problem solving assessment seclore

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Hey there geeks!

In this article, I am going to discuss the round by round selection process for Seclore. The role offered by the company was ‘Trainee Product Engineer’.

About Seclore: Seclore Technology is a Mumbai-based security software company incubated by the Indian Institute of Technology (IIT) in Bombay. According to Seclore’s corporate website, its security solutions focus on information usage control, information rights management (IRM) and secure outsourcing.

They are global leaders in the Data-Centric Security space. Right from protecting nuclear submarine designs to new drug formulations to customer data of Fortune 100 organizations — they guard every kind of confidential information.

About responsibilities (as mentioned in the document shared by the company)

• You will be part of the core product development team that is responsible for building different components of the Seclore products.
• You will be responsible for designing, coding, reviewing, testing, bug-fixing different modules of the software product that needs to work seamlessly across different customer environments.
• We are looking for a coding enthusiast who loves working with code and developing software systems.
• This is an excellent opportunity for young passionate developers to start their career on a strong platform with a world-class product development experience and deep understanding into various cutting-edge technologies J2EE / Encryption / XML / LDAP/Databases/ Internationalization etc.
• Objective Aptitude Test
• Programming Test
• 1st level technical interview
• Final Technical Interview

Round 1: Objective Aptitude Test

Duration: 30 mins

There will be 16 multiple choice questions and it is based on basic maths and logic. For every correct answer, you get +1 and for every wrong answer, -0.5 will be deducted from your total score. Note that the camera should be on throughout the test and navigating away from the test screen will shut your test.

Round 2: Programming Test

Duration: 60 minutes

This round was quite different from what usually coding rounds look like. They had given a Binary Search Tree code with various common functions like inserting, deleting, searching node, etc. Also, there were various anonymous non-common functions whose working we had to understand and write about on the answer sheet. There were 5 such questions. Some of the anonymous functions I remember are as follows:  

• Calculate the sum of leaf nodes of a particular root node.
• Counting depth of the binary tree in reverse order.
• Function related to swapping/rotating tree.
• Apply swapping of right and left subtree recursively.
• Finding the path of nodes whose sum equals the input number.

Round 3: 1st level technical interview

The main focus of the interview was on the resume, puzzles, and projects.  

• The interviewer asked me to explain one of my major projects. Apart from the basic questions about the project, he went into detail about every aspect of the project like load balancing, ngnix, hosting, tech stack, etc. This completely depends on your project and what you say about it. The only advice for project-related questions is to know your project in great detail.
• The interviewer gave me various puzzles where I think the main motive was not to test if I get the answers, but was to understand how the candidate approaches a problem and the thought process behind every approach.

Round 4: Final Technical Interview

This is similar to Round 3 with the difference that the interviewer is was among the top people of the company. In my case, it was the Vice President of the company. Along with a lot of technical questions, significant emphasis was given to internships. The interviewer also asked questions to know my understanding of business and what kind of person I am as a whole. Note that there were no direct data structures and algorithms questions asked during this interview but I had to use DSA to solve the puzzles.

VERDICT: SELECTED

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15 Common Problem-Solving Interview Questions

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place. 

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively. 

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

• Problem solving lies at the heart of programming. 
• Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
• STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
• Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture. 

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

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. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search 

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions 

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

2. Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving. 

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took. 

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it? 

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters. 

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome. 

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome. 

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

• Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances. 
• Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
• Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
• Result : Wrap it up by stating the outcome achieved. 

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

• Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
• Obstacle: State the challenge or problem you faced.
• Action: Detail carefully how you went about overcoming this obstacle.
• Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process? 

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.  

• Point : State the solution in plain terms. 
• Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
• Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
• Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions 

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture. 

