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Behavioral Interview Questions About Problem Solving

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

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

Basic Questions About how You Go About Problem Solving:

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

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

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

Specific Behavioral Interview Questions About Problem Solving:

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

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

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

Sample answer to how you are a problem solver .

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

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

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

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

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

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

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

Sample answer to show your problem solving strategies .

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

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

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

Sample to show how you deal with unexpected workplace problems .

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

Sample answer to show how your problem solving strategies .

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

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

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

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

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Apr 24, 2023

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25 Important Behavioral Interview Questions (and Example Answers)

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

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

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

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

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

Key Takeaways

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

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

Behavioral interview questions often start with phrases such as:

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

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

Some common topics covered by behavioral interview questions include:

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

Using the STAR Method

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

STAR stands for:

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

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

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

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

Hiring managers use behavioral questions during interviews because they:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What they’re looking for: Adaptability and flexibility skills

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What they’re looking for: Growth mindset and integrity

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

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

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

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

25. Describe your professional goal-setting process.

What they’re looking for: Motivation and organization skills

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

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

Here are some steps to help you prepare:

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

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

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

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

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By Mike Simpson

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

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

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

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

What Is Problem-Solving?

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

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

What part is that? The word “process.”

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

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

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

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

How to Answer Problem-Solving Interview Questions

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

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

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

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

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

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

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

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

Click below to get your free PDF now:

Get Our Job Interview Questions & Answers Cheat Sheet!

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

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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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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.

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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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Problem-Solving Interview Questions & Answers

Updated July 13, 2023
Published March 9, 2020

A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations . They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who are equipped to deal with this.

Problem-solving questions are so-called behavioral interview questions . Behavioral interview questions are strategic type of questions that require you to provide an answer that includes an example situation that you experienced in your career. These questions focus on specific work situations that you experienced and how you responded.

A basic example of a behavior question about problem-solving is ‘ tell me about a time you solved a problem at work .’ As you can see, the interviewer is looking for you to explain a situation and how you approach it, and how you solved it. Furthermore, the interviewer is interested in what you learned from that experience. Answering behavioral questions requires some work because you need to provide the interviewer with a strong answer to convince them that you’re the right person for the job.

The rationale behind asking problem-solving questions is to discover how you approach complex and challenging situations and if you can provide an effective solution. Interview questions about your past behavior might sound challenging, but they are actually a great opportunity for you to show that you’re a fit for the position. With the right preparation, you can use your answers to problem-solving questions to your advantage.

What Are Problem-solving Interview Questions?

Basically, problem-solving skills relate to your ability to identify problems, issues, obstacles, challenges, and opportunities and then come up with and implement effective and efficient solutions. However, this is a broad definition of problem-solving abilities. Depending on the position and field you’re applying for a position in the interviewer can focus on different aspects of problem-solving.

Examples of problem-solving competencies are:

Taking initiative.

Taking initiative means that you step up to the plate when needed and that you take action without being asked to do so. People who take the initiative demonstrate that they can think for themselves and take action whenever necessary. Furthermore, you actively look for opportunities to make a difference in the workplace.

Creative thinking

Creative thinking means that you’re able to look at something in a new way to find a solution. People who are creative have the ability to come up with new ways to carry out their tasks, solve problems, and meet challenges. Creative people are original thinkers and are able to bring unorthodox perspectives to their work.

Resourcefulness

Resourcefulness is the ability to find quick and clever ways to overcome challenges in your work. Furthermore, people who are resourceful are original in their ways of thinking to overcome challenges.

Analytical thinking skills

These skills refer to the ability to gather data, break down a complex problem, weigh pros and cons, and make logical decisions. People who possess analytical thinking skills help the company overcome challenges and are able to spot potential issues before they become actual problems.

Determination

Determination can be described as the firmness of purpose or resoluteness. Specifically, people who are determined are persistent and do not give up easily or when they have a setback. Determination gives these people the motivation to push through and keep moving forward.

Results-oriented

People who are result-oriented have their full focus on getting to the desired outcome.

Problem-solving behavioral interview questions

As discussed in the introduction, problem-solving questions fall into the behavioral category of interview questions . These questions ask you to provide specific examples of past work experiences. For interviewers, understanding your past professional performance is the best way to gauge your future job performance.

Behavioral questions are focused on the desired skills or competency area, such as in this case, problem-solving. Other common competency areas for which behavioral questions are used are teamwork , communication , time management , creative thinking skills , leadership , adaptability , conflict resolution , etc.

Behavioral job interview questions usually start with the following:

Give me an example of
Tell me about a time when you
What do you do when
Describe a situation where

Examples of problem-solving behavioral interview questions:

Give me an example of a time you had to solve a difficult problem at work.
Tell me about a time when you identified and fixed a problem before it became urgent.
What was the best idea you came up with at your last position?
Describe a situation where you find a creative way to overcome an obstacle.

As you can see, the questions mentioned above require you to discuss your past behavior in a professional work environment. The reason for asking behavioral job interview questions instead of just asking traditional ones is that the most accurate predictor of future performance is your past performance in similar situations .

The interviewer wants to discuss previous work situations and wants you to elaborate on them to get to know you better. Solid interview preparation will help you give the answers that the interviewer is looking for. This starts with doing your research and thoroughly reviewing the job description . Doing so can help you understand what type of problem-solving skills are required to successfully perform the job you’re interviewing for.

By preparing example scenarios to questions you expect based on your research , you can give exactly the information that he or she is looking for. In other words, you need to relate your answers to the job requirements and company culture of the organization where you’re applying for a position.

To answer behavioral questions about your problem-solving skills, you need to ensure that you provide the interviewer with specific details about the situation you were in, your task in that situation, the action you took, and the specific results that came out of those actions. In short, this is called the STAR-method of providing an answer. The STAR method is discussed in more detail later on in this article.

Why Interviewers Ask Problem-solving Interview Questions

Problem-solving skills are required in most job positions. This means that a lot of hiring managers will try to assess your problem-solving skills during your interview. The main reason for asking you about situations in which you used your problem-solving skills is to get an understanding of how you work.

The interviewers want to get questions answered, such as:

Are you results-oriented, and are you proactively involved in your work?
Do you look for different ways to contribute?
Are you an individual that others can count on to increase team performance?
Are you a self-starter, or do you need someone to give you instructions?

Most likely, the interviewers look for a self-starting person with general problem-solving skills that can be used in different situations. A proven track record of solving problems such as those required in the position you’re interviewing for will definitely help convince the interviewer. Therefore, make sure you prepare answers to questions you expect in advance.

For example, someone who works as a customer service representative should be able to deal with a frustrated or angry customer . They need to be able to solve these problems and know how to handle such situations. Other examples of positions where problem-solving skills are essential are, for instance, accounts or project managers. They need to be flexible in their approaches and should be able to handle a change in deadlines. Another example is, for instance, a logistic manager who should be able to fix an inefficient logistics process.

The Interviewers’ Goal When Assessing Your Problem-solving Skills

There are several underlying reasons why interviewers use behavioral questions to assess your problem-solving skills. The main one, of course, is that they want to hire a person who’s able to perform the job.

Instead of hiring the person that they ‘like’ they need something better to figure out which candidate is the right fit for the job. By analyzing your behavior in past situations that are similar to the ones that are required in the role that you’re applying for, they try to do just that. Below we discuss a couple of important elements employers consider when making a hiring decision.

Costs of making a bad hiring decision

Employers want to make sure that they hire the right person for the job. For a company, making a bad hiring decision is not only about losing money, but it can also lead to a decrease in productivity and morale. Hiring a bad candidate could lead to leaving a bad impression on customers/clients, but also with coworkers.

Furthermore, time will be lost if the company needs to search for another candidate after a bad hire. Therefore, employers do everything to avoid such situations. Behavioral questions are regarded as a preventative way to make sure that the right person with the right fit for the company is hired .

Specific details of your behavior

By asking behavioral questions about your problem-solving skills, the interviewers try to uncover specific details of your behavior. They want to find out if you are able to clearly identify a problem and if you are able to come up with an efficient and effective solution when needed.

Of course, they got your resume already and maybe even a motivational letter or letter of recommendation . Still, the interviewer can only assess your hard skills and educational levels based on these documents.

Essential soft skills , such as problem-solving, are easier to assess during job interviews with the help of behavioral interview questions. Therefore, include real-life work scenarios in your answers that demonstrate how you have used the skills required for the position that you’re interviewing for. The interviewer wants to assess if you possess the skills required to perform the day-to-day tasks and deal with challenges that you will encounter in the workplace.

Your (past) behavior as a predictor of your future job performance

Questions about your problem-solving skills and the answers you give are used to determine the chances of your future success in the job that you’re interviewing for.

Specific behavioral problem-solving questions such as ‘ tell me about a time you had to solve a problem at work. What steps did you take before deciding on how to solve the problem, and why? ‘ give the interviewer more insight into your professional behavior and in turn, your future job performance .

Another way to assess your behavior is by asking hypothetical questions. If you, for instance, do not have certain experience yet, the interviewer could ask you a question along the lines of ‘ What would you do if you were caught off-guard by a problem that you had not foreseen? Which steps would you take to address the problem? ‘. As you can see, this question is hypothetical in nature. The interviewer wants to hear which steps you would take to address a possible complexity in your work. Based on your answer, the interviewer will assess if your approach is suitable for the position for which you’re interviewing.

It’s therefore important that you prepare for frequently asked interview questions that you can expect during your interview. By preparing the right example answers on how you have solved problems in your previous jobs and how you would solve problems in the job you’re applying for, you can provide a concise answer without missing important details.

Avoid making a wrong hiring decision

Questions that gauge your professional behavior help employers assess your future job performance. In other words, this helps them make a better hiring decision. A perfect resume or cover letter is not enough to impress seasoned interviewers.

By asking behavioral problem-solving questions, the interviewer tries to uncover your previous work patterns. The information in your answers gives them more insight into your approach to critical situations and if this approach matches the ones required for the position you’re applying for.

By preparing the right way, you can make sure that your example answer situations include aspects of the most important job requirements. Of course, the interviewer is looking for candidates that fit the job description , so make sure that your answers relate to the job requirements.

