. I also offered constructive feedback, encouraged continuous learning, and supported their professional development. As a result, the team member gained new skills, took on leadership roles, and received a promotion within the organization.”

Tips for answering behavioral interview questions

• Prepare by reviewing your past experiences and identifying relevant examples. According to a number of studies over the past decade, the use of storytelling techniques in interviews can significantly enhance candidates’ chances of success.
• Use the STAR method (Situation, Task, Action, Result) to structure your answers.
• Be specific and provide detailed examples to demonstrate your skills and abilities.
• Highlight your actions and contributions in each situation.
• Focus on positive outcomes and lessons learned from challenges.
• Showcase your ability to collaborate, problem-solve, and take initiative.
• Tailor your answers to align with the job requirements and company values.
• Practice your responses to gain confidence and articulate your thoughts effectively.
• Listen actively to the interviewer’s questions and provide concise and relevant answers.
• Follow up with a thank-you note after the interview to express your appreciation.

Behavioral interview questions offer valuable insights into a candidate’s past behavior, allowing employers to assess their potential fit, problem-solving abilities , interpersonal skills, and leadership qualities . 

By preparing well-crafted answers based on your experiences, you can demonstrate your capabilities and stand out during the interview process. Remember to provide specific examples, highlight your actions and outcomes, and showcase your ability to learn from challenges and successes. 

With thorough preparation and confident delivery, you can ace your behavioral interviews and increase your chances of landing that dream role! 

You are one of a kind, and offer a unique combination of strengths and skills to the roles you fill, all of which are a result of your past experiences and who you really are. Telling your story and sharing your truth during a behavioral interview is your one and only chance to shine–use it!

About the Author

Read more articles by Laura-Ann Burgess

• Consumer Packaged Goods / Retail
• Energy / Sustainability
• Entrepreneurship
• Financial Services
• Healthcare / Bio / Pharma
• Nonprofit / Government
• Real Estate
• Diversity & Inclusion
• International Students
• Career Exploration & Industry Research
• Resume & Cover Letters
• Job Search & Networking
• Interview Prep
• Evaluating Offers & Negotiating
• Prepare for Your New Role
• For Employers

Problem solving behavioral interview questions

• Share This: Share Problem solving behavioral interview questions on Facebook Share Problem solving behavioral interview questions on LinkedIn Share Problem solving behavioral interview questions on X

Case questions  |  Behavioral questions  |  Sample questions

Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews.

Cases interviews evaluate specific problem solving attributes:  logic, focus, rigor, process .

Behavioral problem solving questions evaluate another:  intuition, proactiveness, scrappiness, impact-oriented .

Intellectual & creative problem solving: Why both?

Problem scenarios that require intellect and technical skill are a critical aspect of the types of jobs you are likely applying for. That’s why case studies are incorporated into the hiring process. It’s a sure-fire way to test technical ability and skill in addition to how well someone may talk about a skill – i.e., “Can this candidate walk the talk in the way that we need them to?”

However, case-study-style problems do not represent the full reality of what it takes to excel in a role and add unique value to the company (which is what top companies want from their hires). There are problem-solving opportunities that occur in between assignments that can really move the needle for a team, a product line, and a business!

This duality in problem solving exists across Consulting, Product Management, Product Marketing, and Strategy & BizOps…among other fields and roles too.

Let’s dive in.

Problem solving through a case question

Not every role type will have case studies as part of the interview process, but most of the roles that we cater to in the RocketBlocks modules will.

Example case interview question #1:  How would you improve the experience at Instagram for Content Creators?

As an open-ended case question, this one does not have a singular correct answer. What the interviewer looks for here is how well you would structure an approach to solving this problem well.

Let’s look at how a good response to this can exemplify each of the following attributes of an intellectual problem-solver:

By bringing these qualities to life through your case response, the more likely the interviewers will believe that you have what it takes to do the role exceptionally well.

Problem solving in behavioral interviews

Case interviews do not illuminate the problem-solving scenarios that show up more organically, in between discrete assignments and “business as usual”. Creative problem-solving is how you proactively bring an energy to the table that catalyzes positive change around you.

As you’ve probably figured out by now, these behavioral modules (i.e., Leadership, Collaboration, and Problem-solving) are not mutually exclusive. For example, being a great creative problem solver is oftentimes an attribute of a great leader. The “in-between” problem-solving is really what separates candidates from the pack. These moments can exist in so many different ways – both inside of a job in your professional life and outside of a job in your personal life. Both are fair game in answering behavioral interview questions, unless the interviewer is specifying on-the-job moments. Even in that instance, if your strongest example of exceptional instinct and impact was how you managed a family situation, you could run with that in an interview and be crafty in how you tie that back to how you approach things in your work.

Most likely, you have some great examples in the arsenal, even if you aren’t fully aware of it yet. Check out some examples of behavioral questions below and the response notes in the table to get the juices flowing.

Examples of problem solving behavioral questions:

Example question #1:  tell me about a time you convinced leadership to take action on a specific problem that you identified in the organization., example question #2:  tell me about a time you had to lead a project you knew very little about., example question #3:  tell me about a time when you found a particularly innovative solution to a problem that your team or company was facing., example question #4:  give an example of a project you worked on where the scope changed significantly. how did you handle it.

Let’s look at how responses to these types of questions bring out the attributes of a creative problem-solver:

All of the attributes I highlighted within both intellectual and creative problem solving are a general guide. Thinking in this direction should help you bring out the best in your problem solving skills, and you may discover that you have unique attributes that have led to success in the past that aren’t mentioned here: make them shine! While intellectual problem solving is likely more tightly defined by the role and responsibilities, there are many ways you can exemplify creative problem solving, which is what makes these behavioral questions fun!

• Resume Writing
• Resume Examples
• Cover Letter
• Remote Work
• Famous Resumes
• Try Kickresume

Behavioral Interview Questions: 40 Common Questions and How to Answer Them

• Klara Cervenanska , 
• Updated November 20, 2023 14 min read

What's more stressful than a job interview? A behavioral job interview, brimming with behavioral interview questions that really make you sweat.

These aren't your standard questions like " Tell me about yourself " No, these questions take you on a deep dive into your past work experiences, challenging you to come up with real-life situations on the spot.

Though it might seem tough to prepare for these kinds of questions, there's good news. There are methods out there that can help you craft solid answers to almost any behavioral question thrown your way.

In this guide, we've put together everything you need:

• the 30 most common behavioral interview questions, including 10 questions asked by big names like Amazon
• sample answers that can guide your preparation
• overview of the STAR method to help you ace any behavioral question

By the end of this article, you'll have the tools and confidence to tackle these tough questions and make a memorable impression in your next behavioral interview.

Table of Contents

Click on a section to skip

What is a behavioral interview?

What are behavioral interview questions, 30 common behavioral interview questions, amazon behavioral interview questions, how to answer behavioral interview questions, star interview method, key takeaways: behavioral interview questions.

Have you ever walked into an interview thinking it's going to be the same old Q&A session, only to find yourself in the hot seat, recounting your entire work history?

Welcome to the world of behavioral interviews.

So, what exactly is a behavioral interview? A behavioral interview is a technique used by employers to understand how you've handled real-life situations in your past work experiences. It's based on the belief that past behavior is the best predictor of future performance.

Essentially, imagine an interview where the questions aren’t about what you can do, but about what you have done. It’s like the interviewer has a crystal ball, but instead of predicting the future, they want to take a deep dive into your past.

The idea is simple: your past behavior is the best predictor of your future performance.

These interviews can feel like a trip down memory lane, but it's not just about reminiscing. Each question is a key that unlocks a story about your skills, decision-making, and adaptability in real-life work situations.

It’s not just, “Do you work well under pressure?”

It’s more, “Tell me about a time when you had to work under extreme pressure.”

Behavioral interviews vs. situational interviews

When it comes to job interviews, behavioral and situational interviews are similar in that they both ask for complex answers, not just a simple 'yes' or 'no.'

In both types, you're not just listing your skills; you're demonstrating them through your answers. But here’s where they part ways: one looks back, and the other looks forward.

Now, let's break down the key differences:

Let's take a closer look:

• Behavioral interview: Focuses on the past and asks questions about your actual experiences and actions in specific situations. For instance, you might be asked, “Tell me about a time when you had to meet a tight deadline.”
• Situational interview: Concentrates on the future, using hypothetical scenarios to gauge how you might handle potential challenges. A common question could be, “What would you do if you faced an impossible deadline?”

One advantage of situational interviews is that they level the playing field. Employers can put all candidates in the same hypothetical situation and compare their answers.

This makes it easier to compare candidates directly because everyone's answering the same 'what if' question.

But remember, whether you’re reflecting on the past or predicting the future, the key is to show how your skills and mindset make you the right person for the job.

Behavioral interview questions are a favorite tool in an interviewer's kit. Why?

Because they reveal a lot more about you than your typical Q&A.

But how do employers come up with behavioral interview questions? It's not as random as it might seem. Employers often start with the key competencies and skills that are crucial for the job. They then craft questions that help them understand how candidates have demonstrated these qualities in real-life situations.

Why do they like asking them? Well, past behavior is a great predictor of future performance. These questions let employers peek into your professional history to see how you've handled challenges, solved problems, and worked with others. It's like a sneak preview of what you might bring to their team.

Let's dive into some key characteristics of behavioral interview questions:

• Specificity. These questions are detailed. They don't want to know if you're good at something in general; they want a specific example of a time you demonstrated a skill or handled a situation.
• Real-life situations. Expect to talk about actual events from your past work experiences. You’ll need to recall times when you solved problems, faced challenges, or achieved something significant.
• Skill-focused. Each question targets a specific skill or competency, like teamwork, leadership, problem-solving, or adaptability. Your answers should highlight how you've effectively used these skills.
• Open-ended. These questions don't have a right or wrong answer. They're designed to get you talking and sharing stories about your experiences.

