problem solving behavioral interview questions and answers

Customer Service
Graduate Jobs
Information Technology
Cover Letter
Interview Process
Interview Type
Social Media
What Should I Wear
Job Related
Personal Brand
Previous Job
Problem Solving
Weakness and Strength
Questions to Ask
Interview Skills
Common Mistakes
Salary Negotiation

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 .

Making The Right Decision When You Have Multiple Options April 1, 2018
5 Types of Decision Making Skills You Need To Know July 31, 2017
How To Answer Behavioral Interview Questions July 26, 2017
The Secret to Setting Goals and Achieving Them July 11, 2017

ACE YOUR JOB INTERVIEW

By Mike Simpson

problem solving behavioral interview questions and answers

Most job seekers know that they’ll face off against some behavioral interview questions during their next interview. But knowing which ones you’ll encounter – and how to approach answering them – is the essential part of the equation. That way, you’ll be ready for what the hiring manager is likely to ask, increasing the odds that you’ll impress.

Are you ready to check out the world of behavioral-based interview questions? Here’s what you need to know.

What Are Behavioral Interview Questions?

Before we look at some behavioral interview questions and answers, let’s talk about what these types of questions are and why they come up.

In the simplest sense, a behavioral interview question gauges how you think and act in various situations. Many questions of this kind focus on scenarios, requiring you to outline what you did (or would do) under specific circumstances.

There’s a good reason why hiring managers turn to these questions during an interview. Unlike traditional interview questions – which mainly assess whether you have particular technical capabilities – these give the hiring managers overviews of capabilities that are harder to ask about directly.

Usually, your answer helps the hiring manager assess your mindset and soft skills . Plus, they’ll learn more about the hard skills you use to handle challenges or address problems of a particular nature.

In some cases, hiring managers ask behavioral interview questions because they think past performance is a predictor of future success. However, whether that’s true isn’t actually clear.

One report indicated that prior work experience – essentially, past behavior – didn’t guarantee a solid performance at a new company, even if the new hire had related experience. But a different study showed that behavioral interviewing was 55 percent predictive of future behavior at work, while traditional interviews were a mere 10 percent predictive.

Since 73 percent of hiring professionals use behavioral interviews, it’s best to be ready regardless. That way, you can excel when those questions become part of the equation.

How to Answer Behavioral Interview Questions

When it comes to how to answer behavioral interview questions, you need to present applicable examples. It could be describing a moment from your past or outlining the steps you’d take based on a theoretical scenario.

In either case, you need a strong strategy for creating a meaningful response. What’s the best way to get started? By getting to know the STAR Method.

STAR stands for Situation , Task , Action , Results . Essentially, it’s a framework for your answer. First, you’ll outline a situation that applies to the question. Next, you’ll discuss the task you had to undertake, followed by a description of what you did, including the skills you used along the way. Finally, you’ll dive into the result, summarizing the outcome.

That’s the gist of the STAR Method. Based on what you’ve likely learned about behavioral interview questions, you can like see why people sometimes refer to them as STAR interview questions.

If you want to learn more, you can check out our in-depth article on the STAR Method for a deep dive into how to use it effectively.

After you get comfortable with the STAR Method, it’s time to add the Tailoring Method to the mix. The Tailoring Method is all about relevancy, ensuring your answer directly speaks to the hiring manager’s needs. That way, your response isn’t just compelling; it also positions you as an exceptional match for the precise role the hiring manager is filling.

In fact we we wanted to let you know that we created an amazing free checklist for behavioral questions that covers all the critical info you need when dealing with these tricky types of job interview questions!Click below to get your free PDF now:

CLICK HERE TO GET THE BEHAVIORAL INTERVIEW CHECKLIST

How to prepare for behavioral interview questions.

Preparing for behavioral interview questions might seem challenging, but it’s far simpler when you realize that the biggest step is to have a few stories ready. In most cases, you want to begin working out what to share by reviewing the job description.

In the end, developing fantastic answers for STAR method interview questions starts with relevancy. By choosing moments from your career or education that apply to the job and the situations presented in the question, you can start using the STAR and Tailoring Methods to form great answers.

Another important tip is to make sure each of your stories has a formal conclusion. After giving them the results, tell the hiring manager something about what you learned from the experience or how it continues to shape you as a professional. That gives your answer a bit of something extra.

2. How do you manage stress on the job?

Workplace stress can harm an employee’s performance. As a result, hiring managers want to know what you do to keep yourself calm and level, even when you’re faced with challenges.

“While I’ve found that some stress actually pushes me to be my best, it’s also essential to ensure that my stress levels remain reasonable. One approach I’ve found that works for me is focusing on organization.

“I’m a big fan of breaking large responsibilities down into small tasks, making them feel more manageable and giving me a roadmap to follow. For a recent project in my current job, I divided the work up into ten micro-goals. Then, I blocked out time on my calendar for every activity. Not only does this keep me on target, but it also reduces the odds that I’ll feel overwhelmed.

3. Tell me about a time when you had a conflict with a coworker. How did you navigate the situation?

This is one of the most common behavioral interview questions because hiring managers want to know that you can navigate the typical disagreements that can occur at work. It’s also a way to gauge your interpersonal skills and self-reliance.

“While in my current job, I was part of a project team that was tasked with coming up with a new campaign for a client. A coworker and I didn’t see eye-to-eye on the direction the campaign should take when it came to the tone, leading to some conflict.

“To address the issue, I requested a meeting with my coworker to discuss their perspective. My goal was to understand why they were adamant about that approach, asking clarifying questions and rephrasing what they shared to ensure I saw the complete picture.

“Then, I did the same, sharing my perspective in a calm, professional manner. This led us to a very beneficial discussion, one where we both saw the merits in the other’s strategy. Ultimately, this allowed us to work together to create the best possible campaign, one that boosted the client’s sales by 15 percent.”

4. Describe a time when you had to adapt quickly to a change in priorities.

Regardless of whether a workplace is fast- or slow-paced, unexpected events can occur. Hiring managers want to know that you can shift gears quickly if the need arises, so they ask questions like this one to assess your agility.

“As a member of my current employer’s IT department, COVID-19 required some quick pivoting. I was part of a team that managed remote work permissions and technologies for the organization. When it became clear that a shelter-in-place order may be on the horizon, we had to reprioritize quickly, ensuring we could get everyone their needed credentials, applications, and devices handled as fast as possible.

“I spoke with my manager about my workload, allowing us to identify tasks that could be set aside temporarily. After that, prioritized the employee list based on their position, ensuring those who needed to stay connected were handled before those where a short delay wouldn’t be as problematic.

“Then, I dedicated as much time and effort to setting up telecommuting solutions as possible. This includes everything from ordering mobile devices and laptops, coordinating the service providers to add relevant user accounts, and creating initial training documents to ensure those who began working remotely had the information they needed to transition as seamlessly as possible. While the situation was challenging, I was able to complete everything tasked to me before a shelter-in-place order was issued in our area, and even had time to assist others, increasing the success of the entire project.”

5. Can you tell me about a time when you failed on the job?

This is probably one of the most uncomfortable interview questions around, as you have to talk about a time when things didn’t go to plan, leading to a poor outcome. However, it’s also an important one for hiring managers to ask.

With this question, hiring managers can see how you handle mistakes and recover from failures. Plus, they can assess your honesty, accountability, and self-awareness.

“In my first job, I had trouble gauging my workload. After getting my first big solo project, I underestimated the time it would take to complete the work and handle my other duties. As a result, I gave the client a deadline that was ultimately unrealistic, and I wasn’t able to deliver in time.

“The client was understandably displeased when I informed them that the project would be late. I made sure to take full responsibility for the issue and worked with them to ensure the project was completed to their satisfaction, albeit behind schedule.

“In the end, they were pleased with the results. However, the moment when I had to inform them that the deadline would be missed stuck with me. It became a powerful lesson for me about time estimates and workload assessments. I used what I learned to improve my approach and, since that project, have finished every project either on time or early.”

6. Tell me about a time when you led a team.

With this question, the hiring manager is trying to learn more about your leadership skills. Additionally, they might be looking for insights about how you oversee the work of others and keep multiple people on target as they work toward a singular goal.

“In my last position, I was tasked with overseeing the transition to a new order management system. This involved coordinating with multiple teams to ensure that the date from the existing solution would transition successfully to the new one. Additionally, I had to communicate with all of the end-users, ensuring they knew about use limitations or downtime in advance.

“I created a project plan for the transition and implementation, and worked closely with each team to ensure the timeline was workable. Along the way, I monitored progress, answered questions, and facilitated conversations to keep everyone on the same page. Additionally, I provided reports to the leadership team, ensuring they were informed.

“Ultimately, the project was a success. All of the transferred data was in place, and we finished on time, ensuring the company could reach full productivity on the desired schedule.”

7. Describe a time when you had to deal with an upset customer. How did you handle it?

Whether you’re looking for a retail job, a sales position, a tech support role, or anything in those veins, there’s a chance you’ll have to deal with an upset customer at some point. Hiring managers ask this question to see how you’ve navigated this type of challenge in the past, allowing them to determine if you have a reasonable strategy.

