problem solving exercises for interviews

By Mike Simpson

When candidates prepare for interviews, they usually focus on highlighting their leadership, communication, teamwork, and similar crucial soft skills . However, not everyone gets ready for problem-solving interview questions. And that can be a big mistake.

Problem-solving is relevant to nearly any job on the planet. Yes, it’s more prevalent in certain industries, but it’s helpful almost everywhere.

Regardless of the role you want to land, you may be asked to provide problem-solving examples or describe how you would deal with specific situations. That’s why being ready to showcase your problem-solving skills is so vital.

If you aren’t sure who to tackle problem-solving questions, don’t worry, we have your back. Come with us as we explore this exciting part of the interview process, as well as some problem-solving interview questions and example answers.

What Is Problem-Solving?

When you’re trying to land a position, there’s a good chance you’ll face some problem-solving interview questions. But what exactly is problem-solving? And why is it so important to hiring managers?

Well, the good folks at Merriam-Webster define problem-solving as “the process or act of finding a solution to a problem.” While that may seem like common sense, there’s a critical part to that definition that should catch your eye.

What part is that? The word “process.”

In the end, problem-solving is an activity. It’s your ability to take appropriate steps to find answers, determine how to proceed, or otherwise overcome the challenge.

Being great at it usually means having a range of helpful problem-solving skills and traits. Research, diligence, patience, attention-to-detail , collaboration… they can all play a role. So can analytical thinking , creativity, and open-mindedness.

But why do hiring managers worry about your problem-solving skills? Well, mainly, because every job comes with its fair share of problems.

While problem-solving is relevant to scientific, technical, legal, medical, and a whole slew of other careers. It helps you overcome challenges and deal with the unexpected. It plays a role in troubleshooting and innovation. That’s why it matters to hiring managers.

How to Answer Problem-Solving Interview Questions

Okay, before we get to our examples, let’s take a quick second to talk about strategy. Knowing how to answer problem-solving interview questions is crucial. Why? Because the hiring manager might ask you something that you don’t anticipate.

Problem-solving interview questions are all about seeing how you think. As a result, they can be a bit… unconventional.

These aren’t your run-of-the-mill job interview questions . Instead, they are tricky behavioral interview questions . After all, the goal is to find out how you approach problem-solving, so most are going to feature scenarios, brainteasers, or something similar.

So, having a great strategy means knowing how to deal with behavioral questions. Luckily, there are a couple of tools that can help.

First, when it comes to the classic approach to behavioral interview questions, look no further than the STAR Method . With the STAR method, you learn how to turn your answers into captivating stories. This makes your responses tons more engaging, ensuring you keep the hiring manager’s attention from beginning to end.

Now, should you stop with the STAR Method? Of course not. If you want to take your answers to the next level, spend some time with the Tailoring Method , too.

With the Tailoring Method, it’s all about relevance. So, if you get a chance to choose an example that demonstrates your problem-solving skills, this is really the way to go.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

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1. Can you tell me about a time when you had to solve a challenging problem?

In the land of problem-solving questions, this one might be your best-case scenario. It lets you choose your own problem-solving examples to highlight, putting you in complete control.

When you choose an example, go with one that is relevant to what you’ll face in the role. The closer the match, the better the answer is in the eyes of the hiring manager.

EXAMPLE ANSWER:

“While working as a mobile telecom support specialist for a large organization, we had to transition our MDM service from one vendor to another within 45 days. This personally physically handling 500 devices within the agency. Devices had to be gathered from the headquarters and satellite offices, which were located all across the state, something that was challenging even without the tight deadline. I approached the situation by identifying the location assignment of all personnel within the organization, enabling me to estimate transit times for receiving the devices. Next, I timed out how many devices I could personally update in a day. Together, this allowed me to create a general timeline. After that, I coordinated with each location, both expressing the urgency of adhering to deadlines and scheduling bulk shipping options. While there were occasional bouts of resistance, I worked with location leaders to calm concerns and facilitate action. While performing all of the updates was daunting, my approach to organizing the event made it a success. Ultimately, the entire transition was finished five days before the deadline, exceeding the expectations of many.”

2. Describe a time where you made a mistake. What did you do to fix it?

While this might not look like it’s based on problem-solving on the surface, it actually is. When you make a mistake, it creates a challenge, one you have to work your way through. At a minimum, it’s an opportunity to highlight problem-solving skills, even if you don’t address the topic directly.

When you choose an example, you want to go with a situation where the end was positive. However, the issue still has to be significant, causing something negative to happen in the moment that you, ideally, overcame.

“When I first began in a supervisory role, I had trouble setting down my individual contributor hat. I tried to keep up with my past duties while also taking on the responsibilities of my new role. As a result, I began rushing and introduced an error into the code of the software my team was updating. The error led to a memory leak. We became aware of the issue when the performance was hindered, though we didn’t immediately know the cause. I dove back into the code, reviewing recent changes, and, ultimately, determined the issue was a mistake on my end. When I made that discovery, I took several steps. First, I let my team know that the error was mine and let them know its nature. Second, I worked with my team to correct the issue, resolving the memory leak. Finally, I took this as a lesson about delegation. I began assigning work to my team more effectively, a move that allowed me to excel as a manager and help them thrive as contributors. It was a crucial learning moment, one that I have valued every day since.”

3. If you identify a potential risk in a project, what steps do you take to prevent it?

Yes, this is also a problem-solving question. The difference is, with this one, it’s not about fixing an issue; it’s about stopping it from happening. Still, you use problem-solving skills along the way, so it falls in this question category.

If you can, use an example of a moment when you mitigated risk in the past. If you haven’t had that opportunity, approach it theoretically, discussing the steps you would take to prevent an issue from developing.

“If I identify a potential risk in a project, my first step is to assess the various factors that could lead to a poor outcome. Prevention requires analysis. Ensuring I fully understand what can trigger the undesired event creates the right foundation, allowing me to figure out how to reduce the likelihood of those events occurring. Once I have the right level of understanding, I come up with a mitigation plan. Exactly what this includes varies depending on the nature of the issue, though it usually involves various steps and checks designed to monitor the project as it progresses to spot paths that may make the problem more likely to happen. I find this approach effective as it combines knowledge and ongoing vigilance. That way, if the project begins to head into risky territory, I can correct its trajectory.”

17 More Problem-Solving-Based Interview Questions

In the world of problem-solving questions, some apply to a wide range of jobs, while others are more niche. For example, customer service reps and IT helpdesk professionals both encounter challenges, but not usually the same kind.

As a result, some of the questions in this list may be more relevant to certain careers than others. However, they all give you insights into what this kind of question looks like, making them worth reviewing.

Here are 17 more problem-solving interview questions you might face off against during your job search:

How would you describe your problem-solving skills?
Can you tell me about a time when you had to use creativity to deal with an obstacle?
Describe a time when you discovered an unmet customer need while assisting a customer and found a way to meet it.
If you were faced with an upset customer, how would you diffuse the situation?
Tell me about a time when you had to troubleshoot a complex issue.
Imagine you were overseeing a project and needed a particular item. You have two choices of vendors: one that can deliver on time but would be over budget, and one that’s under budget but would deliver one week later than you need it. How do you figure out which approach to use?
Your manager wants to upgrade a tool you regularly use for your job and wants your recommendation. How do you formulate one?
A supplier has said that an item you need for a project isn’t going to be delivered as scheduled, something that would cause your project to fall behind schedule. What do you do to try and keep the timeline on target?
Can you share an example of a moment where you encountered a unique problem you and your colleagues had never seen before? How did you figure out what to do?
Imagine you were scheduled to give a presentation with a colleague, and your colleague called in sick right before it was set to begin. What would you do?
If you are given two urgent tasks from different members of the leadership team, both with the same tight deadline, how do you choose which to tackle first?
Tell me about a time you and a colleague didn’t see eye-to-eye. How did you decide what to do?
Describe your troubleshooting process.
Tell me about a time where there was a problem that you weren’t able to solve. What happened?
In your opening, what skills or traits make a person an exceptional problem-solver?
When you face a problem that requires action, do you usually jump in or take a moment to carefully assess the situation?
When you encounter a new problem you’ve never seen before, what is the first step that you take?

Putting It All Together

At this point, you should have a solid idea of how to approach problem-solving interview questions. Use the tips above to your advantage. That way, you can thrive during your next interview.

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problem solving exercises for interviews

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

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

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

About The Author

Mike simpson.

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

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26 Good Examples of Problem Solving (Interview Answers)

By Biron Clark

Published: November 15, 2023

Employers like to hire people who can solve problems and work well under pressure. A job rarely goes 100% according to plan, so hiring managers will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.

But how do they measure this?

They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.

Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”

Problem-Solving Defined

It is the ability to identify the problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation.