Here are some tips to do so:

• Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.  
• Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?” 
• Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
• If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?” 
• Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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Handbook of Research on Educational Communications and Technology pp 269–288 Cite as

Assessing Problem Solving

• David H. Jonassen Ed.D. 5  
• First Online: 01 January 2013

30k Accesses

2 Citations

Methods for assessing problem-solving learning outcomes vary with the nature of the ­problem. For simpler well-structured problems, answer correctness and process may be used along with assessments of comprehension of problem schemas, including problem classification, text editing, and analogical comparisons. For more complex and ill-­structured problems that have no convergent answers, solution criteria, or solution methods, problem solving may be assessed by constructing and applying solution rubrics to assess mental simulations (scenarios), arguments in support of solutions, and student-constructed ­problems. Problem solving processes are normally assessed by coding schemes. In addition to assessing problem solutions, assessments of critical cognitive skills, including causal reasoning and student models, may be used to infer problem-solving skills.

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Jonassen, D.H. (2014). Assessing Problem Solving. In: Spector, J., Merrill, M., Elen, J., Bishop, M. (eds) Handbook of Research on Educational Communications and Technology. Springer, New York, NY. https://doi.org/10.1007/978-1-4614-3185-5_22

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Seclored: The Data Security News Blog

5 significant reasons to use seclore to enhance security in your microsoft 365 subscription.

• Nov 13, 2020

Most likely, you are already using Microsoft 365 or have plans to migrate to Microsoft 365. Microsoft has a strong pedigree of top-tier offerings in office productivity tools that users are familiar with and comfortable using. Included in Microsoft 365 is also security. However, Microsoft is not necessarily a security-focused company. For highly regulated organizations or where the risk of losing mission-critical data would be grave, Seclore provides you confidence in your data protection.  Here are five areas of risk and how Seclore can enhance your data protection in Microsoft 365.

• NO Unauthorized Internal Sharing

In a recent survey, 37% of respondents said they were willing to share information with an unauthorized person, and in many cases, so they could get their job done. Unauthorized internal sharing is a common situation and undermines the security of sensitive data.

Microsoft 365 applications like SharePoint Online, OneDrive for Business, and MS Teams are extensively used for internal collaboration. Seclore Rights Management integrates with Microsoft 365 to help organizations protect sensitive data shared internally between users and user groups by deriving permissions from SharePoint Online or adding predefined permission policies to documents.  When a document is added to the Microsoft 365 document repository, persistent, granular usage controls are applied to the document. User access to these documents is controlled by SharePoint Online permissions or through predefined, organization-wide security policies. If permissions are changed in SharePoint Online, they are automatically updated on the protected file, whether in SharePoint or on a downloaded document. SharePoint Online with Seclore ensures that only authorized users can access sensitive content.

Watch how Seclore automatically adds security permission in Seclore for M365 demo .

• COMPLETE Application Data Security

The 2020 mass migration to remote working has expedited the adoption of Cloud Platforms like Microsoft 365.  Organizations are now storing and managing critical information on the Microsoft cloud. They also trust Microsoft security in applications like SharePoint Online and MS Teams when the documents are in the cloud. However, as soon as sensitive data leaves the application, all protections are lost, increasing the risk of chasing your sensitive data from third parties, unauthorized internal users, bad actors, or stored on personal devices.

Seclore for Microsoft 365 ensures that documents leaving the platform through applications like SharePoint Online, OneDrive for Business, and MS Teams remain protected. Seclore adds data protection through a policy federation framework where the policies defined in SharePoint Online continue to be enforced even after the document is downloaded, emailed, or extracted.

Download Seclore for M365 datasheet .

• COMPLETE IP Protection

With remote collaboration, work from home, and BYOD on the rise, many employees access intellectual property (IP) on unmanaged devices. Also, increasing is outsourcing with partners and vendors who must manage the organization’s sensitive and regulatory customer information. Loss or leakage of this IP puts an organizations’ reputation and future business on the line.