“At my current job, a customer contacted us saying they were displeased with their most recent order. Along with complaining about the product, they began yelling threats about what they would do if they weren’t issued a refund and given a new item immediately.

“I didn’t take the tone personally, as I was certain it was out of frustration. I pulled up the customer’s file to learn more about the order, as well as review their history with the company. At that time, I discovered that they had been placing regular orders for some time, and this appeared to be the first time they called about an issue.

“I apologized for the inconvenience and began asking clarifying questions to ensure I fully understood the nature of the issue. As I spoke, I focused on keeping my tone calm and professional.

“While company policy didn’t typically allow a replacement and refund, it also gave me some leeway when it came to finding a solution, particularly since they had been a loyal customer for some time. I explained what was usually allowed in these situations but requested a moment to consult with my manager regarding the issue. I was able to secure them a replacement product and a 20 percent discount on a future order. Ultimately, the customer was happy with the outcome, and they remained a customer during the rest of my time there, and possibly beyond.”

8. How do you approach goal-setting?

Most hiring managers know that goal-setting is a powerful tool that can facilitate greater success. As a result, they want to see how candidates view goal-setting, leading them to ask this question.

“I believe goal-setting is essential, as it helps me focus my efforts based on organizational objectives. My preferred approach is to review the company’s priorities and how they relate to my position. Then, I create well-defined, actionable targets using the SMART goals process. That way, I have clear objectives that are measurable and motivating.

“However, I also go the extra mile, breaking down larger goals into micro-goals. That way, I can see every step between myself and the objective, creating a roadmap that guides me toward success.”

9. Tell me about your greatest professional accomplishment.

This behavioral interview question does a few things. First, it lets the hiring manager learn more about your values. Second, it gives them insights into your skills and achievements, both of which can help them determine if you’re the right fit for the job.

“My biggest achievement was revamping the company’s marketing approach, leading to a 34 percent increase in sales within six months. The past campaign wasn’t resonating with younger buyers, causing us to lose market share. I refocused our strategy to make it more social media-focused, creating a comprehensive campaign that worked well on platforms that appealed more to the target audience. Ultimately, this allowed us to reach our target demographic, boosting overall profitability and securing a solid ROI.

10. Tell me about a time you had to make an unpopular decision.

If you’re applying for a management role, this is one of the most common behavioral questions you’ll encounter. Many members of the leadership team have to make difficult choices, and sometimes, they won’t resonate with team members. The hiring manager wants to know that you can handle those situations, so they ask questions like this one to gauge your capabilities.

“When I was a manager at ABC restaurant, employees were originally able to change shifts with one another without notifying management in advance. While it was convenient for team members, management wasn’t able to effectively predict an employee’s hour, at times leading to unplanned overtime. Additionally, if someone didn’t arrive for a shift, there could be confusion regarding who was actually responsible for the no-show.

“As a result, I had to make the decision to bar shift changes that weren’t presented to management before the scheduled time arrived. While it wasn’t a popular choice, it did streamline timekeeping and scheduling while also ensuring no-shows were properly noted in the correct employee’s files.”

40 More Behavioral Interview Questions

Describe a time when you had to work with a colleague that had a personality that differed significantly from yours.
Tell me about a time when you unexpectedly had to step up as a leader.
Can you tell me about a time when you were asked to step up as a leader but chose to decline?
Give me an example of a time when you made a mistake at work.
What do you do when you have more on your to-do list than you can manage?
Have you ever failed to meet client expectations? What happened?
Describe a time when your job changed significantly with little notice.
Have you ever worked with someone who struggled with good communication?
Tell me about a time when you had to think on your feet.
How do you keep long-term projects on track?
Give me an example of a time when you were overwhelmed by your responsibilities.
When an unexpected problem derailed a project you worked on previously, how did you get back on track?
Can you tell me about a time when you successfully persuaded a colleague to see a situation from your perspective?
Describe a project or idea (not necessarily your own) that was implemented primarily because of your efforts.
When given a lengthy project, what steps do you take to ensure it is completed by the deadline?
Do you feel you work well under pressure? If so, describe a time when you have done so effectively.
Give me an example of a time when you motivated others.
Tell me about a time when you had to delegate tasks during a project.
How do you remain organized at work?
Can you tell me about a time when you were given two high-priority tasks and had to decide which to handle first?
Describe a situation where you disagreed with a supervisor.
Tell me about a time when you missed an obvious solution to a problem.
Give me an example of a time you faced an unexpected challenge and had to pivot quickly.
How were you able to achieve your most recent accomplishment?
Can you give me an example of when you used your listening skills to solve a problem?
Tell me about a time when you didn’t listen and had to deal with the consequences of missing something important?
How do you handle disagreements with a client?
What do you do when you’re given a task with a tight deadline?
Give me an example of a time when your manager asked you to take on a task you couldn’t reasonably handle.
Have you ever misunderstood a critical responsibility at work? What happened?
Tell me how you would go about describing a highly technical topic to someone without expertise in that arena.
What do you do when a team member is unable to handle their part of a project?
Can you describe a time when you had to correct a client because they made an incorrect assumption or had bad information?
Have you ever wished that you approached a conflict with a colleague differently? What happened, and what would you do instead?
What was your biggest learning experience from your first job in this field?
When presented with a new technology in the workplace, how do you adapt?
Tell me about a time when you struggled to adapt to a change.
Give me an example of a time you had to handle a task without prior experience.
Can you describe a time when you were dissatisfied at work? How did you overcome it?
When you first accepted your last job, what did you do to ensure you got up to speed quickly?

Putting It All Together

Ultimately, the questions above are some of the most common behavioral interview questions around. By preparing for those, your odds of interview success will go up. Use the tips and examples as a guide, ensuring you can create your own great answers before your next meeting with a hiring manager.

To make sure you’re 110% prepared we’ve prepared a cool PDF checklist that you should download …

FREE : Behavioral Interview Questions PDF Checklist

Ok the next thing you should do is download our handy "Behavioral Interview Questions Checklist PDF ".

In it you'll get 25 common behavioral questions along with tips on how to answer them and the traps you need to avoid ....

All in a beautifully designed pdf Jeff spent hours working on. ---- He made me put that in 😉

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

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

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

About The Author

Mike simpson.

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

Our Products
Case Studies
Interview Questions
Jobs Articles
Members Login

Common Behavioral Interview Questions and Answers

50+ Common Behavioral Interview Questions and Answers (Updated 2024)

Published on May 1st, 2024

It's crucial for both employers and candidates to be well-prepared for the interview process. Behavioral interview questions are a popular method used by hiring managers to assess a candidate's suitability for a role. These questions delve into a candidate's past experiences and behaviors to predict future performance, providing insights into their problem-solving abilities, teamwork, communication skills, adaptability, and leadership potential.

For candidates, mastering behavioral interview questions can significantly enhance their chances of making a positive impression. By using the STAR method (Situation, Task, Action, Result), candidates can structure their responses to highlight their competencies and demonstrate how they've successfully navigated various challenges in their careers.

In this blog, we'll explore common behavioral interview questions and provide sample answers to help both candidates and employers navigate the interview process with confidence. Whether you're preparing for an interview or looking to improve your hiring strategy, these insights will guide you towards achieving your goals.

Common Behavioral Interview Questions and Answers : Problem-Solving

Why ask these questions? Employers ask problem-solving behavioral questions to evaluate a candidate's critical thinking abilities, analytical skills, and their approach to resolving complex issues. These questions help gauge how well a candidate can break down problems, gather and analyze relevant information, weigh multiple perspectives, and formulate effective solutions. Strong problem-solving skills are crucial for roles that involve strategizing, troubleshooting, process improvements, and driving innovation.

Common Behavioral Interview Questions on Problem-Solving

1. Describe a complex problem you faced in a previous role. What process did you follow to analyze the root causes and determine a viable solution?

Sample Answer: "In my last role as a project manager, we encountered major delays with a client implementation due to unanticipated technical issues (Situation). I quickly gathered my team to clearly define the problems and prioritize which ones needed addressing first (Task). We methodically isolated the root causes and I delegated research on potential solutions to relevant experts (Action). Through this systematic approach, we not only resolved the technical issues but also identified gaps in our implementation plan to prevent similar problems in the future (Result)."

2. Give an example when you anticipated a potential roadblock before it occurred and the preventive measures you took to mitigate the issue proactively.

Sample Answer: "While reviewing the budget for an upcoming marketing campaign, I noticed that based on previous years' spending trends, we were in danger of overrunning our allocated budget (Situation). I recognized this potential pitfall early on and analyzed the cost Denver's and areas we could potentially scale back without impacting our core objectives (Task). I presented my findings to the team lead and we agreed on scaling back some ancillary activities to free up those funds as a contingency buffer (Action). This proactive measure ensured we completed the entire campaign successfully without going over budget (Result)."

3. Tell me about a time you had to make a decision without complete information. How did you evaluate the situation to determine the best course of action?

