Top 50 Situational Interview Questions And Answers (Examples Included)

Mike Simpson 0 Comments

situational interview questions

By Mike Simpson

Updated 6/6/2022.

What would you say if I told you that role-playing sometimes creeps into the interview process? Does that sound outlandish? Well, it isn’t. Thanks to situational interview questions, many candidates find themselves walking through scenarios that they’ve never encountered, hopefully in a way that impresses the hiring manager.

Knowing how to answer situational questions is essential if you want to shine as a candidate. Fortunately, it isn’t as hard as you’d expect. Here’s what you need to know.

Situational vs. Behavioral Interview Questions

Situational interview questions are similar to behavioral questions in several ways. With both types of questions, your answer needs to talk the hiring manager through how you handle a particular incident or issue. In most cases, that means using STAR-style answers .

However, the two do stand apart, too. With behavioral interview questions, you’re asked to relay a past experience and discuss the details of how you handled yourself in that situation. With situational interview questions, you’re presented with a hypothetical situation, requiring you to outline how you think you would act. To quote US News , “In a nutshell, behavioral interview questions deal with the past or present, and situational interview questions deal with the future.”

How do you tell the two questions apart? Well, how they begin is usually a big clue. For example, behavioral interview questions typically start with prompts like, “Tell me about a time you…” With situational questions, they usually start out with something like, “How would you handle..?”

In most cases, hiring managers make it incredibly clear if they want an example from your past or need you to navigate a hypothetical. As a result, you can use how they begin their question as a clue as to how to proceed.

Why Are Situational Interview Questions Asked?

Overall, only about 80 percent of interview questions are predictable. In most cases, situational questions fall into the remaining 20 percent. That’s part of why hiring managers ask situational interview questions; they want to see how you really think, not just how well you recite rehearsed answers.

Whereas traditional questions can have easily memorized answers and behavioral questions rely on experiences you’ve already had, situational questions demand that the interviewee utilize their analytical and problem-solving skills. By giving a job seeker a hypothetical situation, the interviewer wants to see how they will react in the moment and with little preparation.

But how do you get ready if I don’t know what scenario they’ll present? Fortunately, with some helpful tips about situational questions for interviews and the right situational interview question and answer examples, you can develop a strategy for handling these questions. Even if you don’t know exactly what to expect, you’ll know how to approach it, increasing the odds that you’ll impress.

Common Mistakes

As you can imagine, the nature of situational questions means that it can be easy to make mistakes. After all, when you don’t know which scenario is coming down the pipe, it’s hard to ensure you are completely prepared.

You can increase your odds of not tripping up on a situational question by avoiding these common mistakes:

1. Winging It

A lot of job seekers think to themselves, “If I have no idea what the scenario is going to look like, there’s no way that I can prepare for this type of question. So, I’m just going to fly by the seat of my pants and hope I nail it.”

While this is very common, that doesn’t make it a smart move. Instead, practice is always the key.

Later in this article, we will give you some example situational questions. Get a good feel for what makes a good answer, and spend some time crafting your answers to emulate the good examples below.

2. Non-Tailored Responses

If you know anything about the Interview Guys, you know that we always emphasize the importance of tailoring your responses to the specific company and position you are interviewing for (if you aren’t familiar with our Tailoring Method , read our blog article).

Basically, there are certain skills and abilities that every company puts a lot of value in when it comes to the ideal candidate for the position. You basically need to demonstrate that you have these qualities in order to get the job. Infusing these skills and traits into your answer allows you to “tailor” the answer to the company and role.

Answering a situational interview question with a general, non-tailored response is a missed opportunity. Show you have the qualities they’re after within the framework of the situational question, increasing your odds of coming out ahead.

3. Getting Off-Topic

This is the most common mistake that job seekers make, and it makes sense.

Situational interview questions have the potential to make the interviewee nervous because they are harder to anticipate. And nervous people tend to ramble, especially when they don’t immediately know how to answer the question.

Ramblers tend to change the subject and go off on tangents, often not answering the original question. This can be the kiss of death, mainly because the hiring manager wants to see that you can think on your feet and make quick, dynamic decisions.

So, what do you do? Well, you can start by taking a deep breath. The answer usually isn’t as hard to find as you’d expect, so don’t panic.

If you need a second to think, one great way to break the ice and give yourself time is to ask questions. Get more information. Not only will this provide you with time to cool down and prepare your answer, but it will also show the hiring manager that you are a critical thinker that methodically gathers details to make the correct decision.

How to Answer Situational Interview Questions

Preparing for situational questions should be just like preparing for any other type of question that might be thrown at you during an interview…through practice! As you read these example questions, don’t just figure out how you would answer them; dig deep through your own work history and see if you’ve already encountered similar situations.

If you have, take a hard look and really analyze them. Look for problems you encountered and how you solved them, as well as what you learned from the situation overall.

Being asked a situational question and having to come up with an answer on the fly can be intimidating to someone who hasn’t taken the time to practice their own answers. But for someone who has spent some time going through their past and analyzing potential problems and scenarios, it’s not just a snap; it might just even be fun!

3 Situational Interview Questions and Answers

1. if you made a mistake and no one noticed, what would you do.

EXAMPLE ANSWER:

“Generally, I find that it’s best to own up to any missteps immediately, even if they go unnoticed. That allows me to correct the issue before it potentially becomes a problem.
“The type of error would impact how I proceed. If it’s something I can correct on my own, then I would do so right away. If the misstep impacts others, I would inform my manager of the situation, ensuring I could get their support as I work to correct it. Ultimately, whichever path allows me to do the right thing promptly with minimal disruption to the team is the option I’ll use.”

2. Imagine you’re working on a project with a tight deadline and a team member is behind schedule with a critical deliverable you need to move forward. What would you do?

“First, I would reach out and touch base with my colleague. It’s possible it’s a simple oversight or a technical error like a message stuck in an email outbox. They may also be dealing with a crisis that caused a delay.
“In any case, my goal is to gather information, not be accusatory. I would learn more about the situation, then work with them to find a resolution. For instance, if a high-priority emergent task prevented them from handling the project-related work, I’d see if I could provide assistance with either of the responsibilities.
“If it simply fell off of their radar, I’d ask if they could complete the work in a timely fashion, such as one or two days. Then, I’d prepare to follow up after that amount of time passes, suggesting I didn’t hear back from them beforehand.”

3. If you were asked to take on a task you haven’t done before, how would you go about it?

“If I need to take on a new task, my first step is to clarify any expectations. That gives me an idea of where various priorities lie and what’s needed as far as an outcome.
“Next, I determine what resources are available to ensure I handle the responsibility correctly. Is there a knowledge library or an on-demand training course? Do I have a colleague who’s done this in the past that can offer guidance? What support is available from my manager? Is there research I can conduct independently to fill in any gaps?
“As I gather information from various sources, I can typically find a path for success. I just use a metered approach at that point, checking my work for errors and requesting feedback at appropriate intervals, ensuring I’m able to meet – if not exceed – expectations.”

47 More Situational Questions for Interviews

Here are 47 more situational interview questions.

  • If you didn’t agree with a decision your manager made, what would you do?
  • Imagine you’re working on a project, and you and a colleague disagree about how to proceed. How would you handle it?
  • If you’re working on an assignment, and the situation gets stressful, what would you do to stay focused?
  • How would you persuade someone to do things your way?
  • If you encountered a challenging issue, how would you go about explaining it to a client?
  • Picture a situation where you’re given two high-priority tasks. How would you determine what to do first?
  • After receiving an assignment, you notice that your teammate misunderstood the requirements. What do you do?
  • How would you handle it if you saw a colleague acting in an unsafe manner at work?
  • If you’re given multiple tasks with challenging deadlines, how would you make sure you remain organized while handling them?
  • This is a fast-paced environment. How would you adapt to the changing needs and priorities that can come with the job?
  • How would you handle it if you saw a team member stealing?
  • You’re dissatisfied with an aspect of your job. How do you handle it?
  • If you knew your manager was making a decision based on inaccurate assumptions, how would you correct them?
  • Imagine you’ve already got a pretty full plate, but your manager wants you to take on another project. How would you handle that?
  • What would you do if you initially gave a client a delivery timeline but soon discovered that meeting it wasn’t plausible?
  • If you were asked to step up and take on leadership responsibilities but didn’t feel comfortable doing so, what would you do?
  • Dealing with customers can be unpredictable. What would you do if one became hostile?
  • If a coworker was regularly 15 minutes late, but management didn’t seem to notice, what would you do?
  • If you were working on a project, and an obstacle meant you would either finish late but on budget or over budget but on time, how would you decide how to proceed?
  • Imagine you’re starting to experience feelings of burnout. What would you do?
  • What would you do if you had a chance to go above and beyond for a repeat customer, but it would require a significant amount of effort on your part to make it happen?
  • You see your manager deliver feedback to a teammate publicly, using insulting and aggressive language in regards to their performance. What do you do?
  • As you work on a project, what do you do if you aren’t fully satisfied with the quality of your work?
  • How would you handle it if you received negative – but not constructive – feedback from a colleague?
  • What would you do if you received negative – but not constructive – feedback from your manager?
  • Imagine that you’re giving a long project with multiple parts. How would you approach it?
  • How would you handle a customer who isn’t happy with your service even though you’ve done nothing wrong and they’re actually the ones who have made a mistake?
  • You have reason to believe that a coworker is preparing to divulge company secrets to a rival corporation. These secrets have the potential to really damage the company. How would you deal with this situation?
  • You’re a team leader. What would you do if the work of one of your subordinate team members was not up to expectations?
  • You’ve been assigned a major project and are halfway through when you realize that you’ve made a mistake that requires you to go back to the beginning to fix it. How do you handle that while still trying to make your deadline?
  • You’re working on a project with a tight deadline, but you find that you’re unable to complete your section because your coworkers and your supervisor are unavailable to answer a few key questions. How do you deal with the situation?
  • If you introduced an idea for solving a critical problem and your input was ignored by your team members, what would you do?
  • How would you react if a colleague began taking credit for your contributions to a large project?
  • You see a new employee arrive for their first day as part of your team. What do you do?
  • What would you do if you were assigned to work closely with a teammate that you didn’t see eye-to-eye with?
  • If an unexpected situation required you to redo a significant amount of work to adjust to a required change, how would you react?
  • If a colleague asked for your feedback on a task they handled, and you saw issues with their work, what would you do?
  • You see a teammate make a major mistake when quoting a price to a client, charging far too little for the work involved. What do you do?
  • You’re on a tight deadline with a project. Then, a coworker asks for help on their high-priority task. What do you do?
  • As you’re collaborating with a colleague, they suddenly take a “my way or the highway attitude.” What do you do now?
  • You have a choice. You can do something reasonable well and fast or exceptionally well and slow. Which do you choose?
  • Imagine you’re starting in this job. What do you do to connect with your new team?
  • If you’re hired in this role, what steps would you take to reach full productivity as quickly as possible?
  • You’re working with a client with a different personality from yours. How do you adjust your approach to collaborate effectively?
  • A client has unreasonable expectations for a product. What do you do?
  • If you do what a high-value client asks, you know there will be an issue with the project. Do you do it anyway?
  • You end up with some unexpected downtime at work. What do you do with that time?

