The best way to uncover problem-solving skills in an interview

Hiring managers today recognize that problem-solving skills are among the most critical attributes a candidate can bring to the workplace. In an environment of constant change and complex challenges, employees who can analyze issues, think creatively, and implement effective solutions are able to drive innovation, efficiency, and long-term organizational success.

Here we share why it’s important to uncover problem-solving skills, interview questions that focus on this skill, and what to look for in a candidate’s answers.

The importance of evaluating problem-solving skills

• Predicts job performance: Problem-solving ability is a strong predictor of how well an employee will perform, especially in roles that require autonomy and creative thinking.
• Reduces hiring risks: Candidates who lack these skills may struggle to adapt, leading to costly hiring mistakes.
• Ensures cultural fit: Organizations that value innovation and continuous improvement need employees who can contribute to that culture by tackling challenges proactively.
• Fosters long-term success: Strong problem-solvers often become future leaders, identifying opportunities and driving organizational growth.

Interview questions that can uncover problem-solving skills

To accurately assess these abilities, you should use a mix of behavioral and situational interview questions. Here are some effective examples:

1. “Describe a challenging problem you encountered and the steps you took to resolve it.”
2. “Tell me about a time when you had to think creatively to solve a problem.”
3. “How do you approach solving everyday challenges in your role?”
4. “Share an example of a time when you identified a problem before it became critical.”
5. “Describe a situation where you had to work with a difficult team member to resolve an issue.”
6. “How do you handle situations where you don’t have enough information to make an informed decision?”
7. “Share an example of a time when you had to make a critical decision under time pressure.”

These questions encourage candidates to share real-life examples, revealing their thought processes, adaptability, and collaboration skills.

What to look for in candidate responses

When evaluating answers, hiring managers should focus on:

• Structured thinking: Look for candidates who use frameworks like STAR (Situation, Task, Action, Result) to organize their responses, demonstrating clarity in how they approach and resolve problems.
• Initiative and ownership: Strong candidates take responsibility for identifying and addressing issues on their own, rather than waiting for direction.
• Collaboration: Effective problem-solving often involves teamwork. Candidates should show how they worked with others, sought input, and communicated solutions.
• Creativity and innovation: Seek examples where candidates thought outside the box or implemented novel solutions, especially when faced with constraints or limited resources.
• Resilience and adaptability: The best answers reveal a can-do attitude, persistence in overcoming obstacles, and the ability to learn from setbacks.
• Results orientation: Look for quantifiable outcomes or clear improvements resulting from the candidate’s actions, such as cost savings, process improvements, or enhanced team performance.
• Reflection and learning: Top candidates can articulate what they learned from their experiences and how they applied those lessons to future challenges.

Red flags in responses

• Vague or generic answers: Candidates who cannot provide specific examples may lack real-world problem-solving experience.
• Blame-shifting: Avoid candidates who blame others or external circumstances without acknowledging their own role or learning.
• Lack of collaboration: Answers that focus solely on individual action, without mention of teamwork, may indicate poor interpersonal skills.
• Failure to reflect: If a candidate cannot articulate lessons they’ve learned or improvements they’ve made, they may lack self-awareness or a growth mindset.

Beyond the interview: practical assessments

In addition to interview questions, consider using:

• Case studies or simulations: Present a real-world scenario relevant to the role and ask the candidate to walk through their approach.
• Aptitude and critical thinking tests: Objective assessments can measure logical reasoning and decision-making under pressure.
• Group exercises: Observe how candidates collaborate and contribute to solving a problem as part of a team.

Evaluating problem-solving skills in interviews is essential for hiring managers seeking employees who can thrive in dynamic environments. By asking targeted questions and analyzing responses for structured thinking, initiative, collaboration, and results, organizations can identify top performers who will drive innovation and long-term success.

Before you can start thinking about interviewing candidates, you need to find them first. For more than 20 years, Addison Group has understood that great teams start with great people. We connect top candidates with innovative companies to drive your business goals. Let’s talk about how we can help fill your contract roles with specialized talent.