What Interviewers Look for in Successful Candidates

In short, interviewers look for candidates who have the right work approach to succeed within their company and in that particular position. This is also why we can’t emphasize the importance of being able to demonstrate your skills through solid example scenarios enough .

The right preparation will help you get there. Your goal is to demonstrate that you are capable of taking on the day-to-day tasks required for the position and have the potential to grow . For example, if you are able to work in and deal with transitions in fast-paced environments such as financial markets . And can you handle the complex situations that you will encounter? Are you able to deal with such transitions effectively? In this case, you need to show adaptability and problem-solving skills through example scenarios of how you did so in the past.

Problem-solving behavioral questions are used to get insights into how you approach problems at work, if you take the initiative, and if you possess the right creative and critical thinking skills . Basically, the interviewers want to get the following questions answered:

Do you take the initiative?
Can you communicate effectively?
Are you able to adequately respond to problems or issues that occur during your work?
Can you perform in stressful and unexpected situations?
Are you able to adjust to changing work environments?
Can you assist your coworkers or team when needed?
Are you flexible in your approaches to situations at work?

Red Flags for Interviewers Assessing Your Problem-solving Skills

When answering questions about your problem-solving skills, there are certain things you need to look out for. Below we discuss a couple of warning signs that interviewers consider when you answer their questions. Ensure that you avoid these at all costs to avoid making the wrong impression.

1. Not answering the question or not providing enough detail

If you answer a question with ‘I can’t recall a situation where I encountered such a problem ,’ this is considered a red flag. This could mean that you did not prepare well and that you’re not taking the interview seriously. Furthermore, the interviewer could interpret such an answer as you may avoid dealing with challenging situations.

If you cannot provide specific details or examples about what you claim in your resume or cover letter, this can be considered a red flag too. If you, for instance, claim that you have successfully solved problems and used critical thinking skills in your work, you need to make sure you’re able to back this up through clear examples of times you did so. Failing to do so could lead to a quick elimination of your candidacy for the position. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

2. Canned responses to questions

Preparing answers is key to success for any interview. However, this means preparing original, effective, and relevant answers that are related to the position you’re interviewing for.

Generic answers to behavioral problem-solving questions such as ‘ tell me about a time you had to solve an issue with a customer ‘ are considered warning signs. An example of a generic answer to that particular question is ‘t his one time I had to deal with an angry customer who had complaints about the pricing of a product. I calmed her down and made the sale ‘. As you can see, this answer does not provide much insight into your problem solving skills, thought process, and how you approach the situation.

If you give a generic answer, you can expect more follow-up questions from the interviewer. However, it’s better to prepare strong answers to impress the interviewer that you actually possess the required skills for the job.

3. Answers that focus on problems, not solutions

The reason for asking specific behavioral-problem solving questions is to assess how you approach and solve problems. It’s, therefore, important that your answers focus on the solution, not the problem . Of course, it’s important that you are able to spot and identify problems, but finding a solution is essential. If your answers focus on problems too much, you can come across as too negative for the job.

Negativity, in any form, in your answers, is considered a red flag. This can be talking negatively about a problem you had to solve but also talking inappropriately about previous employers or co-workers. Negative undertones never impress interviewers the right way. Therefore, focus on how you solve problems and put yourself in the best light possible.

4. Too stressed or uncomfortable during an interview

Interviewers know that almost everybody is slightly uncomfortable when put on the spot during a job interview. However, when you’re too stressed to provide a good answer, this can be viewed as an indicator that you do not handle stressful situations well. Of course, remaining calm under pressure while still being able to solve problems is essential for positions in which problem-solving skills are required.

5. Failing to respond effectively

Failing to respond effectively to interview questions comes across weak. It’s therefore important that you prepare for your interview by thoroughly analyzing the job description and try to understand what kind of problems you will be solving in the position that you applied for. This research will help you choose the right examples from your past that are most likely to impress the interviewer.

Therefore, research the job and organization and make notes of the required skills and experiences you think the company values. This allows you to tailor your answers to your situation.

Also, think about possible follow-up questions the interviewer might ask you. Because you already know what examples you will use in your answers to questions you expect , if you prepare the right way, you can figure out which follow-up questions are likely to be asked. For instance, if you’re preparing for the interview question, ‘ tell me about a time you solved a problem at work ,’ you can expect the interviewer to follow up with, ‘ what steps did you take to solve the situation?’.

6. Not taking responsibility or minimizing the significance of a problem

When a problem is identified but not addressed, this could quickly escalate into a bigger problem. Employees who do not take responsibility or those who leave things for later might not be result-oriented and engaged in their work.

Another way of taking responsibility is to show self-awareness. It’s common for interviewers to ask you about a time that you failed, especially in situations where you needed to solve problems. They are interested in what went wrong in a work situation, if you took responsibility for your actions, and what you learned from that situation. Not taking responsibility for, for instance, a project that may have failed , is considered a warning sign.

Self-awareness and being to reflect on situations is an important characteristic to possess in the workplace. Interviewers want to hire candidates that can admit errors or who made thoughtful mistakes trying to solve problems in the past and tried to fix them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers show that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Frequently Asked Problem-solving Interview Questions

Below you can find commonly asked behavioral problem-solving questions . These questions are divided into regular questions and hypothetical questions. Learn everything you need to know about common interview questions that are frequently asked during job interviews .

Problem-solving interview questions:

Tell me about a time you faced an unexpected challenge at work and how you dealt with it.
Describe a time a customer approached you with a problem or concern. How did you respond?
Tell me about a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
What was the best idea you came in in your last position?
Tell me about a time you had to solve a difficult problem.
What’s the most significant improvement that you have made in the last year?
Tell me about the most innovative new idea that you have implemented in the workplace.
Have you ever improved the workflow of a project based on your analysis? How did you do this?
Describe a situation in which you anticipated a potential problem and applied preventive measures.
Tell me about a time you faced a significant obstacle you had to overcome to succeed in a project.
When you’re working on several projects, it’s tricky to deliver excellent service to all of them. How do you go about prioritizing the needs of a client?
Describe a situation in which you had to analyze information and make a recommendation.
What do you consider your greatest achievement in the workplace? Why?
Describe a situation in which you needed to motivate others to get something done.

Hypothetical problem-solving interview questions:

How would you approach a situation in which you had to analyze information to make a recommendation to a client?
Tell me how you would handle a situation in which you have a deadline you cannot meet.
How would you handle a conflict with a co-worker?
A frustrated client calls you to discuss a problem. How do you deal with such a situation?
How would you handle a situation in which you would need to convince someone to change their decision?

Preparing Answers to Problem-solving Interview Questions

There are several steps that you can take to prepare for problem-solving questions. Here you can find a job interview checklist . To get started, you can consider the following steps.

Step 1: Research

Before your interview, it’s important that you thoroughly research the position and company. Read the job description carefully to find specific skills that a candidate needs to possess to successfully perform the job. Think of skills such as adaptability , communication , and problem-solving. Also, read the company website to get more information about their mission statement and who their main clients are. Furthermore, check their LinkedIn pages and other content/news related to the company.

Your research will help you identify the required skills, qualities, and experience for the position. In turn, you can use this information to make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required skills, competencies, and experience

Behavioral questions such as those about problem-solving skills are a great opportunity for you to show why you’re the perfect candidate for the job. Based on the skills and competencies that you have identified during your research, you can start preparing answers. Rank the skills on importance in relation to the requirements for the position.

Step 3: Create a list of past work experiences related to the position’s requirements

Everybody knows that it’s hard to come up with strong answers when you’re put on the spot during an interview. Therefore, come up with strong examples to questions you expect ahead of your interview.

Create a list of past work experiences and tailor them to the required skills and competencies for the job—highlight successful situations where you demonstrated behavior related to these required skills and competencies . Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples

Effective problem-solving skills are essential in the workplace. Therefore, your answers must demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution. However, it’s also likely that the interviewer will ask you about a time you have failed to solve a problem . Interviewers ask you about failures to assess whether or not you learn from your mistakes and if you’re self-aware enough to acknowledge times you failed. Also, it helps them identify if you take calculated and smart risks.

Step 5: Use the STAR method to structure your answers

The STAR method allows you to concisely provide the interviewer an answer by logically walking them through the situation. STAR is an acronym that stands for a situation ( S ), your task ( T ) in that situation, the actions ( A ) you took, and what results ( R ) you got based on your actions. These are the basic steps you take in your walkthrough.

Below we discuss the STAR interview technique in more detail.

STAR Interview Technique For Problem-Solving Interview Questions & Answers

By using the STAR method, you can give an answer that includes exactly what the interviewer is looking for. Below, the STAR acronym is broken down into each step.

Start your answer by explaining the situation that you faced. The start of your answer ‘story’ should answer questions such as:

What was the situation/problem?
Who was involved?
Why did the situation happen at that time?

It’s important to provide context around what problem needed to be solved. Furthermore, make sure to provide relevant details.

Next, explain your specific role in the task ahead. Include important details, such as specific responsibilities. Focus on giving the interviewer an understanding of your task in solving the problem. This part of your answer should answer questions such as:

Why were you involved in that specific situation?
What’s the background story?

After you describe your task, it’s time to specifically discuss the actions you took to solve the problem. Give the interviewer a step-by-step description of the actions you took. This part of your answer should answer questions such as:

What steps did you take to resolve the situation you were in?
Why did you choose to complete your tasks this way?

Finish your answer by discussing the results you got from your actions. Detail the outcomes of your actions and ensure to highlight your strengths . Also, make sure to take credit for your behavior that led to the result. Focus on positive results and positive learning experiences. This part of your answer ‘story’ should answer questions such as:

What exactly happened?
What did you accomplish?
How did you feel about the results you got?
What did you learn from the situation?
How did this particular situation influence who you are as a professional today?

Sample Answers to Problem-solving Questions

Below you will find some example questions. The examples are already written in STAR format so that you can clearly see how you can structure your answers. However, these are ‘general’ examples. Do not forget to structure your own answers in a way that includes enough detail to convince the interviewer that you’re the right person for the job!

Problem-Solving Example 1: ‘ Tell me about a time you had to resolve a disagreement with a coworker.’