Seclore for Microsoft 365 automatically protects documents as soon as they enter the Microsoft 365 platform through SharePoint Online and MS Teams. Once protected, the IP data is secure even from the Microsoft cloud. Seclore’s persistent, granular permissions on the document ensure that only the authenticated and authorized users (internal and external) can access the document with the permitted permissions (view, edit, print, share, screen share) allowed on the document.

As organizations embrace the cloud, Seclore ensures complete IP protection, irrespective of the document format.

• COMPLETE Customer Data Protection

Vendors and partners often store their customers’ IP or ‘crown jewels’ to provide quality service and products.  And PII (personally identifiable information) is required by some industries such as telecom, banking, medical, and hospitality to provide the best services. With PII data, regulatory compliance guidelines require organizations to prove adherence to privacy and protection for customer data – failure to do so may lead to hefty fines imposed by regulators, customer attrition, and reputation damage.

Seclore’s automatic data protection on SharePoint Online ensures that customer data is automatically protected as soon as it enters the Microsoft 365 platform. Only users granted access to the protected documents can open the documents as per the security policy. All authorized activity and unauthorized attempts are tracked and logged. Data-centric tracking provides a forensic view of actions performed on sensitive data and enables organizations to audit data usage to maintain compliance.

• SECURE External Collaboration and Outsourcing

In today’s globalized world, organizations try to focus on their core competencies and outsource expertise to third parties worldwide.  Outsourcing, however, leads to crucial business IP exchanged between organizations. In the past few years, we have seen a rise in Cloud collaboration tools like SharePoint Online become the platform of choice for external collaboration with third parties. SharePoint policies ensure that collaboration and sharing of sensitive documents are secure. However, data protection vanishes if the partner or vendor is not on the Microsoft platform or requires downloading the document to access it locally.

One of the most significant benefits of Seclore for Microsoft 365 is the automatic enforcement of SharePoint Online permissions even after the document is downloaded from SharePoint. If the permissions on the document change in SharePoint, Seclore automatically applies the modification of the permission to the downloaded copies wherever they reside.

Seclore provides security on other platforms besides Microsoft, e.g., third-party user repositories based on SAML, Oauth, etc., file formats beyond Microsoft – design formats, images, etc., and any user device for access – Mac, Android, iOS, Linux.

Seclore’s automation (dynamic enforcement of security), any-ness (any platform, format) enable organizations to enforce secure collaboration with external partners and outsourcers, wherever they reside. And at any time, access can be expired or revoked, so organizations can safely collaborate and control their data at all times.

Key Takeaways

In summary, Seclore offers security beyond what is offered in the Microsoft 365 platform. Seclore Rights Management provides the ‘last mile’ security, ensuring that sensitive data traveling to and from Microsoft 365 is always protected wherever it travels or resides, even if it’s a personal device. With Seclore, the data can protect itself so you can be confident it’s secure and, in your control, wherever it’s going.

For more information, visit our Seclore for Microsoft 365 page or book a meeting with us.

Amit Kharat

Amit Kharat is the VP Sales engineering at Seclore. A technology and product expert who loves solving complex problems around data security for his customers. Served across different roles, ranging from Sales engineering, Customer engagement and Product Management over the last 15+ years with expertise in providing subject matter expertise, thought leadership, solution consulting, competitive market assessment and client engagement services.

• Amit Kharat https://www.seclore.com/author/amit_kharat/ 4 Reasons Why Automation Is a Crucial Aspect of Data-Centric Security
• Amit Kharat https://www.seclore.com/author/amit_kharat/ Wax On, Wax Off – Why and when you need to encrypt and decrypt
• Amit Kharat https://www.seclore.com/author/amit_kharat/ Is Data-Centric Security the Answer to NIST Compliance?
• Amit Kharat https://www.seclore.com/author/amit_kharat/ IP Theft: “A decades-long assault”
• customer data , data protection , external collaboration , IP protection , microsoft 365

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Self-Assessment • 20 min read

How Good Is Your Problem Solving?