Sample Answer: "Last year, one of our key suppliers had to suddenly halt operations due to a facility issue (Situation). This disrupted our supply chain and we had several large customer orders pending (Task). Given the urgency, I couldn't wait for complete information from all parties involved. I quickly met with my team to gather all available data points and outlined the potential risks and opportunities of moving forward with an alternate supplier versus delaying orders (Action). We made the calculated decision to proceed with a backup vendor to avoid losing those customers, while enforcing strict quality checks. This allowed us to meet our commitments with only a brief delay (Result)."

4. What was the most challenging problem you solved in a team setting? How did you collaborate with others to understand different viewpoints and develop a resolution?

Sample Answer: "When I was a business analyst, we took on an enterprise client with highly complex logistics requirements (Situation). Understanding and mapping all their processes was an immense challenge that required the involvement of multiple stakeholders (Task). I facilitated various sessions where each team member could voice their perspective on the perceived problems and potential solutions. I made sure to play a neutral role in getting everyone's viewpoint represented (Action). Through this collaborative effort, we developed a comprehensive overhaul plan that streamlined their logistics while meeting all compliance needs (Result)."

5. Provide an instance when you faced resistance implementing a new idea or process. How did you build consensus and ensure a smooth implementation?

Sample Answer: "At my previous company, we wanted to implement an automated sales tracking system (Situation). However, the senior salespeople were resistant to this change from the manual logging they were accustomed to (Task). Rather than forcing the new system, I scheduled one-on-one meetings with each of them to understand their concerns. I presented data on how the new system could make their job easier and demonstrated a pilot (Action). By addressing their pain points and getting their buy-in, the implementation had mass adoption and made all of our lives easier (Result)."

6. Describe a situation when you had to analyze and present complex data simply for a non-technical audience.

Sample Answer: "As a financial analyst, I had to present our quarterly results to the broader marketing and sales teams who didn't have the same technical accounting background (Situation). Rather than just showing them rows of numbers, I synthesized the key takeaways into visual scorecards with graphs and charts (Task). I spent time mapping out how to explain the importance of each metric in easy-to-understand language (Action). This enabled me to effectively showcase our financial performance and upcoming targets in a way that resonated with the non-financial roles (Result)."

7. Have you revamped an inefficient or outdated process before? What problems did you identify and how did you enhance the process?

Sample Answer: "In my role as an operations manager, I identified that our procurement process had numerous duplicative steps and approval chains (Situation). This led to delays in acquiring the materials and supplies needed for production (Task). I performed a comprehensive analysis of each step, documented painpoints, and identified opportunities to streamline the process through automation and centralizing the approval paths (Action). The revised process cut down procurement time by 40%, reducing production delays and driving significant cost savings (Result)."

8. Give an example when you had to get creative or innovative in problem-solving due to constraints or limited resources.

Sample Answer: "Our marketing budget was slashed due to corporate cost-cutting (Situation). As the marketing manager, I had to find innovative ways to drive lead generation with very limited funds (Task). I explored unconventional strategies like social media contests, guest blogging, and cross-promotions with complementary businesses (Action). By getting creative and thinking outside the box, we were able to grow our qualified lead pipeline by 25% year-over-year without spending exorbitantly (Result)."

9. Tell me about a mistake in judgment that led to a negative outcome. How did you analyze what went wrong and what did you learn?

Sample Answer: "Early in my career as a sales rep, I made the mistake of overselling the capabilities of one of our software products to a prospective client (Situation). When we couldn't deliver on all the functionality I had promised during the sales process, the client terminated the contract (Task). I had to take full accountability for this misstep. I analyzed where I went wrong by making assumptions instead of verifying the product details. I learned the importance of thorough due diligence and only committing to what we can realistically provide (Action). Moving forward, I was much more diligent about understanding our product limitations and set realistic expectations with clients from the start (Result)."

10. Discuss a time when you turned an initial setback into a successful result through persistent problem-solving efforts.

Sample Answer: "During a website migration project I was leading (Situation), we encountered major roadblocks due to data integrity issues that caused broken links and missing content (Task). Despite the development team working around the clock, we kept hitting more snags. Rather than throwing in the towel, I re-evaluated our entire approach. I convened a technical review session drawing in skilled resources from other teams (Action). We mapped out all the problem areas and devised a new migration plan that was more gradual and meticulous. Though delayed, this adjustment allowed us to successfully complete the migration with virtually no data loss (Result)."

Common Behavioral Interview Questions and Answers: Teamwork & Collaboration

Why ask these questions? Employers ask teamwork and collaboration behavioral questions to assess a candidate's ability to work effectively within a team environment. These questions evaluate skills like communication, interpersonal abilities, conflict resolution, and the capacity to build cooperative relationships. Strong teamwork and collaboration skills are essential for roles that involve cross-functional projects, matrixed reporting structures, or customer-facing responsibilities.

Common Behavioral Interview Questions on Teamwork & Collaboration

11. Describe a situation where you had to work closely with someone who had a very different working style than you. How did you adapt and cooperate effectively

Sample Answer: "In my previous marketing role, I was part of a cross-functional team working on a major rebranding campaign (Situation). One of my teammates, who was leading the design efforts, had a very meticulous and methodical working style while I tended to be more fast-paced. Our different approaches led to miscommunications and missed deadlines in the initial stages (Task).

I scheduled a one-on-one meeting with them to discuss our working styles and understand their perspective. I realized my rushed timelines were causing them undue stress. So I made an effort to create more detailed task plans with reasonable buffers based on their feedback (Action). I also suggested a weekly team syncing meeting to get ahead of any potential misalignment. Making these adjustments facilitated much smoother collaboration between the two of us (Result)."

12. Give an example of when you faced interpersonal conflicts while working on a team. What did you do to resolve the conflicts and move forward?

Sample Answer: "While working on a website redesign project, there were creative differences between the design and development teams on the best technical approach (Situation). As the project manager, I had to step in to resolve the conflict that was causing delays (Task). I held a meeting with both teams, letting each side explain their perspective. Instead of taking sides, I focused the discussion on our common goal of creating the best user experience (Action). We agreed on a hybrid approach that utilized the best ideas from both teams. This open dialogue and compromise allowed us to move forward efficiently (Result)."

13. Tell me about a time you took on a leadership role within a team setting. What challenges did you face and how did you motivate the team?

Sample Answer: "During a company-wide enterprise software implementation, I volunteered to lead the work-stream for my department (Situation). Maintaining productivity while handling the change management was tough, as the team was bogged down with their usual responsibilities (Task). I instituted weekly momentum meetings where we tracked key milestones as a group. I also made sure to celebrate small wins along the way through creative teambuilding activities (Action). This fostered a collaborative atmosphere focused on our shared purpose. As a result, we successfully implemented the new software with high user adoption rates (Result)."

14. Have you ever been involved in a team decision you didn't agree with? How did you handle the situation while still being a team player?

Sample Answer: "Yes, when I was on the employee engagement committee at my previous company, the majority of team members voted to cancel our annual holiday party due to budgetary constraints (Situation). While I understood the financial reasoning, I felt strongly that the holiday party played a key role in boosting employee morale and fostering the company culture (Task). Rather than creating confrontation, I voiced my objection respectfully during the meeting and lobbied for exploring alternative low-cost options to hold some version of the event (Action). The team agreed to scale it back significantly, but we were still able to host a small get-together that accomplished our goals (Result)."

15. Discuss an experience where you needed to rely on input or instruction from multiple team members to accomplish a task. How did you consolidate the information?

Sample Answer: "When I joined a software consultancy, I was staffed on a project that was already in full swing (Situation). To get ramped up on the client's complex application and project history, I needed guidance from different team members who had been involved from the start (Task). I scheduled a series of knowledge transfer meetings with key stakeholders like the technical lead, client partner, and project manager. I typed out thorough notes during each session and consolidated them into an easy reference guide (Action). This made my onboarding much smoother by providing me with a comprehensive knowledge base in an organized manner (Result)."

16. Can you give me an example of when you went out of your way to completed someone else's work or help a teammate who was falling behind?

Sample Answer: "Our marketing team was short-staffed when one member took a sudden leave of absence after a medical emergency (Situation). With upcoming campaign deadlines looming, I could tell my manager was feeling overwhelmed trying to reassign all the work (Task). Without being asked, I offered to take on a portion of the deliverables outside my usual responsibilities. I worked nights and weekends as needed to complete the assigned content and designs (Action). My contributions allowed us to execute all planned marketing activities on schedule without sacrificing quality (Result)."

17. Tell me about the most difficult person or personality you've had to work with on a team. How did you establish a productive working relationship?

Sample Answer: "One of my former teammates had a very brusque and blunt communication style which often came across as abrasive (Situation). Despite her strong technical skills, this frequently led to tensions with other team members (Task). As her peer, I pulled her aside and provided candid feedback about how her communication approach was being perceived. I acknowledged her flair for direct talk but suggested some simple ways to be more diplomatic, like prefacing feedback constructively (Action). While it took some time, she did make a visible effort to modulate her style to be more team-friendly. This fostered a much more productive dynamic over time (Result)."