‘Personally, I believe that communication is essential in such a situation to find a way that works for both of us. Finding a compromise is the main goal to get the work done to the best of our ability.

Task & Action

In my current position as a financial consultant, I encountered such a situation recently. A colleague disagreed with the way I wanted to handle an issue that we encountered along the way. To address this issue, I scheduled a meeting with him to discuss the situation. I asked him about his points of view and how he thought we should go about the project.

Even though we had differences in the way we felt like how the project should be approached, we quickly came to the conclusion that our goal was the same; providing our client with a high-quality final product within the set deadline.

We talked about the project and the specific aspect about which we had a difference. I explained my point of view and that I had already encountered a similar issue in the past. Ultimately, my colleague agreed to tackle the issue using my proposed method. His insights gave me a good suggestion which we incorporated into the project. After that, we successfully worked together and finalized the project in time and according to the quality level that we both were proud of.’

Why this is a strong answer:

The provided example is concise and relevant to the workplace where problem-solving skills are important
This answer shows important skills such as being proactive, problem-solving, persuasion, and adaptability .
The answer shows that you’re a team player as well and that you listen to the input of others for the better of a project’s result.

Note : There’s always a chance that interviewers ask you follow-up questions about how you convinced your colleague. Make sure that you are able to answer those questions as well.

Problem-Solving Example 2: ‘ Tell me about a time you had to solve a challenging problem at work .’

‘In my position as a business development manager at ABC Software, I’m responsible for organizing all client events and conferences. ABC Software is a major player in the IT market, and during our events, we invite industry experts to speak on market developments. These events are used to attract new clients but also to maintain our relationship with our existing ones.

Over the last two years, we analyzed our attendee data and found that our event attendance dropped by almost 10%. Furthermore, we discovered that the retention rate of our clients also decreased. When we had to plan the next event, my team and I knew that we had to get our attendance levels back up in order for the events to stay successful. The goal was to get our networking event popular and recurring again.

I had an idea why the attendance levels dropped but to get more information, I interviewed several sales consultants as well. The main feedback was that we should focus more on attracting new clients through social media channels. I communicated this with our marketing team, and we decided to also reach out to our client base and ask them what they would like to see on our future events. This led to interesting new insights on topics and speakers that we could invite, plus we also received input on how to improve networking possibilities during our events. Based on our research and feedback, I created a new plan of action to market our events through our social media channels to increase exposure.

After launching our marketing campaign, we immediately gained online traction, leading to an increase in advance registrations. For that specific event, we saw a total increase in attendance of 20% in comparison to the previous year. An online survey showed that the attendees were happy with how the way the new event was structured, and 80% of respondents said that it would be likely that they would recommend our events within their network.

My approach to increasing attendance at our events did not go unnoticed. I was asked by my department director to make a presentation about how I tackled this problem and present this to the board.’

This example shows that you can identify issues and understand your responsibility to address them.
The provided example is related but also relevant to the workplace. It’s also concise, which is perfect.
This answer shows important skills, such as being proactive, teamwork , adaptability , problem-solving skills, and creativity .
Taking responsibility to find out why the event attendance dropped and subsequently taking action turned out successful gives more weight to the situation.

Problem Solving Example 3: ‘Describe a time a customer approached you with a problem or concern. How did you respond?’

‘In one instance, a customer came to me with an issue. She had recently purchased a product from our store, which broke shortly after she got it home. She was understandably upset and wanted to know what could be done.

In response, I apologized for any inconvenience and asked her to explain what had happened. After hearing her story, I promised to help her as much as possible. Next, I checked the item’s warranty status in our system.

I was able to offer her a replacement or a refund since the product was still under warranty , and I helped her find an identical item in our store and processed the exchange for her. The customer decided she wanted a replacement, so I explained our return policy to her in case this ever happened again in the future.

My customer thanked me for my help and seemed more satisfied at the end of the transaction; I was glad I was able to turn a potentially negative experience into a positive one.’

This example shows that you understand what great customer service is.
The provided example is concise and to the point; it describes a situation and the actions you took to resolve it.
This answer shows essential skills, such as being proactive, customer service, and problem-solving skills.

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

Klara Cervenanska ,
Updated November 20, 2023 14 min read

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

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

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

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

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

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

Click on a section to skip

What is a behavioral interview?

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

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

Welcome to the world of behavioral interviews.

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

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

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

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

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

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

Behavioral interviews vs. situational interviews

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

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

Now, let's break down the key differences:

Let's take a closer look:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Example question and answer

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

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

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

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

Let's break down each component of this method:

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

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

Example answer using STAR interview method

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

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

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

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

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

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

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

FAQ: Behavioral interview questions

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

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

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

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

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

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20+ Behavioral Interview Questions and Answers

By Laura-Ann Burgess

Published: June 16, 2023

Interview Preparation

Laura-Ann Burgess

Writer & Career Coach

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

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

What are behavioral interview questions?

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

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

The purpose of behavioral interview questions

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

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

Types of behavioral interview questions

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

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

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

1. Situation-Based Questions

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

Sample Answer:

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

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

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

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

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

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

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

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

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

2. Problem-Solving Questions

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

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

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

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

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

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

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

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

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

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

3. Teamwork and Collaboration Questions

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

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

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

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

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

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

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

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

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

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

4. Leadership and Initiative Questions

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

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

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

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

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

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

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

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

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

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

Tips for answering behavioral interview questions

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

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

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

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

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

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Problem solving behavioral interview questions

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Case questions | Behavioral questions | Sample questions

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

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

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

Intellectual & creative problem solving: Why both?

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

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

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

Let’s dive in.

Problem solving through a case question

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

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

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

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

Breakdown of how an intellectual problem solver approaches a case interview question.

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

Problem solving in behavioral interviews

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

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

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

Examples of problem solving behavioral questions:

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

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

Breakdown of how a creative problem solver approaches behavioral questions.

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

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Behavioral Interview Questions About Problem Solving

Introduction

Every job requires problem solving. Even if the job’s main focus isn’t creating solutions to obstacles, issues always occur that need to be addressed. Employers want to hire individuals who have developed a portfolio of problem-solving skills they can use to creatively resolve both known and unanticipated challenges as they occur. Key problem-solving skills hiring managers look for when interviewing a candidate include:

Analytical Skills
Attention to Detail
Resolve and Determination

Different jobs involve different types of problems. You can usually identify the types of issues you are likely to encounter in a new job by carefully reviewing the job posting to see what skills the employer requires. These skills will be related to the kinds of challenges they are hiring you to resolve. Knowing this will help you prepare to discuss your problem-solving skills during the interview.

This article will help you get ready for behavioral questions that help employers understand your problem-solving skills and the methods you use to get things done. Knowing how to correctly respond to this type of question will enable you to demonstrate your ability to help the organization achieve its objectives by overcoming issues and convince the interviewer you are the right candidate for the job.

Behavioral Questions

Questions about your problem-solving skills are a specific type of behavioral question. Behavioral questions explore how you handled situations in your past positions and indicate what you will do when faced with similar challenges in the future. You can identify behavioral questions when the interviewer starts the question with something like, “Tell me about a time …” or “What steps did you take …”

Questions About Problem Solving

The best way hiring managers can learn about how organized you are is to ask you questions about your previous experiences. These questions require you to create a story and relate it in a structured and clear fashion. Interviewers will note the skills you used to solve problems and overcome issues, how effective they were, and how you helped the organization achieve its objectives. They hope to hear that you have developed creative problem-solving skills that allow you to quickly resolve any issues and get back to your primary job.

How to Answer Questions Related to Problem Solving

Although many people include problem solving as one of the skills listed on their resume, they may not be prepared to discuss how they go about doing this if asked. Taking some time to review some of the major issues you resolved in your previous jobs and the steps or measures you used to do so will prepare you to talk about this topic. It would help if you focused on recognizing an issue, analyzing it, determining options to resolve it, and then choosing and executing the most effective solution. If you anticipate behavioral questions about problem solving and are prepared to answer them, you will find it easy to respond to these questions during an interview.

Look here for further training on how to answer commonly asked Technical Questions in a way that you will stand out to the interviewer.

Problem solving-related behavioral questions can best be responded to using the STAR format which helps you organize your response by creating a story related to the question.

The STAR format uses the following framework:

Situation – Briefly describe a situation related to the question. Ensure the situation you use describes a time you used your problem-solving skills to overcome a challenging issue.

Task – Summarize the task or goal you needed to achieve. Describe how you quickly identified a challenge and determined what steps were needed to create a solution to resolve it.

Action – Talk about the actions you took which resulted in a successful outcome. These actions should include analyzing the issue, creating innovative solutions, and implementing them.

Results – Discuss the results you achieved and the impact they had on the organization. Emphasize how your problem-solving skills and the creative solutions you developed contributed to the successful outcome and achievement of the goal.

When preparing for an interview, you should anticipate this type of question and have your STAR stories ready. The stories you relate should be relevant to the position for which you are interviewing so they resonate with the hiring manager. Preparing your stories in advance and rehearsing them before the interview will give you confidence. It will also enable you to respond to the interviewer’s questions by providing compelling stories and communicating them clearly and expertly.

Problem Solving-Based Behavioral Questions

Here are some examples of problem solving-based behavioral questions you can anticipate during an interview, the rationale behind them, and an example of how you can respond to them.

Question : Talk about a time when you came up with a new idea or approach to solve a recurring problem.

Explanation : It is not uncommon to encounter recurring problems on the job. These problems are issues that continue to crop up and are addressed by resolving the impact but not the cause of the issue. Organizations value employees who can resolve an issue by analyzing the root cause and eliminate it so the issue does not recur.

Example : “( Situation ) In my last job, every time we received a shipment, we first had to move inventory stored near the loading dock before we could unload the new materials. ( Task ) This required extra time and delayed the carrier while they waited for us to relocate the older inventory. ( Action ) After witnessing this several times, I determined the cause of the problem was that it took several days to rotate the new materials into production in order to free up the receiving area. I located some additional storage area within the manufacturing facility and created a system which processed and relocated the receivables within 24 hours of them being unloaded. This freed up the loading dock and made it available for subsequent shipments. ( Results ) Solving this issue reduced the amount of time the carriers spent at our facility by 50% which resulted in them offering us a 10% discount on our shipping costs.”