Use a systematic approach..

By the Mind Tools Content Team

Good problem solving skills are fundamentally important if you're going to be successful in your career.

But problems are something that we don't particularly like.

They're time-consuming.

They muscle their way into already packed schedules.

They force us to think about an uncertain future.

And they never seem to go away!

That's why, when faced with problems, most of us try to eliminate them as quickly as possible. But have you ever chosen the easiest or most obvious solution – and then realized that you have entirely missed a much better solution? Or have you found yourself fixing just the symptoms of a problem, only for the situation to get much worse?

To be an effective problem-solver, you need to be systematic and logical in your approach. This quiz helps you assess your current approach to problem solving. By improving this, you'll make better overall decisions. And as you increase your confidence with solving problems, you'll be less likely to rush to the first solution – which may not necessarily be the best one.

Once you've completed the quiz, we'll direct you to tools and resources that can help you make the most of your problem-solving skills.

How Good Are You at Solving Problems?

Instructions.

For each statement, click the button in the column that best describes you. Please answer questions as you actually are (rather than how you think you should be), and don't worry if some questions seem to score in the 'wrong direction'. When you are finished, please click the 'Calculate My Total' button at the bottom of the test.

Answering these questions should have helped you recognize the key steps associated with effective problem solving.

This quiz is based on Dr Min Basadur's Simplexity Thinking problem-solving model. This eight-step process follows the circular pattern shown below, within which current problems are solved and new problems are identified on an ongoing basis. This assessment has not been validated and is intended for illustrative purposes only.

Below, we outline the tools and strategies you can use for each stage of the problem-solving process. Enjoy exploring these stages!

Step 1: Find the Problem (Questions 7, 12)

Some problems are very obvious, however others are not so easily identified. As part of an effective problem-solving process, you need to look actively for problems – even when things seem to be running fine. Proactive problem solving helps you avoid emergencies and allows you to be calm and in control when issues arise.

These techniques can help you do this:

PEST Analysis helps you pick up changes to your environment that you should be paying attention to. Make sure too that you're watching changes in customer needs and market dynamics, and that you're monitoring trends that are relevant to your industry.

Risk Analysis helps you identify significant business risks.

Failure Modes and Effects Analysis helps you identify possible points of failure in your business process, so that you can fix these before problems arise.

After Action Reviews help you scan recent performance to identify things that can be done better in the future.

Where you have several problems to solve, our articles on Prioritization and Pareto Analysis help you think about which ones you should focus on first.

Step 2: Find the Facts (Questions 10, 14)

After identifying a potential problem, you need information. What factors contribute to the problem? Who is involved with it? What solutions have been tried before? What do others think about the problem?

If you move forward to find a solution too quickly, you risk relying on imperfect information that's based on assumptions and limited perspectives, so make sure that you research the problem thoroughly.

Step 3: Define the Problem (Questions 3, 9)

Now that you understand the problem, define it clearly and completely. Writing a clear problem definition forces you to establish specific boundaries for the problem. This keeps the scope from growing too large, and it helps you stay focused on the main issues.

A great tool to use at this stage is CATWOE . With this process, you analyze potential problems by looking at them from six perspectives, those of its Customers; Actors (people within the organization); the Transformation, or business process; the World-view, or top-down view of what's going on; the Owner; and the wider organizational Environment. By looking at a situation from these perspectives, you can open your mind and come to a much sharper and more comprehensive definition of the problem.

Cause and Effect Analysis is another good tool to use here, as it helps you think about the many different factors that can contribute to a problem. This helps you separate the symptoms of a problem from its fundamental causes.

Step 4: Find Ideas (Questions 4, 13)

With a clear problem definition, start generating ideas for a solution. The key here is to be flexible in the way you approach a problem. You want to be able to see it from as many perspectives as possible. Looking for patterns or common elements in different parts of the problem can sometimes help. You can also use metaphors and analogies to help analyze the problem, discover similarities to other issues, and think of solutions based on those similarities.