Putting It All Together

So, there you have it, and an in-depth look at situational interview questions and how to answer them. Use the examples above to your advantage, allowing you to prepare for potentially challenging questions. That way, you’ll be able to respond with ease, increasing your odds of impressing the hiring manager.

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 the 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

situation problem solving questions

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.

' src=

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

situation problem solving questions

  • Online Degree Explore Bachelor’s & Master’s degrees
  • MasterTrack™ Earn credit towards a Master’s degree
  • University Certificates Advance your career with graduate-level learning
  • Top Courses
  • Join for Free

Situational Interview Questions: Definition + How to Prepare

Situational interview questions give you the chance to describe how you face common workplace challenges. Find out how to answer them effectively.

[Featured image] A woman in a grey jacket conducts a situational interview with a prospective employee.

In this article, you will learn how situational interview questions differ from other kinds of interview questions, how to answer them, and review five common situational interview questions. By the end of this piece, you could have a clear understanding of how to answer situational questions and make a good impression. 

What are situational interview questions?

Hiring managers use situational interview questions to ask potential employees to describe how they would face a common workplace challenge, such as being paired with a difficult co-worker or dealing with an unhappy customer. Though some might find them daunting, situational interview questions can offer job seekers a valuable opportunity to showcase their thought processes and problem-solving skills in a job interview. 

Situational vs. behavioral interview questions 

Despite sharing many similarities, situational interview questions and behavioral interview questions are not the same. Situational interview questions ask interviewees to explain how they would react to hypothetical questions in the future, while behavioral interview questions ask interviewees to explain how they have dealt with actual situations in their past. 

As a result, situational interview questions will allow you to paint a picture of how you might deal with a hypothetical situation that you’ve never experienced, while a behavioral interview question will require you to reach into your past and present a real-world example. 

Despite these differences, you can answer a situational interview question with the same answer you might give to a behavioral question. For example, if an interviewer asks you how you would deal with a difficult customer, then you might describe how you dealt with one in a prior position. 

The following example highlights the differences between the two types of interview questions:

Read: 21 Key Behavioral Interview Questions to Help You Prepare

Coursera Plus

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

How to answer situational interview questions

You can’t always predict what situational interview question you will be asked, but you can prepare for whatever is thrown your way by familiarizing yourself with the STAR interview method. 

STAR situation interview questions

STAR stands for situation , task , action , and result . The STAR interviewing method allows you to tell a story to your interviewer by focusing your answer on the steps you would take to address a specific situation and achieve a concrete outcome. 

Let's take a look at each part of the STAR method:  

Situation : the unique circumstances in which you find yourself in your job. In the work world, the situation is as much informed by the professional environment as the dynamic of the individuals involved, whether it be co-workers, customers, or management.  

Task : the central issue or problem in the situation. The task is both your work goal and also the goal you have in the situation. For example, while the work goal might be to complete a project, the situational goal might be to find a way to work well with a difficult coworker. 

Action : the concrete steps you would take to solve the situation's problems. The actions you undertake will influence the outcome of the situation and direct you toward your goal. 

Result : the projected outcome of your actions on both the situation and the task. The result should be a positive outcome that clearly demonstrates your value to the employer, their team, and their work environment. 

Situational interview questions test your understanding of the unique stakes that define different hypothetical work situations. By using STAR, you can keep your answers focused and impactful while confidently showcasing your people and communication skills. 

5 common situational interview questions 

Hiring managers like situational interview questions because they show that you can quickly think on your feet when facing tricky work situations that have no clear-cut solution. Below, you'll find five common situational interview questions followed by sample answers to guide you as you practice answering them. 

1. How would you deal with an employee you manage who is producing work that doesn’t meet expectations? 

This question is asking you to consider a common situation in which an employee you are managing isn’t producing work that’s up to standard. Here, you need to flex your interpersonal (“soft”) skills to determine why the employee is struggling and practice assertive communication to confidently direct them toward a solution that works for all parties. 

When answering this question, emphasize your willingness to get to the root cause of the matter rather than simply offering a one-size-fits-all approach. While in some cases the employee could just be ill-suited for their job, it is more likely that there is a deeper problem, such as a personal life issue or even an organizational work problem. Use this question as an opportunity to showcase your willingness to really step into a leadership role and offer sound guidance to one of your own employees. 

Example answer:

“Problems can show up for many reasons, so my first step would be to simply have an honest conversation with the employee and see what is going on. If they were hired, then they likely are well qualified for the job, so I would talk with them to figure out (1) what’s the issue and (2) what we can do to support them and find a solution. 

If the problem is something at home, such as normal parental stress, then I would help them make a schedule that worked for them. If the problem was the work environment, I would create the structure they need to be productive. 

Happy and supported employees create a productive work environment.”

2. What would you do if a solution you worked on was criticized and rejected by the team?

This question is asking you to reflect on feedback you received in the workplace. While it can sometimes be difficult to deal with criticism, it is also a necessary part of many jobs. As a result, hiring managers ask this question to gain insight into how you would deal with criticism directed at your own work. Would you push back, simply say nothing, or take a more proactive approach that incorporates feedback? 

In most cases, it’s likely best to simply take feedback in stride and accept it when it comes your way. Rather than seeing criticism as a setback, use this answer to emphasize that you would see it as an opportunity to really improve either your idea or your presentation of it. 

“While many people find criticism difficult, I actually find it very helpful. The first thing I would do if the team rejected my idea would be to reflect on their feedback and take it on board. That’s the first step to improving anything. In some cases that might mean putting it aside and moving on. In others, though, it might mean changing something about my project or how I present it. Ultimately, whatever I do would be for the benefit of our overall objectives.” 

3. You’re assigned an important project but have to work on it with a difficult team member. What do you do?

This question is asking you to reflect on how you would maneuver a fraught relationship with a coworker when you need to work toward a deliverable goal at work. Interviewers ask this question because they want to get an understanding of how you deal with interpersonal difficulties, especially when simultaneously confronted by an impending deadline. 

When answering this question, highlight the proactive steps you would take to deal with interpersonal conflict in a calm and strategic manner. Rather than emphasizing the failing of your hypothetical coworker, keep your tone positive and focus on the actions you would take to diffuse tension. 

“In the event I had to work with a difficult coworker, I would keep my attention on the long-term goal and find a way for us to work together. In some cases, that might mean me setting aside time to hash out our differences through a calm, measured conversation. But, if it really felt like we couldn’t work productively together, then I would determine a way for us to work separately and then combine our work at different stages. I’ve found that being clear with each other and creating space is an effective way to accommodate different personality types while meeting team goals.” 

4. How would you deal with an upset or angry customer? 

This question is asking you to consider how you would handle one of the most common customer service scenarios: an upset customer dealing with a problem. Interviewers ask this question because they want to know if you have the temperament to be the public face of the company to their core clientele. 

When answering this question, highlight your ability to diffuse tense situations by speaking calmly to others, offering useful guidance, and practicing active listening . In particular, you should emphasize that you always maintain a positive attitude and never descend into frustration. 

“I’ve encountered this situation many times in former roles. Usually, I find that the best approach is to speak in a calm and measured manner, while also making sure to really listen to the customer. Sometimes, when others are frustrated, they have difficulty articulating themselves, so I practice active listening to really understand what they need help with. Then, I direct them to the best place to get help, if I can’t give it myself. This ensures that they leave feeling helped and happy – much better than when they came to me!”

5. Imagine you are working on a project and realize that a mistake was made early on that will impact your ability to meet the deadline. What would you do? 

This question is asking you to describe how you go about rectifying mistakes you have made when working on a project. Are you the kind of person who will brush it under the rug or own up to it and find a real way to resolve it? 

When answering this question, you should highlight your ability to self-reflect on a problem and own up to any mistakes that you have made. Rather than just ruminating on mistakes, though, this question encourages you to describe the proactive steps you would take to solve a problem and ensure all the relevant stakeholders have key information, such as whether a deadline has changed or if you can find a way to meet it. 

“If I realized I had made a mistake and it impacted an important deadline, then I would immediately tell all those potentially impacted by it. The first step to readjusting is to make sure everyone is on the same page – I don’t want the team to be caught off guard by my mistake. 

The next step I would take is to see if I could change anything to help me meet my deadline. Maybe that means asking for help from a colleague or changing my own personal approach to the project. Ultimately, I’d do whatever was necessary to make sure others weren’t impacted by my own mistakes.“

Get ready for your next interview

The job search can be an exciting but lengthy process. Get ready for your next job search or interview by taking an online flexible course through Coursera. Big Interview’s The Art of the Job Interview teaches proven techniques to help you turn your interviews into job offers in just 19 hours of online instruction. 