18. Describe a situation where you received negative or unfair criticism from a coworker or team member. How did you handle it?

Sample Answer: "I once had a colleague who unfairly criticized my work in front of the entire project team (Situation). While their feedback was unproductive and demoralizing, I knew getting defensive would only escalate tensions further (Task). I practiced restraint in that meeting, choosing not to engage. After the meeting, I scheduled a private one-on-one where I addressed their critique point-by-point with factual data that showed my work was fully satisfactory per the agreed requirements (Action). The colleague realized their criticism was unfair and retracted it. This defused the situation professionally without lingering negativity (Result)."

19. Have you ever been involved in a team project where roles were not clearly defined? How did you facilitate accountability and ensure responsibilities were clear?

Sample Answer: "Yes, I was part of a marketing campaign implementation that involved multiple agency partners in addition to our internal team (Situation). In the initial meetings, it became clear there was a lack of clarity on who would own specific deliverables and tasks (Task). As one of the project leads, I took responsibility for structuring an comprehensive timeline mapped to each workstream with specified owners across all partner teams (Action). I also implemented a weekly checkpointing ritual to review progress and responsibilities. This centralized accountability greatly reduced duplicated work and missed handoffs (Result)."

20. Give an example of when you motivated an underperforming team member and helped improve their productivity and attitude.

Sample Answer: "One of my direct reports had been experiencing some personal issues that were negatively impacting their morale and work quality (Situation). This manifested in missed deadlines and disengagement during team meetings (Task). I had a private check-in conversation to understand what was going on and how I could support them. I validated their concerns and provided flexibility on some short-term deadlines. I also paired them with a high-performing team mentor (Action). Over the next few weeks, their attitude and productivity levels bounced back as the personal situation improved. The mentorship helped re-energize their enthusiasm (Result)."

Common Behavioral Interview Questions and Answers: Communication Skills

Why ask these questions? Communication skills are critical for virtually any role, which is why employers evaluate a candidate's communication abilities through behavioral questions. These questions assess your skills in areas like active listening, conveying information clearly, interpersonal interactions, public speaking/presentations, and communicating with stakeholders at all levels. Strong communicators can build trust, inspire confidence, and drive effective collaboration.

Common Behavioral Interview Questions on Communication

21. Tell me about a time when you had to explain a complex concept or technical information to a non-expert audience. How did you ensure they could understand?

Sample Answer: "As a financial analyst, I was tasked with presenting our company's quarterly investment performance to the entire organization (Situation). This included individuals without any finance background (Task). I started my presentation by breaking down all the investment jargon and metrics into simple definitions. I then used easy-to-follow visuals and examples everyone could relate to (Action). By the end, even our frontline staff understood how we were performing against our targets based on the positive feedback (Result)."

22. Describe a situation where you had to persuade someone to change their viewpoint

Sample Answer: "In my previous role, I recognized an opportunity to streamline our invoicing process through automating several manual steps (Situation). However, when I initially presented the idea to my manager, they were hesitant about changing the established process (Task). Rather than getting defensive, I asked questions to understand their concerns around potential disruptions to our current workflow. I then scheduled a follow-up meeting where I walked through a pilot implementation plan with clear steps to mitigate any transition risks they raised (Action). By addressing their reservations respectfully and with a solid plan, I was able to secure their buy-in to move forward (Result)."

23. Give me an example of when you had to tailor your communication style to meet the needs of a particular situation or audience. How did you do it?

Sample Answer: "While working on a website redesign, I had to present the final mockups to our company's executives as well as the technical development team (Situation). I recognized that I needed to adjust my communication approach for these two distinct audiences (Task). For the executives, I led with the high-level visual concepts and focused on how the new website aligned with our branding and marketing goals. For the developers, I went quite granular on explaining the coding behind animations and responsive design features (Action). Customizing my presentations allowed me to effectively communicate the right level of detail for securing stakeholder alignment (Result)."

24. Have you ever had to deliver constructive criticism or negative feedback to someone? What was the situation and how did you handle it?

Sample Answer: "One of my direct reports was really struggling with time management and consistently missed deadlines (Situation). As their manager, it was necessary to provide feedback to course-correct before it became a larger issue impacting the team (Task). I requested a private meeting and started by asking how they felt they were doing to open the conversation positively. I then outlined specific examples of the missed deadlines with the impact it had. I was clear the behavior was not acceptable while also listening to understand any underlying challenges they faced (Action). Together we identified some resources on prioritizing work more effectively and instituted a weekly dedicated sync to keep them on track (Result)."

25. Tell me about the most challenging client, coworker or stakeholder you've had to communicate with. What made it difficult and how did you work through it?

Sample Answer: "One client I worked with was extremely technically savvy, which could make communicating updates challenging as they tended to get bogged down in minor coding details (Situation). As the project manager, it was my responsibility to convey progress at a high level while ensuring feedback was properly addressed (Task). I made an effort to ask questions upfront about the level of specificity they needed and had my developers provide written documentation on all technical decisions. In our meetings, I led with a concise overview and demoed functionality rather than discussing code (Action). This allowed us to have productive conversations focused on deliverables rather than minute implementation details (Result)."

26. Describe a time you had to be persuasive and sell your ideas in the face of opposition or skepticism. What techniques did you use?

Sample Answer: "When proposing a new sales commission model, I encountered pushback from some veteran reps worried it would negatively impact their earnings (Situation). They were skeptical the new model could outperform the established structure (Task). Instead of trying to overtly convince them through discussion alone, I scheduled individual meetings to have a dialog around their specific concerns. Then I ran modeling for each person using their actual prior years' performance data in both models to demonstrate how the new model put more money in their pocket (Action). Analyzing the differential payouts based on their own metrics helped overcome the skepticism better than hypothetical examples (Result)."

27. Have you ever had to deal with an upset client or coworker? How did you respond and what was the outcome?

Sample Answer: "I once had a client call my customer service team extremely irate, yelling and making accusations about his account being mishandled (Situation). The service rep struggled to deescalate or even get all the details (Task). I calmly took over the call, letting the client vent their frustrations without interrupting just by saying "I understand" periodically. Once he had vented, I apologized for the inconvenience and asked clarifying questions to grasp the full situation (Action). With all the context, I could provide satisfactory explanations, own up to any mistakes on our end, and offer a path forward to resolve the issues quickly and fairly. This diffused the situation from an emotional one into a productive dialog (Result)."

28. Give an example of a time you had to communicate bad news or unpopular information to your team or manager. How did you approach that conversation?

Sample Answer: "About a year into a large enterprise software implementation I was leading, our QA team discovered a major code defect that essentially broke all the work completed (Situation). I had to communicate this significant setback in recurring status meetings with leadership and client stakeholders (Task). Rather than trying to bury the issue, I was fully transparent about what happened while also taking accountability for the quality lapse. I outlined a mitigation plan with revised timelines and resource requirements to get back on track (Action). While the news was not well-received, there was appreciation for my direct and proactive approach. This helped reset expectations appropriately to eventually deliver a successful implementation (Result)."

29. Have you ever had to deal with an upset client or coworker? How did you respond and what was the outcome?

Sample Answer: "I once had a coworker send me a very strongly-worded email criticizing the quality of some work I had completed for a joint project (Situation). Their feedback was quite harsh in tone and contained some inaccurate statements (Task). Rather than responding emotionally right away, I took a step back and waited until the next day to reply. I acknowledged their frustration upfront but then provided factual details to clarify the misunderstandings about my work. I also suggested having a call to discuss ways we could improve collaboration moving forward (Action). My measured response helped defuse the situation. We ended up getting on the same page about responsibilities and had a productive discussion on constructive feedback methods (Result)."

30. Give an example of a time you had to communicate bad news or unpopular information to your team or manager. How did you approach that conversation?

Sample Answer: "About a month before a major product launch, our user testing surfaced critical bugs that would delay the planned release date (Situation). As the product manager, I had to communicate this unfortunate status to executive leadership who had aggressive timeline expectations (Task). I gathered all the data on the testing issues found and prepared a solution plan with trade-offs on the potential delay scenarios. In the status meeting, I straightforwardly provided the bad news on the delay upfront but then outlined two clear options for adjusted launch targets with pros and cons (Action). Though the delay was disappointing, leadership appreciated my transparency and data-driven proposal rather than giving blind estimates. We agreed on the best revised timeline (Result)."

31. Have you ever had to deal with an upset client or coworker? How did you respond and what was the outcome?

32. Give an example of a time you had to communicate bad news or unpopular information to your team or manager. How did you approach that conversation?

Common Behavioral Interview Questions and Answers : Adaptability & Growth Mindset

Why ask these questions? Employers ask adaptability and growth mindset questions to gauge a candidate's ability to embrace change, handle transitions seamlessly, and have a continuous learning mentality. These traits are especially valuable in fast-paced or rapidly evolving industries and companies. A growth mindset allows employees to upgrade their skills, take on new challenges, and remain relevant in their roles over time. Adaptability helps organizations successfully navigate changes like technology shifts, process improvements, reorganizations and more.