Traditional brainstorming and reverse brainstorming are very useful here. By taking the time to generate a range of creative solutions to the problem, you'll significantly increase the likelihood that you'll find the best possible solution, not just a semi-adequate one. Where appropriate, involve people with different viewpoints to expand the volume of ideas generated.

Tip: Don't evaluate your ideas until step 5. If you do, this will limit your creativity at too early a stage.

Step 5: Select and Evaluate (Questions 6, 15)

After finding ideas, you'll have many options that must be evaluated. It's tempting at this stage to charge in and start discarding ideas immediately. However, if you do this without first determining the criteria for a good solution, you risk rejecting an alternative that has real potential.

Decide what elements are needed for a realistic and practical solution, and think about the criteria you'll use to choose between potential solutions.

Paired Comparison Analysis , Decision Matrix Analysis and Risk Analysis are useful techniques here, as are many of the specialist resources available within our Decision-Making section . Enjoy exploring these!

Step 6: Plan (Questions 1, 16)

You might think that choosing a solution is the end of a problem-solving process. In fact, it's simply the start of the next phase in problem solving: implementation. This involves lots of planning and preparation. If you haven't already developed a full Risk Analysis in the evaluation phase, do so now. It's important to know what to be prepared for as you begin to roll out your proposed solution.

The type of planning that you need to do depends on the size of the implementation project that you need to set up. For small projects, all you'll often need are Action Plans that outline who will do what, when, and how. Larger projects need more sophisticated approaches – you'll find out more about these in the article What is Project Management? And for projects that affect many other people, you'll need to think about Change Management as well.

Here, it can be useful to conduct an Impact Analysis to help you identify potential resistance as well as alert you to problems you may not have anticipated. Force Field Analysis will also help you uncover the various pressures for and against your proposed solution. Once you've done the detailed planning, it can also be useful at this stage to make a final Go/No-Go Decision , making sure that it's actually worth going ahead with the selected option.

Step 7: Sell the Idea (Questions 5, 8)

As part of the planning process, you must convince other stakeholders that your solution is the best one. You'll likely meet with resistance, so before you try to “sell” your idea, make sure you've considered all the consequences.

As you begin communicating your plan, listen to what people say, and make changes as necessary. The better the overall solution meets everyone's needs, the greater its positive impact will be! For more tips on selling your idea, read our article on Creating a Value Proposition and use our Sell Your Idea Skillbook.

Step 8: Act (Questions 2, 11)

Finally, once you've convinced your key stakeholders that your proposed solution is worth running with, you can move on to the implementation stage. This is the exciting and rewarding part of problem solving, which makes the whole process seem worthwhile.

This action stage is an end, but it's also a beginning: once you've completed your implementation, it's time to move into the next cycle of problem solving by returning to the scanning stage. By doing this, you'll continue improving your organization as you move into the future.

Problem solving is an exceptionally important workplace skill.

Being a competent and confident problem solver will create many opportunities for you. By using a well-developed model like Simplexity Thinking for solving problems, you can approach the process systematically, and be comfortable that the decisions you make are solid.

Given the unpredictable nature of problems, it's very reassuring to know that, by following a structured plan, you've done everything you can to resolve the problem to the best of your ability.

This assessment has not been validated and is intended for illustrative purposes only. It is just one of many Mind Tool quizzes that can help you to evaluate your abilities in a wide range of important career skills.

If you want to reproduce this quiz, you can purchase downloadable copies in our Store .

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The authentic performance-based assessment of problem-solving

Description.

This report documents a new approach to assessing problem-solving skills. This approach uses an assessment tool that incorporates problems that participants routinely experience in their courses and in the workplace. Assessment is performance and evidence based. The assessment tool was trialled among students in the Electronics and Information Technology Program at Torrens Valley Institute of TAFE and proved successful as a device for reliably assessing problem-solving ability. An extensive literature review regarding key competencies and the assessment of generic skills is also provided.