For expert-level guidance throughout the resume and cover letter writing process, consider enrolling in the two-hour Guided Project, Create a Resume and Cover Letter with Google Docs .

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.

Explore Jobs

  • Jobs Near Me
  • Remote Jobs
  • Full Time Jobs
  • Part Time Jobs
  • Entry Level Jobs
  • Work From Home Jobs

Find Specific Jobs

  • $15 Per Hour Jobs
  • $20 Per Hour Jobs
  • Hiring Immediately Jobs
  • High School Jobs
  • H1b Visa Jobs

Explore Careers

  • Business And Financial
  • Architecture And Engineering
  • Computer And Mathematical

Explore Professions

  • What They Do
  • Certifications
  • Demographics

Best Companies

  • Health Care
  • Fortune 500

Explore Companies

  • CEO And Executies
  • Resume Builder
  • Career Advice
  • Explore Majors
  • Questions And Answers
  • Interview Questions

37 Situational Interview Questions (With Example Answers)

  • Situational Interview Questions
  • Promotion Interview Questions
  • Internal Interview Questions
  • Open Ended Interview Questions
  • Tough Interview Questions
  • Leadership Interview Questions
  • Teamwork Interview Questions
  • Interview Questions About Communication
  • Personality Interview Questions
  • Internship Interview Questions
  • Ice Breaker Questions
  • Recruiter Interview Questions
  • Brain Teaser Interview Questions
  • Group Interview Questions
  • Competency Based Interview Question
  • Grad School Interview Questions
  • Scrum Interview Questions
  • Excel Interview Questions
  • Common Phone Interview Questions And Answers

Find a Job You Really Want In

Situational interview questions are designed to test how you’ve handled professional situations in the past, as well as pose hypothetical scenarios to see how you would handle them in the future. The key to answering these questions is the STAR method: situation, task, action, result.

If you’re a job seeker preparing for a job interview, this article will guide you through how to answer these common interview questions , provide details and examples of the STAR method in action, and help you understand exactly what hiring managers are looking for in a perfect answer.

Key Takeaways:

Situational interview questions are also called behavioral interview questions.

Use the STAR method to answer situational interview questions.

Situational interview questions can cover everything from communication skills to goals and motivations.

35 situational interview questions with examples

What are situational interview questions?

How to answer situational interview questions, 17 example situational interview questions and answers, 20 common situational interview questions, how to respond to situational interview questions faq, ask the experts.

  • Sign Up For More Advice and Jobs

Situational interview questions, also called behavioral interview questions , are questions that ask candidates to share examples of specific professional situations they’ve been in or how they would handle hypothetical situations in the workplace. They’re some of the most common interview questions around because they give hiring managers and recruiters the greatest specific insight into the interviewee’s actual lived experience.

Whether a situational interview question relates to your past experience or a hypothetical future one, the tactics to answer them are the same — relate a story that highlights how you behave as a worker when presented with various situations. Your answers give the interviewer insight into your soft skills such as communication , leadership , and teamwork .

While this may sound intimidating, it’s actually a great opportunity for you to showcase your skills and the results you’ve gotten from putting them into practice.

To answer situational interview questions, you should use the STAR method to structure your answers. This method ensures that your answer is easy to follow, relates directly to the situation set up by the interviewer, and has an end result that clearly demonstrates how your actions have lead to the best results.

The best way to prepare for situational interview questions is to review the job description for key skills, and then think of examples of when you’ve demonstrated those skills in past positions.

Here’s exactly how to use the STAR method to organize your answers to situational interview questions:

Situation. Describe the circumstances that created the problem or challenge.

Situation example When I was a sales rep at XYZ Inc., there was a significant drop-off in outbound sales call conversions.

Task. Explain what your job or end goal was in the situation. This could be as simple as getting the project done or satisfying a customer while still following company policy.

Task example Our sales manager tasked the sales team to come up with a new and more effective system for converting on cold calls.

Action. Talk about what you did in response to the problem or challenge.

Action example I spoke to several professionals during cold calls about their needs and assessed what we could do better to satisfy those needs earlier in the sales funnel. I found that they were put off by the steep cost of our entry package and wanted to be able to test our service risk-free. Based on this research, I recommended that we qualify leads earlier on and provide a free or low-cost trial period.

Result. Describe what happened because of your actions. Did the customer walk away happy? Did you create a new system that the company is still using?

Result example My manager worked with the product team to put together a trial package that we could offer businesses for free, which increased our conversion rate by 26%. Not only that, but more than half of those who signed up for the trial ended up subscribing to our premium package, boosting overall sales by 22%.

Even if you don’t use your practice answers in your interview, getting used to using this formula will help you structure your real answers so that they sound organized and professional.

Below you’ll find examples of situational interview questions. You’ll notice that these are often “how would you” or “tell me about a time” interview questions; regardless of whether the questions are hypothetical or literal, use the STAR method to pull from past experiences and make your impact as clear as possible.

How would you handle a disgruntled customer?

Interviewers ask this question to gain insight into your communication and conflict resolution skills. Your response should cover how you defuse tension through empathy and rise to unexpected challenges.

When I worked as a customer support professional for web development company, I answered many calls from unhappy customers. One in particular was furious that the premium package they bought still left their website with many technical glitches that were directly affecting their sales. I listened carefully to their issues and expressed my empathy with phrases like “I completely understand your frustration.” Once I learned all the technical details, I assured them that this issue had our highest priority and that our technical team would start working to fix it immediately. By having good notes and figuring out precisely where the problem was occurring, I was able to give our web developer the notes they needed to make the fix in under 4 hours. This turned a potentially bad review of our services into a great review, shared with the customer’s social media following, which directly led to another sale. The customer also stayed on board with us, and even purchased a bigger enterprise package due to their faith in our ability to handle unforeseen issues quickly.

What would you do if given constructive criticism that you disagreed with?

Constructive criticism is essential for the workplace, but it doesn’t always mean it’s correct. This is a touchy question because you want to appear confident without seeming defensive.

At my sales position at ABC Corp., my supervisor informed me that I was spending too much time on cold emails and sending far fewer than my peers. While they were correct that I sent fewer emails and spent more time on each one, I felt that this missed the major point of sales, which is actually converting contacts into clients. In the moment, I thanked them for their feedback, but I also started collecting data on my open rates, click-through rates, and conversion rates. I then requested a one-on-one meeting with the supervisor, where I showed them that my cold emails had the highest rates in all these categories among the sales team, and suggested that instead of sending a greater quantity of emails, our team might benefit from focusing on the quality of those emails. My manager thanked me for the data, and together we worked on a new process guide for the sales team that was ultimately a compromise where the focus would be on quality, but also on coming up with replicable templates to speed things up. This was a valuable learning experience that made me a better salesperson.

Tell me about a time you failed. How did you handle it?

This question is usually asked in order to see how you overcome adversity and if you take responsibility for your actions. The key here is to also share what you learned from the experience.

During my first month as social media manager , I posted an infographic that I downloaded from the internet. I didn’t check it carefully and got a call from our CEO asking why my post had profane language. I looked closer and sure enough, there were some curse words in the infographic. I apologized profusely and immediately took it down. I’ve never forgotten to thoroughly read a post since then.

Tell me about a time you had to work closely with someone you didn’t get along with. What did you do?

Interviewers usually ask this question to see how you deal with conflict and work with others . Be sure to include the end result of your efforts in your answer.

I had to work on a large project with another department head who was known for being difficult to please and work with. During our first meeting, I was intentional about forming a personal connection and setting our expectations for the project up front. We finished the project successfully, and now we have a strong working relationship.

What would you do if you were asked to complete a task you’ve never done before?

Your potential boss wants to know that you are willing to take on new challenges independently. Your answer to this question will also provide some insight into your problem-solving skills .

I would first get as many details as possible to make sure I had a clear understanding of what was needed. Then if it was a relatively straightforward task, I would do a quick internet search for a tutorial. If that wasn’t easy to find, in order to not waste time, I would ask either the person who assigned the task or another coworker for help.

Tell me about a time you were in a high-pressure situation. How did you get through it?

Interviewers usually ask this question to see how you work under pressure. They want to see that you know what steps you need to take in order to deliver.

I was assigned an important coding project that was due in a much shorter time frame than usual. I blocked out time in my schedule to work on it, asked for help when I needed it, and I made sure I got plenty of rest at home so that I would have the energy I needed to focus throughout the day. It took a lot of work, but I was able to successfully complete it.

Describe a time you had to make a good impression on a client.

Your answer to this question will provide insight into your work ethic and customer service skills. Use this opportunity to show how you go above and beyond in your work.

One of my first high-profile clients was extremely particular. I showed him several design samples and asked what he liked or disliked about each one. Then I created three different design options and asked which one he liked best and what edits he wanted to make. He made minimal changes and was so pleased that I had taken the time to learn his preferences that he hired me three more times.

What accomplishment are you most proud of in your career? How did you achieve it?

This question not only helps interviewers see what you’ve achieved, but it also shows them what you are most passionate about in your work. Just make sure your answer applies to the job you’re applying for as well.

When I was teaching second grade, I noticed that students in one of my classes were struggling with their spelling tests. I made up some review games and rewarded them for any improvement in their test scores. Their average scores increased by 10% by the end of the year.

Give me an example of a problem you observed and how you solved it.

Your answer to this question will demonstrate your initiative and problem-solving skills. They want to see you’ll make valuable improvements without being asked.

During my time as an administrative assistant , I noticed that we were ordering printer paper at an unusually high rate. I knew we had plenty hidden in the storage closet, so I rearranged it so that we could easily see where it was. We saved $300 on paper that year and always had some on hand.

Describe a difficult client interaction you’ve had. What did you do?