Common Behavioral Interview Questions on Adaptability & Growth Mindset:

33. Tell me about a time when you were faced with a shifting priority or new responsibility at work. How did you handle the transition?

Sample Answer: "In my previous role, our company acquired another firm which resulted in my team's priorities completely shifting (Situation). We had to put all our planned projects on hold to focus on the integration efforts (Task). While it was initially daunting to pivot contexts so drastically, I made sure to immerse myself in learning the new systems, processes and client specifics as quickly as possible through training and job shadowing (Action). I also adopted a flexible mindset knowing that the transition was going to be a journey with inevitable speed bumps. My ability to remain adaptable amid the ambiguity helped me become a go-to resource during the integration (Result)."

34. Have you ever had to adapt to working with new technology or tools before? How did you approach the learning process?

Sample Answer: "When I joined my current company, they were in the process of migrating from multiple legacy IT systems to a new enterprise-wide platform (Situation). As someone without prior exposure to this new system, I had to get up to speed very quickly (Task). I invested significant time going through all the training modules and documentation provided by the implementation team. However, I found the most effective way for me to learn was to simply start using the system with a 'sandbox' test environment (Action). This hands-on experiential approach, combined with inputting sample data from my actual work, allowed me to gain a solid grasp of the system's capabilities rapidly (Result)."

35. Give an example of when you turned a negative experience or setback into a positive opportunity for growth. What did you learn?

Sample Answer: "Last year, I missed out on a promotion that I was hoping to receive and felt I deserved (Situation). While the feedback from my manager highlighted areas I still needed improvement, I initially had a hard time accepting it (Task). However, after the sting of rejection subsided, I used it as a wake-up call. I booked a career coaching session and got an objective assessment of my professional development needs. From there, I worked with my manager to create an action plan focused on sharpening my leadership skills and increasing my internal visibility through stretch project assignments (Action). While disappointing initially, the setback ultimately motivated me to get serious about advancing my career in a more intentional way. I ended up earning that promotion just 6 months later (Result)."

36. Tell me about a recent skill or domain you had to learn from scratch to accomplish something at work. How did you go about building that competency?

Sample Answer: "Our marketing team had a need to produce more video creative content for social media campaigns (Situation). While I had experience with writing and graphic design, videography was completely new to me (Task). I decided to get training by enrolling in an online video editing course, which taught me the core concepts and technical skills from storyboarding to editing software. To further build my practical experience, I started filming simple videos around the office and at company events to experiment and get comfortable behind the camera (Action). It was an iterative process of applying what I learned, getting feedback and improving each time. Within 3 months, I produced our first professional product demo video for the website (Result)."

37. Describe a situation where you received negative or constructive feedback you didn't agree with initially. What did you do?

Sample Answer: "During a postmortem following a product launch that didn't go as smoothly as expected, my manager provided feedback that my time estimation skills needed improvement as the dev team missed several key delivery milestones (Situation). I didn't initially agree with the feedback as I felt there were many dependencies from other teams that caused delays (Task). However, rather than be defensive, I scheduled a separate 1:1 meeting to have an open discussion with my manager. I took the time to explain my perspective on the missed timelines and asked for specific examples of where my time estimates were off (Action). This allowed us to have a more thoughtful dialog – my manager provided additional context I was initially unaware of, while I also gained coaching advice on ways to build better time estimation habits (Result)."

38. Provide an example of a time you had to adjust quickly to changes in organizational leadership, strategy or priorities. How did you adapt?

Sample Answer: "When I was working at a mid-sized software firm, we went through an acquisition by a larger enterprise company (Situation). This resulted in significant changes to our company's overall strategy, product roadmaps and even leadership team (Task). While unsettling at first, I made an effort to be an early adopter of the new vision and priorities. I proactively scheduled meetings with the incoming leaders to understand their goals and background. I also volunteered for extra training on the new product lines we'd be focusing on (Action). By immersing myself in the changes versus resisting them, I was able to adapt quickly. This helped me become a solid asset during the transition and integrate well into the newly combined workforce (Result)."

39. Have you ever had to take on a role or responsibilities you didn't feel fully prepared or qualified for? How did you get up to speed?

Sample Answer: "Early in my marketing career, I was asked to step into a product marketing manager role while my company recruited to backfill the open position (Situation). While I had strong general marketing skills, I lacked direct product marketing experience which made me unsure if I could handle those specialized responsibilities (Task). To ramp up quickly, I sought out product marketing courses, trainings and books to build my technical knowledge. I also scheduled regular meetings with other product marketers, both internally and externally, to learn from their experiences (Action). Within a couple of months through this immersive approach, I had enough of a grasp of the core product marketing pillars to effectively handle the role's key duties during the interim period (Result)."

40. Give an example that demonstrates your willingness and enthusiasm towards continual learning and professional development.

Sample Answer: "I am a firm believer that you can never stop growing and learning, especially in a dynamic field like technology consulting where I work. To continually develop my skills, I've made it a personal goal to read at least one business, leadership or domain-specific book per month (Situation/Task). I also actively seek out relevant webinars, conferences or trainings to stay abreast of emerging trends and best practices. For example, I recently earned a machine learning certification to elevate my expertise in that high-demand area (Action). Investing this consistent time and effort into continuous learning has allowed me to take on broader and more strategic roles over the years versus becoming territorially siloed (Result).

Common Behavioral Interview Questions and Answers: Leadership

Why ask these questions? Employers ask leadership behavioral questions to evaluate a candidate's ability to inspire teams, make strategic decisions, drive results and bring out the best in others. Strong leadership skills are valuable even in non-managerial roles, as they foster traits like taking ownership, suggesting innovative ideas, and promoting cohesive teamwork. For management positions, these questions help assess competencies in areas like coaching, delegation, conflict resolution and driving organizational change.

Common Behavioral Interview Questions on Leadership:

41. Describe a situation where you needed to motivate a team to meet an important goal or deadline. What strategies did you use?

Sample Answer: "As a project manager, I once had to lead a cross-functional team in launching a new e-commerce platform under an extremely aggressive timeline (Situation). With the deadline looming, I could sense motivation starting to wane across the team (Task). I made it a point to clearly outline the purpose and benefits of hitting our goal during team meetings, reinforcing why the work mattered. I also celebrated small wins and milestones accomplished, however incremental (Action). This helped boost morale and reignite the team's drive during the final stretch. We ended up launching the platform on schedule with all requirements met (Result)."

42. Give me an example of a time you had to make an unpopular decision as a leader. How did you go about it?

Sample Answer: " When I was managing a retail store, we were struggling to hit our quarterly sales targets (Situation). After analyzing reports, it became clear we needed to reallocate staff from the back office to have more customer-facing associates on the floor (Task). However, I knew this decision would be unpopular with the back office team as it meant increased workloads for them. I opened the conversation by walking through the sales data and explaining why boosting our store presence was crucial for turning things around. I listened to their concerns about burnout and then collaborated on workload prioritization solutions like cross-training employees (Action). While not their preferred outcome, the transparency and spirits of compromise helped ease the transition. We ended up exceeding our sales goals that quarter (Result)."

43. Have you ever had to deliver feedback to someone about their work performance? What was the situation and how did you handle it?

Sample Answer: "As a marketing manager, I had to provide redirect feedback to one of my analysts who had begun missing numerous deadlines for reporting deliverables (Situation). This was out of character, so I wanted to understand what was impacting their performance (Task). I requested a one-on-one meeting and took a coaching approach - I explained the sacrifices the whole team had to make to compensate for the missed deliverables. Then I asked open-ended questions to allow them to share any challenges they were facing (Action). The analyst disclosed they were having difficulties balancing work with some new family obligations. From this discussion, we were able to agree on adjustments like re-prioritizing project tasks to allow for more focused time on key deliverables (Result)."

44. Tell me about the most difficult employee situation you've had to address as a leader. How did you manage it?

Sample Answer: "One of my direct reports had begun coming to the office sporadically and missing team meetings without any communication (Situation). As their manager, I had to address this concerning attendance issue (Task). I started by reviewing our company's attendance policies and consulting HR. Then I scheduled a private meeting with the employee to understand what was happening. They disclosed they were having some personal issues that were making it difficult to meet work commitments (Action). While protecting their privacy, we discussed options like adjusting their schedule or taking a personal leave if needed. I made it clear that despite their circumstances, open communication was required to prevent impacting the whole team's productivity. With that understanding, the employee's attendance improved (Result)."

45. Describe a scenario where you faced team resistance when implementing a new initiative or ideas. What did you do?

Sample Answer: "When I tried to institute a new reporting process for my IT operations team, I faced some pushback as it required building new habits around data collection (Situation). Rather than force it as the manager, I decided to make it a team project to get their buy-in (Task). I held brainstorming sessions to get input on making the process as friction-less as possible. We broke into sub-teams to map out roles, measure success criteria, and document training guides (Action). By embracing their concerns and incorporating feedback, the team took ownership over the new process. They uncovered ways to make it more efficient than my original plan (Result)."