Now that you're getting a handle on what these questions are all about, you might be wondering, "What kind of questions can I expect?"

Stay tuned for the next chapter, where we'll dive into the 20 most common behavioral interview questions – you might just find a few that you'll need to prepare for!

Navigating behavioral interviews can feel like a minefield, but knowing what to expect can make all the difference.

Here are 20 common behavioral interview questions, gathered from various reputable sources, like Yale University or University of Sydney .

Keep in mind, these questions are designed to get you to share detailed, specific examples from your past work experiences.

• Tell me about a time when you had to work closely with someone whose personality was very different from yours. (Teamwork Question)​ ​
• Describe a time when you had to interact with a difficult client or customer. What was the situation, and how did you handle it? (Customer Service Question)​ ​
• Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it? (Adaptability Question)​ ​
• Give me an example of a time you managed numerous responsibilities. How did you handle that? (Time Management Question)​ ​
• Tell me about a time when you had to rely on written communication to get your ideas across. (Communication Question)​ ​
• Tell me about your proudest professional accomplishment. (Motivation Question)​ ​
• What’s a project or accomplishment you’re proud of? (Top Behavioral Interview Question) ​ ​
• Tell me about a time you had an interpersonal conflict at work. (Teamwork and Collaboration Question)​ ​
• Tell me about a time you had to tell someone no. (Communication Question)​ ​
• Tell me about a time you led a project. (Leadership and Management Question)​ ​
• Recall a time when you weren’t sure how to solve an issue. Walk me through how you resolved it. (Problem Solving Question)​ ​
• Can you recall a high-pressure job situation from your past? (Personal Stress and Adaptability Question)​ ​
• Tell me about a time when you exceeded expectations. (Success, Failure, and Self-Reflection Question)​ ​
• Tell me about a time you had to work with someone with a very different work style than you. (Teamwork Question)​ ​
• How do you handle setbacks at work? (Resilience Question)​ ​
• Tell me about the last presentation you made. How did it go? (Communication Question)​ ​
• What is the biggest challenge you’ve faced? How did you overcome it, and what did you learn? (Challenge Question)​ ​
• How do you handle multiple and competing deadlines? (Time Management Question)​ ​
• What do you do if you don’t understand the project assignment? (Problem Solving Question)​ ​
• How do you handle a lot of stress or pressure on the job or in school? (Stress Management Question)​ ​
• Tell me about a time you failed at work. (Resilience Question) ​ ​
• What personal traits make you stand out for this role? (Position-Specific Question)​ ​
• Describe a situation in which you had to apply your skills to learn a new technology/ process. (Analytical Question)​ ​
• Provide an example of a time when you offered an innovative solution to a difficult problem. (Creativity Question)​ ​
• Tell me about a complex problem you solved—walk me through your thinking as you solved it. (Analytical Question)​ ​
• What makes you a good team member? (Teamwork Question)​ ​
• Describe a situation in which you were able to successfully convince someone to see things your way. (Communication Skills Question)​ ​
• Describe a difficult situation that you feel you should have handled differently. What did you learn? (Management Skills Question) ​ ​
• Give me an example of how you demonstrate initiative. (Drive Question)​ ​
• Tell me about a time when you provided outstanding customer service. What was the situation and what did you do? (Sample Behavioral Question)​ ​

Each of these behavioral interview questions targets specific aspects of your professional experience and skills. When preparing your answers, think about situations that best illustrate your abilities in these areas.

Remember, the key is to provide concrete examples that demonstrate your competencies and how they align with the role you're interviewing for.

Firstly, it's a well-known fact that Amazon takes its behavioral interviews seriously.

When you're preparing for an interview with this tech giant, expect to encounter a barrage of questions starting with “Tell me about a time you…”

These aren't just random inquiries; they are meticulously designed to probe your soft skills, aligning closely with Amazon's 16 leadership principles .

We've dived into the depths of Glassdoor data , where real people share their actual interview experiences, to bring you 10 real Amazon behavioral interview questions asked in various Amazon job interviews:

• Tell me about a time when you had to leave a task unfinished.
• Tell me about a time when you had to work with incomplete data or information.
• Tell me about your most challenging customer. How did you resolve their issues and make them satisfied?
• Tell me about a time when you invented something.
• Tell me about a time when you had to work with limited time or resources.
• Tell me about an unpopular decision of yours.
• Tell me about a time when you realized a project needed changes.
• Think about a time you received negative feedback. How did you deal with that?
• Can you give an example of a time you exceeded expectations?
• Tell me about a time when you gave a simple solution to a complex problem.

Interview didn't go as planned?

Maybe it's time to upgrade your resume. Improve your resume with AI in a few clicks.

Tackling behavioral interview questions can feel like crafting a compelling story.

You want to be clear, relevant, and leave your interviewer impressed.

Here's some tips on how to do just that:

• Prepare a mental catalogue of situations. Before the interview, sit down and recall different situations from your past work experience. Create a mental library of scenarios you can draw from. This preparation will make it easier to quickly pull relevant examples during the interview.
• Be specific. Think of a specific incident that clearly demonstrates your skills or how you handled a situation. For example, instead of saying, "I'm good at problem-solving," describe a particular problem you solved, how you approached it, and the solution you implemented.
• Stay relevant. Tailor your stories to the job and align your examples with the job's requirements. If you're interviewing for a leadership role, focus on situations where you led a team or project successfully.
• Keep it positive. Spin a positive yarn, even from a negative situation. Focus on what you learned or how you improved. For instance, if you talk about a conflict, emphasize how it was resolved and what it taught you about teamwork or communication.
• Use STAR method. This is a handy tool for structuring your responses, and we'll explore it more in the next chapter.

Example question and answer

Question: "Tell me about a time when you had to work on a tight deadline."

Answer: Last year, in my role at XYZ Corp, we faced an unexpected deadline for a major project after a key team member became ill. I stepped up as the interim lead, quickly reassessing the workload and reallocating tasks based on each team member's strengths. I also established daily check-ins to track our progress and maintain open communication. Despite the time crunch, we successfully delivered the project on schedule. This experience reinforced the value of adaptability, clear communication, and teamwork under pressure.

The STAR interview method is a helpful framework for answering behavioural interview questions. It's well-established, widely used, and recommended by career professionals across various industries.

The beauty of the STAR method lies in its simplicity and effectiveness. It helps you structure your responses in a way that is both comprehensive and engaging for the interviewer.

Let's break down each component of this method:

• S for Situation: Start by painting a picture of the context. Where did this situation occur? When did it happen? What were the key factors involved?
• T for Task: Define your specific task/role or challenge in that situation. What were you responsible for? Were there any expectations placed on you? What was your objective?
• A for Action: Describe the actions you took to address the task. What steps did you take to resolve or manage the situation? How did you approach the challenge? Who did you work with or coordinate?
• R for Result: Conclude with the results or impact of your actions. What was the outcome? Did you learn anything? What was the impact on the team or company?

Clearly, the best way to understand the effectiveness of the STAR method is to see it in action. Let's walk through an example to demonstrate how each component comes together to form a coherent and impactful response.

Example answer using STAR interview method

Question: "Tell me about a time when you had to overcome a significant challenge."

• Situation: "In my previous role at XYZ Inc., we faced a significant decline in customer satisfaction scores."
• Task: "As the customer experience manager, it was my responsibility to identify the root causes and improve our service quality."
• Action: "I initiated a customer feedback survey, analyzed the data to identify key issues, trained the team on new service protocols, and introduced a follow-up process for customer complaints."
• Result: "Within three months, our customer satisfaction scores improved by 30%, and we regained our leading position in the industry satisfaction rankings."

Behavioral interview questions are not your typical interview questions. These require you to reflect on your past experiences and specific situations and on how they've shaped your approach to work challenges.

While behavioral interview questions are gaining popularity, traditional interview questions still dominate the landscape. Hence, don’t forget to prepare for other common interview questions like:

• Why should we hire you?
• Tell us about yourself.
• Why did you leave your previous job?

Tools like Kickresume's Interview Questions Generator can also come in handy. This AI-powered tool tailors common interview questions to your industry and role, ensuring you're well-prepared for any interview scenario.

Finally, let’s not forget the cornerstone of your job application: your resume . The importance of having a well-crafted, job-specific resume cannot be overstated. The AI resume writer tool can generate tailored resumes with the help of AI in a few clicks so you don't have to spend your days crafting resumes.

FAQ: Behavioral interview questions

1. Describe a time when you had to interact with a difficult client or customer. 2. Tell me about a time when you had to work on a tight deadline. 3. Tell me about a time when you faced a significant challenge at work. How did you handle it? 4. Describe a situation where you had to work closely with a difficult colleague. 5. Give me an example of a time when you showed initiative at work. 6. Tell me about the last presentation you made. How did it go? 7. What’s a project or accomplishment you’re proud of? 8. Tell me about a time you had an interpersonal conflict at work. 9. Tell me about a time when you had to adapt to a significant change at work. 10. Think about a time you received negative feedback. How did you deal with that?

To prepare for a behavioral interview, reflect on your past work experiences and identify examples that showcase your problem-solving, teamwork, leadership, and adaptability skills. Practice articulating these experiences clearly and concisely, using the STAR method (Situation, Task, Action, Result) to structure your responses. Research the company and align your examples with their values and the job's requirements.

To answer behavioral interview questions effectively, use the STAR method: Start by describing the Situation , clarify your Task or role, detail the Actions you took, and conclude with the Result or outcome. This framework helps structure your response, ensuring it's clear and highlights your skills and problem-solving abilities in a concrete, relatable way.