Problem-solving also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.

Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences.

It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.

Watch: 26 Good Examples of Problem Solving

Examples of problem solving scenarios in the workplace.

Correcting a mistake at work, whether it was made by you or someone else
Overcoming a delay at work through problem solving and communication
Resolving an issue with a difficult or upset customer
Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
Troubleshooting and resolving technical issues
Handling and resolving a conflict with a coworker
Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
Taking initiative when another team member overlooked or missed something important
Taking initiative to meet with your superior to discuss a problem before it became potentially worse
Solving a safety issue at work or reporting the issue to those who could solve it
Using problem solving abilities to reduce/eliminate a company expense
Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
Changing how a process, team, or task is organized to make it more efficient
Using creative thinking to come up with a solution that the company hasn’t used before
Performing research to collect data and information to find a new solution to a problem
Boosting a company or team’s performance by improving some aspect of communication among employees
Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

Coordinating work between team members in a class project
Reassigning a missing team member’s work to other group members in a class project
Adjusting your workflow on a project to accommodate a tight deadline
Speaking to your professor to get help when you were struggling or unsure about a project
Asking classmates, peers, or professors for help in an area of struggle
Talking to your academic advisor to brainstorm solutions to a problem you were facing
Researching solutions to an academic problem online, via Google or other methods
Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.

Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” since you’re likely to hear this interview question in all sorts of industries.

Example Answer 1:

At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.

Example Answer 2:

In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.

Example Answer 3:

In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.

Answering Questions About Problem Solving with the STAR Method

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

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact.

Finally, describe a positive result you got.

Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.

Example answer:

Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way. We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online. Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.

What Are Good Outcomes of Problem Solving?

Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.

Below are good outcomes of problem solving:

Saving the company time or money
Making the company money
Pleasing/keeping a customer
Obtaining new customers
Solving a safety issue
Solving a staffing/scheduling issue
Solving a logistical issue
Solving a company hiring issue
Solving a technical/software issue
Making a process more efficient and faster for the company
Creating a new business process to make the company more profitable
Improving the company’s brand/image/reputation
Getting the company positive reviews from customers/clients

Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.

Tips to Improve Your Problem Solving Skills

Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. So to improve your problem solving skills, I recommend always analyzing a problem and situation before acting. When discussing problem solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Next, to get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t. Think about how you can get better at researching and analyzing a situation, but also how you can get better at communicating, deciding the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem solving ability.

If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.

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Are you gearing up for an important job interview that includes problem-solving questions? Congratulations, because you've come to the right place!

In this guide, we'll equip you with the skills and knowledge needed to ace those tricky problem-solving interviews with confidence.

Introduction to Problem Solving Interviews

In today's competitive job market, employers are seeking candidates who possess strong problem-solving abilities. Problem solving is not only about finding solutions to complex issues; it also showcases your critical thinking, analytical, and creative skills. Before we delve into the nitty-gritty of problem-solving interviews, let's gain a clear understanding of what they entail and why they matter.

What Are Problem Solving Interviews?

Problem solving interviews are a specialized type of job interview where employers assess a candidate's ability to handle challenges and make sound decisions in real-life scenarios. These interviews often involve hypothetical situations or case studies to evaluate your problem-solving process and your approach to arriving at effective solutions.

The Importance of Problem Solving Skills in the Workplace

Problem-solving skills are highly valued in almost every industry. Employers seek individuals who can identify problems, think critically, and generate innovative solutions. Whether you're in business, engineering, healthcare, or any other field, the ability to tackle complex issues is essential for personal and organizational success.

How Problem Solving Interviews Differ from Traditional Interviews

Unlike traditional interviews that focus on your qualifications and work experience, problem-solving interviews provide a glimpse into your thought process and decision-making capabilities. Through these interviews, employers assess your potential to handle challenging situations that may arise in the workplace. Being well-prepared for this specific interview format will set you apart from other candidates.

Core Problem Solving Skills

Before you dive into practicing problem-solving questions, let's explore the fundamental skills that make up an effective problem solver.

Critical Thinking

Critical thinking is the foundation of problem solving. It involves objectively analyzing information, evaluating arguments, and making logical decisions. To enhance your critical thinking abilities:

Ask Thought-Provoking Questions: Train yourself to ask "why" and "how" questions to gain a deeper understanding of problems.
Challenge Assumptions: Don't take information at face value; question the underlying assumptions.
Evaluate Evidence: Learn to distinguish between credible and unreliable sources of information.

Analytical Skills

Analytical skills are essential for breaking down complex problems into smaller, manageable components. Improve your analytical thinking with these tips:

Practice Data Interpretation: Analyze charts, graphs, and data sets to draw meaningful insights.
Use Root Cause Analysis: Identify the underlying reasons behind problems by applying techniques like the "5 Whys."
Draw Comparisons: Compare past experiences or similar scenarios to find patterns and potential solutions.

Creativity and Innovation

Creative problem solving involves thinking outside the box and generating unique solutions. To nurture your creativity:

Embrace Diverse Perspectives: Seek input from others with different backgrounds and experiences.
Mind Mapping: Create visual diagrams to explore various angles and connections related to a problem.
Encourage Brainstorming: Engage in group brainstorming sessions to generate a wide range of ideas.

Frameworks for Problem Solving

Equipping yourself with problem-solving frameworks can help you approach challenges more systematically. Here are some popular frameworks to explore:

The 5 Whys is a simple yet effective technique to uncover the root cause of a problem. It involves repeatedly asking "why" until you identify the underlying issue.

SWOT Analysis

SWOT Analysis is a strategic planning tool used to assess a situation's strengths, weaknesses, opportunities, and threats.

PDCA (Plan-Do-Check-Act)

PDCA is a four-step problem-solving model consisting of planning, executing, checking results, and making adjustments as needed.

SCAMPER is a creative thinking technique that involves asking questions related to Substitute, Combine, Adapt, Modify, Put to another use, Eliminate, and Reverse.

Six Thinking Hats

Six Thinking Hats is a concept developed by Edward de Bono that encourages individuals to think from six different perspectives, each represented by a colored "hat."

Behavioral-based Problem Solving Questions

Behavioral problem solving questions aim to evaluate how you handled challenges in the past. Be prepared to answer these questions with clarity and confidence:

Example: "Describe a challenging problem you encountered and how you resolved it."

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.

Example: "Discuss a situation where you had to think creatively to solve a problem."

For this question:

Narrate the Scenario: Paint a vivid picture of the problem you encountered.
Showcase Your Creativity: Explain the innovative approach you adopted.
Explain the Impact: Share the positive outcomes resulting from your creative solution.

Technical Problem Solving Questions

If your role requires technical skills, you may encounter technical problem-solving questions. Here's how to tackle them:

Example: "How would you troubleshoot [specific technical problem]?"

To handle technical problem-solving questions:

Clarify the Issue: Ask for any additional information to fully understand the problem.
Create a Plan: Outline the steps you would take to diagnose and address the issue.
Demonstrate Your Expertise: Showcase your technical knowledge and problem-solving ability.

Example: "Walk us through your approach to [technical challenge] in your previous role."

Provide Context: Explain the technical challenge you faced in your previous role.
Outline Your Approach: Describe the steps you took to overcome the challenge.
Highlight Success: Share the positive results of your efforts.

Case Interviews

Case interviews simulate real-world problem-solving scenarios and are common in consulting and other industries. To excel in case interviews:

Understand the Problem: Thoroughly read and comprehend the case presented.
Identify Key Issues: Break down the problem into its essential components.
Ask Clarifying Questions: Seek clarification on any ambiguous aspects of the case.
Brainstorm Solutions: Generate multiple potential solutions.
Analyze Options: Evaluate the pros and cons of each solution.
Recommend a Course of Action: Select the best solution and provide a rationale.
Handle Pressure: Stay composed and confident throughout the interview.

Problem Solving in Group Settings

Collaborative problem solving is vital in today's team-oriented work environments. Here's how to excel in group problem-solving scenarios:

Active Listening: Pay close attention to others' perspectives and ideas.
Effective Communication: Clearly articulate your thoughts and suggestions.
Encourage Participation: Create an inclusive environment where everyone feels comfortable contributing.
Respect Diverse Opinions: Value the input of all team members, even if opinions differ.
Build on Each Other's Ideas: Expand on others' suggestions to develop comprehensive solutions.
Manage Conflict: Handle disagreements respectfully and seek common ground.

Situational Judgment Tests (SJTs)

Situational judgment tests assess your ability to handle realistic workplace scenarios. Approach SJTs with these tips:

Read Carefully: Pay attention to the details and instructions in each scenario.
Prioritize Solutions: Identify the most appropriate course of action based on the situation.
Consider the Consequences: Anticipate the potential outcomes of your chosen response.
Adhere to Company Values: Ensure your solutions align with the organization's principles.