This question helps employers see your c ustomer service skills in action. Make sure you’re as detailed as possible in your answer to show the steps you took and the end result of the interaction.

A customer was upset that they hadn’t received our catalog yet. I apologized and explained that it had only been recently mailed out. I then offered to email them a PDF version so that they had it immediately, along with a coupon for their next order. The customer accepted my offer and left a positive review on our website.

Tell me about a situation when you had an especially heavy workload. What did you do?

By asking this question, the interviewer is trying to gain insight into your organizational and time management skills . Make sure you share the specifics of how you got everything done.

During my time as a marketing assistant , we had several of our team members out sick at the same time that we had several projects due. By prioritizing tasks, setting personal deadlines, and communicating with my project team members about when I was going to get back to them, we got it all done on time.

Give me an example of a difficult decision you had to make. What steps did you take to make it?

The intent behind this question is relatively straightforward, as interviewers want to see your decision-making process . Because of this, be sure to outline the steps you took to make the decision.

When I worked as a project leader , we realized that an earlier mistake would cost us either the quality of the final project or require us to push back our deadline and miss our departmental goal for the month. I talked with our team to get their perspectives, asked my supervisor what she thought, and weighed the pros and cons myself. Ultimately, we all agreed to push back the deadline because one of the company’s values was excellence, and we knew that having a quality product would be more beneficial than getting it released on time.

Say you’re working on a project with a tight deadline, and you’re waiting on something from a coworker who said that they’d get it to you last week. What do you do?

This question is another one that is intended to get an inside look into your interpersonal skills . Make sure you share the steps you’d take and consider including the reasons behind each one.

I would contact this person and start the conversation by asking how they are doing because you never know if they’re dealing with a crisis that is keeping them from getting back to you. I would then explain that I’m on a deadline for this project and that I really need that item to complete it. I would then ask if they could get it to me in the next day or two and offer to help.

Tell me about a time when you disagreed with your boss. How did you handle it?

An interviewer wants to know not only how you deal with conflict with your peers, but also with authority figures. Good employers will also want to know that you aren’t a mindless yes-man but are still respectful.

When we were setting new project goals for the year, I saw that one of them would not be attainable based on my personal knowledge of our clients. I went to my boss after the meeting and asked to talk about the goal. I explained that while I saw the reason for wanting to do it, I didn’t think it was the best fit for our particular clients. I shared my reasons why, and she ended up agreeing with me and thanking me for saving the department time and money.

Give me an example of a goal you set for yourself and how you met it.

Interviewers want to see that you are self-motivated and have the practical skills necessary to meet your goals. Make sure you outline the steps you took to meet them in your answer.

At the beginning of the year, I set a goal of doubling my sales. I attended training and asked for tips from successful salespeople. I calculated how many sales I’d need to make per month to meet my goal, and then how many contacts I’d need to make to do this. In the end, I was successful in reaching my goal.

Tell me about a time when you had to explain something to a frustrated coworker or client. How did you do this, and what was their response?

Your answer to this question will reveal more about not only your interpersonal skills, but also your communication skills. This is another one where you should always include the results of your efforts.

I had a new client call me, frustrated about why we couldn’t get a customized product to him by the next day. I explained that while we would love to be able to do this, even if someone started on their product immediately, the materials we used would have to set for two days before it could be shipped. The client was understanding and appreciated that I had taken the time to explain this to him.

Tell me about a challenge or conflict you’ve faced at work .

Your potential employer wants to know that you will work to overcome challenges instead of running from them. This is your opportunity to demonstrate how you do this.

During my first year of teaching, my students would always come to my class after lunch rowdy and unfocused. After a few months of trying to teach through the noise, I decided to look up some creative methods to help them focus. I created a fun, simple workout routine to do in unison when they first got to class. This helped them burn energy and dial in, and our afternoons went much more smoothly.

There are plenty more situational interview questions that might come up. Here’s a list of more common situational interview questions, broken down by category:

Communication skills

What would you do if you had to persuade someone to do things your way?

How are you able to communicate complex topics to people who aren’t familiar with the technical details of your work?

How would you go about explaining a challenging issue to a client?

Tell me about your most/least successful presentation. What went right/wrong?

Time management

How do you prioritize when you have multiple high-priority, urgent tasks to perform?

Tell me about a long-term project you worked on. How did you make sure everything stayed on track in an efficient way?

What steps do you take to ensure you have enough time to meet all of your deadlines?

How do you organize your time to maximize your productivity throughout the day?

Goals and motivations

What is your greatest professional accomplishment?

How do you stay motivated when you’re not being supervised?

Tell me about a time that you handed in work that was flawed.

Can you give me an example of how your values impact your work?

Adaptability and stress

How do you handle a stressful situation at work? How do you stay focused when the pressure is on?

Tell me about a time when a project failed to meet expectations. How did you adapt to remedy the situation?

How do you adapt to a situation on the fly in a fast-paced environment?

What’s the first thing you do when a plan goes awry?

Teamwork and collaboration

How do you handle conflict within a team?

Tell me about a time when you wish you’d handled a situation differently with a coworker.

How do you stay in communication with your teammates throughout a project?

What steps do you make to promote a healthy level of compromise between team members?

How do you prepare for a situational interview?

You prepare for a situational interview by practicing your answers to common situational interview questions. When you do this, use the STAR method — situation, task, action, result — to structure your answers.

Even if you aren’t asked the exact same questions in your interview, you’ll have some examples of your accomplishments ready to go, have a better understanding of what interviewers are actually asking, and be confident in how to structure your answer.

What is the STAR method when interviewing?

The STAR method is a structure used to answer situational interview questions, and it stands for:

Situation – What were the circumstances that created the problem you were facing?

Task – What was your job or goal in the situation?

Action – What did you do?

Result – What were the results of your actions?

What is the difference between situational and behavioral interview questions?

The difference between situational and behavioral interview questions is that situational questions relate to hypothetical scenarios, while behavioral questions relate directly to your past experiences. However, this difference is very minor, since the intent of both types of interview questions is to have the candidate use their past experiences to describe how they put their skills into action. Even a hypothetical question should be answered with concrete examples from your past, rather than just stating what you would do in that scenario.

Situational Interview Question Tips From An Expert

situation problem solving questions

Leslie Boudreaux Sr Managing Partner

Situational interview questions are the most telling and thus the most valuable questions for a hiring manager. The interview is a chance for you to showcase your relevant skills for this particular opportunity (not ALL of your skills). The best way to prepare is to do your homework first. Research the company (industry, size, etc.) and go through the job description line by line. Think about your experience as it relates to every bullet on the job description. Be prepared to answer any question they ask with the context of this company and this job description in mind. This planning will enable you to be relevant when they ask an open-ended question like “tell me about your experience at company X.” You can also infer a lot of what is needed based on your research of the company itself. For example, a high-growth startup will have a fast-paced environment and need someone who can build processes from scratch with little infrastructure. This may or may not be explicit in the job description.

If the job description states that you will hire and develop a team, be prepared to discuss your previous experience with this succinctly but with relevant detail. If the job description states that you will lead a system implementation, same thing. Conversely, if you have experiences that are not listed in the job description as important, then don’t waste time talking about them. You want to “meet the interviewer where they are” and position your experience in the way that best solves their problem.

The University of Virginia – Behavioral-Based Interview Questions

OPM – Structured Interviews

How useful was this post?

Click on a star to rate it!

Average rating / 5. Vote count:

No votes so far! Be the first to rate this post.

' src=

Abby is a writer who is passionate about the power of story. Whether it’s communicating complicated topics in a clear way or helping readers connect with another person or place from the comfort of their couch. Abby attended Oral Roberts University in Tulsa, Oklahoma, where she earned a degree in writing with concentrations in journalism and business.

Recent Job Searches

  • Registered Nurse Jobs Resume Location
  • Truck Driver Jobs Resume Location
  • Call Center Representative Jobs Resume Location
  • Customer Service Representative Jobs Resume
  • Delivery Driver Jobs Resume Location
  • Warehouse Worker Jobs Resume Location
  • Account Executive Jobs Resume Location
  • Sales Associate Jobs Resume Location
  • Licensed Practical Nurse Jobs Resume Location
  • Company Driver Jobs Resume

Related posts

situation problem solving questions

How To Answer “Sell Me This Pen” (With Examples): Job Interview Question

situation problem solving questions

12 Open-Ended Job Interview Questions (With Answers)

situation problem solving questions

10 Competency-Based Interview Questions And Answers

situation problem solving questions

7 Best Ways To Answer “What Do You Do?” (With Examples)

  • Career Advice >
  • Interview Questions >

Career Sidekick

Interview Questions

Comprehensive Interview Guide: 60+ Professions Explored in Detail

Top 20 Situational Interview Questions (& sample answers)

By Kris-Anita Enyinnaya

Published: June 21, 2023

One aspect of the interview process that often leaves candidates feeling apprehensive is the situational interview questions . These questions require you to think on your feet, analyze hypothetical scenarios, and provide thoughtful responses that demonstrate your problem-solving skills and decision-making abilities. 

Beyond traditional questions about qualifications and experience, employers are increasingly relying on situational interview questions to gauge a candidate’s problem-solving skills and adaptability. We have compiled a list of top situational interview questions along with guidance on how to answer them.

What are Situational Interview Questions?

Situational interview questions are a type of behavioral interview question intended to assess how candidates would approach and handle specific workplace scenarios. Rather than focusing solely on past experiences, situational questions present hypothetical situations you may encounter on the job.

Employers employ situational interview questions to gain insight and get a glimpse into your thought process, critical thinking abilities, and how well you align with their desired competencies. By presenting you with realistic scenarios, they can evaluate your ability to analyze complex situations, make sound judgments, and communicate your reasoning effectively.