Executive summary

A new approach to assessing problem-solving

In this project, titled the Authentic Performance-based Assessment of Problem-Solving Project, a new approach to the assessment of problem-solving has been developed. This approach is embodied in an assessment tool, the problem-solving assessment instrument, and in the method of its administration. The instrument was trialled in the study reported in this document.

The approach is authentic, as it is undertaken on participants' attempts to solve problems that occur routinely in their courses and on tasks that simulate tasks that are expected to be encountered in the workplace.

The assessment is performance based. In attempting routine tasks, learners are evaluated on the extent to which they use and can demonstrate identified problem-solving processes.

The approach is also evidence based. Participants are required to present evidence to show that they have employed identified problem-solving processes, and the assessment made on the quality of the evidence that participants can show.

The assessment is criterion based, since performance criteria are specified in advance for each of the component processes that are identified. The task of both the learner and the assessor is to interpret the evidence against specified performance levels for each process indicator that is described in the problem-solving assessment instrument.

Development of the problem-solving assessment instrument

The problem-solving assessment instrument was developed on the basis of several convergent theories of problem-solving. Its development followed four distinct phases:

• Theoretical conceptions of problem-solving were explored in order to arrive at a coherent description of problem-solving. This provided a basis for the claim of construct validity for the concept as it was implemented.
• Five major component processes in problem-solving were identified from a variety of theoretical positions. These major processes served to delineate the scope of problem-solving and to establish a basis for the content validity of this implementation.
• For each of the five major processes identified, a set of indicators was proposed. These indicators operationalised the major processes and linked the theoretical foundation of the problem-solving assessment instrument to its practical implementation.
• Finally, for each indicator, a set of performance levels was described. These levels provided a basis for scoring the evidence that learners presented to support their claims of the use of problem-solving processes.

Scope and structure of the report

The purpose of this study was to demonstrate that developments in cognitive theories of problemsolving, and in assessment, measurement and reporting, can form the basis of valid assessments of problem-solving performance. A further purpose was to investigate the relationship between demonstrated problem-solving performance and learning within a course.

The report begins with an introduction to the context in which the trial of the problem-solving assessment instrument was conducted (chapter 1). The project was carried out in the Electronics and Information Technology Program at Torrens Valley Institute of TAFE, Adelaide.

The literature review (chapter 2) of this report is extensive. It begins with a review of the emergence of key competencies in Australia. The processes that led to the definition of key competencies are an important factor in understanding some of the issues that remain problematic in this area of public policy. Key issues that have emerged from this analysis are the definition of key competencies and, in particular, their assessment, reporting and certification. Four main approaches that have been taken to the assessment of problem-solving are reviewed. Each is shown to have advantages and to meet particular needs. A broad policy approach that endorses the complementary use of several of these approaches is suggested. Several unresolved issues in their evaluation include the validity, reliability and precision, and forms of reporting, of the assessment of key competencies. This project is an attempt to suggest possible solutions to some of these issues, specifically in the area of problem-solving.

The methods employed in this research (chapter 3) have been strongly influenced by relatively new approaches to measurement. Past practice has deemed as satisfactory the assignment of numerical grades to levels of performance. However, current methods, most notably item response theory, permit the measurement properties of assessment instruments to be tested and linear measurement scales of known precision to be established. Data collected from the administration of the problem-solving assessment instrument were analysed using the Rasch measurement model. These analyses revealed that the instrument does yield satisfactory measures of problem-solving ability. Knowing the precision and the distribution of learners' problem-solving abilities enabled a number of discriminable levels of performance to be established.

The assessment method employed in this project involved two stages: self-assessment by students using the problem-solving assessment instrument, followed by validation by lecturers, also using the instrument. This approach is suggested as a means both of assessing learner performance on problem-solving and also of enhancing this generic ability and learners' explicit knowledge about it.