Decision-Making Skills

Effective decision making is integral to successful problem solving. Improve your decision-making skills with these strategies:

Gather Information: Collect relevant data and insights before making a decision.
Analyze Options: Evaluate the potential outcomes of different choices.
Consider Risks and Benefits: Weigh the risks against the potential benefits of each option.
Seek Input: If appropriate, consult with colleagues or experts to gain different perspectives.
Trust Your Instincts: Sometimes, intuition can guide you toward the right decision.

Behavioral-Based Problem Solving Interview Questions

1. "describe a challenging problem you encountered and how you resolved it.".

How to Answer: When responding to this question, follow the STAR method (Situation, Task, Action, Result) to structure your answer effectively:

Situation: Set the context by describing the problem you faced.
Task: Explain your role and responsibilities in addressing the problem.
Action: Detail the steps you took to solve the problem, highlighting your problem-solving approach.
Result: Share the positive outcomes of your efforts and any valuable lessons learned.

Sample Answer: "In my previous role as a project manager, we faced a significant budget overrun due to unexpected delays in material delivery. To address this challenge, I first analyzed the root cause of the delay by collaborating with the procurement team and suppliers. Then, I devised a contingency plan that involved working with alternative suppliers and streamlining the project timeline. As a result, we were able to bring the project back on track, saving 15% on costs and meeting the project deadline."

What to Look For: Look for candidates who demonstrate strong problem-solving skills, proactive decision-making, and the ability to collaborate across teams. A well-structured response with quantifiable results is a positive indicator of their problem-solving capabilities.

2. "Tell me about a time when you had to think creatively to solve a problem."

How to Answer: Encourage candidates to walk through the situation, focusing on the following points:

Context: Describe the situation and the specific problem that required creative thinking.
Creativity: Explain the innovative approach or out-of-the-box solution you came up with.
Implementation: Describe how you implemented the creative solution and the results achieved.

Sample Answer: "During a marketing campaign, we faced a sudden drop in engagement. To tackle this, I organized a brainstorming session with the team and encouraged everyone to contribute ideas. We decided to experiment with interactive social media polls and contests, which not only boosted engagement but also increased brand visibility by 20%."

What to Look For: Look for candidates who display creative thinking, openness to collaboration, and the ability to take initiative in solving problems. Consider their approach to risk-taking and how they evaluate the potential impact of their creative solutions.

Technical Problem Solving Interview Questions

3. "how would you troubleshoot [specific technical problem]".

How to Answer: Candidates should approach this question systematically:

Clarify the Issue: Ask for any additional details to fully understand the technical problem.
Methodical Approach: Describe the steps you would take to diagnose the issue.
Expertise: Showcase your technical knowledge and problem-solving ability.

Sample Answer: "If I encountered a server outage issue, I would first check the network connections and power supply. Then, I would review server logs to identify any error messages. If necessary, I would conduct hardware tests and isolate the faulty component. Once the issue is identified, I would take appropriate corrective actions, such as replacing the faulty part or applying software updates."

What to Look For: Pay attention to candidates' technical knowledge, their ability to troubleshoot methodically, and how they communicate technical information concisely.

4. "Walk us through your approach to [technical challenge] in your previous role."

How to Answer: Instruct candidates to provide a clear and structured response:

Context: Set the stage by explaining the technical challenge they faced.
Methodology: Describe the approach they took to tackle the challenge.
Outcome: Highlight the results achieved and any lessons learned.

Sample Answer: "In my previous role as a software developer, we encountered a performance bottleneck in our application. To address this, I conducted a thorough code review, identified areas of inefficiency, and optimized critical algorithms. Additionally, I implemented caching mechanisms to reduce database queries. As a result, the application's performance improved by 30%, leading to higher user satisfaction."

What to Look For: Assess their problem-solving process, technical expertise, and the impact of their solutions on overall performance.

Case Interviews Questions

5. "you are the manager of a manufacturing plant experiencing a decline in production output. what steps would you take to identify the root cause and improve production efficiency".

How to Answer: Candidates should structure their response as follows:

Identify the Issue: Understand the scope of the decline in production output.
Investigate Root Causes: Explain how they would gather data and analyze potential factors affecting production.
Propose Solutions: Outline the strategies they would implement to improve production efficiency.

Sample Answer: "To address the decline in production output, I would first gather production data and conduct a thorough analysis of equipment performance and maintenance logs. I would also interview production staff to identify any workflow inefficiencies. Based on the findings, I would implement a maintenance schedule, provide additional training to staff, and introduce process improvements to optimize production efficiency."

What to Look For: Look for candidates who can analyze complex situations, prioritize solutions, and develop actionable plans.

6. "You are a consultant advising a retail client experiencing a drop in sales. How would you approach this problem and recommend solutions?"

How to Answer: Guide candidates to structure their response effectively:

Understanding the Situation: Gather information on the client's current market position and challenges.
Analysis and Diagnosis: Analyze the market trends and customer behavior to identify potential reasons for the sales decline.
Solutions and Recommendations: Propose actionable strategies tailored to the client's specific situation.

Sample Answer: "As a consultant, I would start by conducting a comprehensive market analysis to understand the competitive landscape and consumer preferences. I would also review the client's sales data and customer feedback. Based on my findings, I might suggest implementing targeted marketing campaigns, enhancing the customer experience through personalized offers, and optimizing the product mix to meet customer demands."

What to Look For: Assess their analytical skills, industry knowledge, and ability to recommend effective solutions based on data-driven insights.

Situational Judgment Tests (SJTs) Interview Questions

7. "you are a team leader, and two of your team members have conflicting ideas about how to approach a project. how do you handle the situation".

How to Answer: Encourage candidates to outline a thoughtful approach:

Active Listening: Stress the importance of understanding both team members' perspectives.
Mediation and Collaboration: Emphasize the need to facilitate open communication and find common ground.
Decision-Making: Describe how they would make a final decision, considering the project's objectives and team dynamics.

Sample Answer: "As a team leader, my first step would be to listen to both team members individually and understand their reasoning. Then, I would hold a team meeting to foster open communication and encourage them to find a compromise that aligns with the project's goals. If necessary, I would make a decision based on a thorough assessment of both ideas and explain the rationale behind the chosen approach to the team."

What to Look For: Look for candidates who demonstrate effective leadership, conflict resolution skills, and the ability to make decisions based on team input.

Decision-Making Skills Interview Questions

8. "describe a time when you had to make a difficult decision with limited information.".

How to Answer: Candidates should structure their response to highlight the decision-making process:

The Context: Explain the circumstances that led to the difficult decision.
Assessment: Describe how they evaluated the available information and potential consequences.
The Decision: Explain the choice they made and the reasoning behind it.

Sample Answer: "In my previous role, we faced a tight deadline on a project, and key team members were unexpectedly unavailable. With limited information, I had to decide whether to proceed with the available resources or postpone the project. I carefully analyzed the potential impact of both options on project quality and client expectations. Ultimately, I decided to postpone the project, as rushing it could compromise its success and client satisfaction."

What to Look For: Assess their ability to make informed decisions under pressure, considering the available information and long-term implications.

9. "How do you handle situations where you need to make a quick decision?"

How to Answer: Encourage candidates to follow these steps:

Assess Urgency: Determine the level of urgency and potential consequences of the decision.
Prioritize Information: Identify the critical information needed to make an informed choice.
Trust Your Instincts: When time is limited, rely on experience and intuition to guide the decision.

Sample Answer: "In situations requiring quick decisions, I prioritize identifying the core information necessary for making an informed choice. I draw on my previous experiences and knowledge to trust my instincts and make swift decisions. However, I always stay open to feedback and reevaluate the decision if new information emerges."

What to Look For: Look for candidates who can maintain composure and make well-founded decisions under time constraints.

Creativity and Innovation Interview Questions

10. "how do you foster creativity and innovation in your problem-solving approach".

How to Answer: Candidates should explain their methods for encouraging creativity:

Encourage Idea Generation: Describe how they create an environment that promotes brainstorming and idea sharing.
Diverse Perspectives: Highlight the importance of involving team members with diverse backgrounds and expertise.
Support Risk-Taking: Emphasize the value of encouraging innovative thinking and being open to experimentation.

Sample Answer: "To foster creativity, I encourage team brainstorming sessions and create a safe space for everyone to share ideas, no matter how unconventional they may seem. I believe that diversity enhances creativity, so I ensure that all team members are actively involved in problem-solving discussions. Additionally, I support risk-taking, understanding that not all innovative ideas will yield immediate results, but they contribute to long-term growth."

What to Look For: Assess their ability to create an environment that stimulates creative thinking and their openness to new ideas.