While behavioral interview focuses on the past and asks questions about your actual experiences and actions in specific situations, situational interview concentrates on the future, using hypothetical scenarios to gauge how you might handle potential challenges.

Klara graduated from the University of St Andrews in Scotland. After having written resumes for many of her fellow students, she began writing full-time for Kickresume. Klara is our go-to person for all things related to student or 'no experience resumes'. At the same time, she has written some of the most popular resume advice articles on this blog. Her pieces were featured in multiple CNBC articles. When she's not writing, you'll probably find her chasing dogs or people-watching while sipping on a cup of coffee.

Related Posts

No job interviews 5 things you might be doing wrong, 10 worst job interview stories ever happened to hiring managers, share this article, join our newsletter.

Every month, we’ll send you resume advice, job search tips, career hacks and more in pithy, bite-sized chunks. Sounds good?

8 Problem-Solving Interview Questions You Should Ask

Employers need professionals who can cope with change. Especially in a modern workplace that is fast-paced and dynamic, 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.

In this article, we’ll 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 be to ask the candidate to describe a time when they had to change their planned course of action at the last moment. The interviewer is not only interested in 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 behaviour 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.

Want to know more about behavioral interview questions ?

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 to 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

Now for the main course of this article. We’re going to dive into eight types of example problem-solving questions that you can use during interviews, explaining why they are relevant and what makes a strong answer.

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, 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: If 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 where 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, 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 gone over the best possible answers for these questions, let’s look at some of the negatives and red flags to keep an eye 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.

Red flags to watch for include:

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 where they persevered through obstacles or utilized alternate solutions, it 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. And the below tips 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 to 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.

Join 30,000+ subscribers getting the best tips on productivity, work management, hiring and more!

We promise we won't spam you and you can unsubscribe anytime.

You might also like...

Related to Talent Assessments

Introducing the Toggl Hire skills-based hiring pipeline

30 Product Owner Interview Questions to Correctly Assess Candidates

25 Strategic Interview Questions to Ask Candidates

Take a peek at our most popular categories:

When you are faced with a problem, what do you do??

Usually, managers ask this question to understand what your problem-solving method is. They’re looking for you to explain a systematic method of problem-solving that involves collecting information, evaluating the information, and making decisions based on what you find.

If I'm faced with a problem, I usually start by studying or looking at examples of how others have solved this problem. After doing this research, I will then determine which approach to solving the problem will work best for the company and me. Then, I decide what steps to take to solve the problem, and I start setting the process in motion while interacting with my managers and co-workers. I’ve discovered that this usually works, and I have been able to solve different problems in my workplace with this method.

How do you weigh the pros and cons before making a decision?

This question allows the employer to better understand the method you use to solve a problem, they also want to evaluate how you make an intelligent decision based on the information and details that you have gathered.

If I have a list of advantages and disadvantages to help me make a decision, I start by considering whether the drawbacks would prevent me from achieving my desired result or trigger undue pressure somewhere else. If so, then it is likely the approach will not be successful. If not, I will evaluate if the advantages outweigh the disadvantages in terms of a good outcome. When the pros outweigh the cons, then any adverse consequences are worth enduring and dealing with as they come.

What metric do you routinely track? How do you use the information you get to change the approach that has not been working well?

This is a question you might face when you interview for a job that requires you to evaluate statistics and analytics for decision making. To avoid losing concentration, pick two or three metrics you routinely use and consider how these metrics influence your decisions.

As an email marketing consultant, I often use open rates and conversion rates to assess my campaign success. If open email rates are small, I will review the material and make sure it is relevant and meaningful to the reader, or seek to change the subject heading to make it more interesting. If conversion levels are small, I'll look at the email copy again to make sure it's clear and convincing, and review the offer to make sure it's important and valuable to the target audience.

Behavioral - Interview Questions

Introducing Perform by Breezy HR: Faster, Cleaner, Better Performance Management. Start Your FREE 30 Day Trial

December 15, 2022

The Problem-Solving Interview: 16 Questions for Better Hires

We’ve all been there. You hire the wrong candidate, resulting in wasted time, money and energy. You’ve learned the true cost of a bad hire the hard way. And you want to make sure your future interview process is as goof-proof as possible.

That’s where problem-solving interviews can change the game.

Though traditional interviews haven’t gone by the wayside, more companies are taking a practical approach when it comes to vetting candidates based on actual workplace scenarios.

Problem-solving interviews use questions that evaluate how candidates deal with difficult situations they may actually face in a given role. With scenario-based and behavioral questions for all of your problem-solving needs, consider this your totally bookmarkable resource to keep coming back to when prepping for candidate interviews.

Examples of problem-solving interview questions:

• Tell me about a project where you had to manage a cross-functional team.
• Describe a situation where you succeeded in motivating team performance.
• What is the most creative idea or project you've generated in your current role?
• In what ways have you encouraged your work team to be more innovative?
• Have you ever improved project workflows based on your analysis?
• Have you ever had a deadline you weren't able to meet? What happened?
• Give an example of a time when you had to explain something complex to a frustrated client.
• Talk about a time when you worked under extremely loose supervision. How did you handle that?

Help your hiring team get more out of your candidate interviews while still keeping things human for applicants. Breezy is the candidate-friendly applicant tracking system that includes custom interview guides so that every interviewer on your team knows exactly what to ask.

What's the buzz about problem-solving interviews?

Problem-solving interview questions occasionally go by other names. 

From behavioral interview questions, scenario-based interview questions, or simply ‘second job interview questions’ — if you’re like most employers, you probably already have an unofficial term for the part of the hiring process where you really lean in and learn how a candidate might act in a given situation.

Whatever you call it, a problem-solving interview is essentially:

A behavioral interview asking questions that provide insight into how a candidate has dealt with challenging workplace issues in the past . The candidate’s answers often reveal their actual level of experience and potential to handle similar situations in the future.

To get a real flavor for what this type of interview will entail, and the types of problems and problem-solving skills we’re considering, we’ve compiled a go-to list of top examples of problem-solving interview questions. Feel free to adjust these questions, the problem-solving abilities and the potential problems these questions address to suit your specific role and employer brand .

15 examples of problem-solving interview questions

Each interviewing situation is unique. Questions for an entry-level position obviously won't get you very far with an executive-level candidate . Similarly the questions you ask for a technical role like software engineer are going to be far different from those you’d ask of a sales candidate.

Before you launch into any problem-solving interview, take time to match your questions to your open role. And remember, the more structured your interview process , the easier it'll be to make the right call.

Here are three of the most common problem-solving interview scenarios, plus our top questions for each.

Leadership roles

Question #1: Describe the most difficult team you've had to lead? What made it challenging? How did you go about overcoming the issues?

Why it works: Asking a candidate to rate the difficulty of working with others is a great way to see whether they throw their team under the bus or focus more on the problem/solution aspect of the question. A strong candidate will map out how they overcame the situation and prevented it from becoming a long-term issue within the company.

Question #2: What do you consider your proudest moment or greatest achievement in the workplace? What were the practical steps that got you there?

Why it works: Some leadership skills come naturally — but most require careful planning and the ability to take inspired action. A candidate who doesn’t just regurgitate their resume but gives actual insight into how they achieve the impossible is someone who's willing to think about process and the importance of why they're in a leadership position in the first place.

Question #3: Tell me about a project where you had to manage a cross-functional team to achieve a specific goal or outcome. How did you adapt your leadership style to achieve this objective?

Why it works: The ability to adapt is crucial for strong leaders. No single leadership style matches every work situation. Exceptional leaders know how to tune into their teams and adapt accordingly.

Question #4: Describe a situation where you succeeded in motivating your team to improve their performance. What actions were the most effective?

Why it works: Performance management is a tough nut to crack . You're looking for an executive candidate who has the right mix of diplomacy and energy to get the best work out of every employee.

Question #5: Describe a leadership role you've undertaken outside of work. Why did you choose to commit to this role? How did you benefit from it?

Why it works: Great leaders don’t leave their leadership hats in the office. Knowing your candidate takes on leadership roles in their community — be it volunteering, coaching or running a professional group — helps you get a better understanding of their leadership characteristics both within and outside of the office.

Creative roles

Question #1: What is the most creative idea or project you've generated in your current role? How was it received?

Why it works: Creativity can mean something completely different based on the role and organization — but a true creative will have a unique approach to problem-solving even if they aren’t interviewing for the role of Art Director. A candidate’s ability to take criticism will also shine through in this question.

Question #2: In what ways have you encouraged your team to be more creative and innovative?

Why it works: A truly creative person will help others think outside the box. How your candidate answers this question will give you insight into their teamwork skills and help clue you into how they apply their creativity at the strategic level.

Question #3: Every creative needs an outlet. What creative work do you like to do in your own time?

Why it works: Do those creative juices flow into other areas of life? If your creative candidate lights up when you ask about their hobbies and work outside the office, you know that same energy will flood into the workplace too.

Question #4: What tech tools do you use daily?

Why it works: Creatives tend to love tech and knowing how they keep their tech skills sharp gives you a glimpse into what strategies they'll bring to the table to help keep your company on the cutting edge.

Question #5: What do you think of our creative materials?

Why it works: If your candidate is truly invested in your brand, they probably did their homework. The right person will be eager to offer insight into your marketing, branding or other creative projects. Someone who shows up with their A-game and isn’t afraid to deliver their very own 'like it, love it, leave it' feedback is a keeper.

Technical roles

Question #1: Have you ever improved a project workflow based on your analysis? If so, how did you do this?