46. Have you ever had to adapt your leadership style to better motivate or connect with individuals on your team? What was the situation?

Sample Answer: "Early in my management experience, I tended to take a more authoritative leadership approach as that's what I was accustomed to seeing role-modeled (Situation). However, I noticed that one of my high-performing but more introverted employees seemed to be growing disengaged under my direct style (Task). I requested feedback on how I could create a more motivating environment for them. The employee explained they preferred more autonomy and communication happening via written medium rather than verbal. I strived to adapt by giving that employee's work more flexibility while increasing my use of documented project plans to avoid overly constricting parameters (Action). This shift allowed that employee to thrive as well as helped me develop a more versatile range of leadership styles (Result)."

47. Tell me about a time you delegated an important task or project. How did you ensure successful execution and follow-up?

Sample Answer: "As an engineering manager, I had to delegate the implementation of a new code release process to one of my team leads while I was traveling (Situation). This was a complex, cross-functional project impacting multiple teams (Task). Before leaving, I spent time clearly defining the goals, expected deliverables, timelines and making sure the right subject matter experts were engaged. I also outlined a RACI matrix for accountability (Action). While out of office, I checked in daily for status updates and was available if any blocking issues arose. Upon returning, the team lead was able to successfully walk me through the implementation which was executed per the initial plans (Result)."

48. What is your approach for developing and coaching employees to improve their skills and grow professionally?

Sample Answer: "My philosophy is that employee development requires a personalized approach catered to each individual's motivations, strengths and areas for improvement (Situation/Task). I start by having open conversations to understand their personal and professional goals. Based on those, we collaborative create a development plan outlining specific training courses, certifications, special projects or job shadowing for them to build new competencies (Action).

For example, I had an employee interested in project management, so we mapped out their path to getting PMP certified through a mix of formal training, taking on more PM responsibilities and me serving as their mentor. We then revisit the plan quarterly to track progress and make adjustments as needed (Action). This intentional approach has allowed me to uplift and retain high-potential employees over the years (Result)."

Here is the section on Handling Stress/Pressure Behavioral Interview Questions using the provided primary and secondary keywords:

Common Behavioral Interview Questions and Answers: Handling Stress/Pressure

Why ask these questions? Employers ask stress and pressure-related behavioral questions to evaluate how well a candidate can maintain productivity and composure when facing tight deadlines, high-stakes situations, or overwhelming scopes of work. Virtually every role involves some degree of stress, so understanding a candidate's capacity to cope with demands is important. These questions reveal how candidates prioritize, problem-solve, show resilience, and remain focused amidst stressful circumstances.

Common Behavioral Interview Questions on Handling Stress/Pressure

49. Describe a time you had to juggle multiple high-priority tasks or deadlines. How did you handle the pressures of that situation?

Sample Answer: "In my last role as a marketing coordinator , we had a busy period of three major campaign launches happening concurrently across different product lines (Situation). With competing priorities and deliverables coming from multiple directors, it felt quite overwhelming trying to context switch so frequently (Task). To handle the intensity, I began each morning creating a prioritized to-do list segmented by campaign and deadline. I also implemented a policy of no unproductive multitasking - when working on one campaign, I wouldn't be checking emails or Slack for the others (Action). This helped me stay focused and make quality progress. I ended up delivering all assets on or ahead of schedule (Result)."

50. Tell me about a particularly stressful situation at work and how you handled it.

Sample Answer: "One extremely stressful situation I faced was when our team suffered a malware attack that compromised many of our systems and database (Situation). As the IT operations manager, it was a total crisis scenario as we had to resolve the security breach, prevent any data loss, and get all applications back online as quickly as possible with so many processes disrupted (Task). The first step I took was to activate our cybersecurity incident response plan which triggered assembling a dedicated task force from various IT workstreams. I made sure to have a clear communication protocol so only my core team was receiving and relaying all updates to avoid confusion. Within the first hour, we obstructed the malware, took systems offline systematically, and began executing our back-up and restore procedures (Action). It took multiple all-nighters, but we were able to triage, quarantine and remediate the threat within 36 hours with minimal data loss then restore normal operations soon after (Result)."

51. Have you had to deal with a last-minute crisis or fire drill? How did you approach it to reduce chaos?

Sample Answer: "Just a few months ago, our e-commerce website went down unexpectedly an hour before the launch of our biggest annual sales event (Situation). As the digital marketing manager, this created a high-stakes, stressful scenario as we had spent months preparing campaigns driving traffic to that sale (Task). My first step was to gather the relevant teams like IT, operations and customer service into a virtual war room to clearly understand the scope of the issue and get real-time status updates. I then focused us on two parallel priorities - doing everything to get the site back online and launching contingency social media and email campaigns to notify customers of the delay (Action). By separating the troubleshooting and communication workstreams, we maintained an organized, productive approach rather than descending into chaos. The site was restored within 2 hours and we successfully executed our back-up promotional plans (Result)."

52. Give an example of when you had to meet an extremely tight deadline. What steps did you take to complete the work?

Sample Answer: "About a year ago, one of my client's requested a full marketing analytics report with only 48 hours' notice as they had an urgently upcoming board presentation (Situation). This aggressive turnaround was a challenge given the amount of data aggregation and analysis typically required to generate a comprehensive report (Task). I immediately went into triage mode, prioritizing the highest-impact data sets and analysis that would be most meaningful for the client's needs. I was fortunate that much of the ongoing reporting was automated, so I only needed to extract the relevant visualizations for the deck. For extra support, I brought in analysts from other accounts to share the load, working overnight shifts to collect, quality check and package everything (Action). With that focused, collaborative effort, I was able to deliver a highly polished report ahead of the deadline that exceeded client expectations (Result)."

53. Describe a time your team fell behind on an important project. What role did you play in catching things up?

Sample Answer: "While working on a system implementation for a major new client, we started to fall behind schedule due to some unanticipated technical complexities and resource constraints (Situation). With the client launch date quickly approaching, the entire project was at risk of being delayed or only partially deployed (Task). As the project manager, I called an emergency meeting with all team leads and the client's key stakeholders. We did a transparent assessment of what was outstanding versus the remaining timeline and agreed on a triage plan to preserve only the most critical launch requirements. I then worked closely with team leads to load balance resources across the key workstreams and identify where we could leverage third-party support (Action). By rightsizing the scope, securing more hands on deck, and implementing extra certification controls, we were able to catch up the project and launch 90% of the full capabilities on-time as originally expected (Result)."

54. How do you prioritize tasks when everything feels equally important and urgent? Provide a specific example.

Sample Answer: "Inevitably there are periods when an influx of important and urgent tasks hits all at the same time. I recall one demanding week before the holidays where it felt like I had five different 'top priorities' across various clients and workstreams (Situation). With equally vocal stakeholders and overlapping deadlines, it was initially overwhelming trying to figure out where to focus my time (Task). What I've learned is to first take a step back, make a list of all commitments, their due dates and dependencies. Then through that comprehensive inventory, I establish a sequenced plan leveraging any flexibility in due dates and negotiating extensions if absolutely required. In this instance, I ended up creating prioritized Phases for the work to progress iteratively across high-impact deliverables first (Action). While still high intensity, this phasing enabled me to work through matters with intense concentrated efforts rather than hopeless context switching (Result)."

Behavioral interview questions focusing on problem-solving, teamwork, communication, adaptability, and leadership offer deep insights into a candidate's potential for success in a given role. These questions not only reveal past experiences and actions but also highlight a candidate's critical thinking, collaboration, and resilience. By preparing thoughtful, structured responses using the STAR method (Situation, Task, Action, Result), candidates can effectively demonstrate their skills and how they've overcome challenges in their professional journey.

Employers benefit significantly from incorporating these questions into their interview process, gaining a clear understanding of a candidate's competencies beyond technical skills. For candidates, this preparation underscores their ability to navigate complex scenarios and contribute meaningfully to future employers.

To streamline your candidate sourcing and ensure you're finding the best talent for your team, consider using EasySource , a powerful candidate sourcing tool created by HireQuotient. EasySource simplifies the hiring process by leveraging advanced algorithms to match you with top candidates, saving you time and effort in your recruitment endeavors.

As you prepare for your next interview, consider these common behavioral questions and answers to help you articulate your experiences confidently. Whether you're an aspiring leader, a problem-solver, or a collaborative team player, showcasing your abilities through well-crafted responses can set you apart and pave the way for your next career opportunity. And with EasySource, finding those ideal candidates has never been easier.