Core Problem Solving Skills Interview Questions

11. "how do you approach complex problems that seem overwhelming".

How to Answer: Guide candidates to outline a systematic approach:

Break it Down: Advise them to divide the complex problem into smaller, manageable components.
Prioritize: Encourage them to identify the most critical aspects to address first.
Seek Support: Suggest they collaborate with others to gain different perspectives and potential solutions.

Sample Answer: "When faced with complex problems, I first break them down into smaller parts to gain a clear understanding of each component. I then prioritize the issues based on urgency and potential impact. If I find the problem overwhelming, I seek support from colleagues or mentors to gain fresh insights and alternative approaches."

What to Look For: Assess their ability to handle complex challenges methodically and their willingness to seek assistance when needed.

12. "Tell me about a time when you encountered a problem without a clear solution. How did you approach it?"

How to Answer: Encourage candidates to demonstrate adaptability and resilience:

Assess the Situation: Describe how they evaluated the problem's complexity and uncertainty.
Explore Options: Explain how they brainstormed various potential solutions.
Learn from Challenges: Highlight any lessons learned from the experience.

Sample Answer: "During a project, we faced unexpected regulatory changes that left us without a clear solution. To address this, I organized a cross-functional team to explore multiple potential approaches. We ran pilot tests and iterated until we found a viable solution. Though it was challenging, the experience taught me the importance of adaptability and the value of embracing uncertainty in problem-solving."

What to Look For: Look for candidates who demonstrate resilience, resourcefulness , and the ability to adapt to unexpected situations.

Frameworks for Problem Solving Interview Questions

13. "which problem-solving framework do you find most effective, and why".

How to Answer: Encourage candidates to explain their preferred framework and its benefits:

Framework Selection: Describe the reasons behind their choice of a particular problem-solving framework.
Application: Illustrate how they have successfully applied the chosen framework in past situations.
Results: Highlight the positive outcomes achieved through the framework's use.

Sample Answer: "I find the PDCA (Plan-Do-Check-Act) framework highly effective because it promotes a systematic approach to problem-solving. By planning carefully, executing the solution, and reviewing the results, it ensures continuous improvement. In my previous role, I used PDCA to optimize our team's project management process, resulting in a 20% increase in project efficiency."

What to Look For: Assess their understanding of problem-solving frameworks and their ability to select and apply the most appropriate one for different scenarios.

14. "How do you tailor problem-solving approaches based on the specific needs of a project or situation?"

How to Answer: Encourage candidates to consider the following factors when adapting their approach:

Project Scope: Explain how they align their approach with the project's objectives and scope.
Stakeholder Needs: Emphasize the importance of considering the perspectives of stakeholders involved.
Flexibility: Highlight their ability to pivot and adjust the approach as new information arises.

Sample Answer: "To tailor problem-solving approaches, I always start by understanding the project's unique requirements and the expectations of stakeholders. I then assess the resources available and the timeline for completion. Flexibility is key, and I remain open to adjusting the approach as the project evolves, ensuring the best possible outcomes for all involved."

What to Look For: Look for candidates who can customize their problem-solving strategies based on the specific context of each situation.

Group Problem Solving Scenarios Interview Questions

15. "describe a time when you led a team in resolving a complex problem. how did you ensure effective collaboration and decision-making".

How to Answer: Guide candidates to address the following key points:

Leadership Approach: Explain their role in leading the team and facilitating collaboration.
Team Dynamics: Describe how they managed conflicts and encouraged diverse perspectives.
Decision-Making Process: Highlight the methodology used to reach a collective decision.

Sample Answer: "In my previous role as a project manager, we faced a complex client issue that required a team effort to resolve. As a leader, I encouraged open communication and organized regular team meetings to discuss progress and challenges. By fostering a culture of trust and respect, team members freely shared their ideas, which led to innovative solutions. We used a combination of majority voting and consensus to make critical decisions, ensuring everyone's voice was heard."

What to Look For: Look for candidates who showcase effective leadership skills, the ability to foster collaboration, and a well-defined decision-making process when handling group problem-solving scenarios.

How to Excel in Problem Solving Interviews?

You've learned about problem-solving skills, frameworks, and how to tackle various types of problem-solving questions. Now, let's explore additional tips to excel in your problem-solving interviews:

Effective Communication in Problem Solving

Clearly articulate your thought process to interviewers.
Use concise and structured responses to explain your solutions.
Practice active listening to understand the interviewers' questions fully.

Time Management and Prioritization Strategies

Allocate sufficient time to analyze the problem before proposing solutions.
Demonstrate the ability to manage time effectively during the interview.
Emphasize the importance of prioritizing critical issues in problem solving.

Demonstrating Resilience and Adaptability

Stay calm and composed when faced with challenging scenarios.
Showcase your ability to adapt to unexpected changes during problem-solving exercises.
Highlight past experiences where you demonstrated resilience in overcoming obstacles.

Mock Interview Practice

Prepare for your problem-solving interviews by engaging in mock interviews. Mock interviews provide valuable feedback and boost your confidence. Here's how to make the most of them:

Choose a Partner: Find a friend or mentor willing to act as the interviewer.
Set Up a Mock Interview: Create a setting similar to a real job interview.
Practice Various Scenarios: Include behavioral, technical, and case-based questions.
Receive Feedback: After the mock interview, seek feedback to identify areas for improvement.
Iterate and Improve: Use feedback to refine your responses and approach.

Mastering problem-solving interview questions is crucial for excelling in job interviews. As candidates, it is essential to showcase our critical thinking, analytical abilities, and creative problem-solving skills. By utilizing various frameworks, such as the 5 Whys or PDCA, we can approach challenges systematically.

Behavioral-based questions provide an opportunity to demonstrate our problem-solving capabilities through past experiences. Meanwhile, technical questions test our expertise in solving real-world issues. Case interviews assess our ability to think on our feet and propose viable solutions under pressure.

Collaborative problem-solving in group settings highlights our leadership, communication, and conflict resolution skills. Situational Judgment Tests test our decision-making and problem-solving acumen in ambiguous scenarios.

Remember, preparation is key. Engaging in mock interviews, refining responses, and seeking feedback will boost our confidence and improve interview performance. By showcasing our problem-solving prowess, we set ourselves apart as valuable assets to any organization. So, approach problem-solving interviews with confidence and seize the opportunity to demonstrate your problem-solving excellence. Best of luck in your future interviews!

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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December 15, 2022

The Problem-Solving Interview: 16 Questions for Better Hires

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

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

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

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

Examples of problem-solving interview questions:

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

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

What's the buzz about problem-solving interviews?

Problem-solving interview questions occasionally go by other names.

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

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

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

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

15 examples of problem-solving interview questions

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

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

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

Leadership roles

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

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

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

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

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

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

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

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

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

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

Creative roles

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

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

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

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

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

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

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

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

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

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

Technical roles

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Vague (or nonexistent) answers 🚩

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

Over-the-top uneasiness 🚩🚩

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

Scripted responses 🚩🚩🚩

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

Problem-oriented mindset 🚩🚩🚩🚩

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

Tips to ask the right problem-solving interview questions

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

Use hypothetical scenarios with real-world applications

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

Illuminate the candidate’s thought process

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

Gauge team spirit

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

Know what you can (and can’t) ask

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

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

These ones top our list of major no-nos:

“Tell me about your biggest weakness.”

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

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

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

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

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

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

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

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

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

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

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

Try it yourself totally free.

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

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

Illustration of two people sitting around a table during an interview

Unique Interview Questions: 5 Cut-to-the-chase Questions to Reveal a Candidate's True Colors

Unique interview questions are changing the face of how we hire, but which are the best questions to ask and will they ever truly replace traditional interviews? We asked our HR experts to explain.

Your Best Interview Process: An All-In-One Interview Guide for Employers Who Give a Damn

In search of your best interview process? Make it easy with this step-by-step interview guide and wow your candidates at every stage of the process from pre-screening to offer.

The Best Interview Questions for Assessing Problem Solving Skills

No matter the domain, industry, or seniority level, problem solving skills are an essential tool for any employee. With carefully-crafted interview questions, you can get a solid understanding of how candidates will respond to real-world challenges they're likely to face at your organization. Zero in on candidates' problem-solving prowess with our curated list of the best interview questions.

Unlocking a Candidate's Problem Solving Abilities

By probing a candidate's problem solving skills, you'll get a more thorough understanding of their approach, thought process, and skill in solving challenges and having impact in the workplace. With problem solving interview questions, the objective is to get a better sense for how a candidate approaches:

Identifying and analyzing problems
Creating action plans
Implementing solutions
Evaluating results
Taking learnings forward for the future

In job interviews, you'll want to dig into specific examples of candidates' problem solving process in real-world scenarios, and test how they would deal with hypothetical problems that might arise in your own company.