These questions often begin with phrases such as “ What would you do if.. .” or “ How would you handle it if… ” followed by a description of a work-related situation. Your task is to respond by outlining your thought process, explaining the actions you would take, and providing a clear rationale for your choices.

Purpose of Situational Interview Questions

Situational interview questions serve various purposes during the hiring process. Here are some common objectives of using situational interview questions:

Predicting Job Performance

Situational interview questions help hiring managers gauge how well candidates might perform in the role based on their responses to real-life scenarios.

By presenting candidates with situations similar to those they would encounter in the workplace, employers can gain insights into their decision-making abilities, problem-solving skills, and how they handle challenging situations.

Assessing Problem-Solving Skills

Situational interview questions provide a platform to evaluate your problem-solving skills and your ability to think critically under pressure .

Employers want to identify candidates who can approach problems logically, evaluate different options, and come up with effective solutions. These questions help assess your thought process, analytical skills, and creativity in finding solutions to complex or unexpected situations.

Evaluating Communication and Interpersonal Skills

Situational interview questions also provide an opportunity to assess your communication and interpersonal skills. How a candidate communicates, listens, and interacts with others in a given scenario can provide valuable insights into their ability to collaborate with colleagues, handle customer interactions, and navigate challenging conversations.

Employers are always on the lookout for those who can effectively communicate, build relationships, and adapt their communication style based on the situation.

Assessing Cultural Fit

Situational interview questions can help assess a candidate’s fit within the company’s culture and values.

By presenting scenarios that align with the organization’s work environment, values, or customer service approach, employers can gauge how well you align with their desired culture. This helps ensure that you not only have the necessary skills but also possess the right mindset and approach to thrive within the organization.

Comparing Candidates

Situational interview questions enable employers to compare your responses directly, providing a basis for evaluating their strengths , weaknesses , and overall fit for the role.

By using consistent scenarios, hiring managers can make more informed decisions by objectively comparing how candidates handle similar situations, identifying standout performers, and selecting the best fit for the position.

Evaluate Adaptability

These questions also help assess a candidate’s adaptability by examining their response to new or challenging situations. Employers want to know if you can adjust your approach, remain composed, and find innovative solutions if faced with unexpected circumstances.

Types of Situational Interview Questions

Situational interview questions cover a range of categories, including problem-solving questions, decision-making questions, teamwork situational questions, and leadership situational questions. All these assess different aspects of your skills and abilities. Here are some examples, along with sample answers, to give you an idea of how to approach them:

Problem-Solving Situational Questions

This question assesses your ability to tackle challenges and find effective solutions in real-life scenarios. Here are some examples:

1. How would you handle a situation where a project you were leading faced unexpected obstacles and was falling behind schedule?

Sample Answer:

“In such a situation, I would first gather my team to assess the obstacles and their impact on the project. I would encourage open communication, brainstorming potential solutions, and delegating tasks accordingly. I would also prioritize critical tasks, reassess timelines, and communicate updates to stakeholders to manage expectations effectively.”

2. Imagine you are presented with conflicting priorities from different departments. How would you handle this situation?

“When faced with conflicting priorities, I would seek clarification from both departments to fully understand their needs and the urgency behind their requests. I would then prioritize based on strategic goals, impact, and feasibility. If necessary, I would facilitate discussions to find a compromise or escalate the issue to higher management for resolution.”

3. How would you handle a dissatisfied client demanding immediate resolution to their problem?

“I would start by actively listening to the client’s concerns, empathizing with their frustration, and assuring them that I understand the urgency. I would then gather all the necessary information, involve the appropriate team members, and work swiftly to address the client’s issue. Throughout the process, I would maintain regular communication, provide updates, and ensure that the client feels heard and valued.”

4. What steps would you take to streamline a complex process that is causing inefficiencies within the team?

“To streamline a complex process, I would begin by mapping out the current workflow and identifying pain points. I would engage team members in brainstorming sessions to gather their insights and suggestions for improvement. Using that input, I would analyze the process, eliminate unnecessary steps, and introduce automation or technology solutions where applicable. Finally, I would document the revised process and conduct training to ensure smooth implementation.”

5. How would you handle a situation where you disagreed with a colleague’s approach to a project?

“If I disagreed with a colleague’s approach, I would initiate a constructive conversation to understand their perspective and share mine. I would focus on finding common ground and seeking a compromise that aligns with the project goals. If necessary, I would involve a neutral third party or escalate the issue to a supervisor for guidance. Ultimately, the goal would be to reach a resolution that benefits the project and maintains a positive working relationship.”

Decision-Making Situational Questions

This question evaluates your capacity to make sound decisions under pressure and with limited information. Some examples include:

6. You receive conflicting data from two reliable sources. How would you determine which information to trust and base your decision on?

“In such a scenario, I would carefully evaluate the credibility of both sources, considering factors such as their expertise, track record, and reputation. I would also assess the consistency and relevance of the data presented. If possible, I would seek additional information or opinions from other reliable sources. Ultimately, I would base my decision on the most reliable and relevant data available while acknowledging any potential risks or uncertainties.”

7. You have multiple urgent tasks to complete, but you can only realistically complete one within the given timeframe. How would you prioritize and decide which task to focus on?

“To prioritize tasks, I would first assess their impact on strategic goals and immediate deadlines. I would evaluate the potential consequences of not completing each task and consider any dependencies or stakeholders involved. If needed, I would communicate with relevant parties to gather additional information or negotiate realistic deadlines. Ultimately, I would prioritize the task that aligns most closely with organizational priorities and has the highest immediate impact.”

8. You are presented with two equally attractive job offers. How would you make the decision between them?

“When faced with multiple job offers , I would carefully assess and compare various factors such as compensation, growth opportunities, company culture , location, and alignment with my long-term career goals. I would weigh the pros and cons of each offer, considering the potential for learning and development, work-life balance, and overall job satisfaction. Ultimately, I would make a decision based on a combination of rational analysis and following my instincts.”

9. You discover a significant error in a report just before it is due to be presented to senior management. How would you handle this situation?

“In this scenario, I would first take immediate action to rectify the error by notifying the relevant team members and stakeholders involved. I would work diligently to correct the mistake, ensuring the accuracy of the report. Depending on the urgency and potential impact, I would consider informing senior management about the error, providing an explanation, and presenting an updated version of the report as soon as possible.”

10. You have to make a difficult decision that could potentially have negative consequences for some team members. How would you approach this situation?

“When facing tough decisions with potentially negative consequences, I would prioritize transparency and open communication. I would gather all the relevant facts and carefully consider the options available. I would then involve the affected team members, explain the rationale behind the decision, and offer support and guidance during the transition. It’s important to show empathy, be open to feedback, and provide opportunities for affected individuals to express their concerns.”

Teamwork Situational Questions

This category examines your aptitude for collaborating, communicating, and resolving conflicts within a team setting. 

11. Imagine you are part of a team where there is a lack of collaboration and conflict between members. How would you address this issue?

“To address a lack of collaboration and conflicts within a team, I would first foster open and honest communication. I would initiate team-building activities, encourage brainstorming sessions, and establish clear goals and expectations. I would also facilitate discussions to identify and address any underlying issues causing conflicts. By promoting a positive and inclusive team culture, I would emphasize the importance of mutual respect, active listening, and finding common ground.”

12. How would you handle a situation where a team member is consistently not meeting their deadlines and impacting the overall team performance?

“If a team member consistently fails to meet deadlines and negatively impacts team performance, I would address the issue proactively. I would have a one-on-one conversation to understand any underlying challenges they might be facing. I would offer support, provide necessary resources or training, and set clear expectations. If the problem persists, I would involve the team leader or supervisor to explore additional measures, such as performance improvement plans or realignment of responsibilities.”

13. You are assigned to work with a team member who has a different work style and communication approach from yours. How would you navigate this situation?

“When collaborating with someone who has a different work style and communication approach, I would focus on building rapport and understanding their perspective. I would actively listen to their ideas, share my own thoughts, and seek common ground for effective collaboration. I would adapt my communication style to ensure clarity and find a balance that respects both our approaches. By fostering open dialogue and embracing diversity, I believe we can leverage our differences to achieve better outcomes as a team.”

14. You notice a lack of enthusiasm and motivation within your team. How would you inspire and motivate them to improve their performance?

“To inspire and motivate a team experiencing a lack of enthusiasm, I would start by creating a positive and supportive work environment. I would acknowledge their efforts, celebrate their achievements, and provide constructive feedback. I would also involve the team in setting goals and allow them autonomy in decision-making when possible. Additionally, I would offer opportunities for growth and development, such as training or mentoring programs, to keep the team engaged and invested in their work.”

15. Imagine you are part of a team where conflicts arise due to diverse opinions. How would you promote collaboration and find common ground?

“In a team where conflicts arise due to diverse opinions, I would promote collaboration by facilitating open discussions and active listening. I would encourage team members to express their perspectives, emphasizing the importance of mutual respect and constructive feedback. I would work towards finding common ground by focusing on shared goals and values, identifying areas of agreement, and exploring creative solutions that address everyone’s concerns. By fostering a culture of inclusivity and collaboration, we can harness the power of diverse opinions to drive better outcomes.”

Leadership Situational Questions

Leadership situational questions assess your ability to lead and inspire others, make difficult decisions, and drive successful outcomes.

16. Describe a situation where you had to lead a team through a significant change or transition.

“In a previous role, our company underwent a major restructuring that involved merging two teams into one. I took on a leadership role and facilitated regular team meetings to address concerns, clarify expectations, and align everyone toward the new vision. I actively listened to team members’ feedback, provided guidance, and ensured open communication channels to ease the transition and maintain productivity.”

17. Tell me about a time when you had to motivate and inspire a team to achieve a challenging goal.

“In a previous project, we had an ambitious sales target to meet within a tight timeframe. I motivated the team by clearly communicating the importance of the goal, highlighting the potential rewards and benefits of achieving it. I broke down the goal into smaller milestones, recognized individual and team achievements, and provided regular feedback and support. By keeping the team engaged and motivated, we surpassed our sales target.”