Question : Describe a time when you had to resolve an issue even though you didn’t have all of the information you needed.

Explanation : We are frequently asked to resolve an issue even though we don’t have all of the information we need. Being able to accomplish this requires creativity and innovation. Quickly analyzing the issue, creating a solution, and implementing it with minimal information are key problem-solving skills employers look for in new hires. You should have a STAR story prepared which demonstrates your ability to do this.

Example : “I rarely have all of the information required to analyze and resolve an issue. This has required me to develop skills for solving issues with less than perfect data. I was recently asked to determine why sales of one of our leading products had plateaued. The only information I had was the most recent quarter’s revenues, estimates of our competitor’s sales, and activity reports from the sales team. By analyzing this information, I determined the issue resulted from an overall flattening of demand for this type of product. I put together a plan in our marketing materials which would emphasize alternative uses for the product. Sales increased during the next quarter due to customers using the product for other purposes. We used this same strategy to increase revenues for the entire product line.”

Question : Talk about a time when you used good judgment and reasoning to solve a complex problem.

Explanation : Reasoning and judgment are two important problem-solving skills. Even with complete data, you still have to be able to make good decisions. Being able to illustrate this ability in your answer to such as behavioral question will demonstrate to the hiring manager that you are the right candidate for this role.

Example : “I pride myself on my decision-making skills. When working on a project in my previous job, my team and I were tasked with determining how to reduce the cost of operations without impacting the organization’s productivity. We brainstormed several alternatives, all of which resulted in cost savings but also reduced productivity. It occurred to me that if we used a hybrid of two of the solutions, costs would be reduced, but productivity would not be impacted. We recommended the solution to senior management who implemented it. This resulted in a 50% reduction in manufacturing cost and a slight increase in the organization’s productivity.”

Question : Can you talk about a situation in which you recognized a problem as a potential opportunity?

Explanation : Opportunities are often disguised as problems. Recognizing this and developing creative solutions that leverage the problem in order to take advantage of an opportunity will set you apart from other candidates interviewing for this position.

Example : “While working for a company which produced health foods, I noticed we were spending a great deal of money to dispose of a waste product which consisted primarily of cellulose. It occurred to me that we could probably do something to reduce the cost of disposing the waste. I researched cellulose and discovered it is used to make environmentally friendly disposable containers. I contacted the manufacturer of the containers and negotiated a contract for them to pay us for the cellulose. This more than covered our disposal costs and created a new source of revenue for the company. We also won an award for being a reen-certified producer.”

Question : Tell me about a time when you had to modify a project at the last moment due to unforeseen issues. How did you handle this?

Explanation : Even when you carefully plan and organize a project, unanticipated issues are likely to occur. Your ability to address and resolve them quickly so as not to impact the timeline or the project’s cost is an important skill. Being able to relate a story of how you did this in your previous work will help you succeed during an interview.

Example : “In my first job, one of the projects I was assigned to work on was organizing a team-building activity for our department. I created an event that involved a geomapping activity at a local theme park. The employees would be divided into teams to locate items throughout the park using clues and GPS devices. Several days before the activity was scheduled to be held, the park announced it had to close due to a strike. I quickly went to work, locating another venue and moving the activity to a professional sports facility. Not only did the employees enjoy having access to the stadium, but they were also able to meet some of the team’s players. This resulted in an ongoing relationship between the local NFL team and our company, and we used the facility for future events, including customer promotions and executive meetings.”

Additional Problem-Solving Questions

Have you ever identified a customer’s need and used a creative idea to satisfy it?

Talk about a time you discovered an error overlooked by a co-worker and how you took the initiative to resolve the issue.

Describe a situation in which you found a unique and creative way to overcome a difficult obstacle.

Tell me about the most innovative new idea you’ve come up with.

Describe a time when you anticipated a potential issue and proactively developed measures to prevent it.

Talk about a time when you faced a big obstacle to an important project and what you did to overcome it.

Give me an example of how you analyze information to make a business recommendation.

Please walk me through the steps you take to research a problem and create a plan to solve it, using an example from your previous work.

Can you describe a situation where you collaborated with colleagues to resolve an issue?

Tell me about the biggest work problem you had this year and how you solved it.

The key to nailing your interview – practice, practice, practice.

As with anything, practice makes perfect. The most common ways to practice are with in-person mock interviews or a list of questions. While these options are a great place to start, they can leave a lot to be desired.

Practicing with In-Person Mock Interviews and Question Lists

One way to get valuable interview practice is to set up in-person mock interviews. Unfortunately, they can be somewhat inconvenient. You have to find someone to conduct the mock interview, and schedule a meeting every time you want to practice.

Question lists offer a much more convenient way to practice interviewing. Unfortunately, they do little to recreate actual interview pressure. In a real interview you’ll never know what’s going to be asked and this is exactly what can make interviews so stressful.

Interview Simulators – The best of both worlds.

With interview simulators, you can take realistic mock interviews on your own, from anywhere.

My Interview Practice offers a simulator that generates unique questions each time you practice, so you’ll never see what’s coming. There are questions for over 120 job titles, and each question is curated by actual industry professionals. You can take as many interviews as you need to, in order to build confidence.

Our interview simulator uses video to record your responses, and recreates the pressure you would feel in a real interview. This also allows your to see how you perform and perfect your responses. You can then share your responses with colleagues and mentors so that you can get valuable feedback.

Check out My Interview Practice

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

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

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

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

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

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

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

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

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

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51 Behavioral Interview Questions & Answers To Master

June 29, 2021 by Hannah Morgan

Interviews are less stressful if you have some idea of what questions you’ll be asked. Since behavioral interview questions have become quite popular over the years, you can expect some to be thrown your way.

Behavioral interview questions & answers to master

Read this guide to learn more about behavioral interview questions, get a list of the most common questions employers ask, and see some sample behavioral interview questions and answers to help you visualize the process. Plus get actionable tips on how to prepare and respond when you’re asked to give examples of how you handle situations at work.

What are behavioral interview questions, common behavioral interview questions, sample questions and answers, how to prepare.

Additional Reminders And Tips

When a recruiter or hiring manager asks questions during a job interview, it’s likely they will ask you to tell them about a time when you…

These types of questions are referred to as behavioral interview questions because they help the interviewer understand and evaluate your behavior, as well as your skills.

Imagine trying to evaluate someone’s skills without actually seeing the work being performed. That’s the challenge recruiters face when selecting candidates for a job. The next best thing is to ask you to describe how you’ve solved a problem.

Behavioral questions are designed to help interviewers learn how you would respond to a specific situation and how you solve problems to achieve successful results.

Behavioral interview questions require the candidate to explain how you resolved an issue, solved a problem or fixed something. Embedded within each answer are the human drivers or qualities that show why you took the actions you did. It’s like a small peek into what motivates you.

Here’s what you know:

You and your co-workers approached tasks differently. Imagine you were both interviewing for the same job. Your titles and work would look the same, but how you performed the job would come across differently during the job interview. Those are the subtle differences interviewers hope to discover from asking behavior interview questions. And your unique style of getting work done is exactly what you want to emphasize during the interview. Clearly and concisely.

Behavioral interview answers are the proof or evidence of your soft skills as well as your ability to do the job.

Start today by recalling situations that show future employers you have what they are looking for, especially specific examples that highlight: productivity, leadership, teamwork, initiative, planning, flexibility/adaptability and interpersonal skills.

When practicing how to answer behavioral interview questions, you don’t need to prepare thousands of possible responses. Instead, think about the skills and behaviors your future employer needs. Some of the skills and behaviors are fairly common and would apply to almost any position with any company. Just look at the job description to see which skills are being requested.

Here are common categories you can prepare for during your upcoming interview:

Career/Experience

Motivation/Self Awareness

Conflict/stress, adaptability/flexibility, problem solving/decision making, planning/organizing, leadership/teamwork.

Presentation/Communication

Follow Through

There are certain types of questions you can anticipate and prepare for. This list of 50 common behavioral interview questions is broken down by what skills or qualities the interviewer is evaluating.

The types of questions you are asked will vary by your role and level of seniority. In other words, if the job doesn’t require you to deliver presentations, you probably won’t be asked to talk about a time you had to deliver a presentation to a group.

During a one-hour interview, you can probably expect to be asked approximately 10-20 questions, many will be behavioral interview questions.

Career/Work History

Can you describe for me one of your most important accomplishments?
Describe for me one of the biggest disappointments in your work history.
What special aspects of your education or training have prepared you for this job?
What specific things in your past experience that affected your present career objectives?
How do you go about making an important decision affecting your career?
Give an example of how you used what you learned from the last professional development course you took.
Tell me about a difficult obstacle you have had to overcome.
Give me an example of a time you took initiative or took the role as a self-starter.
Provide an example of what gave you the greatest satisfaction at work?
Give an example of a time something frustrated you at work and how you handled it.
Describe your most significant failure in the last 2 years.
Give me an example of an experience on the job that you felt was satisfying.
Tell me about a time when you missed an obvious solution to a problem.
Tell me about a time you have been told, or discovered yourself, a problem in your job performance, and what have you done?
Tell me about how you worked effectively under pressure.
Give me an example of the most difficult conflict situation in which you were involved?
Tell me about a time you disagreed with a supervisor.
Tell me about a time you had to stand up for your beliefs.
Tell me about a time you disagreed with your manager’s leadership style or team culture.
Tell me about a time when you were in conflict with a peer and how the situation was resolved.
Tell me about a time you wish you’d handled a situation with a coworker differently.
Tell me about a time you encountered pressure on the job and how you handled it.
Give me an example of the problems you encountered in doing your last job? Which ones frustrate you the most?
Tell me about a time you had to learn something quickly.
Tell me about a time when you had to go above and beyond your regular job responsibilities in order to get a job done.
Tell me about the adjustments you had to make to your schedule working virtually.
Give me an example of how you communicate with your manager and co-workers in a remote setting.
Give me an example of the most difficult decision you made in the past year.
The last time you did not know what decision to make, what did you do?
Tell me about a time when you had to analyze information and make a recommendation.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give an example of when you took full responsibility for solving a problem only to find out that you really should have included others in the process.
Tell me about a time when you were faced with conflicting priorities.
Give an example of something you’ve recently scheduled.
Tell me about how you met your objectives this year.
Tell me about a time when you motivated others.
Can you give me an example of your ability to manage or supervise others?
Tell me about a time when you had to get your team together to establish a common approach to a problem.
Tell me about a time when needed to get your team to accept your ideas or department goals.
How would you describe your basic leadership style ? Give specific examples of how you practice this.
Tell me about a tie when you led a group who doesn’t report to you, but from whom you have to get work.
In your work experience, what have you done that you consider truly creative?
Can you think of a problem you have encountered when the old solutions didn’t work and when you came up with new solutions?
What kind of problems have people recently called on you to solve? Tell me what you devised?