Why it works: If there's one thing every great techie should have, it's laser-precise attention to detail. You want a candidate who takes a proactive approach to optimizing workflows and doesn’t hang back hoping for someone else to step in and make things more efficient. 

Question #2: Have you ever had a deadline you weren't able to meet? What happened? How did you handle it?

Why it works: In a fast-paced tech environment, deadlines can get pushed back due to things beyond your candidate’s control. If they own up to this and demonstrate that they know how to stay cool under pressure, it’s a good sign they can handle the heat.

Question #3: When you’re working with a large number of clients, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your clients’ needs?

Why it works: Time management skills are crucial in technical roles. A candidate who's not only able to deliver the coding and programming goods but can also manage a tight schedule and full plate of internal and external client requests is a true unicorn.

Question #4: Give an example of a time when you had to explain something fairly complex to a frustrated client. How did you handle this delicate situation?

Why it works: Technical workers usually have their own jargon, but it’s important for your candidate to be able to convey their work to the everyday client or team member. If they can’t explain what they do in simple terms, this could be a red flag for any role with a client-facing or cross-departmental component.

Question #5: Talk about a time you worked under extremely loose supervision. How did you handle that?

Why it works: Many tech employees work remotely or with flex schedules. It’s important for your candidate to be a self-starter. Look for specific insights about the tactics and methods they use to manage their own schedule, meet deadlines and deliver on project expectations.

Questions #6 : What resources do you follow to stay current with changes in technology? 

Why it works: Technical roles require candidates to stay current. It’s important to ask the candidate how they keep up with an. Because when you’re hiring for roles like SEO , IT coordinator or software engineer , they need to think outside the box (and into the future).

Red flags to look out for in your problem-solving interviews 

While problem-solving interview questions’ answers can help best-fit candidates truly shine, they can also cast a harsh light on people who aren’t fit for the job. 

Here are some red flags you should look out for, from possibly ok-ish to definitely not the right fit.

Vague (or nonexistent) answers 🚩

If the interviewee can’t remember a time they thought outside of the box or were challenged in the workplace or handled a stressful situation, it might mean they steer clear of tough situations and difficult decisions. So if they offer up a super vague answer with little to no specifics, try to ask follow-up questions to get some insight into their mentality.

Over-the-top uneasiness 🚩🚩

Problem-solving questions are designed to make candidates think critically about their work style, and being put on the spot like that is bound to be a little uncomfortable. But if candidates are so stressed they can’t give you a straight answer, it’s probably a sign that they don’t deal with pressure well.

Scripted responses 🚩🚩🚩

Candidates who give superficial responses are more likely to choose the easy way out instead of thinking critically about the best way to handle a scenario. Run-of-the-mill answers also show a lack of creativity. Go for candidates who analyze the situation and really dig into the issue at hand to come up with a more thorough answer.

Problem-oriented mindset 🚩🚩🚩🚩

The name says it all: problem-solving interview questions are about solving the problem, not dwelling on the difficulties. So if a candidate answering a problem-solving question seems too hung up on the issue at hand rather than how they rose above and dealt with it, they might not be the culture add you’re looking for.

Tips to ask the right problem-solving interview questions

A problem-solving interview is only as good as the questions you ask. So if you want to identify results-oriented candidates and analytical problem-solvers, here’s how to ask the right questions .

Use hypothetical scenarios with real-world applications

Don’t waste your time on unrealistic scenarios and improbable outcomes. Ask hard-hitting questions with real-life solutions.

Illuminate the candidate’s thought process

Ask questions that give insight into a candidate’s thought process. Pay special attention to how candidates approach a scenario, working through the problem step-by-step and arriving at a clear (and effective) solution. Oh, and keep an eye out for innovative perspectives!

Gauge team spirit

The best solutions are often collaborative ones. Ask questions about a situation that required a team effort, and pay special attention to how they characterize their colleagues and the collective decision-making process. You want candidates who are comfortable asking for help and have a knack for teamwork.

Know what you can (and can’t) ask

Some interview questions are awkward, others are straight-up illegal. 

We know you're not out to violate anyone's rights, but even the most well-meaning hiring managers can end up asking lousy interview questions. How lousy, you ask?

These ones top our list of major no-nos:

“Tell me about your biggest weakness.” 

Oh, you mean like the time I accidentally disconnected the server and left thousands of customers without service for hours? Get real. No one's going to reveal their Kryptonite during an interview. This question generates the most canned answers imaginable ranging from “I’m a workaholic,” to “I over-deliver and exceed expectations.” 🙄

“If a song described you, what would it be.”

Avoid this and any other overly abstract question asking a candidate to describe themselves in bizarre metaphors. Be direct. Relate the questions to the position and interviewee, not some over the top hypothetical about whether someone sees themself as a shark or a unicorn.

“Tell me about your [sexual orientation, relationship status, ethnicity, race, religion, political affiliation].”

One word: creepy. Oh, and: illegal. (Okay, that's two words but you get the idea...) 

Fact is, any question that doesn't jive with the EEOC not only violates the candidate’s rights, it may also have you searching for a new career. Just don't go there.

Avoid the ‘gotchyas’ and keep your interview q’s focused on solving real problems

At the end of the day, no single thread of interview questions will work as a one-size-fits-all. 

Human hiring requires human thinking. By analyzing and hand-selecting thoughtful questions, you can ensure a consistent interview flow with all candidates while avoiding generic replies and those dreaded awkward silences. 

Just make sure they're interview questions that both you and your candidate can feel good about.

With Breezy’s modern recruitment platform, you can access over 400 free interview guides , schedule interviews with one click, and deliver a first-rate hiring experience candidates love.

Try it yourself totally free.

Related Stories

How to Lead the Type of Interview Working Moms Can Appreciate

Working moms are the ambitious, multitasking, unsung heroes of the workplace. Here’s how you can attract and retain them the right way.

Phone Interview Questions: 13 Non-Cliché Questions from Top HR Straight Shooters

Worried about your remote interview process? We asked dozens of HR experts to share their best phone interview questions and top tips to make remote hiring a breeze.

Why Structured Interviews Help You Predictably Hire the Most Successful Candidates (Part 1)

Fact: Using structured interviews increases your chances of hiring a successful candidate.

• Sign up for Monster+ Pro today and get access to Resume Search and Claim 50 additional credits with code MONSTERPRO through Friday!
• Get Monster+ Pro now!

How to Ask Problem Solving Interview Questions

Interviewing candidates is a crucial step of the hiring process. In addition to questions that gauge a candidate’s skills and experience, you’ll also want to see how they handle challenging situations. Including problem solving interview questions can help you assess the candidate’s thought process and provide a strong indication for how the candidate will solve problems at your company.

Questions that focus on problem solving skills are typically more focused than common interview questions that linger on past experiences and usually have no right or wrong answer. After all, the goal is to learn about the decision-making process of the candidate and whether they’re solution-orientated and proactive.

Below you will find a list of examples that will help you gauge the candidate’s ability to solve problems at work. The three main categories of interview questions that will help you assess problem-solving skills include:

• Behavior-based questions
• Scenario-based questions
• Case-based questions

1. Behavioral Interview Questions

Great problem solving interview questions focus on behavior, revealing how candidates have handled stress or adversity in the past and highlighting their temperament. Understanding the candidate’s past behavior will allow you to predict how they will act in the future in similar situations, which is beneficial when looking for someone with the right amount of maturity and mental toughness.

Some examples of interview questions that reveal a candidate’s behavioral tendencies include the following:

• How do you handle stress?
• What is the biggest mistake you’ve made on the job and how did you resolve it?
• Can you give an example of a deadline you missed and how you handled it?
• What is your first step when you’re assigned to a new project?
• How do you prioritize working on multiple projects?
• Give an example of a time when your client wasn’t happy with your work. What did you do to resolve this?
• Can you give an example of the hardest work problem you’ve had and how you handled it?
• Do you speak up to your manager if you disagree with them?
• How do you deal with tight deadlines?

Check out these top behavioral interview questions for more ideas on what to ask candidates.

2. Scenario-Based Interview Questions

Finding candidates with the right experience and industry knowledge is your top priority. For most employees, scenario-based questions are very helpful for gauging the ability to solve problems. Your goal is to find out how they might handle a challenging work situation, particularly if it’s analogous to something they might face on the job (however, save questions pertaining to the specific role for later).

Consider asking candidates the following scenario-based questions:

• Your co-worker calls in sick the morning of a big meeting and asks you to take over his presentation, what would you do?
• You’re on the phone with a client who needs a definite answer on the spot, but you haven’t talked to your manager about it, what do you do?
• Your co-worker is taking credit for your work, what do you do?
• Your deadline has been moved up, which means you won’t be able to complete it on time. What do you do?
• Your manager has an idea and needs your opinion, but you don’t like it. How would you phrase this?
• It’s Friday afternoon and you’re ready to go home, but your client calls with a request. Will you help them right away or complete it over the weekend?
• Your manager asks you to come in on your free day. What do you do?
• You’ve noticed your co-worker is lazy and unreliable. What would you do?

3. Case-Based Interview Questions

Case-based interview questions are like scenario-based interview questions, but they’re directly related to the actual company or job responsibilities the candidate will have. By focusing more on the essence of the job requirements, you’ll get a better sense of how the candidate may apply their problem-solving skills to the day-to-day duties of the job.

The following case-specific problem solving interview questions have been generalized to fit most occupations, but you will want to customize these so they’re more in line with your open position:

• How can you bring production costs down?
• How do you keep your schedule organized?
• Do you prefer working in a fast-paced work environment?
• What do you do to deliver great customer service?
• How do you handle a difficult situation with a different department?
• Who do you report to in case of any work-related issues?
• How do you convince your coworkers to choose your idea?
• What is included in your research approach?
• What are factors you take into consideration when helping clients?