In addition to the primarily quantitative data that were collected, qualitative data arising from an evaluation by students of the problem-solving assessment instrument and its method of administration were also gathered and analysed. These suggest that the instrument achieved an important purpose—that the assessment process was also a significant learning activity for students.

The analysis of the data was necessarily technical, and its details are presented in chapter 4, Results. However, the results have clear implications for policy makers and practitioners in the field. These matters are discussed separately, in chapter 5, Discussion of results.

In chapter 6, Conclusions and future directions, a consolidated summary of the results of this project is presented. The instrument trialled in this project, the problem-solving assessment, shows considerable promise as a general-purpose device for the reliable assessment of problem-solving ability. Its wider use is suggested on a trial basis. Such a trial will enable more detailed analyses of the instrument itself, and also its refinement. Further, the process by which the problem-solving assessment instrument was developed has potential for the development of other instruments to measure other generic skills. A suggestion is made that instruments to assess other key competencies are developed using the development methodology that produced the problemsolving assessment instrument. The development of comparable instruments for other key competencies would allow the reporting of key competencies profiles which may prove to be attractive to graduates of the vocational education and training (VET) sector and their potential employers.

Key findings

In the main study the problem-solving assessment instrument was shown to be a reliable instrument for the assessment of problem-solving performance across a range of tasks within the Electronics and Information Technology program at Torrens Valley Institute of TAFE.

The instrument was also shown to work well in a validation study undertaken in the Certificate IV in Workplace Assessment and Training course, also at Torrens Valley Institute.

The assessment processes that were employed in trialling the problem-solving assessment instrument, which involved both self-assessment and lecturer validation, not only led to the assessment of the key competency of problem-solving, but also to its development among participants.

A strong relationship was found between problem-solving performance and educational achievement in the units of competency that students undertook.

Future directions

As a result of the research conducted in the Authentic Performance-based Assessment of Problem-Solving Project, several suggestions are made for the further development of the problem-solving assessment instrument and for the extension of the methods used in the project to other generic skills domains. These include:

• that more extensive trials of the problem-solving assessment instrument and its associated assessment processes be conducted in a wider range of courses and with a greater number of participants
• that the problem-solving assessment instrument be revised on the basis of feedback from further trials with diverse samples of learners
• that other key competencies assessment instruments be developed using the methodology that gave rise to the problem-solving assessment instrument
• that robust analytical techniques, such as those employed in this project, be used to ascertain the number of performance levels that can be discriminated for each of the key competencies that are to be assessed
• that forms of reporting based upon robust analytical procedures of reliable data be developed to better inform all stakeholders of the key competencies achievements of VET sector graduates.

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Problem-Solving Assessment for Finding and Hiring the Best Problem Solvers

A problem-solving test is an assessment to determine whether a candidate has problem-solving skills and whether they can contemplate positive and negative solutions to a problem. It measures the ability to use logic, creativity, and analytical skills to assess and respond to complex situations. 

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problem-solving abilities of entry-level candidates and experienced professionals.

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Inside This Problem Solving Assessment

Problem-solving is an essential skill for individuals, teams and managers to progress toward achieving goals. It involves the ability to identify ways and means to solve various problems that come up as a challenge in any job/task. Problem-solving skills influence our career, whether we are solving a problem for a client or assisting those who are solving problems. 

A problem-solving test evaluates the candidate's ability to outline a problem, deconstruct it, develop the most appropriate solution, and assess the effectiveness of the solution. It allows employers to find candidates who possess such abilities. The test assesses problem-solving ability through questions that evaluate someone's numerical knowledge, critical thinking, analytical ability and problem-solving skills. 

The problem-solving assessment requires test-takers to respond correctly to the questions within the decided time. Qualified candidates can define the nature of a problem, are proactive in seeking the optimal solution for the problem, and consider all possible outcomes before settling on the best solution.  