Presentation/Communication

Tell me about a time you had to give a presentation? How did you prepare?
Give me an example of a time when you had to explain a complex idea or topic to people with less subject knowledge.
Tell me about the most recent writing project you’ve worked on.
Tell me about a time you had to build rapport with a coworker or client whose personality was different than yours?
Give me an example of a time when you had to make sure that due dates were met for work that you delegated?
Tell me about a time when you gathered feedback from a customer after you completed a project/task or made a delivery?
Tell me about one of the methods you’ve used to follow up on your projects, tasks, assignments.

To help you formulate your own responses, here are some sample behavioral interview questions and answers. You will notice that these sample answers follow a similar format. One of the best ways to structure your answers to behavioral interview questions is using the STAR format.

Use STAR to organize the information you include in your answer. This ensures you include just the important information the interviewer needs to hear. It also requires you to remember and discuss a specific situation, task, action, and result in your answer.

Here’s more detail on what to include in each element:

Situation: Describe the situation. Use who, what, where, when, why and how to help you structure the information. Describe a specific event or situation, not a generalized description of what you have done in the past. This situation can be from a previous job, a volunteer experience, or any relevant event.
Task: What goal were you working toward? What were you being asked to do?
Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your particular contribution? Use the word “I,” not “we” when describing actions.
Result: Describe the outcome of your actions and don’t be shy about taking credit for the outcome. Be sure to mention measurable or quantifiable results. Was there an increase in performance, efficiency, profitability or impact?

Keep your answer concise and on track by including all elements in your answer using the STAR format. Be as specific as possible without rambling or including too much information.

Never use a generic answer like “I always appreciate different viewpoints from my own. When someone expresses a different opinion, I listen carefully to what the person says and utilize that feedback.” While this answer is technically good, it lacks the details and specifics. An interviewer would find it hard to evaluate your skills or believe you had experience handling the situation.

1. Can you describe for me one of your most important accomplishments?

This behavioral interview question is your opportunity to share one of the top achievements in your career . When selecting your accomplishment, be sure it is relevant to the job you are interviewing for.

Answer: When I was leading the engineering team at XYZ company, we needed to redesign a component to increase output on a printer. I gathered a team made up of sales reps, manufacturing, marketing and engineering to identify what a successful outcome would look like.

After months of meetings spent evaluating costs and timelines, we developed a component that increased the printer’s quality and quantity of printed materials. This new component was used in every new machine produced and increased sales by 25% globally.

2. Tell me about a difficult obstacle you have had to overcome.

The interviewer wants to know how you handle pressure, challenges, adversity and tenacity. Focus you answer on the steps you took to overcome the obstacle.

Answer: While working on a time-sensitive client project, I found the printer was jammed. I first reloaded the paper bins and followed the printer’s error instructions and within minutes the printer was back online.

Not only was my report in the queue but so were several other jobs. The final client report was proofed and delivered ahead of schedule. I also delivered the other print jobs to their owners to keep their workflow on track.

3. Tell me about a time you disagreed with a supervisor or co-worker.

This behavioral interview question evaluates how you view your relationships at work and how you handle conflict. It also shows how you communicate during uncomfortable and uncertain situations. Keep your opinions and emotions out of your answer and state the facts.

Answer: My previous manager had specific ideas about what she wanted in our social media marketing campaigns. She wanted to use text dense graphics. As the lead designer, I believed that a simple call to action was more convincing.

After much discussion, we compromised, and ran each campaign for one week. We then collected the insights related to customer engagement. It turns out that my campaigns performed better so from that point forward, she allowed me to manage our social media independently.

4. Tell me about how you met your objectives this year?

Your ability to set goals and prioritize actions to meet the objectives for your own personal development shows how you structure time and manage priorities. It also evaluates your thought process and motivation.

Answer: In my role as event planner, I was accountable for coordinating events for current and potential customers. As you can imagine, this was quite challenging last year.

After meeting with my manager, we decided to take a brief pause in offering events. I developed a roadmap for monthly meetings with current customers on Zoom which was distributed through emails twice a month. I also collaborated with sales to create a four-part masterclass on selling for potential customers. Our monthly customer meetings averaged 10-30 customers per call and the masterclass enrollment was 100.

5. Tell me about a time when needed to get your team to accept your ideas or department goals.

No matter what role you hold in a company, you need to be able to “sell” your ideas to the team, your manager or a customer. Persuasion and communication are important skills.

Answer: We were rolling out a new workshop and needed the team to support it and encourage students to attend it. We knew that adding another thing to students’ schedules would be looked at as unnecessary.

My manager and I planned a launch meeting and built an agenda for maximum interactivity. The idea was to have our team actually experience what the workshop would be like. After experiencing the benefits and outcomes of the workshop, our team was enthusiastic about recommending it to students and provided first-hand testimonials.

6. Tell me about a time you had to build rapport with a coworker or client whose personality was different than yours?

This behavioral interview question evaluates your interpersonal skills. The interviewer wants to understand what steps you take to bridge differing opinions or work styles.

Answer: While working on a website redesign project, I had to collaborate with team members from across the country and even in different countries. When we launched the project, the first few minutes of each meeting, I did a mini team building exercise where we’d work on solving a light hearted problem together. Once that was completed, each member would deliver their 2 minute update.

What I found was that the exercises helped establish trust among the team and a shared sense of accountability. This made it easier to deliver tough messages or to ask people to work more quickly.

7. Tell me about a complicated problem you have had to deal with.

The interviewer wants to understand how you go about solving complicated problems. In other words, how you identified or gained more understanding of that problem and what steps you took to resolve it.

Answer: Our customer service team was receiving an increased number of complaints about items arriving late. I reviewed our delivery schedule then met with the staff involved in the customer delivery process. What we discovered was that the delay was with our shipping provider. In speaking with the vendor, we came to the realization that there was nothing we could do to reduce shipping times.

I contacted two other vendors and asked for a quote and delivery estimates. After several weeks of negotiations, I finally recommended we change vendors which would guarantee delivery within 3 days. But this would also cost 3% more. We ultimately increased our pricing but also issued a guaranteed delivery date and all customer delivery complaints have stopped.

8. Tell me about a time when you had to go above and beyond your regular job responsibilities in order to get a job done.

The answer to this behavioral interview question will show your motivation, drive and initiative.

Answer: Outside of my regular responsibilities, I took the initiative to coordinate monthly lunch and learn meetings to increase our marketing team’s knowledge of important digital marketing trends.

I invited each team member to submit a list of topics they were interested in and topics they would be interested in presenting. The monthly meetings are well-attended and have helped our team initiate new ideas, increasing our digital content output by 40%.

9. What was your most difficult decision in the past year?

This question is actually several questions – what do you perceive as difficult, what made it difficult and how did you handle it. It’s evaluating how you handle the decision making process. Answer in a way that doesn’t make you look like the victim in the situation and by no means should you criticize or disparage others.

Answer: The decision to lay employees is always difficult – personally and professionally. We had just lost three major clients and I had no choice but to let go of two employees who managed those accounts.

It was truly a financial decision based on budget reductions, but I still felt horrible for my employees. I delivered the news to these employees as empathetically as I could and made sure they all fully understood the details of their severance packages. In the end, they all walked away knowing that the decision was purely business-related.

10. Tell me about a time when you were faced with conflicting priorities.

Your time management and decision making skills are being evaluated by this question. Make sure you focus on the positive aspects of the situation. Don’t go into the negative details.

Answer: My team and I were facing a deadline and my manager was out of the office. Our client was expecting a project to be delivered by 5:00 PM, and I could tell we weren’t going to make the deadline without making some changes.

I re-organized my own tasks so I could dedicate my entire day to focusing on this project. I took the lead and delegated tasks to the five team members in a way that would utilize everyone’s strengths best. By pitching in and reallocating work, we delivered the work to the client on-time. I also emailed our manager to let her know we had met the deadline.

While you can’t know for sure which behavioral interview questions you’ll be asked during an interview, you can prepare and practice your answers to commonly asked questions.

When you have carefully selected relevant stories you want to share in an interview you’ll enter the interview feeling more confident and prepared. Plus, you’ll provide proof you possess the experience the employer is looking for.

Review the job posting carefully

You’ll want to know which stories to include during each interview. To do this, analyze the posting. Look at each requirement and ask yourself “have I ever done this or something like this?” This review will help you identify the most relevant stories so your answer will include the skills and qualities the employer is looking for.

Use the STAR format

STAR stands for situation, task, actions and result. When formatting your answers to behavioral interview questions, every answer you provide should include all four of these elements. STAR also ensures the interviewer gets the important information they are looking for from your response. The most important sections of your answer are the actions you took and the results.

Identify the top 3-5 most relevant stories

While you may be asked to tell more than 5 stories, you should absolutely identify what you think are the most relevant, relatable stories based on the job posting and what you know about the company.

Don’t memorize your answers

You don’t want your answer to sound robotic so don’t memorize your answer word for word. Instead, try remembering your answer as bullet points so your answer flows more naturally. Be sure to know what key skills or action verbs you’ll use while telling your story.

Practice out loud

Writing out your answers just isn’t the same as saying them out out loud. It’s important to practice your answers to make sure you’ll remember the flow to your answer. You want to practice it enough so it sounds natural.

Record your answers

Take your practice to the next level by recording your answers and then listen to how they sound. Just grab your phone or use your computer to record your answers and evaluate the strength of your answers.