Problem Solving Interview Questions

Describe a time when you solved a problem without input from someone more senior to you.
How do you decide when to handle a problem independently or seek help?
Tell me about a time when you preemptively addressed a complex problem before it escalated.
If faced with two urgent tasks simultaneously, how would you prioritize them?
Describe a time when you developed an innovative solution with limited resources or information.
Describe a time when you had to develop a solution for a problem when you had limited resources or information.
Tell me about a situation where you came up with a creative solution to a problem.
Walk me through an experience of tackling a daunting project.
Tell me about a time when you had to change your strategy last minute.
Describe a time when you faced significant obstacles to solving a problem.
Can you give me examples of metrics you use to measure the success of your problem-solving efforts?
How do you decide when a problem is "solved"?
Can you tell me about a time when you've solved a problem that required making tradeoffs between short and long-term outcomes?

General problem solving & decision making skills interview questions

Effective problem-solving goes hand in hand with sound decision-making. Identifying candidates who can independently tackle issues and make well-reasoned decisions is crucial.

Here are some interview questions to explore how candidates approach their decision making process in problem solving:

What to look for in responses:.

These interview questions will help assess how job candidates use critical thinking and initiative to tackle problems. Do you they wait for others to tell them when to fix something, or do they proactively find opportunities to make improvements? Look for answers demonstrating an analytical approach to the prioritization and execution of problem solving. Make sure you dig into the candidate's thought process behind how they assess tradeoffs and think about the impact of potential solutions.

Interview questions for assessing creativity in problem solving

Few problems can be solved without some degree of creativity. To get a sense for these skills in a potential candidate, you can pose problem-solving questions that dig into the their past experiences with delivering original and out-of-the box solutions.

To gauge a candidate's creative problem-solving skills, consider these job interview questions:

These questions uncover the candidate’s ability to think outside the box. If they struggle to come up with detailed answers, it's likely a sign they rely on tried and tested ways of doing things rather than searching for innovative solutions. Look for answers that showcase originality, inventive use of resources, and the ability to deliver practical solutions under constraints.

As when testing most competencies, it's important to hear real-world examples of problem solving rather than generic answers that don't reveal anything about how they approached complex situations in previous roles. As always, look for answers that use the STAR (situation-task-action-result) method to effectively demonstrate how the candidate uses creativity to solve problems.

Problem solving interview questions for adaptability and resourcefulness

The ability to adapt and be resourceful is essential in fast-paced work environments and is a key component of strong problem-solving capabilities.

Here are some interview questions you can use to assess these skills:

Responses to these questions should highlight the candidate’s flexibility and resourcefulness as demonstrated in previous experiences. Effective answers typically include examples of problem solving by adjusting strategies, on-their-feet thinking, and maintaining composure under pressure. You'll want to get a clear understanding of whether a candidate can thrive in challenging situations. Do they break down in stressful situations or do they maintain composure and find a way forward? Do you they know when to ask for help to maximize chances of success? These are the types of questions you'll want to address in your probing.

Problem solving interview questions that test results-orientation

Execution is one thing, but strong problem solving skills must also include a focus on results, measurability, and long-term impact.

Here are some interview questions to assess how a candidate thinks about the results of their problem solving:

You'll want to see that a candidate doesn't have a "box ticking" mentality, where they want to close out a problem just to check it off their list. Do they think critically about how to define and measure success, or do they take a binary problem solving approach? A candidate's problem-solving skills are only as good as their ability to understand the quality of their solutions and the tradeoffs of their impact.

Carefully crafted problem-solving questions can play a crucial role in assessing a candidate’s ability to navigate difficult situations and devise effective solutions. We hope this guidance on problem solving interviews helps you more thoroughly understand a candidate's approach.

Other resources

How to Prepare for Technical Interviews – Problem-Solving Tips + Mindset Tricks to Get You Ready

Hi everyone! In this article we're going to talk a bit about technical interviews. I'll share a few tips that, based on my experience, might help you go through these interviews successfully.

I originally wrote this article more than a year ago, before getting my first job offer as a developer.

I'm sharing this with you now because I recently went through another interview process. And I found that the same concepts and thoughts that helped me get my first job offer allowed me to pass all the interviews successfully again. 🙂

My Background

I took up coding more or less a year ago. I started learning out of pure curiosity, and as I learned more about it and was able to build personal projects, I just fell in love with it.

I got so obsessed and passionate about it that I dedicated all the free time I had to coding, reading about code, watching videos about code, and just learning as much as I possible could, because for me it was fun and interesting!

Time passed and at a point I started imagining myself working as a developer. First it was like a blurry thought, and then I started thinking about it seriously and learning about what I needed to do to get to that point.

My learning journey and the approach I took towards becoming a dev will probably be the subject of another article, but my point is that I made it! I recently got an offer for my first job as a full time developer and I couldn’t be happier about it.

And there were many things and learning experiences I had to go through to get to this point, but I’d say the toughest one – and the one I was less prepared for – was technical interviews.

What are Technical Interviews Like?

I come from a social sciences background, and most of the time, within that field, there’s nothing too “technical” to talk about during interviews. Employers normally hire you based on your experience and behavior during interviews.

But in the coding field it’s really different. Experience is valuable, of course, but employers also value projects you can show to them, theoretical knowledge about different programming topics, and, most of all, the problem solving skills you can show off during technical interviews.

In almost all selection processes I went through, there was a technical interview in which an interviewer tossed me a problem and I had to solve it live with them looking at me the whole time.

This is a standard practice for coding jobs, but I wasn’t prepared at all. I failed miserably more than once, and these experiences were some of the most embarrassing and frustrating moments in my professional life so far.

At times I felt stupid for even thinking I’d be capable of switching careers at almost 30. I thought I just wasn’t smart enough. But luckily I kept going, researched about technical interviews, learned, practiced, and kept failing until I didn’t fail anymore.

Technical interviews are tough and can be really stressful if you’re not prepared correctly. Also, even though I successfully passed a selection process, I know I still have a lot to learn about this and that I’ll need to perfect this skill to further grow my career in the future. So here are my main tips for nailing your technical interviews.

1. Prepare for the Interview

This is important for all kind of interviews, but for technical interviews I think it’s crucial. Your chances of passing these evaluations are way lower if you don’t prepare correctly for them.

Here are some ideas that allowed me to better prepare for these interviews.

Do Your Research

Find out about technical interviews in general, how are they normally organized, what interviewers ask and what do they intend to measure, what kind of problems do companies toss at you, and what are the best approaches towards interviews.

The internet is an infinite resource of knowledge, so don’t waste it! Google about everything you can and take advantage of the experience of the thousands of people who have gone through similar situations and share their experiences.

Practice Solving Problems

Problem solving is a skill just like any other. There is specific knowledge you’ll need to get good at it, but most of it is practice and getting your brain to be comfortable in that situation.

There are tons of websites that contain the types of problems you’ll see during interviews. freeCodeCamp has an amazing course designed for this. Some other cool resources are hackerrank.com , leetcode.com , codewars.com , exercism.io , app.codesignal.com , and algoexpert.io .

Solve as many problems as you can from any of these sites and you’ll start getting good at them.

And when you practice, at first it’s okay to just worry about solving the problem. But once you get comfortable enough, a great idea is to try to make your practice as similar as possible to an actual interview. And by this I mean setting a timer, explaining your solution out loud, analyzing your final algorithm and refactoring…just basically following all the steps you’d normally follow in an actual interview.

If your practice is similar to the actual situation, once you get to that situation you’ll feel more confident because in some way you’ve already been there.

Build a Theoretical Foundation

Besides actually practicing, learning theoretical concepts about algorithms and data structures is a great idea to get better at solving these problems.

Think about it as adding tools to your toolbox. The more tools and concepts you have in your mind, the more problems will sound familiar or ring a bell in your brain, and from that you'll be more able to arrive at a solution.

There are many resources on the internet, some free and some paid. A course about data structures and algorithms is pretty much a must for any programmer, so I encourage you to find a good one. Here are a couple you can start with:

Data Structures Explained
Learn Data Structures from a Google Engineer
Learn Algorithms and Data Structures in Python
Learn about Algorithms and Data Structures

Of course also theoretical knowledge about your programming language of choice and any other tools in your stack (frameworks, libraries, databases, and so on) is also very important.

Imitate Others

It’s ok to run into problems you don’t know how to solve or to come up with solutions that are not the best suited ones.

In these type of situations, or always actually, it’s a good idea to take a look at how other people solved that same problem and learn from them. What approach did they take? What ideas did they have? Did they get stuck? How did they move towards the solution?