Use These Problem Solving Interview Questions to Efficiently Find the Best Candidates

These questions will help you focus on the problem-solving skills of potential candidates and efficiently narrow down the best employee for your company. Continue to grow your knowledge by receiving more managing and recruiting advice from Monster.

• Preparation Tips
• Interview Checklist
• Questions&Answers
• Difficult Questions
• Questions to Ask

Interview Tips

• Dress for Success
• Job Interview Advice
• Behavioral Interview
• Entry Level Interview
• Information Interview
• Panel Interviews
• Group Interviews
• Phone Interviews
• Skype Interviews
• Second Interviews
• Zoom Interviews
• Job Interview Guides

Administrative

• Call Center
• Clerical Interview

Customer Service

• Human Resources
• Office Manager
• Project Manager
• Restaurant Jobs
• Social Work
• Interview Follow Up
• Thank You Letters
• Job References
• Employment Tests
• Background Checks
• Character References
• Accepting a Job Offer
• Decline a Job Offer
• Verbal Job Offer
• Negotiate Salary
• How to Resign
• Job Search Strategy
• Job Search Tips
• Respond to Interview Request
• Letters of Recommendation
• Surviving a Layoff
• Sample Resumes
• Resume Objectives

Cover Letters

Job Descriptions

• Job Interview Blog
• Best Articles

Privacy Policy

• Problem-solving Behavioral Interview Questions

Problem-Solving Behavioral Interview Questions

Problem-solving behavioral interview questions will explore a candidate's ability to analyze a problem by :

• gathering all relevant data
• organizing and understanding the information
• identifying underlying issues
• identifying cause-effect relationships

 And their ability to then solve a problem by:

• considering alternatives
• weighing the pros and cons of each alternative
• committing to the most appropriate action
• obtaining desired results

Problem-solving behavioral interview questions will focus on specific examples when the candidate demonstrated the ability to effectively analyze and solve a problem.

General problem-solving behavioral interview questions

These sample problem-solving interview questions apply to all positions, regardless of job-type or job-level.

Describe the biggest work-related problem you have faced in the past year. How did you handle it?

Give a specific example of a time when you used good judgment in solving a problem.

Describe a complex problem you had to deal with on your job. How did you identify and gain an understanding of the problem?

Tell me about a time you had to gather information in order to identify the cause of a problem at work.

Can you give me an example of when you were able to identify a small problem before it escalated into a bigger problem?

How did you weigh the pros and cons before making a recent decision?

Describe a time when you faced a problem at work that required quick thinking under pressure.

With little or no work experience:

What types of data and information have you gathered for your job search. How have you used this information to optimize your job search?

Tell me about a time you faced a challenge you’ve never previously experienced. How did you handle it?

Tell me about a time you found your coursework overwhelming. How did you manage it?

Describe a time you lacked the right resources to successfully complete a project. What did you do?

Answering behavioral problem-solving interview questions

Employers  are looking for a candidate to describe a logical and considered problem-solving process that includes gathering all the relevant information, analyzing the information and making sound decisions based on the information.

"When I detect a problem at work, I typically start by gathering as much relevant information about the problem as possible. I clearly define the problem and get agreement on this definition. I analyze this information to understand the underlying issues and root cause of the problem. I am then able to identify possible alternatives to address the problem, weigh up the pros and cons of each alternative and decide which approach works best for me and the organization. I determine the actions which need to be taken and commit to the process."

When asked for a specific example to illustrate and support your behavioral interview answer, use the STAR method in order to keep your answer focused and relevant.

The 5 steps to problem analysis

Answers to problem-solving behavioral interview questions that explore a candidate's ability to understand and analyze a problem in order to develop solutions should include these 5 steps:

• detect the problem and recognize a problem exists
• gather all relevant information on the problem including facts, inferences and opinions
•   clearly define the problem and gain agreement on the definition from stakeholders
•  identify underlying issues or root causes by asking why the problem exists
•   recognize cause-effect relationships including direct and indirect causes and effects of the problem

The 5 steps to problem solving and decision-making

The essential steps to successful problem solution and decision-making include:

• define the solution criteria including boundaries and constraints
• determine alternative courses of action that may solve the problem
• weigh the pros and cons of alternatives and evaluate the possible outcomes of each alternative
• commit to the best course of action and develop and execute an action plan
• evaluate the results to determine if the problem is resolved and how to prevent a repeat of the issue

Problem-solving behavioral interview questions for different jobs

These behavioral interview questions help employers evaluate how candidates use their analytical skills to evaluate information in order to determine the most appropriate course of action within a particular job-related context. They explore how candidates will address problems that they are likely to encounter in their specific role.

Management/Supervisor Role

Describe a problem you encountered with your team when trying to achieve a specific objective. How did you go about finding a solution?

Describe a time where you were having difficulty in motivating your team to improve their performance. What did you do to improve the situation?

Give me an example of when you improved a project workflow based on your analysis?

Describe a time you came up with an innovative solution to tackle a complex management problem.

Manager behavioral interview questions

Tell me about a time you didn't meet a sales target. How did you identify and manage the cause?

Describe a situation where you had to collaborate with other sales team members to overcome a difficulty.

Tell me about a challenging sale you closed recently. What was your approach?

Give me an example of a time when you failed to meet a client's expectations. How did you try and rectify the situation?

Sales behavioral interview questions

Give an example of when you had to explain something quite complex to a frustrated client. How did you handle the situation?

Tell me about a time you had to handle a disgruntled or dissatisfied customer? How do you go about resolving the issues?

How have you used the data you have available to adjust your approach to a difficult customer?

Tell me about a time where you identified a potential problem with a customer and were able to prevent it from escalating.

Customer service behavioral interview questions

Tell me about a time you weren't able to meet a deadline. How did you handle it?

Describe a time when you had to solve a  fairly complex problem independently. What was the outcome?

Describe a time when you faced a tough challenge in doing your job efficiently. How did you sort it out it?

Tell me about a time you found a project or task to be overwhelming. How did you deal with it?

Administrative interview questions

Tell me about a time you made a mistake in your work. What steps did you take to rectify the situation?

Tell me about an improvement you made to increase the efficiency of a work process.

Describe a tough experience you had putting together a financial report. How did you manage a successful outcome?

Can you give me an example of an unexpected problem that rose during an important project. How did you handle it?

Accounting behavioral interview questions

What else should be evaluated with problem solving behavioral interview questions?

These critical competencies should also be considered when evaluating a candidate's problem-solving ability:

• the ability to recognize patterns and inconsistencies in relevant information gathered
• the ability to break a complex problem down into more manageable parts
• the ability to ask meaningful questions to understand the problem and its root causes
• the ability to anticipate obstacles and constraints to possible solutions
• the ability to determine the implications of each alternative solution
• the ability to find creative and innovative approaches to a problem
• the ability to act decisively by committing to a course of action
• the ability to get buy-in from stakeholders

Essential job interview questions

interview questions

Collaboration Interview Questions

Communication Interview Questions

Time Management Interview Questions

Best behavioral interview questions

BEHAVIORAL INTERVIEW Q&a

BEHAVIORAL INTERVIEW q&a

Attention to Detail

Planning/Organizing

Negotiation Skills

Work Standards

To Top of Page

Don't Miss These Latest Updates

Problem-solving is a key skill for today's workplace. Problem-solving behavioral interview questions

Compelling sample interview answers to "Why do you want to work for this company?"

11 essential supervisor interview questions and answers plus industry specific supervisor Q&A .

How to ask for a letter of recommendation with this sample email requesting letter of recommendation .

What are the top 10 reasons for leaving your job? Find out acceptable reasons for leaving a job.

Sample employment acceptance letter and email to properly confirm your acceptance of the job offer and employment contract.

What are your strengths? Find out the 11 essential workplace strengths at list of strengths and weaknesses

Interview Preparation

Interview Questions & Answers

Interview Guides

After the Interview

The Job Offer

Latest News

© Copyright 2023  |   Best-Job-Interview.com    |   All Rights Reserved.

Top 20 Creative Problem Solving Interview Questions & Answers

Master your responses to Creative 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 Creative Problem Solving capabilities.

Creative problem-solving is an indispensable skill in virtually every domain and industry. Whether you’re applying for a position that requires innovative thinking or aiming to enhance your own professional toolkit, understanding how to approach problems creatively can set you apart from the competition. It’s not just about coming up with unique solutions; it’s about demonstrating a mindset that embraces challenges as opportunities for growth and innovation.

This article delves into the art of creative problem-solving by exploring essential questions designed to gauge and improve your ability to think outside the box. We’ll offer insights into what interviewers are looking for when they pose these complex scenarios, along with strategies and example answers to help you prepare for discussions that will test your creativity and analytical prowess.

Common Creative Problem Solving Interview Questions

1. how would you approach a scenario where traditional solutions have failed to resolve an issue.

Adaptability and resilience are key components of creative problem solving. When faced with persistent challenges, it’s important to bring fresh perspectives to the table and pivot when necessary, a vital skill in dynamic industries where unpredictability is the norm. Analyzing situations from new angles, innovating, and not being disheartened by setbacks are qualities that are highly valued.

When responding, a candidate should highlight their ability to assess problems critically, use data to inform their decisions, and brainstorm with a team or independently to generate novel ideas. They should provide a specific example that illustrates their process of identifying the root cause of an issue, exploring various alternatives, and implementing an inventive solution. Demonstrating a willingness to learn from failed attempts and to continuously refine their approach until they achieve a successful outcome will show adaptability and perseverance.

Example: “ In approaching a scenario where traditional solutions have failed, my first step is to conduct a thorough analysis to understand the underlying factors contributing to the issue. By leveraging data analytics, I can identify patterns or anomalies that might not be apparent at first glance. With this insight, I reframe the problem, looking at it from different angles to uncover alternative approaches.