Time yourself

We know that attention spans are short. This is true during interviews too. To help you deliver just the right amount of information, try and keep your answer around one minute. This means if you can’t complete your answer in under five minutes, you’ll need to cut information out. Trust me, it probably isn’t all that important to the interviewer. But if they want to know more details, guess what? They’ll ask a followup question.

Smile, relax and let your personality shine

Part of what makes you unique is your personality. Don’t be afraid to let it come out in your answers. And a smile is just icing on the cake. Research has shown that people who smile come across as more likable. And relax. The interview is just a conversation.

Not everyone’s a pro at interviewing

Keep in mind, there are many recruiters and hiring managers who have never been trained how to interview. No matter how experienced or trained they are (or aren’t) you don’t want that to impede the information you need to convey. You can always insert one of your stories to supplement your answer (even if you weren’t asked to cite an example).

Give it your all

During an interview, you have the opportunity to convince the interviewer that your experience and skills are what the employer needs for the role, so take every opportunity to make sure the interviewer knows the full extent of what makes you a good fit for the role.

Keep your answers positive

Always remember to keep your answers positive. Never blame co-workers or your manager or position them as doing something wrong. Additionally, don’t provide information about your mistakes or weaknesses that would cause the interviewer to question your abilities.

Additional Reminders About Behavioral Interviews

Be sure each story has a beginning, middle, and an end, i.e., be ready to describe the situation, including the task at hand, your action, and the outcome or result.
Always make sure the outcome or result reflects positively on you (even if the result itself was not favorable).
Be honest. Don’t embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.
Be specific. Don’t generalize about several events; give a detailed accounting of one event.
Vary your examples; don’t take them all from just one area of your life.

Behavioral interview questions shouldn’t catch you by surprise. If you anticipate them and take time to plan your answers to “tell me about a time when” questions, you’ll come across as qualified, capable and compatible. Your answers, in the form of STAR stories are what make you memorable.

Hannah Morgan speaks and writes about job search and career strategies. She founded CareerSherpa.net to educate professionals on how to maneuver through today’s job search process. Hannah was nominated as a LinkedIn Top Voice in Job Search and Careers and is a regular contributor to US News & World Report. She has been quoted by media outlets, including Forbes, USA Today, Money Magazine, Huffington Post, as well as many other publications. She is also author of The Infographic Resume and co-author of Social Networking for Business Success .

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Problem-solving Behavioral Interview Questions

Problem-Solving Behavioral Interview Questions

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

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

Image of yellow light bulb with problem solving icons surrounding it

And their ability to then solve a problem by:

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

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

General problem-solving behavioral interview questions

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

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

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

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

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

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

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

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

With little or no work experience:

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

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

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

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

Answering behavioral problem-solving interview questions

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

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

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

The 5 steps to problem analysis

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

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

The 5 steps to problem solving and decision-making

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

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

Problem-solving behavioral interview questions for different jobs

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

Management/Supervisor Role

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

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

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

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

Manager behavioral interview questions

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

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

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

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

Sales behavioral interview questions

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

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

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

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

Customer service behavioral interview questions

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

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

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

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

Administrative interview questions

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

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

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

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

Accounting behavioral interview questions

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

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

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

Essential job interview questions

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Nurse Interview Questions: What to Expect and How to Prepare For Your Next Job Opportunity

E ntering the healthcare field and launching your nursing career can be exhilarating. One critical stage in this process is the nursing job interview.

The nurse interview is your opportunity to showcase your skills, express your passion for patient care and convince hiring managers that you would make a valuable addition to their healthcare team.

Related: These 5 Careers Could Be the Future of Healthcare | Entrepreneur

The nurse interview questions may range from general inquiries about your background and experience to specific questions assessing your competencies in various scenarios.

These interviews can be challenging because, in addition to evaluating your technical knowledge, hiring managers are also interested in your interpersonal skills, critical thinking abilities, adaptability and capacity to handle stressful situations.

However, it's important to remember that this isn't a one-way street. Interviews are also a chance to evaluate whether the organization and the role align with your career goals and values.

The key to succeeding in a nursing job interview lies in preparation. It's not enough to have an impressive resume — you also need to articulate your skills and experiences effectively during the interview.

By preparing in advance, you can confidently walk into the interview room, ready to provide thoughtful and articulate answers to any questions.

How do you truly understand the job description for nursing positions?

To prepare effectively for a nursing job interview, one of the first steps is to understand the job description thoroughly.

A job description is more than a list of tasks; it serves as a blueprint of what the organization looks for in an ideal candidate.

Related: How to Develop the Perfect Job Description | Entrepreneur

The components of a nursing job description can be broadly classified into four categories:

Job summary: This section provides a broad overview of the role, its main objectives and where it fits in the healthcare team.
Responsibilities and duties: Here, you'll find a list of typical tasks you'd be expected to perform in the role. It might include responsibilities related to patient care, administering medication, maintaining patient records and collaborating with other healthcare professionals.
Qualifications and skills: This part outlines the professional and academic qualifications needed for the role, such as a bachelor's degree in nursing or a valid registered nurse license. It also lists desired skills like problem-solving, communication and teamwork.
Physical and emotional demands: Nursing can be physically and emotionally demanding. This section details the physical abilities required (like lifting patients) and the emotional resilience needed to cope with stressful situations.

By understanding the job description, you can anticipate some of the nurse interview questions that might come up.

For instance, if the job description emphasizes teamwork, be prepared to answer questions about your experience working in a team, how you handle conflicts and how you have collaborated with coworkers in the past to improve patient care.

Studying the job description is not just a part of the job search process — it's also a vital part of interview preparation.

Knowing the job description inside and out can help you tailor your responses during the interview, allowing you to demonstrate why you're the best candidate for the position.

What are some common questions to expect during a nursing interview?

When it comes to nursing job interviews, several questions tend to come up, whether you're a fresh-faced graduate from nursing school or a seasoned nurse practitioner looking for new opportunities.

By understanding and preparing for these most common nursing interview questions, you'll be well-positioned to make a strong impression on recruiters and hiring managers.

Related: 50 Most Common Interview Questions | Entrepreneur

"Tell me about yourself."

While not technically a question, you're almost certain to face the ubiquitous "tell me about yourself" request. It may seem simple, but this is not the time for a rambling account of your life story.

Instead, view this question as a golden opportunity to offer a strategic overview of your professional trajectory, carefully focusing on experiences that underscore your commitment to excellence in nursing and patient care.

For instance, you could begin by speaking about where you received your education, perhaps noting any specific areas of study that ignited your passion for nursing. You might then touch on your clinical experiences during nursing school , discussing where you completed your rotations and detailing some of the key learnings or moments that stand out in your memory.

If you've already begun your nursing career, make it a point to highlight the roles you've held and accomplishments you're proud of. Don't be shy about sharing any recognition or awards you've received — these can be powerful testaments to your skills and dedication.

"Tell me about yourself" is an open-ended question that invites you to frame your narrative in a way that positions you as a strong candidate for the role. Tailoring your answers to fit what you know about the job can be as impactful as having a well-crafted cover letter.

"Why should we hire you?"

The question, "Why should we hire you?" is another staple of the nursing interview. When confronted with this question, it's vital to deliver a clear, concise and persuasive argument that aligns your unique skill set and experiences with the needs outlined in the job description.

Take the time to dissect the job description and identify its essential requirements. Then, consider how your skills, experiences and attributes meet these requirements. Be specific with your examples.

For instance, if the job description emphasizes the importance of teamwork and adaptability, be prepared with an example answer demonstrating how you've previously excelled in these areas, perhaps by describing a situation where you successfully navigated a conflict within your team or adapted to a sudden change in a patient's condition.

What are some common behavioral questions in nursing interviews?

In addition to general questions, you can expect to encounter behavioral interview questions during your nursing job interview. These questions are designed to gauge your critical thinking skills, adaptability and how you handle difficult situations, all crucial components of nursing work.

One widely-accepted approach to answering these questions is the STAR method: Situation, Task, Action and Result.

This method helps you structure your answer by providing a specific example (Situation and Task), explaining what you did (Action) and then sharing the outcome (Result).

Related: 6 Tips on How Job Seekers Can Prepare for All Types of Interview Questions | Entrepreneur

For instance, you may be asked, "Can you describe a time when you had to handle a difficult patient?"

Using the STAR method, you might respond with the following:

Situation: "In my previous role as a registered nurse at XYZ hospital, I was assigned a patient who was non-adherent with their treatment plan."
Task: "As their primary nurse, it was my responsibility to ensure they understood and followed their treatment plan."
Action: "I took some extra time to sit with them, educate on the importance of the treatment in language they could understand and address their fears and concerns."
Result: "After their educational session, the patient participated in afternoon rounds with the care team and became adherent with their treatment, and their condition improved significantly."

Preparing for these questions is essential by reflecting on your past experiences in patient care, teamwork and critical thinking. Remember, it's not just about what happened but how you handled it, what you learned and how it influenced your approach to nursing.

What questions about teamwork and interpersonal communication might you hear at a nursing interview?

Working effectively as part of a healthcare team is a crucial attribute of nursing .

Consequently, you should expect questions regarding your teamwork skills and experience collaborating with coworkers during your nursing job interview. The idea is to find out if you're a "team player" or not.

For instance, you might be asked, "Can you describe a time when you had to work with a difficult coworker?"

An example response, using the STAR method, might be as follows:

Situation: "At my previous nursing job, I had a coworker who often failed to complete their charting on time, which created delays and confusion for the rest of the nursing staff."
Task: "As this affected patient care and the overall productivity of the team, it was important to address the issue without escalating tensions."
Action: "I chose to have a private conversation with the coworker, explaining how their delayed charting was impacting both the team members and patient care. I also offered to help them with charting tips if they were feeling overwhelmed."
Result: "The coworker was receptive to my feedback and improved their charting habits, leading to a smoother workflow for our team."

Remember that when answering these questions, the focus should be on your ability to maintain a professional and positive attitude, resolve conflicts and contribute to a collaborative and supportive work environment.

What role-specific nursing interview questions might you be asked?

During your nursing job interview, you can also anticipate questions that pertain specifically to the role you're applying for.

Whether you're interviewing for a position as a registered nurse, nurse practitioner, ICU nurse or pediatric nurse, it's essential to tailor your responses to highlight your relevant skills and experiences.