Different types of Interview Questions
10 Common Job Interview Questions And What Answers To Be Expected
The Hiring Journey: 100+ Good Interview Questions to Ask In An Interview in 2024
Here Are The Top Interview Questions You Need To Add To Your Interview Now!
Informational Interview Questions
11+ Unique Interview Questions To Ask Employer During The Interview
A Complete Guide on the Best Interview Questions to Ask Candidates
Market Executive Interview Questions and Answers
30+ Second Interview Questions To Ask Candidates
Employee Satisfaction Sample Questions
How to Answer Interview Questions? [By Mastering the Employer's Perspective]
Video Interview Questions: The Different Categories and Types
Common Exit Interview Questions
Customer Success Trainer Interview Questions
Data Analyst Interview Questions: Learn to hire the perfect data analyst
50+ Content Marketing Expert Interview Questions and Answers
Enterprise Customer Success Manager Interview Questions and Answers
Online Advertising Expert Interview Questions & Answers
Questions to Ask When Hiring SEM Experts
Top 110+ Selenium Interview Questions and Answers

Thomas M. A.

A literature-lover by design and qualification, Thomas loves exploring different aspects of software and writing about the same.

Hire the best without stress

Never Miss The Updates

We cover all recruitment, talent analytics, L&D, DEI, pre-employment, candidate screening, and hiring tools. Join our force & subscribe now!

Stay On Top Of Everything In HR

Every other Tuesday, you’ll get actionable tips to land your dream job. Subscribe

Behavioral Interviews

40+ Behavioral Interview Questions (Tips + Sample Answers)

If you have a job interview coming up, you’re guaranteed to hear behavioral interview questions.

Behavioral interview questions assess candidates’ behavior and skills in specific situations. You’ve probably heard them a million times without even knowing: “Describe a situation when…” or “Can you recall a time when…”.

Each question aims to evaluate several skills important for the position you applied for — and the best way to answer and showcase those skills is to use the STAR (Situation–Task–Action–Result) framework.

In this article, you’ll get:

A list of 40 behavioral interview questions
Sample answers to the 10 most common behavioral interview questions
Tips on how to anticipate any behavioral question (and answer them with ease)
What to do when you’ve never experienced a situation they’re asking about

Big Interview: the best interview preparation tool

Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.

Full List of Behavioral Interview Questions

Behavioral questions about teamwork and conflict resolution, describe a time when you had to handle a conflict at work..

Can you share an instance where you went over and above to help a team member?
Tell me about a time when your team achieved a significant goal.
Share an example of when you had to adapt to a team member’s working style.
How have you handled a situation where a team member was not pulling their weight?
Can you give an example of a time when your team disagreed with your decision, and how did you manage it?
How have you handled personality clashes in your team?
Talk about a time when you had to motivate a demotivated team member.

Behavioral questions about problem-solving and decision-making

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

Tell me about a time when you solved a complex problem at work.

Can you share an instance where your initial solution to a problem didn’t work, and what did you do?

Give an example of a decision you made that was a failure. What happened and why?

How did you approach a situation where you had multiple problems to solve at the same time?
Discuss a situation where you implemented a creative solution to an issue.
Can you describe a time when you had to choose between two viable solutions?
Share an instance where you relied on your analytical skills to solve a problem.

Behavioral questions about leadership and management

Can you describe a situation where you led a project or a team to success?
Tell me about a time when you needed to get a team to improve its performance.
Share an experience of leading a team through a major organizational change.

Discuss a situation when you had to lead under pressure or a tight deadline.

How have you handled a non-performing team member?
Can you give an example of a time when you had to address an angry client or customer?
Describe how you have delegated tasks effectively in a past position.
Tell me about a time when you mentored or coached someone.

Behavioral questions about communication

Tell me about a time when you had to simplify complex information for a team or a client..

How have you persuaded someone to see things your way at work?
Give an example of how you handle communicating negative news to a team or a client.
Share an example where you had to give a presentation or a speech.
Can you share an instance where your communication skills helped avoid or resolve a situation?

Can you describe a difficult conversation you’ve had at work and its outcomes?

Describe a time when you effectively used written communication.
How have you handled communicating with a diverse group of individuals?

Behavioral questions about initiative, ownership, and motivation

Can you provide an example of when a project or an idea you initiated benefited your team or organization.

Describe a time when you volunteered to expand your knowledge at work, without being asked.
Tell me about a time when you worked under close supervision or without supervision.
Talk about a project or task you started on your own initiative.
Tell me a situation when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
Can you detail a situation when you had to go above your normal duties to get a job done?
Share an instance where your self-motivation helped you achieve a professional goal.
Describe a time when you stayed motivated despite a challenging work situation or environment.

10 Most Common Behavioral Questions with Sample Answers

Sample answer (all-purpose):.

For more tips on how to answer questions about conflict, check out this video:

Tell me about a time when you or your team achieved a significant goal.

Sample answer (hospital administrator):, sample answer (accountant):, sample answer (hr):, sample answer (graphic design):.

Here are some more behavioral questions about leadership you might hear:

Sample answer (Retail):

Find more customer service questions here:

Sample answer (Marketing):

Sample answer (sales):, sample answer (executive assistant):, sample answer (graphic design), how to answer behavioral interview questions: tips and tricks, anticipate behavioral questions.

There are a lot of different behavioral questions. Preparing for every single one is not possible — but there’s a way to narrow down and anticipate which behavioral questions you’ll hear.

The key is in the job description.

Study the job description and think about the role in order to predict the type of interview questions you might hear.

What skills would a person need to have to be successful in this role? How would their working day look? Which roles and departments would they work with?

Let’s take a look at this Customer Representative job ad. Underlined in red are some key skills and responsibilities of the role.

They match the skills listed for the position:

So, here are some keywords from this job ad:

Customer service
Highly motivated
Ability to multitask
Strong organizational and follow-through abilities
Superior communication skills
Time and task organization

Following that, you can expect questions based on examining these skills.

Here are some behavioral questions you might hear when interviewing for this position:

Can you share an example of a situation where you had to adjust your plans due to unforeseen circumstances? How did you manage to stay organized and ensure the project’s completion?

More tips below:

✅ AI Hack:

We tested AI for predicting behavioral questions based on a job ad. It was a success – it accurately predicted the majority of the questions we asked candidates in an interview.

Here’s how you can use AI to predict what behavioral questions you might hear in an interview.

You’ll need to provide it with the job description and write a good prompt.

If you’re using a GPT proxy via API such as Chatbotui or YakGPT, you can set the “system prompt” that will be valid for all the questions you ask AI. This is also possible with the paid OpenAI ChatGPT account. Just go to Settings (when you click on the circle with your name) and click Customize ChatGPT.

Paste this paragraph here:

If you don’t have this option, you can just type it as a pre-prompt in the text editor.

And then use the prompt:

I’m preparing for a job interview for a [job title] role. I’m expecting to be asked some behavioral interview questions. I would like to prepare for the ones most likely to be asked. Give me a list of possible behavioral interview questions based on the job description pasted below.

Here’s the job description:

[paste the job description here].

Create a list of situations

Think about the situation in question: have you ever experienced it? How did you behave and what skills did you display?

For example, for the question in the example above “Can you give an example of a time when you had to address an angry client or customer?”, you’ll need to:

Think of a story when you had to interact with an angry customer, including details on why they were angry, what happened, how you handled the situation, and what was the result.
Think of key skills this question is trying to assess: great communication skills, persuasiveness, patience, staying calm under pressure, empathy, problem-solving, conflict resolution, and accountability.

✅ Pro tip: When you create a list of interesting stories related to your successes, failures, and skills, you don’t have to tie them to a single interview question. In case you don’t get this exact question, the story will be useless.

Instead, make it flexible enough so that it reflects several important skills you can use for several questions.

Of course, you can’t use the same story more than once in an interview, but if you keep this in mind, you’ll have more options to choose from, and you’ll be covered for just about any scenario.

Now, let’s learn how to craft an answer using the elements we covered so far.

Use the STAR method

Great news: there’s an easy template you can use to answer behavioral questions.

It’s called the STAR method. For a detailed guide with a bunch of useful sample answers, check out this article: The STAR Interview Method: How to Answer + Examples .

STAR stands for Situation–Task–Action–Result. Following this formula will help you create informative but concise, structured, and interesting answers.

Situation – This is the beginning of each answer, and here you have to set the context. Describe only the factors relevant to the story, and aim for this part to make up for 15% of the answer.
Task – Here, you introduce the problem and your role in the situation, as well as how you intended to solve that problem. This part takes up 10% of the entire answer.
Action – Here, you detail, step-by-step, exactly what you did to solve the problem. Be specific and provide details about how you did it. The “Action” part makes up for around 60% of your answer. It is by far the most important element, so pay close attention to it and display your problem-solving skills .
Result – In this final part of your answer (15% of the entire STAR answer), outline the results of your efforts. Quantifying it will bring you bonus points, but qualitative results are fine too. You also need to include the lessons you learned from the experience. This is particularly important when answering tricky questions about conflict, failure, or weaknesses. By including the lessons learned, you’re showcasing you’re a mature individual open to feedback who learns from their experiences and is easy to work with.

More details about the STAR format here:

Deliver your answers with confidence

Practicing your STAR answer for each question 2-3 times will make you confident, as you’ll know how to form your answer and how to deliver it in an interesting way.

You can practice with your friend, in front of a mirror, or if you want objective, career coach backed advice, use our Mock Interview Simulator .

You can practice by choosing different competencies and skill groups (leadership, critical thinking, communication skills, and much more).