For instance, when faced with a persistent software bug that standard debugging techniques couldn’t resolve, I initiated a collaborative brainstorming session, which included team members from diverse functions. This cross-pollination of ideas led to a hypothesis that the issue wasn’t within the code itself but rather in the interaction between different software modules. By constructing a series of controlled experiments to test this theory, we isolated the conflict and developed a modular solution that not only fixed the bug but also optimized the system’s overall performance. This experience reinforced the value of interdisciplinary collaboration and iterative experimentation in creative problem-solving.”

2. Describe your process for generating innovative ideas under tight deadlines.

When under pressure, the ability to harness creativity systematically is crucial, especially in creative roles. This question probes into how a candidate can balance the urgency of deadlines with the need for innovative outcomes, looking for a blend of structured thinking and flexibility in thought processes.

To respond, outline a clear and concise process that starts with understanding the problem, includes brainstorming and rapid ideation techniques such as mind mapping or SCAMPER, and ends with quick prototyping or iterative development. Highlight experiences where this process led to successful outcomes. Emphasize how you remain open to feedback and how you prioritize tasks to ensure the most critical elements of a project receive the necessary creative attention within the given timeframe.

Example: “ When faced with a tight deadline, my initial step is to swiftly delineate the core problem, ensuring that the focus remains on the most critical aspects. I employ rapid ideation techniques such as mind mapping to explore the problem space and SCAMPER to prompt alternative thinking angles. This structured yet flexible approach facilitates the generation of a wide array of ideas without becoming fixated on a single solution too early.

Once a breadth of ideas is established, I prioritize them based on impact and feasibility, quickly transitioning into prototyping the most promising concepts. This iterative cycle of development, coupled with immediate feedback loops, allows for continuous refinement while adhering to the deadline. The key is maintaining a balance between creativity and pragmatism, ensuring that innovation is not stifled by time constraints but rather invigorated by the focused energy they provide. This methodology has consistently led to the delivery of innovative solutions within demanding timeframes.”

3. What’s your most unconventional success story in problem-solving?

Stepping outside of conventional methods and thinking innovatively is often required for effective problem-solving in creative roles. Candidates are assessed on their ability to diverge from the norm, utilize unique approaches, and still achieve successful outcomes, as well as their willingness to take calculated risks and capacity for original thought.

When responding, it’s essential to recount a specific instance where you faced a challenging problem and resolved it in a way that wasn’t immediately obvious or traditional. Detail the thought process that led you to the unconventional solution, the risks involved, and the ultimate impact of the success. It’s not just about the outcome; it’s about demonstrating your ability to navigate through uncertainty and think outside the box while maintaining a results-oriented mindset.

Example: “ In a project where the conventional approach was to incrementally improve upon existing technology, I recognized that the incremental gains were plateauing and the cost-benefit ratio was diminishing. Instead, I proposed a radical pivot to an emerging technology that was considered risky and unproven in our industry. This required not only a technical reassessment but also a cultural shift within the team to embrace a learning mindset.

I led a small cross-functional group to prototype using this technology, which involved rapid iteration and a willingness to fail fast. The breakthrough came when we integrated an algorithm from a completely different field, which was unconventional in our domain but offered a novel solution to our problem. The risk paid off, leading to a product that not only outperformed the original specifications but also opened up new market opportunities. This success demonstrated the value of challenging industry norms and leveraging cross-disciplinary insights to drive innovation.”

4. Share an instance when you had to solve a problem without all the necessary information.

The art of creative problem solving demands the ability to make educated guesses and connect disparate pieces of information. Handling ambiguity, using limited resources effectively, and taking decisive action even when the path isn’t clear are tested through this question, which examines a candidate’s resourcefulness in uncertain situations.

When responding, recount a specific scenario that showcases your creativity and resourcefulness. Explain the steps you took to address the problem, emphasizing your thought process and how you evaluated the available information to arrive at a solution. Highlight the outcome and what you learned from the experience, showcasing your ability to adapt and your willingness to tackle challenges head-on, even when the odds seem stacked against you.

Example: “ In a project where the client’s requirements were ambiguous and the data incomplete, I led the team through a structured problem-solving approach. We began by defining the problem based on what we understood and identifying the information gaps. I facilitated a brainstorming session to generate hypotheses on what the client might need, based on our industry expertise and analogous experiences. We then prioritized these hypotheses based on their potential impact and the feasibility of validating them with the limited data available.

Using a combination of indirect data points and logical inference, we constructed a prototype solution to address the most likely client needs. We presented this to the client in an interactive session, which not only clarified their requirements but also demonstrated our proactive approach. The solution was refined based on their feedback, leading to a successful outcome that exceeded their expectations. This experience reinforced the value of creative inference and iterative development in the face of uncertainty, and it honed my ability to guide teams through ambiguous problem spaces effectively.”

5. Illustrate how you evaluate the risks and benefits of a creative solution.

Practical application of innovative ideas within a given context is just as important as coming up with the ideas themselves. Candidates must demonstrate the ability to strike a balance between creativity and pragmatism, critically assessing the feasibility, potential impact, and trade-offs involved in their solutions.

When responding, highlight a specific instance where you developed a creative solution. Walk through your thought process, emphasizing how you weighed the pros and cons. Discuss the tools or methods you used to assess risks, such as SWOT analysis or cost-benefit analysis, and how you measured the benefits, perhaps through forecasting or pilot testing. It’s crucial to demonstrate that your creativity is grounded in strategic thinking and that you are capable of anticipating potential challenges and devising contingency plans. Your answer should convey that you can be both an imaginative thinker and a responsible decision-maker.

Example: “ In evaluating the risks and benefits of a creative solution, I first conduct a thorough SWOT analysis to understand the strengths, weaknesses, opportunities, and threats associated with the idea. For instance, when faced with a challenging project requiring an innovative approach, I devised a solution that leveraged emerging technology to streamline processes. I began by analyzing the potential strengths, such as increased efficiency and competitive advantage, and weighed them against the weaknesses, which included a steep learning curve and initial implementation costs.

Next, I assessed the opportunities for scalability and market differentiation, while also identifying threats like technological obsolescence and potential pushback from stakeholders resistant to change. To quantify these factors, I employed a cost-benefit analysis, projecting the financial impact and productivity gains against the investment required. Additionally, I conducted a small-scale pilot test to gather empirical data, which helped in validating the solution’s effectiveness and identifying areas for refinement. This approach ensured that the creative solution was not only innovative but also strategically sound, with a clear understanding of its potential impact and a plan to mitigate risks.”

6. Tell me about a time when you had to persuade a team to adopt an unconventional approach.

Teams can be resistant to change, which is why creative problem solving often requires taking risks on untested methods or ideas. This question reveals if a candidate has the leadership and persuasive skills necessary to get buy-in from others and can handle resistance while implementing novel strategies.

When crafting a response, focus on a specific instance where you identified a unique solution to a problem. Outline the steps you took to evaluate the situation, develop your approach, and then articulate the process you used to convince your team to come on board. Be sure to highlight your communication strategy, how you addressed concerns or objections, and the outcome of the initiative. Demonstrating your ability to lead through influence and the positive impact of the unconventional approach will be key.

Example: “ In one instance, our project was facing a critical bottleneck due to conventional sequential processing. Recognizing the urgency to increase efficiency, I proposed a shift to parallel processing, which was unconventional within our current framework. I began by conducting a small-scale pilot to validate the potential of this approach. With promising results in hand, I crafted a clear presentation that highlighted the pilot’s success, emphasizing the data-driven benefits such as time savings and error reduction.

Anticipating skepticism, I prepared to address potential concerns by outlining a detailed risk mitigation plan, demonstrating how the new approach could be integrated with minimal disruption. I facilitated open discussions, allowing team members to voice their apprehensions and providing thoughtful, evidence-based responses. By actively listening and adapting the plan to incorporate their feedback, I fostered a collaborative environment. The successful adoption of this approach led to a 30% improvement in project turnaround time, validating the effectiveness of persuasive communication and the strategic implementation of unconventional solutions.”

7. In what ways do you maintain creativity while adhering to strict industry regulations?

In fields with strict industry regulations, maintaining creativity is a dance between innovation and compliance. Candidates must demonstrate their ability to push the boundaries of their creativity while ensuring that the final product or solution is still within legal and ethical guidelines.

When responding, candidates should highlight specific strategies they employ to stay creative, such as keeping abreast of industry trends, collaborating with a diverse team, and continuously educating themselves on the regulations to understand where there’s room for innovation. They could also discuss past experiences where they successfully developed a creative solution that met all regulatory requirements, demonstrating their practical application of inventiveness within a regulated framework.

Example: “ Maintaining creativity within the confines of strict industry regulations requires a deep understanding of the regulatory landscape to identify where flexibility exists. I stay current with industry trends and regulatory updates, which often reveal new opportunities for innovation. By attending workshops, webinars, and engaging with a network of professionals, I gain insights into how others navigate similar challenges. This continuous education helps me to think laterally, finding creative solutions that comply with regulations while pushing the envelope.

Collaboration is another key strategy. I work with a diverse team, integrating perspectives from different disciplines to foster a creative environment where unconventional ideas are encouraged. This multidisciplinary approach allows us to brainstorm and iterate on solutions that might not be immediately apparent, ensuring that we explore all possible avenues for innovation. When we hit a regulatory roadblock, we use it as a springboard for further creativity, asking ourselves how we can achieve the desired outcome within the given constraints. This mindset has led to successful outcomes where regulatory compliance and innovation coexist, proving that creativity can thrive even under the most stringent conditions.”