Analyze their solution and their behavior, identify what works for them, think if that could work for you and if the answer is yes, copy them! It’s crucial that you deeply understand why their solution works and how their logic works. You want to internalize the logical approach, not the code, as that’s just an after effect.

Looking at problem solutions and videos of mock interviews is a good idea to get this kind of data.

Understand What Kind of Interview You'll Have

I mentioned the most classic type of technical interview is the one based on algorithms and data structures, in which the interviewer will give you a problem to solve through an algorithm.

But I found that there're also interviews that are mostly theoretical, in the sense that the interviewer will ask questions to measure your knowledge about a given programming language, framework, library, design and architecture patterns, and so on.

Another kind of interview is where the interviewer shows you an actual project or asks you to build one. During the interview you discuss the decisions you made to build it or implement new features/modifications on it.

Each kind of interview is different and might require different preparation, so it's always a good idea to ask the company what will the interview be based on, and prepare accordingly.

2. Breathe and Think Things Through

Once you've seen and gone through a ton of examples and start feeling somewhat confident around coding problems, it’s time to get to the deeper stuff.

Here are some tips that helped me go through the interviews successfully.

This sounds crazy right? The best approach to solving most coding problems is actually not coding, or at least not right away .

No matter how anxious or secure you are about the idea you have in mind, I find it better to always take a step back and make sure you understand things deeply before going to the details and breaking out the code.

So how do you do that?

Understand the Problem

The first step to solving a problem is actually understanding it. And to understand it, the best idea is to “make it yours”, and internalize it.

A good idea is to read the exercise twice, repeat it again in your own words, and go through multiple examples (simple ones, complex ones, examples with null or invalid inputs…).

No matter how silly, complex or simple the problem may seem, this helps you make sure you understand it properly and gives your brain data and time to come up with solution ideas.

Make Sure You Understood It

Repetitive? Yeah, but effective. Check and make sure you understood what you need to do and how your function will work.

Ask yourself, what are the inputs going to be? What will be the output? Check for edge cases. Will you always receive the same input or could you expect different formats? Do you have to be prepared for strange cases or does the exercise restrict the kind of situation you’ll encounter?

It’s better to clear out all this things before even starting to think about a solution.

Explore Your Toolbox

I said that learning theoretical concepts and practicing is like adding tools to your problem solving toolbox. When you see a new problem, it’s a good idea to explore that toolbox and see if any of the concepts or solutions you’ve used in the past could work here.

Could it help to use some sort of counter? What about implementing some sort of data structure to help you out? Could you use pointers or a sliding window? Would it be a good idea to take a divide and conquer approach? What about recursion? Could sorting the input help for anything?

You don’t necessarily have to know the exact path to take, but comparing the problem to previous patterns you’ve seen can help spark ideas in your mind.

Of course the more you practice solving problems and learning about possible solutions, the more patterns you’ll have to remember and compare.

Break Down the Problem

Once you’ve analyzed the problem deeply, hopefully you’ll have at least an idea of how to tackle it, or where to start.

A great idea here is to try to think about the different steps you need to take to get to your solution and write down those steps to analyze them, check if your logic is correct, and later use them as little memory helpers and “instructions” for you to translate into code.

Simplifying your solution through steps and specially writing them down will often help you identify flaws in your logic or cases you didn’t think about before.

This is great because you’re at a stage when it’s really easy to modify your approach or lean towards a different idea. You didn’t waste time coding or getting yourself into a maze of logic that doesn’t actually work.

Simplify the Problem

Specially when facing complex and difficult problems, a good idea is to first ignore the main difficulty of the problem and try to solve a similar, simpler version of it.

When you nail that solution, bring the main difficulty back and see if you can translate your solution to it.

Visualize the Problem

Complex problems are sometimes difficult to get your head around. Having a whiteboard, either a physical or a digital one, is always a great idea.

Visually stimulating your brain by drawing up the problem or an idea can be a good approach to buy yourself some time and see if that perspective shows you some data you didn’t notice.

Start to Write Your Code

So once you have a clear idea of the steps you’ll need to cover to get to the solution, it’s time for translating that into code. This should be the simple part if you’re comfortable enough with the language.

A thought to keep in mind here is that if you can’t remember something very specific, don’t let that hold you down – pseudo code it and carry on with the rest of the solution.

Talk to your interviewer and see if they can help you with that part, or ask if they'll let you Google it. In most cases this will be ok and the important thing will be to show that you nailed the correct logic to solve the problem.

Test Your Code

Test your solution at every step and at the end. There’s nothing more annoying than writing a ton of code and later seeing it fail without knowing the exact cause.

Test your code and your logic at every step of the solution, as this will allow you to catch bugs earlier and will save you from wasting time and effort.

Of course testing at the end is important to check if your solution actually works! So throw your function different inputs and edge cases to see if it behaves as expected.

Analyze the Solution

Once you've gotten to the solution, you’re not done yet. It’s a great idea to show your interviewer you can analyze what you did too.

Ask yourself and tell them, what’s the big O complexity of your solution? Can you think of a way to improve the performance or the memory usage of your algorithm? Is there a way to make your function easier to read and understand?

Even if you can’t think about how to code it exactly, it’s great to show them that you’re the kind of developer who is always going to look for improvements and not settle for something that just works.

Improve Your Solution

Of course, if you can find ways to optimize your solution and know how to code it, do it!

And about this, in a coding interview situation you’ll rarely come up with the perfect solution for a problem. You’re under pressure and on the clock, so it’s perfectly ok to come up with a so-so solution and then refactor it until it reaches an acceptable level.

It’s often better to show you can solve the problem even if not in the perfect way than spend all your time just thinking about the perfect solution.

Talk to Your Interviewer

Talk with your interviewer during the whole process. What your interviewer is trying to measure is your problem solving ability and your level of comfort with your programming language of choice.

That is a hard thing to measure if you don’t open your mouth and just code away.

It’s crucial that you talk to your interviewer and let them know what you’re thinking, what is your thought process, what ideas are you having, how are you understanding the problem, what logic are you going to follow with your solution and why are you making decisions.

Talk to them, ask questions, explain yourself, and if you get stuck or don’t know how to go on, explain to them exactly the thing that is giving you trouble. In most cases you’ll get some help and more importantly you’ll show them you’re actually trying to work towards a solution.

Listen to Your Interviewer

When you’re being given the problem to solve – and specially if you get tips or feedback from your interviewers – pay attention! No matter if you think you already have the best idea or if there’s something that’s driving you crazy and need to solve right now, just drop it and listen to what you’re being told.

If you don’t listen to feedback, you’re giving a very negative signal to your possible future employers. Think about it: would you like to work with someone that doesn’t listen to feedback? Besides, feedback will certainly help you solve your problem, so listen!

3. Control Your Emotions

This for me was the toughest part of the interviewing process, and it's something I didn’t really find a lot of information about when researching technical interviews.

Dealing with the anxiety and frustration these situations can provoke is hard, but also a crucial step to improve your performance.

So here are some things that have helped me in this regard.

Prepare Your Body and Mind

Interviews are stressful situations in which you have to deal with expectations and perform to reach those expectations while being judged by other people.

I’ve always felt uncomfortable in these type of situations so I’m quite familiar with the type of anxiety you might feel.

Something that helps me is try to think about it like the moment of a game for a sports player or when actors get out on stage. You normally see these people trying to warm up and focus before they start to perform, right? There’s a reason for that – and it’s that this preparation actually enhances performance and gets you ready to give your best.

It may sound stupid at first, but stretching, warming up your voice, meditating, imagining the moment in your mind and picturing yourself being successful in the moment are all things that will push you towards doing nicely in this important moment.

Be Confident

Easier said than done, right? Absolutely. Confidence for most people isn’t something you can just turn off and on, but something you build along the way and comes with lots of practice, studying, and preparation behind it.

You'll build confidence with the work you do prior to the interview, but once you’re in the moment it’s important to remember that you want to show the interviewers you have confidence in yourself as a coder and that you trust yourself to solve any problem you face.

This doesn’t mean you have to know absolutely everything and be able to solve any complex problem absolutely by yourself. Rather, it means that you won’t panic when you face something you don’t know how to solve at first, and that you have the ability to slowly analyze the problem, break it down, and work towards a solution.

Stress, anxiety, and the wish to show that you can solve the problem can make you rush more than you need to. And rushing can lead to missing key information, flaws in your logic, bugs in your code, and errors in general.

So take your time, actually, take more time than you actually need. Analyze the heck out of the problem, talk slowly, code slowly, think slowly, and remember to breath. Things are easier to deal with when you take your time and slow-mo the process.

Don’t Take it Personally – or Do...

You’ll mess up at some point, that’s a certainty. Especially in your first interviews, you’ll probably fail and feel miserable about it. It’s just the way it is, and it's a step that is needed for you to understand where you need to improve.