18. Describe a situation where you had to make a tough decision that had a significant impact on your team. How did you handle it?

“In a previous role, we faced budget constraints that required reducing the team’s working hours. I gathered the team, explained the situation transparently, and shared the rationale behind the decision. I listened to their concerns, acknowledged the impact, and encouraged a brainstorming session to find creative solutions. Through open dialogue, we collaboratively developed a plan that minimized the impact on team morale and ensured the continued success of our projects.”

19. Tell me about a time when you had to provide constructive feedback to a team member to improve their performance.

“In a previous role, I noticed a team member struggling with meeting deadlines and producing quality work. I scheduled a private meeting to provide constructive feedback, highlighting specific areas for improvement and offering suggestions for development. I emphasized the importance of their growth, provided resources for support, and offered ongoing guidance. By providing regular feedback and establishing a growth-oriented mindset, the team member was able to make significant improvements.”

20. Describe a situation where you successfully resolved a conflict or disagreement within your team.

“In a previous role, two team members had conflicting opinions on an approach to a project. I initiated a meeting to encourage open communication and understanding between them. I listened actively to both sides, acknowledged their perspectives, and facilitated a respectful discussion to find common ground. By promoting compromise, focusing on the project’s objectives, and emphasizing the importance of teamwork, we were able to reach a consensus and move forward collaboratively.”

Tips for Answering Situational Interview Questions

When it comes to answering situational interview questions effectively, here are some valuable tips to keep in mind:

Understand The Situation

Take the time to fully comprehend the scenario presented in the question. Pay attention to important details, such as the context, individuals involved, and any constraints or challenges mentioned. This understanding will help you provide a more thoughtful and relevant response.

Follow the STAR Method

Structure your answers using the STAR method , which stands for Situation, Task, Action, and Result. Begin by describing the situation or challenge you faced, explain the specific task or goal, outline the actions you took to address the situation and conclude with the result or outcome achieved. This structured approach ensures clarity and provides a comprehensive response.

Be Specific

Avoid vague or general answers. Instead, provide specific examples and details from your past experiences to illustrate your thought process and actions. Employers value concrete examples that demonstrate your skills and abilities in action.

Also, don’t just provide the solution; explain the reasoning behind your approach. Walk the interviewer through your decision-making process, considering different factors, weighing pros and cons, and considering potential risks or implications. This demonstrates your critical thinking skills and how you approach complex situations.

Highlight Your Skills

Use situational interview questions as an opportunity to showcase your relevant skills and competencies. Whether it’s problem-solving, decision-making, teamwork, or leadership, emphasize how your abilities align with the situation described.

Focus on Problem-Solving and Decision-Making

Many situational questions assess your problem-solving and decision-making abilities . Emphasize your analytical thinking, logical reasoning, and your ability to evaluate options, weigh pros and cons, and make sound judgments. Provide insights into how you would gather information, analyze alternatives, and arrive at the best course of action.

Communicate Effectively

Clearly articulate your thoughts, ideas, and rationale throughout your response. Practice active listening, ask clarifying questions if needed, and ensure your answers are concise and coherent. Effective communication skills are highly valued in the workplace, and this is an opportunity to showcase them.

Consider Company Values and Culture

Tailor your responses to align with the company’s values and culture. Research the organization beforehand to understand their mission, vision, and core principles. Incorporate these elements into your answers to demonstrate your fit within the company and your ability to align with their goals.

Stay Positive and Professional

Maintain a positive and professional demeanor throughout your responses. Even if the scenario presented is challenging or involves conflicts, focus on your ability to handle the situation constructively, collaborate with others, and achieve positive outcomes. Employers seek candidates who can navigate difficult situations with grace and professionalism.

Practice, Practice, Practice

Before the interview, review common situational interview questions and prepare your responses. Practice answering these questions with a friend or family member, and consider recording yourself to evaluate your delivery, clarity, and confidence. The more you practice, the more comfortable and prepared you will be during the actual interview. You can also try LinkedIn’s Interview Prep tool to receive quick, AI-generated feedback.

Reflect and Learn

After the interview, take the opportunity to reflect on your answers. Consider areas where you could improve or provide more comprehensive responses. Use the experience as a learning opportunity to enhance your skills and readiness for future interviews.

Mastering situational interview questions is a valuable skill that will set you apart in the competitive job market. By understanding the purpose of these questions, familiarizing yourself with different types, and practicing your responses, you should be able to confidently navigate any scenario presented to you during an interview.

Interview resources

  • How to Prepare for a Job Interview in 2023
  • How to Sell Yourself in an Interview: 12 Tactics
  • How to Stand Out in an Interview: 10 Expert Ideas

Kris-Anita Enyinnaya

About the Author

Read more articles by Kris-Anita Enyinnaya

Continue Reading

15 Most Common Pharmacist Interview Questions and Answers

15 most common paralegal interview questions and answers, top 30+ funny interview questions and answers, 60 hardest interview questions and answers, 100+ best ice breaker questions to ask candidates, 15 most common physical therapist interview questions and answers, 15 most common project manager interview questions and answers, create a professional resume for free.

No-sign up or payment required.

Learn more

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

Request a demo

  • For Individuals

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

  • BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

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

Understand Yourself Better:

Big 5 Personality Test

Find my Coach

Jump to section

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

How to answer problem-solving questions

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

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

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

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

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

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

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

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

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

Critical thinking

Communication

Dependability

Behavioral competency

Soft skills

Decision-making

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

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

(D2C) BetterUp Blog - improve influence_half size_v1

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

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

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

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

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

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

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

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

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

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

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

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

Man-talking-confidently-at-job-interview-problem-solving-questions

2. How would you manage a frustrated client?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Man-presenting-something-at-work-in-front-of-people-problem-solving-questions

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

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

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

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

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

Woman-talking-at-remote-job-interview-problem-solving-questions

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

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

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

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

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

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

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

Woman-shaking-hand-of-interviewer-at-office-problem-solving-questions

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

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

(D2C) BetterUp Blog - supercharge career_full size_v2

Elizabeth Perry

Content Marketing Manager, ACC

9 jobs you can get with an economics degree

How to tell your boss you’re quitting without burning a bridge, the best jobs for introverts and how to find your path, 10 interview skills, techniques and examples to land your dream job, the 9 types of interviews you should know about, 6 tips on how to answer promotion interview questions, 6 job training programs that will lead to a career you love, breathe in, breathe out: 15 tips to prepare for an interview, answer “how do you define success” like a pro, similar articles, 10 problem-solving strategies to turn challenges on their head, how to ace your second interview questions, ultra-motivated, but exhausted workers are more common than you think—here’s what to do about it, 31 examples of problem solving performance review phrases, how to answer “what motivates you” in a job interview, how to prepare for a new job and set yourself up for success, 30 star interview method questions to prepare for, answer “what’s your greatest accomplishment” with ease, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

  • Platform Overview
  • Integrations
  • Powered by AI
  • BetterUp Lead
  • BetterUp Manage™
  • BetterUp Care™
  • Sales Performance
  • Diversity & Inclusion
  • Case Studies
  • Why BetterUp?
  • Career Coaching
  • Communication Coaching
  • Life Coaching
  • News and Press
  • Leadership Team
  • Become a BetterUp Coach
  • BetterUp Labs
  • Center for Purpose & Performance
  • What is coaching?
  • Leadership Training
  • Business Coaching
  • Contact Support
  • Contact Sales
  • Privacy Policy
  • Acceptable Use Policy
  • Trust & Security
  • Cookie Preferences

Cart

  • SUGGESTED TOPICS
  • The Magazine
  • Newsletters
  • Managing Yourself
  • Managing Teams
  • Work-life Balance
  • The Big Idea
  • Data & Visuals
  • Reading Lists
  • Case Selections
  • HBR Learning
  • Topic Feeds
  • Account Settings
  • Email Preferences

5 Ways to Prepare for Situational Interview Questions

  • Marlo Lyons

situation problem solving questions

Tactical advice to help you nail common prompts.

When interviewing for a new job, anticipating and preparing answers in writing to the most common situational questions — such as how you solved a big problem, aligned stakeholders on a project, influenced someone to think a different way, worked with difficult personalities, or met a tight deadline — will ensure your answers are crisp and clear. Knowing exactly how you will approach common situational questions will help you stay calm and focused on highlighting how your unique strengths and experience make you the perfect candidate for the job. The author presents five strategies for answering situational interview questions with confidence.

Gone are the days when interviewers merely probed job candidates about their strengths and weaknesses. Today, recruiters and hiring managers are keen on assessing how candidates think and solve problems relevant to the job. To evaluate a candidate’s capabilities, “situational” or “behavioral” interview questions are commonly asked, beginning with prompts such as, “Can you tell me about a time when…” or “What would you do if…?”

  • Marlo Lyons is a career, executive, and team coach, as well as the award-winning author of Wanted – A New Career: The Definitive Playbook for Transitioning to a New Career or Finding Your Dream Job . You can reach her at marlolyonscoaching.com .

Partner Center

8 Problem-Solving Interview Questions You Should Ask

Juste Semetaite

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. 

People with strong problem solving skills will structure their answers, for example, using the STAR method.

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.

questions can take many different forms, but they all share a common goal: to evaluate an individual's problem-solving skills in a specific context

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 ?

30 Behavioral Interview Questions to Ask Candidates (With Answers)

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.

situation problem solving questions

8 Examples of Common Problem-Solving Interview Questions and Answers

Problem solving is one of many key interpersonal skills that a peer interview question can assess during a job interview.

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.

Strong problem solving answers will showcase a candidate's past experience.

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.