For example, if you're interviewing for an ICU nurse position, you might be asked, "How do you handle high-stress situations?"

You could respond by explaining your stress-management techniques and providing an example of a high-pressure scenario you successfully navigated in a past ICU role.

If you're interviewing for a pediatric nurse role, you might be asked about your experiences working with children and families. You could discuss any family-centered care approaches and how you communicate effectively with young patients and their family members.

In preparing for these role-specific questions, revisiting your nursing school or NCLEX knowledge is essential, particularly regarding the role in question. Also, carefully review the job description to understand the primary responsibilities and requirements of the position.

Remember, the goal is to demonstrate that you have the requisite technical skills and the situational aptitude to excel in the specific nursing role you're pursuing.

The more you can align your responses with the unique needs of the role, the more convincing your suitability for the job will be to the hiring managers.

What are scenario-based nursing questions?

Scenario-based interview questions, situational or "what would you do" questions, are often used in nursing interviews to evaluate your problem-solving skills, critical thinking abilities and understanding of patient care.

These questions often involve hypothetical situations related to stressful situations, charting errors or issues with patient safety.

One such question could be, "What would you do if you noticed a mistake in a patient's charting ?"

In this case, an effective response might be: "First, I would double-check to ensure that I'm not mistaken. If confirmed, I would immediately inform my nurse manager or the appropriate authority about the discrepancy. I understand that accurate charting is crucial to patient safety and it's essential to correct any errors as soon as possible."

When addressing these questions, it's critical to stay calm, methodically walk through your thought process and emphasize your commitment to patient care and safety. If possible, relate your response to a real-life experience where you applied similar decision-making skills.

What are some tips for recent nursing graduates?

Entering the nursing field as a new grad can be daunting, particularly when facing your first nursing job interview.

Here are a few tips for new grads starting their nursing career path.

Prepare for different interview formats: You might be asked to do a phone interview before an in-person interview. For phone interviews, ensure you have a quiet, uninterrupted space. For in-person interviews, dress professionally and arrive early to show punctuality and respect for the interviewer's time.
Research the institution: Familiarize yourself with the institution's mission, values and patient population. This will show your initiative and allow you to tailor your responses to align with the institution's values.
Prepare for questions about your career goals: You might be asked where you see yourself in the future. Be honest about your career goals and emphasize your willingness to learn, adapt and contribute to your new workplace.

For example, if asked, "Where do you see yourself in five years?" you could say: "In five years, I see myself having grown significantly in my nursing skills and knowledge, perhaps even specializing in a particular area of care. However, my primary focus right now is to learn as much as I can, provide the best patient care and positively impact my team and the patients I serve."

Remember, preparation is critical to a successful interview. By anticipating the types of questions that might be asked and considering your responses in advance, you'll be better equipped to answer with confidence and poise.

Your nursing school education and NCLEX study prep have prepared you for this moment — now it's time to take that final step toward your nursing career.

What should you ask your interviewer?

An important, often overlooked aspect of any job interview, including a nursing job interview, is asking questions to the hiring managers.

Asking well-thought-out questions demonstrates your genuine interest in the role and the healthcare team you may be joining. It also helps determine if the job and the organization align with your career goals and values.

Related: Essential Questions to Ask at the End of an Interview | Entrepreneur

Here are some insightful questions you might consider:

"What are the opportunities for professional development and continuing education here?" This question showcases your eagerness for growth and learning within your nursing career.
"How does the hospital handle stressful situations like an influx of patients or a shortage of nursing staff?" By asking this, you show you're forward-thinking and considering how you'll handle challenging circumstances.
"How would you describe the hospital's culture and the dynamics of the healthcare team I'd be working with?" This gives you insight into the work environment and team dynamics.

Remember, the job interview is as much a chance for you to learn about your potential employer as it is for them to know about you. Take this opportunity to ensure the role and organization fit your career aspirations well.

The next steps in your nursing career

Preparing for nurse interview questions can seem daunting, but you can confidently navigate your nursing job interview with careful preparation.

From understanding the job description and common nursing interview questions to handling behavioral and scenario-based questions, you're now equipped with the knowledge to ace the interview.

Related: How to Nail a Job Interview (Whether You're Applying or Hiring) | Entrepreneur

Remember that each interview is an opportunity for new grads to learn and grow. Regardless of the outcome, take the time to reflect on the experience, consider the feedback received and improve your interview skills.

The journey in your nursing career is rewarding and filled with opportunities to make a difference in patients' lives every day. Whether you're a registered nurse, a nurse practitioner, an LPN or LVN or aiming for a specialized nursing role, the interview process is a crucial step on this path.

Best of luck with your nursing job interview and here's to the many successes that lie ahead in your nursing career.

If you're interested in learning more about healthcare opportunities in the world of business, then check out some of the other articles at Entrepreneur for more information.

Nurse Interview Questions: What to Expect and How to Prepare For Your Next Job Opportunity

22 Nursing Interview Questions, Answers and Tips To Prepare

March 22, 2024
In Interviewing

Nursing Interview Questions And Answers Image

Are you ready to take the next step in your nursing career? Whether you’re a new graduate or a seasoned professional, preparing for a nursing interview can be a daunting task. In this article, we’ll guide you through some of the most common nursing interview questions and provide expert tips on how to answer them effectively.

According to the U.S. Bureau of Labor Statistics , employment of registered nurses is projected to grow 6 percent from 2022 to 2032, which is faster than the average for all occupations.

Table of contents

General tips for nursing interviews

Common nursing interview questions and answers.

Nursing interview questions for new grads

Behavioral nursing interview questions

Ethical nursing interview questions, personal nursing interview questions, critical thinking nursing interview questions.

When preparing for a nursing interview, there are several key tips to keep in mind. Here are some important considerations:

Research the organization : Before your interview, take the time to research the organization you are applying to. Familiarize yourself with their mission, values, and any recent news or developments. This will demonstrate your interest in the organization and help you tailor your answers to align with their goals.
Dress professionally : It’s important to make a good first impression by dressing professionally for your nursing interview. Choose appropriate attire that reflects the level of professionalism expected in the healthcare industry.
Review your resume and be prepared to discuss it : Be prepared to discuss your resume in detail during the interview. Review your past experiences, skills, and accomplishments , and be ready to provide specific examples that highlight your qualifications for the nursing position.
Prepare your own questions to ask the interviewer : At the end of the interview, the interviewer will likely ask if you have any questions. It’s important to come prepared with thoughtful questions that demonstrate your interest in the role and organization. This is also an opportunity for you to gather more information about the position and the work environment.

Read more: 20+ Essential Nursing Skills for Your Resume [2024]

During a nursing interview, you can expect to be asked a variety of questions to assess your qualifications, experience, and fit for the role. Below are some common nursing interview questions:

What are your nursing qualifications and experience?

The interviewer wants to understand your background and experience in nursing. Be prepared to discuss your education, certifications, previous work experience, and any specialized training or skills you have acquired.

How do you handle difficult or challenging patients?

Describe your approach to handling such situations, emphasizing the importance of compassion, patience, and effective communication. Provide examples of how you have successfully managed difficult patient interactions in the past.

How do you prioritize patient care?

Explain your approach to prioritization, emphasizing the importance of assessing patient needs, collaborating with the healthcare team, and managing time effectively.

How do you handle medical emergencies?

Describe your experience and training in emergency situations, highlighting your ability to remain calm under pressure, follow protocols, and provide prompt and appropriate care.

How do you ensure patient safety?

Discuss your commitment to patient safety, including your adherence to protocols, attention to detail, and proactive approach to identifying and mitigating potential risks. Provide examples of how you have contributed to ensuring patient safety in your previous roles.

Nursing Interview questions for new grads

When preparing for a new grad nursing interview, anticipate questions about your passion for nursing, ability to learn quickly, and skills in communication and problem-solving. Here are common interview questions for new grads in nursing.

Tell me about yourself and why you chose nursing as your career.

What skills and training did you acquire in nursing school, how do you handle complex issues that involve good communication and problem-solving skills.

Behavioral nursing interview questions are designed to assess your skills, experiences, and behaviors in specific situations. Here are some common behavioral nursing interview questions and suggested answers:

Describe a time when you worked as part of a healthcare team to achieve a common goal.

Tell me about a situation where you had to handle conflict with a colleague or supervisor., describe a time when you had to adapt to a change in patient care or treatment plan., how do you communicate complex medical information to patients and their families, tell me about a time when you advocated for a patient’s needs or rights..

Read more: 41+ Behavioral Interview Questions and Answers

Describe a situation where you had to make a difficult ethical decision in patient care.

In a challenging ethical situation, it’s crucial to prioritize the well-being and rights of the patient. You can discuss a specific scenario where you had to navigate conflicting ethical considerations, ensuring patient autonomy, beneficence, and non-maleficence.Emphasize the importance of upholding ethical principles and maintaining open communication with the patient and their family to ensure informed decision-making and respectful care

How do you maintain patient confidentiality?

Maintaining patient confidentiality is a fundamental aspect of healthcare practice. You can highlight the significance of safeguarding patients’ healthcare data and the ethical duty not to disclose patient information without authorization.Emphasize the need to ensure the security, privacy, and protection of patients’ healthcare data, especially in the age of fast-evolving information technology. Discuss the importance of obtaining patient consent before disclosing medical information to other healthcare providers actively involved in patient care

How do you handle situations involving patient consent?

When addressing patient consent, emphasize the importance of informed consent to medical treatment as fundamental in both ethics and law. Patients have the right to receive information and ask questions about recommended treatments to make well-considered decisions about their care. Discuss the significance of engaging patients in decisions involving their own care to the greatest extent possible, including when the patient has previously designated a surrogate to make decisions on their behalf. Highlight the ethical and legal aspects of obtaining consent and the exceptions to the requirement for informed consent in specific medical situations

Why did you choose nursing as a profession?

When addressing why you chose nursing as a profession, you can emphasize your passion for helping others and making a positive impact on people’s lives. You might also discuss any personal experiences or influential moments that inspired you to pursue a career in nursing. Highlight the rewarding nature of the job and the potential for stable work opportunities, demonstrating your genuine motivation for entering the field.