8. Outline a situation where you leveraged cross-disciplinary knowledge to solve a complex problem.

Drawing on a diverse set of skills and knowledge areas is often demanded in creative problem-solving. This question tests a candidate’s intellectual agility, interdisciplinary understanding, and ability to synthesize information in a way that can break new ground or improve upon existing processes.

When responding, select a scenario that showcases your ability to bridge gaps between different fields of knowledge. Explain the problem in clear terms, detail the disciplines you combined, and describe the thought process that led you to connect these seemingly disparate areas. Emphasize the outcome, the impact of your solution, and how this approach could be applied in the prospective role.

Example: “ In a project aimed at optimizing the energy efficiency of a manufacturing process, I encountered a complex problem where traditional engineering solutions were insufficient. The process involved a chemical reaction that was highly sensitive to temperature fluctuations, leading to energy waste and inconsistent product quality. Drawing upon principles from both chemical engineering and data science, I developed a solution that integrated predictive analytics with process control.

By creating a machine learning model that analyzed historical process data, I was able to predict temperature deviations before they occurred. This foresight allowed for preemptive adjustments to the heating system, stabilizing the reaction and significantly reducing energy consumption. The cross-disciplinary approach not only enhanced the efficiency of the process by 15% but also improved product consistency by 10%. This methodology of predictive maintenance through data analytics can be universally applied to various systems within the company to optimize performance and reduce costs.”

9. Recount an experience where lateral thinking led you to a breakthrough.

Lateral thinking is a term for looking at problems from new angles and using indirect and creative approaches, which is essential in creative roles. Candidates are expected to demonstrate their capacity for innovation and flexibility in thought processes, as well as their ability to approach challenges in unconventional ways.

When responding, candidates should recount a specific instance that showcases their creative thinking skills. It’s important to describe the situation succinctly, explain the conventional methods that were proving ineffective, and then detail the novel approach they considered. Illustrating the thought process that led to the lateral solution and the positive outcome that resulted from this approach will give the interviewer a clear picture of the candidate’s problem-solving abilities. It’s also beneficial to reflect on what this experience taught them about innovation and how it has shaped their approach to challenges since.

Example: “ In a project where our goal was to optimize the workflow of a content management system, we hit a bottleneck with data entry processes. The conventional approach was to streamline the user interface and train staff to improve efficiency. However, I noticed that the real issue wasn’t just the interface or user skillset; it was the repetitive nature of the data being entered. By applying lateral thinking, I proposed the integration of a machine learning algorithm that could learn from previous entries and predict subsequent data inputs, thereby reducing the manual workload.

This solution was unconventional because it shifted the focus from human efficiency to system intelligence. The implementation led to a 30% reduction in time spent on data entry and a significant decrease in human error. This experience reinforced the value of looking beyond the immediate frame of a problem and considering how technology can be leveraged to automate and innovate, fundamentally changing my approach to problem-solving in future projects.”

10. How do you balance intuition and data analysis in your decision-making process?

Navigating the tension between instinctual creativity and evidence-based decision-making is a key skill in creative roles. Candidates must show their ability to rely on intuition when necessary but also respect and utilize data to inform their choices, harmonizing the art of gut feeling with the science of analytics.

When responding, candidates should outline specific instances where they have successfully integrated intuition and data analysis in their work. They should discuss how they evaluate the relevance and reliability of data, how they recognize patterns or insights that data alone might not reveal, and how they ultimately arrive at decisions. It’s important to communicate the value of both elements, demonstrating a flexible and thoughtful approach that considers the unique demands of each situation.

Example: “ In balancing intuition and data analysis, I approach decision-making with a recognition that data provides the empirical foundation while intuition often offers the strategic direction. For instance, when faced with a complex problem, I begin by gathering and analyzing quantitative data to understand the variables and baseline metrics. This ensures that my decisions are grounded in reality and not just speculative. However, I am also aware that data can be lagging or incomplete, and in such instances, I rely on pattern recognition and industry experience to fill in the gaps.

My intuition is honed through years of experience and continuous learning, allowing me to anticipate trends or outcomes that may not be immediately apparent from the data. When arriving at a decision, I weigh the data-driven insights with the nuanced understanding that intuition provides. This dual approach was particularly effective in a project where the data suggested a counterintuitive strategy. By trusting my intuition, I was able to propose a solution that, while initially seeming risky, ultimately led to a breakthrough in efficiency and performance. This synthesis of data and intuition ensures a robust, adaptable decision-making process that can navigate the complexities of real-world problems.”

11. Provide an example of how you’ve repurposed existing resources to overcome a challenge.

Seeing beyond the conventional use of resources and applying them in innovative ways to address challenges is a testament to one’s adaptability and resourcefulness. Candidates should demonstrate their ability to navigate limited resources or constraints and still deliver results, making the most out of what they have.

When responding, choose an example that showcases your creativity and resourcefulness. Break down the situation to highlight the challenge clearly, then describe the specific resources you had at your disposal. Explain the thought process that led you to repurpose these resources and detail the steps you took to implement your solution. Conclude by sharing the outcome and any positive impacts your ingenuity had on the project or organization. Your response should demonstrate your ability to think critically and act efficiently, turning potential obstacles into opportunities for innovation.

Example: “ In a project faced with a tight deadline and limited budget, I identified that the computational power needed for data processing was a bottleneck. We had several older servers that were not in active use, originally intended for a decommissioned project. Recognizing their potential, I proposed repurposing these servers to create a makeshift cluster, enhancing our processing capabilities.

I led the effort to reconfigure the old servers, installing necessary software and ensuring they could operate in tandem with our current systems. This solution not only circumvented the need for additional funding but also significantly reduced the time required for data analysis. The outcome was a timely project completion and the demonstration of an economical approach to resource management, which later became a model for similar situations within the organization.”

12. What strategies do you use to foster a culture of innovation within a team?

Innovation and adaptability are prized in environments that thrive on creativity, and this question delves into the candidate’s understanding of teamwork dynamics in fostering an innovative environment. It also touches on leadership style, as promoting a culture of innovation typically requires a leader who encourages experimentation and supports risk-taking.

When responding, candidates should focus on specific strategies they’ve implemented or would implement to encourage innovative thinking. These might include creating a safe space for sharing ideas without fear of criticism, implementing regular brainstorming sessions, or encouraging cross-functional collaboration. It’s important for candidates to demonstrate an understanding of how these strategies create an environment where team members feel valued and empowered to think creatively and challenge the status quo.

Example: “ To foster a culture of innovation within a team, I employ a multipronged approach that starts with establishing psychological safety. This involves creating an environment where team members feel comfortable expressing their ideas and taking risks without fear of negative consequences. I encourage open dialogue and actively listen to all suggestions, ensuring each team member knows their contributions are valued.

I also integrate structured brainstorming sessions that are designed to leverage diverse perspectives and break away from conventional thinking patterns. These sessions often include techniques such as SCAMPER or Design Thinking, which guide the team through a process of questioning assumptions and exploring alternative solutions. Furthermore, I promote cross-functional collaboration, bringing together individuals with different expertise to stimulate creative problem-solving and drive innovation from multiple angles. By combining these strategies, I cultivate a dynamic and inclusive atmosphere that not only generates innovative ideas but also propels them towards implementation.”

13. Detail a specific occasion when you anticipated potential problems and proactively devised solutions.

Proactive problem solvers forecast challenges and implement preemptive measures. Interviewers look for concrete evidence of foresight and initiative, revealing the candidate’s capacity to analyze a situation, predict outcomes, and take ownership of a project before a crisis hits.

When responding, outline a scenario where you identified a potential setback in advance. Walk the interviewer through your thought process, the predictive cues you noticed, and the strategic steps you took to mitigate the issue. Be sure to highlight the outcome, emphasizing the positive impact of your proactive approach. This demonstrates not only your problem-solving skills but also your ability to turn potential problems into successful outcomes.

Example: “ On a project where we were integrating a new software system, I recognized early on that the transition could disrupt our workflow and potentially lead to data inconsistencies. Anticipating this, I spearheaded a preemptive audit of our existing data and workflows to identify any discrepancies that could be exacerbated by the new system.

I also proposed and developed a comprehensive training program tailored to different user levels within the organization, ensuring that all team members were prepared for the switch. By implementing these measures, we managed to transition to the new system without any significant downtime and maintained data integrity throughout the process. The proactive steps resulted in a seamless integration, with the added benefit of upskilling the team, which improved our overall operational efficiency post-implementation.”

14. Have you ever implemented a solution that initially met resistance but ultimately proved successful? How did you manage it?

Persuading others to buy into unconventional ideas is a critical aspect of creative roles. Candidates must demonstrate their ability to lead and convince a team of the merit of innovative solutions, particularly when facing skepticism or opposition, and show resilience in turning potential failures into successes.

When responding, it’s crucial to share a specific instance that showcases your problem-solving skills and persuasion techniques. Detail the problem, the creative solution proposed, the resistance faced, and the strategies used to overcome it. Emphasize the process of securing buy-in, such as through evidence, pilot testing, or gradual implementation, and conclude by reflecting on the positive outcomes that justified the initial pushback.

Example: “ Yes, I encountered a situation where the solution I proposed was initially met with skepticism. The problem was a bottleneck in the production process that was causing delays and increased costs. My solution involved reorganizing the workflow and integrating a new software tool to streamline operations. Despite its potential, the team was resistant due to the learning curve and disruption to the familiar process.