20 Steal-worthy Interview Questions for Managers

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.

situation problem solving questions

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

Structured Interview vs. Unstructured Interview: Differences Explained Simply

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.

problem solving skills test

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 Semetaite

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

20 Key Qualities of a Good Employee & How to Test Them

20 Key Qualities of a Good Employee & How to Test Them

Toggl Blog, Read articles by Elena Prokopets

18 Great Questions to Ask in a Peer Interview

Toggl Blog, Read articles by Juste Semetaite

Soft Skills Assessment: 7 Soft Skills Every Recruiter Should Test

Take a peek at our most popular categories:

InterviewPrep

Top 20 Problem Solving Interview Questions & Answers

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

situation problem solving questions

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

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

Common Problem Solving Interview Questions

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

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

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

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

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

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

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

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

Example: “ null”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Top 20 Cleaning Interview Questions & Answers

Top 20 analytical interview questions & answers, you may also be interested in..., top 20 environment interview questions & answers, top 20 creative thinking interview questions & answers, top 20 profit and loss management interview questions & answers, top 20 active listening interview questions & answers.

  • Why Workstream

Book a demo

Team Operations

team-comminucation

Team Communications

handshake

Payroll NEW

Source, screen, and interview applicants faster.

sourcing

Automate and digitize onboarding paperwork.

planning

Automate and digitize your back-office operations.

records

Keep applicants and workers engaged and informed.

message-group

Know how your workers really feel with engagement surveys.

g1077

Optimize your job descriptions, applicant communications, and more.

WS-assistant

Payroll overview

Pay your employees with less stress.

g609

  • Check out our integrations

Solutions for

  • Restaurants
  • Hospitality
  • Manufacturing
  • Warehousing

Featured Reads

For our customers: product roadmap sneak peek.

  • Docs & Help Center

Free HR Resources

Discover how your pay practices stack up against other regions, positions, and industries. , top 10 problem solving interview questions, get free resources to help you hire, engage, and retain your hourly workforce, get the latest with workstream.

Always stay current with hiring news by subscribing to our email updates

Problem solving interview questions are an essential part of the hiring process. They help to assess a candidate's ability to think critically and solve complex problems. Every hiring manager should use the top 10 problem solving interview questions to get a better understanding of the candidate's skills and abilities.

The top 10 problem solving interview questions are:

1. Describe a time when you had to solve a difficult problem.

2. How do you approach a problem when you don't know the solution?

3. What strategies do you use to stay organized when solving a problem?

4. How do you handle a situation when you don't have enough information to solve a problem?

5. What techniques do you use to break down a complex problem into smaller, more manageable parts?

6. How do you handle a situation when you are presented with multiple solutions to a problem?

7. How do you handle a situation when you are presented with conflicting solutions to a problem?

8. How do you handle a situation when you are presented with a problem that has no obvious solution?

9. How do you handle a situation when you are presented with a problem that has multiple solutions?

10. How do you handle a situation when you are presented with a problem that has multiple stakeholders?

Problem solving interview questions are important because they help to assess a candidate's ability to think critically and solve complex problems. They also help to identify a candidate's problem-solving skills, such as their ability to break down a complex problem into smaller, more manageable parts, and their ability to identify and evaluate multiple solutions to a problem.

When conducting a problem solving interview, it is important to look for a candidate's ability to think critically and solve complex problems. It is also important to look for a candidate's ability to break down a complex problem into smaller, more manageable parts, and their ability to identify and evaluate multiple solutions to a problem.

When conducting a problem solving interview, there are some things that you should not say. You should not ask questions that are too general or too specific. You should also avoid asking questions that are too easy or too difficult. Additionally, you should avoid asking questions that are too personal or too intrusive.

The ideal problem solving interview should be structured and organized. It should begin with an introduction of the candidate and the position they are applying for. The interviewer should then ask the candidate questions that are relevant to the position and the candidate's skills and abilities. The interviewer should also provide the candidate with enough time to answer the questions and provide examples of their problem-solving skills.

Finally, the interviewer should provide the candidate with feedback on their answers and ask follow-up questions to gain a better understanding of the candidate's problem-solving skills. The interviewer should also provide the candidate with an opportunity to ask questions and provide additional information about their skills and abilities.

In conclusion, problem solving interview questions are an essential part of the hiring process. They help to assess a candidate's ability to think critically and solve complex problems. Every hiring manager should use the top 10 problem solving interview questions to get a better understanding of the candidate's skills and abilities. When conducting a problem solving interview, it is important to look for a candidate's ability to think critically and solve complex problems. Additionally, the ideal problem solving interview should be structured and organized, and the interviewer should provide the candidate with feedback on their answers and ask follow-up questions.

Subscribe to our newsletter

Become a hiring and onboarding expert.

Cover1

Best job posting examples

Cover2

Jeff Weinstein shares tips for hiring and retaining deskless workers

Cover3

Checking the box on hiring and retention

More resources, other interview questions.

Top interview questions for a Cook

Top interview questions for a Cashier

Top interview questions for a Dishwasher

Top interview questions for a Kitchen Manager

RELATED HOURLY WAGES

Hourly wages in Arizona

Hourly wages in California

Hourly wages in Florida

Hourly wages in Utah

Hourly wages in Texas

OTHER RESOURCES

Post a job in City

Job description for hourly workers

Hire restaurant workers

We’re here to help!

A Workstream hiring specialist can help you identify high impact ways to improve your applicant experience, and even help you determine what is a good hourly wage for your location and business.

Book a Demo

Read our research on: Immigration & Migration | Podcasts | Election 2024

Regions & Countries

How americans view the situation at the u.s.-mexico border, its causes and consequences, 80% say the u.s. government is doing a bad job handling the migrant influx.

situation problem solving questions

Pew Research Center conducted this study to understand the public’s views about the large number of migrants seeking to enter the U.S. at the border with Mexico. For this analysis, we surveyed 5,140 adults from Jan. 16-21, 2024. Everyone who took part in this survey is a member of the Center’s American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories. Read more about the ATP’s methodology .

Here are the questions used for the report and its methodology .

The growing number of migrants seeking entry into the United States at its border with Mexico has strained government resources, divided Congress and emerged as a contentious issue in the 2024 presidential campaign .

Chart shows Why do Americans think there is an influx of migrants to the United States?

Americans overwhelmingly fault the government for how it has handled the migrant situation. Beyond that, however, there are deep differences – over why the migrants are coming to the U.S., proposals for addressing the situation, and even whether it should be described as a “crisis.”

Factors behind the migrant influx

Economic factors – either poor conditions in migrants’ home countries or better economic opportunities in the United States – are widely viewed as major reasons for the migrant influx.

About seven-in-ten Americans (71%), including majorities in both parties, cite better economic opportunities in the U.S. as a major reason.

There are wider partisan differences over other factors.

About two-thirds of Americans (65%) say violence in migrants’ home countries is a major reason for why a large number of immigrants have come to the border.

Democrats and Democratic-leaning independents are 30 percentage points more likely than Republicans and Republican leaners to cite this as a major reason (79% vs. 49%).

By contrast, 76% of Republicans say the belief that U.S. immigration policies will make it easy to stay in the country once they arrive is a major factor. About half as many Democrats (39%) say the same.

For more on Americans’ views of these and other reasons, visit Chapter 2.

How serious is the situation at the border?

A sizable majority of Americans (78%) say the large number of migrants seeking to enter this country at the U.S.-Mexico border is eithera crisis (45%) or a major problem (32%), according to the Pew Research Center survey, conducted Jan. 16-21, 2024, among 5,140 adults.

Related: Migrant encounters at the U.S.-Mexico border hit a record high at the end of 2023 .

Chart shows Border situation viewed as a ‘crisis’ by most Republicans; Democrats are more likely to call it a ‘problem’

  • Republicans are much more likely than Democrats to describe the situation as a “crisis”: 70% of Republicans say this, compared with just 22% of Democrats.
  • Democrats mostly view the situation as a major problem (44%) or minor problem (26%) for the U.S. Very few Democrats (7%) say it is not a problem.

In an open-ended question , respondents voice their concerns about the migrant influx. They point to numerous issues, including worries about how the migrants are cared for and general problems with the immigration system.

Yet two concerns come up most frequently:

  • 22% point to the economic burdens associated with the migrant influx, including the strains migrants place on social services and other government resources.
  • 22% also cite security concerns. Many of these responses focus on crime (10%), terrorism (10%) and drugs (3%).

When asked specifically about the impact of the migrant influx on crime in the United States, a majority of Americans (57%) say the large number of migrants seeking to enter the country leads to more crime. Fewer (39%) say this does not have much of an impact on crime in this country.

Republicans (85%) overwhelmingly say the migrant surge leads to increased crime in the U.S. A far smaller share of Democrats (31%) say the same; 63% of Democrats instead say it does not have much of an impact.

Government widely criticized for its handling of migrant influx

For the past several years, the federal government has gotten low ratings for its handling of the situation at the U.S.-Mexico border. (Note: The wording of this question has been modified modestly to reflect circumstances at the time).

Chart shows Only about a quarter of Democrats and even fewer Republicans say the government has done a good job dealing with large number of migrants at the border

However, the current ratings are extraordinarily low.

Just 18% say the U.S. government is doing a good job dealing with the large number of migrants at the border, while 80% say it is doing a bad job, including 45% who say it is doing a very bad job.

  • Republicans’ views are overwhelmingly negative (89% say it’s doing a bad job), as they have been since Joe Biden became president.
  • 73% of Democrats also give the government negative ratings, the highest share recorded during Biden’s presidency.

For more on Americans’ evaluations of the situation, visit Chapter 1 .

Which policies could improve the border situation?

There is no single policy proposal, among the nine included on the survey, that majorities of both Republicans and Democrats say would improve the situation at the U.S.-Mexico border. There are areas of relative agreement, however.

A 60% majority of Americans say that increasing the number of immigration judges and staff in order to make decisions on asylum more quickly would make the situation better. Only 11% say it would make things worse, while 14% think it would not make much difference.