A key issue here is how you deal with that frustration. I could tell you to think about it as a process, to not get mad when you fail, to be patient… But if you’re an anxious and self demanding person as I am, you’ll be very frustrated when you fail, and there’s nothing you can do to avoid it.

But how do you deal with that? Do you get depressed and quit coding forever? Do you get scared of interviews and never apply for a job ever again?

Personally, I get very mad at myself when I fail at something or find out I don’t know something I "was supposed" to know. I get mad at myself for not preparing correctly or for missing things, and even though that anger feels bad at first, later on is something that pushes me forward.

I feel so bad about it that I make absolutely sure I won't fail at that again, and I practice as hard as I can to avoid being in that situation again.

Different approaches work for different people, but the thing is to handle your emotions in a way that pushes you forward and not backwards.

Learn from Your Mistakes

As it’s a certainty you’ll mess up, the smart thing to do is to learn from the errors you made and try to not make them again.

Always try to take note of the problems you were presented and your solutions, analyze your mistakes, analyze other possible approaches you could have taken, what optimizations you didn’t see, and what key concepts you didn’t remember at that moment.

Also always ask your interviewers for feedback about what you could have done better. This information is gold if you get the best of it.

If you love coding, you probably have lots of fun doing it. Never forget that, no matter the context.

In interviews, try to approach each problem with curiosity rather than fear of failing. Try to show your interviewers you’re enthusiastic about problems, because you’re probably going to work with similar stuff on a daily basis.

Plus if you’re having fun and thinking in a positive way, you’ll be more relaxed and your mind will be clearer, which of course helps your problem solving skills.

If you pass or if you fail, at the end it doesn’t matter, in the sense that your approach and behavior should stay the same.

Just as code can always be improved, so can you as a programmer. You should always keep learning, keep getting better, keep practicing, keep facing stuff you didn’t know anything about and eventually overcoming it.

So don’t get too high if you pass or too low if you miss – just keep coding and keep learning.

As always, I hope you enjoyed the article and learned something new. If you want, you can also follow me on LinkedIn or Twitter .

See you later!

I'm a fullstack dev (javascript | typescript | react | node | AWS) and computer engineering student. Here I write about the things I learn along my path to becoming the best developer I can be.

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Problem Solving Interview Questions and Answers

What Are Problem Solving Interview Questions?

Why do employers ask problem solving interview questions, top tips for answering problem solving interview questions, final thoughts, problem solving interview questions and answers.

Updated June 12, 2023

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When you have an interview coming up, it’s worth thinking about the types of questions to expect.

Interviews can have varied formats and focus on different things. Some will be relaxed with the aim of getting to know you as a candidate; others will be highly focused on skills and knowledge.

One particular type of interview you will want to spend time preparing for is one based on problem-solving questions, as there are techniques you can practice beforehand.

These questions are designed to see how well you can collect the right data, analyze it logically and come to an effective resolution.

Problem-solving questions will also focus on how well you can manage multiple points of view and how you deal with conflict.

Companies use these kinds of questions to ferret out which candidates are able to think nimbly in a wide range of scenarios.

Sometimes these questions are formatted as situational judgment tests which help employers predict how you might behave in the future.

Problem-solving questions also aim to test your critical thinking and decision-making skills. Spend time thinking about the type of role you are applying for.

You can then work out which types of problems you are most likely to face – and prepare for questions that demonstrate your skills around those issues.

At any interview, you will be asked a variety of questions.

Some are designed to see how keen you are – they will test your company knowledge and the depth of the research you have done. Other questions, like problem-solving ones, are designed to test specific competencies , like mental agility and lateral thinking.

Problem-solving questions are important for employers because they can’t always predict the projects you will be working on, so they need to know you have a wide skill set.

In an ever-changing world, having a workforce that’s able to solve unexpected problems is a real benefit, so try and demonstrate this ability in your answers.

These types of problem-solving interview questions are especially popular in the technical industries.

They are also used by companies like management consultancies, which often work on a huge variety of projects.

Because they don’t deal with the same problems over and over, they need to test how good you are in being creative with new or unusual situations.

Problem Solving Interview Questions - Sample Questions and Answers

It’s a good idea to practice problem-solving questions so that you improve in confidence and are able to answer them fluently.

Remember your communication skills are being assessed in any interview, so how you explain your decision-making process is also important.

Here are some sample questions and answers for problem-solving situations that are designed to help you prepare for upcoming interviews.

You can practice answering these examples with a friend or someone you trust to give you helpful feedback on your performance.

“Have You Ever Been in a Dispute With a Colleague? What Did You Do to Resolve It?”

This type of question is designed to test your team-working abilities as well as how you are able to deal with stress or difficult situations.

The interviewer wants to know if you are able to show respect and empathy, while also sorting out the actual problem.

This question also helps the interviewer understand how well you learn from stressful situations. In this example, they would want to see how you might take action to minimize future disruptions with colleagues.

Sample Answer

In my last job, I had a colleague who was consistently late for project meetings I was leading . At first, I tried a couple of gentle reminders of good practice/time-keeping when sending the agenda out for these weekly meetings. After I found this was not working, I decided to speak to this colleague directly and asked him to join me for coffee at a nearby cafe. I was able to broach the issue in a more casual environment and this took the pressure off, as we weren’t surrounded by colleagues. We had time to get to know each other a bit too. I checked in to see if there was any particular reason for his repeated lateness and it turned out that he had a regular meeting just before mine at a different worksite. A quick fix was to move my meeting to a different day, which resolved the issue simply. Now I always check that new meetings I’m planning are held at convenient times for all attendees.

"How Do You React to Unexpected Challenges? Do You Have a Preferred System?"

This question looks at whether you are a planner or if you tend to jump straight into solutions. Depending on the job you are after, your interviewer may want to hear different types of answers.

If you’re applying for a role that requires analysis and deep thinking, you probably want to lean towards a reply that shows you have a methodical system for dealing with unexpected challenges.

If, on the other hand, you are interested in working in a fast-paced environment and the job description uses words like ‘nimble’ and ‘agile’, you would do better to describe your personal system for dealing with challenges as decisive and swift.

The best answers probably lie somewhere in the middle of these two extremes, and most of us do genuinely find that we could respond either way. A good response is one that shows balance.

I’m aware that every challenge will have its nuances. Rather than have a generic system, I like to custom my approach to match what has gone wrong. For example, if an immediate solution is obvious and straightforward, I’ll implement it without over-thinking things. This happened recently when our IT system went down – I quickly directed the interns to use phone lines in order to call our clients who were expecting deliveries that same day. I’m also able to assess and take my time to fix unexpected problems that require a little more finesse – there was a situation recently when one of our clients canceled a large order. I called meetings with the team and the client separately, to work out what had gone wrong before offering a considered solution, which I’m glad to say worked really well as the client came back on board.

Five Frequent Problem-Solving Interview Questions and Answers

"Tell Me About a Situation Where Things Went Wrong on the Day of a Big Deadline or Event?"

This question aims to explore how well you work under stress or time pressures. A good answer will show conceptual skills in problem-solving – thinking creatively and flexibly under pressure.

Not only do you have to show that you can utilize other people and work with them, but you also need to show a task focus, so that the deadline or function goes off without a hitch.

Again there is an opportunity here to show you can learn from mistakes, so think of an example that identifies a way in which you were able to avoid the situation recurring.

I work well to tight deadlines and often find that I am able to keep calm when others are losing their heads. As I often work in high-pressure scenarios, I’m regularly called upon to mediate between colleagues when there is a disagreement over how to handle sensitive matters. One example which comes to mind is when we had to hire several high-profile models for an ad campaign we were running. Two of them nearly came to blows when they disagreed over their styling. I had to step in, calm them down and work out a compromise where they agreed to stay on set and finish their assignments within the time frame of our schedule. It was certainly a hair-raising day but I was able to get the ad we wanted and without any further drama happening. Since that occasion, I’ve made sure to keep all agents on standby so that issues like this don’t arise again.

"What Would You Do if You Strongly Disagreed With a Colleague About How to Handle a Delicate Matter?"

This question not only explores your ability to demonstrate empathy, but it may also touch on issues of ethical responsibilities and the necessity to be discreet when necessary.

Employers want to know you are self-aware and able to reflect on important issues, rather than being overly bullish when it’s not appropriate.

Showing that you can employ a delicate touch is really important in certain roles like HR, so your interviewer will want to know how good your soft skills are.

You can also use a question like this as an opportunity to demonstrate your powers of persuasion or other transferable skills, so make sure you pick a strong example when you answer.