To manage the resistance, I initiated a small-scale pilot program to demonstrate the efficacy of the new system without overhauling the entire process. I gathered data from the pilot to show the time savings and cost reductions. By presenting this evidence and involving key team members in the testing phase, I was able to gradually build confidence in the solution. The pilot also allowed for adjustments to be made based on feedback, which helped in addressing concerns and refining the approach. Once the benefits were clear and tangible, the solution gained wider acceptance and was fully implemented, leading to a significant improvement in production efficiency and cost savings. The success of the project not only validated the initial resistance but also fostered a more open-minded culture towards future innovations.”

15. Which metrics do you typically use to assess the effectiveness of a creative solution?

Quantifying the impact of creativity is essential for employers to determine if candidates can set objectives, apply innovative solutions, and measure outcomes against those objectives to determine effectiveness. This question reveals if a candidate can navigate the subjective nature of creativity with objective data-driven results.

When responding, you should highlight specific metrics you’ve used in the past, such as increased customer engagement, revenue growth, cost savings, or improved operational efficiency. Explain how you aligned these metrics with business goals and how your creative solutions moved the needle. Provide examples of how you’ve reviewed data and adjusted strategies accordingly to optimize the results of your creative endeavors.

Example: “ To assess the effectiveness of a creative solution, I prioritize metrics that directly correlate with the strategic goals of the initiative. For example, if the solution is customer-facing, I measure customer engagement through metrics such as conversion rates, average session duration, and Net Promoter Score (NPS). These indicators help gauge the solution’s impact on user experience and satisfaction.

In cases where the solution is designed to drive revenue growth, I track incremental sales, profit margins, and return on investment (ROI). For efficiency-driven solutions, I look at cost savings, time saved, and process cycle times. By analyzing these metrics pre- and post-implementation, I can determine the solution’s tangible benefits. Additionally, I continuously monitor these metrics to iterate and refine the solution, ensuring sustained success and alignment with evolving business objectives.”

16. Relate an incident where you had to adapt a solution mid-implementation due to unforeseen circumstances.

Flexibility and the ability to pivot when a plan goes awry are crucial in creative problem solving. Candidates must show that they can think on their feet, reassess a situation with fresh eyes, and make informed decisions that steer a project back on course, even when under pressure.

When responding, focus on a specific example that showcases your ability to re-evaluate and adjust a strategy effectively. Highlight your thought process during the incident, the alternative solutions you considered, and the rationale behind your final decision. Demonstrate how you communicated the changes to your team and managed to implement the new solution successfully, ensuring to emphasize the positive outcome or lesson learned from the experience.

Example: “ In a project where we were developing a new software feature, we encountered a significant obstacle when a key third-party API we planned to integrate was deprecated unexpectedly. The initial design hinged on the capabilities of this API, and with its deprecation, we were at risk of missing our delivery deadline. I led a rapid ideation session to explore alternative APIs and in-house development options. After evaluating the trade-offs, we decided to pivot to a different API that offered similar functionality with some adjustments to our original feature specifications.

The decision was data-driven, considering factors such as the new API’s reliability, the extent of changes needed in our codebase, and the impact on the project timeline. I communicated the shift transparently to the team, outlining the reasons for the change and the new action plan. We held a series of brief daily stand-ups to monitor progress and address any issues arising from the pivot. This adaptive approach not only kept the project on track but also fostered a culture of resilience within the team. The feature was successfully implemented, and the incident reinforced the importance of agility and proactive communication in the face of unforeseen challenges.”

17. How do you ensure stakeholder buy-in when proposing a radical solution?

Ensuring buy-in for innovative and sometimes radical solutions is essential, as stakeholders may be hesitant to embrace drastic changes. Candidates must balance being a visionary with being a diplomat, guiding stakeholders through the potential benefits and mitigated risks of a novel approach.

When responding to this question, emphasize your communication skills and your ability to empathize with stakeholder concerns. Discuss how you would clearly articulate the problem, the rationale behind your solution, and the potential impact. Provide examples of how you have used data, storytelling, or demonstrations to illustrate the value of your proposal. Mention your strategies for involving stakeholders in the process, such as seeking their input during the ideation phase, addressing their objections constructively, and building consensus through shared goals. Highlight your persistence and adaptability in navigating the terrain of corporate politics and individual preferences to achieve a unified vision.

Example: “ To ensure stakeholder buy-in when proposing a radical solution, I start by framing the problem in a context that aligns with their interests and priorities. I present the solution not just as a novel idea, but as a strategic response to a pressing challenge that affects them directly. By grounding the proposal in solid data and clear logic, I demonstrate its potential for significant impact, thereby addressing the ‘why’ behind the change.

I then engage stakeholders through a collaborative approach, inviting their feedback early in the process. This not only helps in refining the solution but also fosters a sense of ownership among stakeholders. I use storytelling to paint a vivid picture of the positive outcomes, making the abstract tangible. When objections arise, I address them head-on with empathy, providing evidence-based counterpoints and alternative scenarios. By maintaining open communication, adapting to feedback, and showing commitment to a shared vision, I build trust and consensus, paving the way for successful implementation of the solution.”

18. When faced with conflicting viewpoints, how do you arrive at a consensus for a creative strategy?

Harmonizing conflicting viewpoints is essential in ensuring that a creative strategy is not only inventive but also universally accepted and effective. Candidates are assessed on their conflict resolution skills, their ability to synthesize diverse ideas, and their finesse in guiding a team towards a unified vision.

When responding to this question, it’s important to outline a process that includes active listening, acknowledging the validity of different opinions, and leveraging the diversity of thought to enhance the creative solution. One could mention employing techniques such as brainstorming sessions, the Delphi method for gathering expert opinions, or decision-making tools like multi-voting to democratically arrive at a consensus. Highlighting past experiences where you successfully mediated and merged conflicting ideas to produce a coherent strategy will demonstrate your capability in this area.

Example: “ When confronted with conflicting viewpoints, my approach is to first ensure that each perspective is fully understood and respected. Active listening is paramount, as it allows me to grasp the nuances of each viewpoint and the underlying reasons for the disagreement. I then steer the conversation towards the shared goals and objectives that are often at the heart of the creative strategy. This common ground serves as a foundation for collaboration.

Next, I facilitate a structured brainstorming session where all parties are encouraged to contribute and build upon each other’s ideas. This not only fosters a sense of ownership among the team but also often leads to innovative solutions that might not have been reached individually. To refine the multitude of ideas, I employ decision-making tools such as multi-voting, which helps the team prioritize options democratically. This process ensures that the final consensus is a balanced amalgamation of the team’s expertise and creativity, leading to a strategy that is both innovative and aligned with our collective vision.”

19. Can you walk us through a time when you turned a failure into a learning opportunity for problem-solving?

Leveraging failures as stepping stones to success is a dynamic skill required in creative problem solving. Candidates are assessed on their resilience, adaptability, and capacity for critical thinking and growth, showing how they navigate setbacks and apply lessons learned to improve future processes.

When responding, it’s crucial to clearly outline the situation that led to the failure, emphasizing the thought process and actions taken post-failure to transform it into a learning experience. Be honest about the initial setbacks, but focus on the proactive steps you took to analyze and learn from the situation. Share specific insights gained and how they were implemented to solve the problem or prevent similar issues in the future. This demonstrates a growth mindset and shows that you view challenges as opportunities to evolve professionally.

Example: “ Certainly. In one instance, a project I was leading hit a significant roadblock when a chosen solution failed to scale as expected, causing delays and budget overruns. Initially, the failure was a setback, but it became an invaluable learning moment. I spearheaded a post-mortem analysis to identify the root causes, which revealed that our testing protocols were insufficient for real-world conditions.

Armed with this knowledge, I revised our testing framework to incorporate more rigorous stress tests and simulations that better mirrored actual usage patterns. This not only resolved the immediate scaling issue but also enhanced our overall approach to quality assurance. The experience taught us that theoretical scalability must be validated through practical, scenario-based testing. This insight has since been integrated into our standard operating procedures, ensuring that future projects are more resilient to similar challenges. The failure, thus, transformed into a strategic pivot that bolstered our problem-solving toolkit and organizational preparedness.”

20. How do you prioritize tasks when multiple issues demand creative solutions simultaneously?

An agile mind capable of juggling various challenges at once is required in creative problem-solving roles. Candidates must demonstrate strategic thinking and time management skills, discerning which tasks need immediate attention and which can be deferred, while keeping their creative energy flowing.

When responding, candidates should highlight their methodology for assessing task urgency and importance, perhaps referencing a specific system or framework they use, such as the Eisenhower Matrix or a custom prioritization technique. They should give examples from past experiences where they successfully navigated competing demands, illustrating their thought process and the outcomes. It’s also an opportunity to demonstrate their ability to stay calm and maintain clarity of thought when faced with a high-pressure situation requiring creative problem-solving.

Example: “ In situations where multiple issues require creative problem-solving, I prioritize tasks based on a combination of urgency and impact, aligning with principles similar to the Eisenhower Matrix. I evaluate the immediacy of each issue, considering deadlines and potential consequences of inaction. Concurrently, I assess the impact of the solutions, focusing on those that will deliver the most significant benefits or prevent the most harm.

For instance, when faced with competing demands, I once identified a critical path that allowed me to address a high-impact, time-sensitive problem first, which also provided a strategic insight that simplified the solutions for the remaining issues. This approach not only resolved the most pressing problem efficiently but also streamlined the problem-solving process for the subsequent tasks. By maintaining a clear hierarchy of task importance and being adaptable in my strategy, I was able to deliver effective solutions within tight deadlines, demonstrating both prioritization skills and creative agility.”

Top 20 Aviation Interview Questions & Answers

Top 20 data storytelling interview questions & answers, you may also be interested in..., top 20 safeguarding interview questions & answers, top 20 benchmarking interview questions & answers, top 20 logical thinking interview questions & answers, top 20 auditing interview questions & answers.