What are your long-term career goals in nursing?

In response to this question, you can discuss your long-term aspirations within the nursing profession. Consider mentioning specific professional development goals, such as acquiring skills in advancing technology, obtaining professional certifications, or taking on a management/leadership position. Emphasize the importance of continuous learning and self-development to stay current and relevant in the evolving field of nursing.

How do you handle stress and maintain work-life balance?

When addressing stress management and work-life balance, you can share strategies that demonstrate your ability to cope with the demands of the nursing profession. Discuss techniques such as practicing breathing exercises, meditation, regular exercise, and spending time in nature as effective stress-reducing activities. Additionally, emphasize the importance of self-care, maintaining personal time for friends and family, and effective time management to achieve a healthy work-life balance.

Critical thinking questions assess problem-solving skills and clinical expertise, aiming to gauge how you handle high-pressure scenarios. Provide real-life examples and express willingness to find answers if unsure.

Read more: 12 Hardest Interview Questions and Best Answers

These questions are designed to assess a nurse’s ability to think critically, make sound decisions, and effectively handle complex and high-pressure situations in a healthcare setting. When preparing for your interview, it’s essential to reflect on your experiences and be ready to provide specific examples that demonstrate your critical thinking skills and ability to navigate challenging clinical scenarios.

Remember , when answering nursing interview questions, use the STAR method (Situation, Task, Action, Result) to structure your responses. Provide specific examples and focus on the actions you took, the skills you utilized, and the positive outcomes achieved.

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10 Behavioral Interview Questions to Ask In Your Interview
50 Example Behavioral Interview Questions (and How to Write Your Own)
35+ Common Behavioral Interview Questions and Answers
Most Common Behavioral Interview Questions
8 Problem-Solving Interview Questions You Should Ask
41+ Behavioral Interview Questions and Answers in 2023

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Behavioral Interview Questions About Problem Solving
9. Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue. Sample answer to show you can identify problems and solve them. 10. Give a specific example of a time when you used good judgment and logic in solving a problem. Sample to show how you use logic to solve work problems.
Problem-Solving Interview Questions: How-to + Examples
To put these skills to the test, recruiters use "problem-solving" job interview questions, also known as analytical questions. Here are some common ones: Tell me about a situation where you had to solve a difficult problem. Give me a specific example of a time when you used good judgment and logic in solving a problem.
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.
25 Important Behavioral Interview Questions (and Example Answers)
Practice common behavioral questions: Familiarize yourself with frequently asked behavioral interview questions, such as those about teamwork, problem-solving, decision-making, and conflict resolution, and prepare your responses using the STAR method. Practice your answers aloud to become more familiar with your responses, and try doing this in ...
Top 20 Problem Solving Interview Questions (Example Answers Included)
MIKE'S TIP: When you're answering this question, quantify the details. This gives your answer critical context and scale, showcasing the degree of challenge and strength of the accomplishment. That way, your answer is powerful, compelling, and, above all, thorough. 2. Describe a time where you made a mistake.
The Top 30 Behavioral Interview Questions to Prep For
Scan the job description for anything that seems to be mentioned more than once or is otherwise emphasized—say, "takes initiative," or, "works independently.". Then come up with some stories about those things! 2. Brush up on the STAR method. Stories can get big and unwieldy, especially when we're nervous.
40+ Behavioral Interview Questions (Tips + Sample Answers)
Problem-solving behavioral questions with sample answers Describe a situation where you had to make a tough decision with limited information. Sample answer (Software Developer): A few months ago, while working on an important project with a tight deadline, we encountered a technical issue and we didn't have much time.
10 Behavioral Interview Questions (With Sample Answers)
Review 10 behavioral interview questions with answer examples and explore some tips to boost your confidence level by helping you prepare for your next interview. Home. ... Behavioral interviews help employers determine your skills and qualities, such as problem-solving, customer service, critical thinking and communication.
Problem-Solving Interview Questions & Answers
A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations.They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who ...
Behavioral Interview Questions: These Are 40 Most Common Ones
Here are 20 common behavioral interview questions, gathered from various reputable sources, like Yale University or University of Sydney. Keep in mind, these questions are designed to get you to share detailed, specific examples from your past work experiences. Tell me about a time when you had to work closely with someone whose personality was ...
The 13 Most Common Behavioral Interview Questions + How to Answer Them
Problem-solving skills are a set of particular skills to use in difficult, unexpected, or complicated matters that arise in the workplace. 4. Tell me about a time you made a mistake at work and how you moved forward from it. The key here is to focus on how you moved forward from the mistake, not the mistake itself.
20+ Behavioral Interview Questions and Answers
The purpose of behavioral interview questions . Behavioral interview questions serve several important purposes during the hiring process. They: Assess past performance: These questions evaluate how you have approached and handled situations in the past, providing insights into your abilities, decision-making skills, and problem-solving ...
Problem solving behavioral interview questions
Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews. Cases interviews evaluate specific problem solving attributes: logic, focus, rigor, process. Behavioral problem solving questions evaluate another: intuition, proactiveness, scrappiness, impact ...
10 Proven Problem-solving Interview Questions [+Answers]
Problem-solving interview questions show how candidates: Approach complex issues. Analyze data to understand the root of the problem. Perform under stressful and unexpected situations. React when their beliefs are challenged. Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for ...
21 Behavioral Interview Questions and How to Respond
Use the STAR method. The STAR method stands for Situation, Task, Action, Result. It's a formula worth memorizing because it can help you structure your responses to behavioral interview questions. Situation: Start by establishing the situation and sharing any important details. Task: Recount your specific task or responsibility.
How to Ask Problem Solving Interview Questions
The three main categories of interview questions that will help you assess problem-solving skills include: 1. Behavioral Interview Questions. Great problem solving interview questions focus on behavior, revealing how candidates have handled stress or adversity in the past and highlighting their temperament. Understanding the candidate's past ...
Problem Solving Interview Questions and Answers
Here are some examples of problem solving-based behavioral questions you can anticipate during an interview, the rationale behind them, and an example of how you can respond to them. Question: Talk about a time when you came up with a new idea or approach to solve a recurring problem.
10+ Proven 12 Behavioral Interview Questions [+Answers]
This question assesses problem-solving and efficiency skills. ... Click the link below to download the behavioral interview questions pdf list. Frequently asked questions. What are the top behavioral interview questions? Focus on questions that assess communication, emotional intelligence, and problem-solving skills. ...
Problem Solving Interview Questions and Answers
This question allows the employer to better understand the method you use to solve a problem, they also want to evaluate how you make an intelligent decision based on the information and details that you have gathered. If I have a list of advantages and disadvantages to help me make a decision, I start by considering whether the drawbacks would ...
41+ Behavioral Interview Questions and Answers in 2024
Behavioral interview questions by job competency. 1. Behavioral interview questions about leadership. 2. Behavioral interview questions about decision making. 3. Behavioral interview questions about problem-solving. 4. Behavioral interview questions on Communication.
51 Behavioral Interview Questions & Answers To Master
During a one-hour interview, you can probably expect to be asked approximately 10-20 questions, many will be behavioral interview questions. ... Give an example of when you took full responsibility for solving a problem only to find out that you really should have included others in the process.
Behavioral Interview: What It Is & How To Prepare (Tips)
For a detailed guide, head over to the article: 40+ Smart Questions to Ask at the End of Any Job Interview. Common behavioral questions. Common behavioral questions you might hear in a behavioral interview are: Behavioral questions about leadership; Customer service behavioral interview questions; Problem-solving behavioral questions
Problem-Solving Behavioral Interview Questions
Don't Miss These Latest Updates. Problem-solving is a key skill for today's workplace. Problem-solving behavioral interview questions. Compelling sample interview answers to "Why do you want to work for this company?". 11 essential supervisor interview questions and answers plus industry specific supervisor Q&A .. How to ask for a letter of recommendation with this sample email requesting ...
Tackling Behavioral Questions in Sales Coaching Interviews
1 Understand BIQs. Behavioral interview questions (BIQs) are a common tool used by interviewers to gauge your past behavior in specific situations as a predictor of your future actions. In a sales ...
Nurse Interview Questions: What to Expect and How to Prepare For ...
It also lists desired skills like problem-solving, communication and teamwork. ... From understanding the job description and common nursing interview questions to handling behavioral and scenario ...
22 Nursing Interview Questions, Answers and Tips To Prepare
Nursing Interview questions for new grads. When preparing for a new grad nursing interview, anticipate questions about your passion for nursing, ability to learn quickly, and skills in communication and problem-solving. Here are common interview questions for new grads in nursing. Tell me about yourself and why you chose nursing as your career.

Behavioral Interview Questions About Problem Solving

Basic Questions About how You Go About Problem Solving:

Specific Behavioral Interview Questions About Problem Solving:

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

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

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

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

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

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

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

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

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

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

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25 Important Behavioral Interview Questions (and Example Answers)

Key Takeaways

Using the STAR Method

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

25. Describe your professional goal-setting process.

Top 20 Problem Solving Interview Questions (Example Answers Included)

By Mike Simpson

What Is Problem-Solving?

How to Answer Problem-Solving Interview Questions

Get Our Job Interview Questions & Answers Cheat Sheet!

Top 3 Problem-Solving-Based Interview Questions

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

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

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

17 More Problem-Solving-Based Interview Questions

Putting It All Together

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

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Problem-Solving Interview Questions & Answers

What Are Problem-solving Interview Questions?

Examples of problem-solving competencies are:

Creative thinking

Resourcefulness

Analytical thinking skills

Determination

Results-oriented

Problem-solving behavioral interview questions

Behavioral job interview questions usually start with the following:

Examples of problem-solving behavioral interview questions:

Why Interviewers Ask Problem-solving Interview Questions

The Interviewers’ Goal When Assessing Your Problem-solving Skills

Costs of making a bad hiring decision

Specific details of your behavior

Your (past) behavior as a predictor of your future job performance

Avoid making a wrong hiring decision

What Interviewers Look for in Successful Candidates

Red Flags for Interviewers Assessing Your Problem-solving Skills

1. Not answering the question or not providing enough detail

2. Canned responses to questions

3. Answers that focus on problems, not solutions