There was a recent situation where one of our team’s assistants was being monopolized by one particular person. We knew we had to address the issue as there was a backlog of work that just wasn’t getting done. My office partner wanted to handle the matter in a very up-front way, but I didn’t think that was the best approach. I persuaded her to take a more discreet route and stopped her from making a scene. I knew that the person who was causing the issue had certain problems at home – which were likely to be impacting his work and focus. Without giving away his private situation, I suggested that we speak to the monopolized assistant first, to see if he had any thoughts or preferences about how the matter was handled. This helped defuse the situation, as it turned out the assistant was happy to put in overtime to clear some of the backlog. It meant we didn’t have to confront our colleague right away. In fact, this bought us enough time so that some of his home and childcare issues were actually resolved. A month down the line, there was no longer an issue of the assistant being monopolized.

"How Are You Proactive About Avoiding Problems?"

This question asks the interviewee to show their ability to mitigate risk – particularly important in management roles or ones where leadership matters.

Your ability to understand human nature, to plan ahead and focus on having multiple backup solutions in place is being assessed.

When answering this question, you can also demonstrate your ability to think creatively and laterally.

Remember, almost every employer wants to hire someone who shows initiative and makes their lives easier.

I recently had to organize multiple networking events for our biggest departments. I knew that we would have an issue with incentivizing some of our busier sales staff to attend – as previous events had been rather tame. I collated some feedback from last year and applied the lessons learned. For example, I tried to ‘gamify’ the event and made sure there were enough aspects of the party that would appeal to a range of attendees. Not only did I hire top-notch caterers (and promote this fact), but I also organized entertainment to work the crowd and create a buzz to make sure that people stayed around – not just popped their heads in, as they’ve done in the past. One extra incentive, which hadn’t been used at our events before, was a raffle/goody bag concept which tied in with the next away day and even helped boost attendance there too.

There are many useful tips for preparing for an interview. While you can’t always predict exactly what you will be asked, you can practice your technique, answering commonly used questions in logical and analytical ways.

One of the most important things you need to do is give examples when answering each question – showing how you have demonstrated the problem-solving skill they are asking for.

To help with this, make sure you have created a mental bank or list of relevant work experience situations you can easily refer to.

It can help to think about the structure of what you’re going to say before you launch into answering an interviewer’s question – this also makes you look more considered.

One useful way to do this is by using the STAR technique where you break what you say into four sections:

The overall Situation
The Task at hand
The Action taken
The Results obtained

This helps you to avoid rambling and finishing off your answer in a weak way, which can happen when you don’t plan out what you want to say.

On an assessment day or in a group context , you may have to face problem-solving questions as a team.

Sometimes you will have to do a group task and then face questions on your processes afterward. Try and describe these in a step-by-step way and show self-awareness by linking your actions to competencies you believe are strong in you as a candidate.

When you are answering problem-solving questions in a group, make sure you stand out and say your part, but also show strong teamwork by praising or including quieter members. You should definitely avoid interrupting or criticizing team members at all costs.

One final tip is to avoid giving vague, generic answers. You can pose follow-up questions to clarify an interview question if you’re not sure exactly what they are asking.

It’s better to do this and then give a targeted answer, rather than waffle and hope you hit the right bases because you weren’t quite sure what the interviewers were looking for.

Being able to solve problems is a key work skill and one that every employer wants to see. While it’s important to practice your ability to answer these questions, do make sure you go into the interview with fresh energy so that your answers don’t sound too rehearsed.

Problem-solving interview questions are designed to push you and give you an opportunity to showcase your skills. If you plan for a range of questions and have a set of strong examples to draw upon, you will feel confident no matter what you are asked.

It can really impress interviewers if you answer problem-solving questions with positivity and enthusiasm. A willingness to engage with the issues they come up with shows that you are ready for the workplace and are able to creatively adapt to unexpected scenarios as they invariably occur.

You might also be interested in these other Wikijob articles:

Problem Solving Technique, Skills & Examples (2024 Guide)

Or explore the Interview Advice / Interview Questions sections.

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10 problem-solving interview questions to find the best candidate

Sophie Heatley, Content Writer

| 03 Oct 2018

| 5 min read

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10 problem-solving interview questions to find the best candidate

An interview is a good chance to evaluate how candidates approach difficult situations and by asking problem-solving questions you can separate those that are results orientated from those that crumble under pressure. Asking the right sorts of questions will also reveal a person's suitability for the role and company they are trying to enter.

That being said, this can be hard to assess when you first meet someone, so here are 10 problem-solving competency questions to solve your problem of what to ask:

Problem-solving interview question examples

Question 1: describe a situation where you had to solve a problem. what did you do what was the result what might you have done differently.

This question tests their problem-solving ability. As an employer, you want to hire people that get things done and when faced with a problem actively solve it. There are three steps to solving a problem:

Identify
Analyse
Implement

A good answer should show that the applicant took the initiative, didn’t act thoughtlessly and was willing to ask questions and work as a team. Ideally their actions were in that order.

Question 2: Give an example of a situation in which you saw an opportunity in a potential problem. What did you do? What was the outcome?

This question tests if they see opportunities in problems. Every business has problems, both minor and major, and you should be able to trust your employees to identify and solve them. Problems are opportunities for improvement, both for an individual and a company as a whole.

Essentially you are looking for an answer that recognises this. Whether they solved a problem single-handedly or flagged the issue to a superior, you are looking for applicants who played a key part in arriving at a solution.

Question 3: What steps do you take before making a decision on how to solve a problem, and why?

This question tests how they problem solve before making a decision. A strong answer showcases that the candidate is considered in their decision-making and has a formal process of thought, instead of becoming overwhelmed and acting rashly. You should be looking for those that have a formalised process that makes sense, and that shows that they don’t just ask for help the entire time.

Question 4: Give an example of a time that you realised a colleague had made a mistake. How did you deal with this? What was the outcome?

This question tests their interpersonal skills . The best type of employees have great interpersonal skills and help others to succeed. Therefore, a good answer should show the candidate was diplomatic and constructive – someone that helps their colleagues to solve problems and doesn’t just highlight them.

Anyone that proceeds to say unsavoury things about previous co-workers should be treated with caution – respect and kindness are core attributes in the workplace.

This question tests their problem-solving strategies. An impressive answer will showcase awareness of problem-solving strategies, although these may differ from person to person.

You don’t want to hire someone that is constantly asking for help and knowing that a candidate has given some thought to potential strategies will provide you with assurance. Problem-solving strategies could vary from data-driven or logical methods to collaboration or delegation.

Question 6: Describe the biggest work-related problem you have faced. How did you deal with it?

This question tests how they tackle big problems. It reveals three things about a candidate:

1. What they are willing to share about a previous employer.

2. What they consider to be a big problem.

3. How they problem solve.

You want a candidate to be appropriate when discussing their current (or former role) and be positive. Of course what constitutes a big problem is relative, but you should be wary of candidates that sound like they might become overwhelmed by stress or blow things out of proportion.

You’ve found the perfect candidate, what’s next? Check out Perkbox’s administration platform to assist you with onboarding and retaining talent.

Question 7: Tell me about a time where you have been caught off-guard by a problem that you had not foreseen? What happened?

This question tests how they deal with pressure. Even the most careful minds can crash into an unforeseen iceberg, but it is how they deal with it that matters. This question should be a chance for you to catch a glimpse of a candidate’s character and personality. Ideally, you want an answer that shows the following:

Calmness – They don’t overreact
Positivity – They don’t complain or blame others
Solutions – They use problem-solving skills

Question 8: Describe a time where you developed a different problem-solving approach. What steps did you follow?

This question tests their creative problem-solving skills and initiative. If your company was complete you wouldn’t be hiring. Someone that takes initiative and thinks outside of the box can help your business progress and stay ahead of the competition. Creative initiative is a definite bonus as you don’t want an office filled with like-minded people, after all, it’s the new ideas that change the world.

Question 9: Tell me about a time when you became aware of a potential problem and resolved it before it became an issue.

This question tests their ability to identify problems and solve them. Having foresight is important quality and it’s much more than wearing glasses. Foresight is about identifying issues before they actually become issues. Being able to see into the future and red-flagging a problem, is something that you should not only value, but covet – being thoughtful helps avoid disaster.

Question 10: Describe a personal weakness that you had to overcome to improve your performance at work? How did you do it?

This question test their self-awareness and dedication. Self-awareness is crucial to growth and becoming a better employee. A good answer is one that shows a candidates willingness to improve, whether that be learning new skills or honing their talents. This is a hard problem-solving interview question so a successful response is a testament to their ability.

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8 Common Problem-Solving Interview Questions and Answers
2. Tell me about a time when you faced an unexpected challenge at work. Tip: For this question, you'll want to choose a specific example from your work history to demonstrate your ability to be flexible while solving problems. To stay focused, you can use the STAR method to answer this question.
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