Nearly as many (56%) say creating more opportunities for people to legally immigrate to the U.S. would make the situation better.

Chart shows Most Democrats and nearly half of Republicans say boosting resources for quicker decisions on asylum cases would improve situation at Mexico border

Majorities of Democrats say each of these proposals would make the border situation better.

Republicans are less positive than are Democrats; still, about 40% or more of Republicans say each would improve the situation, while far fewer say they would make things worse.

Opinions on other proposals are more polarized. For example, a 56% majority of Democrats say that adding resources to provide safe and sanitary conditions for migrants arriving in the U.S. would be a positive step forward.

Republicans not only are far less likely than Democrats to view this proposal positively, but far more say it would make the situation worse (43%) than better (17%).

Chart shows Wide partisan gaps in views of expanding border wall, providing ‘safe and sanitary conditions’ for migrants

Building or expanding a wall along the U.S.-Mexico border was among the most divisive policies of Donald Trump’s presidency. In 2019, 82% of Republicans favored expanding the border wall , compared with just 6% of Democrats.

Today, 72% of Republicans say substantially expanding the wall along the U.S. border with Mexico would make the situation better. Just 15% of Democrats concur, with most saying either it would not make much of a difference (47%) or it would make things worse (24%).

For more on Americans’ reactions to policy proposals, visit Chapter 3 .

Facts are more important than ever

In times of uncertainty, good decisions demand good data. Please support our research with a financial contribution.

Report Materials

Table of contents, fast facts on how greeks see migrants as greece-turkey border crisis deepens, americans’ immigration policy priorities: divisions between – and within – the two parties, from the archives: in ’60s, americans gave thumbs-up to immigration law that changed the nation, around the world, more say immigrants are a strength than a burden, latinos have become less likely to say there are too many immigrants in u.s., most popular.

About Pew Research Center Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of The Pew Charitable Trusts .

IMAGES

  1. 10 Problem Solving Skills Examples: How To Improve

    situation problem solving questions

  2. Problem Solving Activity

    situation problem solving questions

  3. Introduction to Problem Solving Skills

    situation problem solving questions

  4. Questions to Help Kids Solve Problems (Infographic)

    situation problem solving questions

  5. Problem Solving Strategies [EFFECTIVE STRATEGIES] SmallBusinessify.com

    situation problem solving questions

  6. Steps to Improve Problem Solving Skills in Customer Service

    situation problem solving questions

COMMENTS

  1. Top 50 Situational Interview Questions And Answers (Examples Included)

    Whereas traditional questions can have easily memorized answers and behavioral questions rely on experiences you've already had, situational questions demand that the interviewee utilize their analytical and problem-solving skills. By giving a job seeker a hypothetical situation, the interviewer wants to see how they will react in the moment ...

  2. 8 Common Problem-Solving Interview Questions and Answers

    These problem-solving questions will vary across industries but are typically focused on your experiences analyzing a problem or situation and responding to it in a logical and effective manner. ... This is a situational problem-solving interview question that helps the employer determine what steps you take during the research phase of the ...

  3. 31 Situational Interview Questions (With Example Answers)

    Situational interview questions focus on how you'll handle real-life scenarios you may encounter in the workplace and how you've handled similar situations in previous roles. Asking these questions helps employers better understand your thought process and assess your problem-solving, self-management and communication skills.

  4. Problem-Solving Interview Questions: How-to + Examples

    Situational problem-solving questions. Situational problem-solving questions put you in a hypothetical situation, present a problem, and ask for your opinion/solution. Even if you haven't encountered a similar situation in the past, it will help you to draw parallels from your experience to create answers to these questions.

  5. 10 Proven Problem-solving Interview Questions [+Answers]

    Problem-solving interview questions show how candidates: Approach complex issues. Analyze data to understand the root of the problem. Perform under stressful and unexpected situations. React when their beliefs are challenged. Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for ...

  6. 26 Good Examples of Problem Solving (Interview Answers)

    When you answer interview questions about problem solving scenarios, or if you decide to demonstrate your problem solving skills in a cover letter (which is a good idea any time the job description mention problem solving as a necessary skill), I recommend using the STAR method to tell your story. STAR stands for: Situation; Task; Action; Result

  7. 15 Common Problem-Solving Interview Questions

    Here are a few examples of technical problem-solving questions: 1. Mini-Max Sum. This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow.

  8. 15 Situational Interview Questions and How To Answer Them ...

    Notice how both questions ask about the same topics. Both give you the chance to explain your communication, problem-solving, and leadership skills. The situational question allows your answer to be open-ended, but the behavioral question will demand that you bring up specific details about the event and the actual outcome of what happened.

  9. Situational Interview Questions: Definition + How to Prepare

    Hiring managers use situational interview questions to ask potential employees to describe how they would face a common workplace challenge, such as being paired with a difficult co-worker or dealing with an unhappy customer. Though some might find them daunting, situational interview questions can offer job seekers a valuable opportunity to ...

  10. 37 Situational Interview Questions (With Example Answers)

    Problem-solving situational interview question example answer. During my time as an administrative assistant, I noticed that we were ordering printer paper at an unusually high rate. I knew we had plenty hidden in the storage closet, so I rearranged it so that we could easily see where it was.

  11. Top 20 Situational Interview Questions

    Whether it's problem-solving, decision-making, teamwork, or leadership, emphasize how your abilities align with the situation described. Focus on Problem-Solving and Decision-Making. Many situational questions assess your problem-solving and decision-making abilities. Emphasize your analytical thinking, logical reasoning, and your ability to ...

  12. 20+ Top Situational Interview Questions and Answers

    Next on our list of situations questions and answers: confidence. 20. Tell me about your proudest professional accomplishment. right. I made an educational video for a consultant that brought in over $1 million in revenue. wrong. I made an educational video for a consultant that brought in over $1 million in revenue.

  13. 5 problem-solving questions to prepare you for your next interview

    Common problem-solving questions and answers. Every job requires problem-solving on some level, so you can expect at least one job interview question to ask about those skills. Here are a few common problem-solving interview questions to practice: 1. Give us an example of when you faced an unexpected challenge at work.

  14. 5 Ways to Prepare for Situational Interview Questions

    Summary. When interviewing for a new job, anticipating and preparing answers in writing to the most common situational questions — such as how you solved a big problem, aligned stakeholders on a ...

  15. 25 Problem Solving Interview Questions & Answers

    Practice 25 Problem Solving Interview Questions. Written by professional interviewers with 175 answer examples and 10 community answer examples. MockQuestions. Go. Careers. ... My memory and years in the industry have exposed me to many types of situations and problems, so I feel I have a vast amount of experience to draw from, allowing me to ...

  16. 8 Problem-Solving Interview Questions You Should Ask

    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 ...

  17. 10 Problem-Solving Interview Questions (With Example Answers)

    Learn what problem-solving questions are and review 10 commonly asked problem-solving interview questions and example answers to impress hiring managers. ... Provide an example of when you weren't able to meet a requested deadline and explain how you fixed the situation. Interviewers may ask this question to identify your approach to failure ...

  18. How To Use the STAR Interview Response Technique

    The STAR interview method is a technique you can use to prepare for behavioral and situational interview questions. STAR stands for situation, task, action and result. ... most behavioral interviews will focus on various work-related challenges that demonstrate critical thinking and problem-solving, and situations that showcase leadership ...

  19. Top 20 Problem Solving Skills Interview Questions & Answers

    Common Problem Solving Skills Interview Questions. 1. Describe a situation where you had to solve a problem with no obvious solution. Having strong problem-solving skills is crucial in many job roles, particularly in positions where unexpected challenges are common.

  20. Top 15 Problem Solving Interview Questions and Answers

    To answer this question effectively: Set the Scene: Provide context and background information about the situation. Explain the Challenge: Clearly outline the problem you faced. Describe Your Actions: Detail the steps you took to address the problem. Highlight the Outcome: Share the positive results of your efforts.

  21. 8 common problem-solving interview questions to understand

    Interviewers ask problem-solving questions because they demonstrate if you can cope with challenges. Questions like this reveal whether you're a proactive person and actively look for ways to contribute to a team. It can also help interviewers assess if you're a good fit for a role. Related: Problem-solving skills: definitions and examples.

  22. Top 20 Problem Solving Interview Questions & Answers

    8. Detail how you've handled a scenario where team members disagreed on the solution to a problem. Navigating team disagreements can reflect deeper dynamics such as power struggles, communication breakdowns, or diverse perspectives. This question helps understand how a candidate resolves conflicts and builds consensus.

  23. 10 Problem-Solving Interview Questions [Updated 2023]

    What to look for in an answer: Previous relevant experience. Ability to communicate learned lessons. Effectiveness in handling stressful work. Example: "While working at my previous technology position for a cloud services firm, our entire data backup platform for customers was extremely buggy.

  24. Top 10 Problem Solving Interview Questions

    The ideal problem solving interview should be structured and organized. It should begin with an introduction of the candidate and the position they are applying for. The interviewer should then ask the candidate questions that are relevant to the position and the candidate's skills and abilities. The interviewer should also provide the ...

  25. The U.S.-Mexico Border: How Americans View the Situation, Its Causes

    Democrats mostly view the situation as a major problem (44%) or minor problem (26%) for the U.S. Very few Democrats (7%) say it is not a problem. In an open-ended question, respondents voice their concerns about the migrant influx. They point to numerous issues, including worries about how the migrants are cared for and general problems with ...

  26. 'A nightmare': Special counsel's assessment of Biden's mental fitness

    Polling has long shown that age looms as Biden's greatest liability in his expected rematch with Trump. A January poll by NBC News found that 76% of voters have major or moderate concerns about ...

  27. Could Bills Cut CB Tre'Davious White?

    They love the player and want White to get healthy before making a decision. But they may run out of time for him to do so before his $1.5 million roster bonus is due a few days into the new ...