Employers can glean actionable insights from the problem-solving skills test to identify the best talent from a pool of resumes, which eventually translates to objective hiring decisions backed by data. In addition, since these tests are to be administered online, the administrative overhead of conducting too many interviews gets reduced, enabling the employers and recruiters to save more time and resources by screening out unqualified participants. This way, it becomes significantly easy to find the best candidates. 

Why should you use this problem-solving ability test? 

The problem-solving skills test is meticulously designed to successfully test a candidate's problem-solving skills that are essential for carrying out business and even maintaining interpersonal relationships. This test is planned and structured in such a way that it will effectively test a candidate’s ability to identify and address a problem. Moreover, it helps measure decision-making, reasoning, and numerical reasoning skills. 

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Use this problem-solving aptitude test for: 

This test is suitable for all the profiles in the workplace. The test is planned and structured to assess problem-solving ability in fresher (for entry-level roles) and experienced candidates. 

Key profiles the test is helpful for: 

• All profiles in a workplace 

Note: If required, we can also provide the problem-solving skills assessment in other languages. Please connect with us at [email protected] for any such requirements. 

Problems never knock before entering our lives, be it professional or personal, and are not avoidable. An unexpected issue will likely surface, and we must have a plan to address it. The skill of solving problems is needed in all facets of life. People with problem-solving aptitude tend to forge challenges into lucrative opportunities. Employees with these highly coveted personality traits are indispensable for organizations. They understand that problems are there to help us grow and transform into a better person who undertakes every project with confidence and conviction. 

Such people are favorably disposed toward handling unexpected/difficult situations calmly. This aptitude empowers them to use logic, creativity, and creative thinking to propose practical solutions to their problems. Undoubtedly, employers regard those people highly and want them placed in essential roles in the organization. That is where the part of the problem-solving test comes into play and helps employers to identify the right talent with the desired skills. 

From an organizational viewpoint, problem-solving hinges on the employee's ability to devise processes that eliminate or circumvent obstacles that keep a company from accomplishing its goals. If not appropriately addressed, such blocks can create a divide between expected results and actual outcomes. Hence, problem-solving is a crucial skill in the workplace that dictates how any particular challenge can be undertaken and overcome. Roles such as project management, data analyst, programmers, customer service assistance, etc., entail working on strict deadlines and demanding tasks on a day-to-day basis. Hence, problem-solving skills become critical when finding talent for these roles in assessing job fit and matching the best person to the proper position. 

The problem-solving skills assessment helps organizations gain insights into the problem-solving competencies of candidates. Even before the company interviews, evaluating applicants' skills can help recruiters understand their level of proficiency. This way, only those candidates with the skills most suited to the role will be shortlisted for the subsequent round of interviews. 

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Frequently Asked Questions (FAQs)

1. why do we use problem-solving tests.

Problem-solving tests help organizations identify appropriate skills in candidates that can assist in selecting individuals with required problem-solving abilities. These tests help determine a candidate's problem-solving skills, trainability, and learning agility.

2. How do you measure problem-solving skills?

The expertly formulated Problem-solving Assessment Test by Mercer | Mettl makes it easy for organizations to understand whether a candidate can analyze given information from different perspectives and use it to solve complex problems.  

3. How do you practice problem-solving skills?

• Identify the nature of the issue.   
• Research the intricacies and understand the nuances behind the problem.   
• Visualize the situation to analyze data, break it into doable components, and arrive at a logical solution.  
• Use active listening skills to include opinions and inputs from others. 
• Identify the most viable solution and consider the potential risks involved. 

4. How do you test problem-solving skills in an interview?

5. how can one refine their problem-solving skills, 6. how do you use problem-solving skills in the workplace.

Problem-solving tests help organizations identify appropriate skills in candidates that can assist in selecting individuals with required problem-solving abilities. These tests help determine a candidate's problem-solving skills, trainability, and learning agility.  

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