You’ll get tailored, actionable feedback to help you get better in no time:

Inside Big Interview's mock interview tool

For more details on how to answer behavioral questions, check out this video:

Mistakes to avoid

Now that you know what to do to properly answer behavioral questions, here’s what to avoid.

Giving vague answers

This will be a red flag to interviewers and they’ll suspect you’re making the story up because you can’t provide details on the spot. So make sure to be honest, use real-life examples, and provide as many details as you can using the STAR method.

Coming unprepared

Interviewers will not hunt you down – you’ll reveal yourself instantly if you come to a job interview unprepared. Stuttering, avoiding eye contact, jitters, nervous leg shaking, inability to provide details, incoherent answers, all of this will hint you didn’t take the time to do your homework. To avoid this, learn how to prepare for an interview in 8 steps .

Using AI-generated responses

Using AI to create an answer and then learn it by heart is not a good idea. AI doesn’t have your unique experience, points of view, and personality. It will never be able to come up with a good enough story. You will get generic, soulless stories that interviewers have already heard a thousand times – and once your interview is over, they won’t remember you.

Using AI can be helpful to think of skills to focus your story around, but it’s best to come up with genuine responses by yourself. That’s the only way to show your authenticity and personality. Plus, if interviewers start asking additional questions, it will be difficult for you to elaborate on something AI thought of. You’ll become inconsistent with your answer and raise a bunch of red flags.

What to Do If You Never Experienced a Situation They Ask You About

Afraid you won’t know how to answer a question because you’ve never been in that situation before? Here’s what to do.

Say you’ve never been in that situation before

If you try to play it cool and think of a fake story on the spot, you’ll end up confused and your answer won’t be convincing.

That’s why you need to be honest and openly say you never had such an experience before.

This doesn’t mean you don’t have to answer that question, or make this the main focus of your answer – it’s just you making sure they understand you can’t give them a real-life situation.

After this, you can continue with your answer. Here’s how.

Give a hypothetical scenario

It’s simple: imagine you’re in the situation from the question, show that you understand the complexity of the situation, and then describe, step-by-step, how you would behave.

If you can, you can use the STAR answer. If not, it’s not the end of the world.

Just make sure you’re specific and detailed, and discuss your approach to the problem in question.

Finally, try to figure out what skill this question is trying to assess and make sure to display that skill in your answer.

Btw, there’s a separate group of questions called situational or scenario-based questions. They typically begin with “Imagine that…”, or “What would you do if…”, give you a scenario, and you have to come up with an answer.

Although they’re obviously not the same as behavioral questions, if you get a behavioral question and you never experienced a situation from it – it becomes a scenario-based question for you. Fun, huh?

Read a detailed guide on these questions and how to answer them here: Situational Interview Questions: Sample Answers & Tips .

Draw from a similar experience

In this case, you can tell them that you experienced something similar, but not quite the same.

Then, you should go on and describe how you reacted in that situation, including details and a step-by-step explanation.

Just like for the hypothetical scenario, figure out what skills they’re trying to assess and focus on that.

You can also draw parallels between that scenario and the scenario from the behavioral question, outlining similarities and discussing your behavior, or acknowledging the differences and saying how you’d react.

It’s also possible to base your answer on someone else’s story. If your friend, a coworker, or a family member had that (or similar) situation before, you can briefly describe it. Then, you can go on and explain if you agree with that approach, what you think about it, if you would do something differently and why, etc.

Summary of the Main Points

Behavioral interview questions are the questions that begin with “Tell me about a time when…” “Can you recall a situation in which…” “Talk about a time when…” “Give an example of a time when…”
These questions focus on your past behavior in order to predict how you’ll behave in the future.
Each question aims to assess one or several skills important for the position – and you can roughly predict the questions you might hear based on the job description.
Create a list of stories/situations in which you displayed a skill, achieved something, avoided something, failed, etc. It will make it easier to come up with answers.
Use the STAR method to answer behavioral interview questions.
Avoid being too vague in your answers, making up stories, and coming to the interview unprepared.
If you’ve never been in a situation they asked about, be honest and openly tell them.
Then continue by giving a hypothetical scenario, outlining how you would react or why; or you can draw from a similar experience, find parallels and differences with the situation in question, and discuss them.

_____________________________

Need a hand? There’s 3 ways we can help you:

Learn how to answer “What are your salary expectations?” .
Learn how to calm interview anxiety before your next interview .
Getting invited to interviews but not landing the job? Discover actionable lessons and interview practice here (Rated with 4.9/5 by 1,000,000 users).

What are scenario-based questions, and are they any different from behavioral questions?

Scenario-based interview questions are different from behavioral interview questions because they focus on hypothetical situations (“What would you do if…”) while behavioral questions focus on things that actually happened (“Tell me about a time when…”). For this reason, it might be easier to answer behavioral interview questions because you will base them on your actual experience, making the answer more detailed and credible.

Which behavioral questions are the most difficult to answer?

That depends on your experience, communication skills, and level of preparedness. If you get a question about a situation you’ve never been in, it might be tricky to answer. If you don’t prepare for behavioral questions in advance, it will get even harder. Additionally, candidates usually find behavioral questions about conflict, failures, and weaknesses to be difficult. But we provided useful tips for successfully answering these questions nonetheless — just scroll up.

How can I answer a behavioral question if it refers to a situation that never happened to me?

You can openly say that you’ve never been in that situation, but you’ll give a prediction on how you’d react. Then you can talk about what you would do and how you would react. Additionally, you can mention related experiences from the past that demonstrate the skills the initial question is trying to test. You can also emphasize transferable skills: for example, if you get a leadership question, but you’ve never been in a leadership position, you can talk about a time when you displayed problem-solving, decision-making, and communication skills — all of which are crucial for a leadership position.

Can I use examples from my professional career to answer behavioral questions?

Yes, you should base all your answers on your professional career. Alternatively, if you don’t have years of experience, you can use examples from your academic past or personal life, if they illustrate relevant skills that behavioral questions are trying to assess.

What if I don’t understand a behavioral question I’m being asked?

Ask for clarification — it’s much better than giving a weak, vague answer that will prove you didn’t understand the question in the first place. You can also rephrase the question to make sure you understand it, take your time to think about it, and stay calm and confident.

Do I have to use the STAR method for answering all behavioral questions? Are there alternatives?

The STAR method is the most suitable method for answering all behavioral questions, as it covers key aspects you need to talk about. Some STAR alternatives you can use are called the SOAR (Situation–Obstacle–Action–Result) approach, SAO (Situation–Action–Outcome) method, or PAR (Problem–Action–Result) framework. But if you think about it, they are very, very similar to the STAR (Situation–Task–Action–Result) method — all those techniques are based on providing context, explaining what you did, and showcasing the final result.

Maja Stojanovic

Fact Checked By:

Turn interviews into offers

Share this article

Big Interview
Plans & Pricing
Higher Education
Editorial Process
Resume Templates
Interview Preparation
Interview Q&A
Career Advice
Create an Account
Knowledge Base

©️ 2024 Skillful Communications, Inc. | Big Interview is a trademark of Skillful Communications, Inc.

Terms | Privacy Policy

6 Common Problem-Solving Interview Questions and Answers

By Status.net Editorial Team on November 22, 2023 — 9 minutes to read

As you walk into a problem-solving interview, it’s normal to feel nervous about what to expect. These interviews are aimed at assessing how well you can analyze a problem, develop an approach, and arrive at a solution. Employers want to see how you think, break down complex situations into manageable parts, and use creativity to find answers. To help you navigate these interviews, let’s go over some common types of problem-solving questions and answers.

Common Problem-Solving Interview Questions and Answers

“can you describe a difficult problem you faced at work and how you solved it”.

When answering this question, choose a specific problem that you faced at work. Make sure to provide a clear description of the issue, the steps you took to address it, and the outcome. Demonstrating that you’re capable of breaking down problems and taking a logical, methodical approach to finding a solution is key.

Example: “At my previous job, our team was struggling with meeting sales targets. I conducted a thorough analysis of our sales data and identified trends in customer behavior. Based on the findings, I recommended a new marketing strategy, which led to a significant increase in sales.”

“Share a time when you had to think creatively to overcome a challenge.”

This question is all about highlighting your ability to think outside the box. Choose an instance where you had to develop a creative solution to solve a problem and demonstrate how your innovative thinking helped achieve a positive outcome.

Example: “When I was working as a project manager, our team was facing budget constraints that threatened the project’s timeline. I came up with an idea to streamline processes and reduce expenses by utilizing free online collaboration tools, which ultimately saved resources and allowed the project to stay on track.”

“How do you approach handling tight deadlines and multiple tasks?”

Employers want to know that you can handle pressure and prioritize your workload effectively. To answer this question, describe specific strategies you’ve used to juggle multiple tasks and meet tight deadlines, such as setting daily goals, using time management tools, or delegating tasks when appropriate.

Example: “When facing multiple tasks and tight deadlines, I start by making a detailed to-do list and assigning each task a priority level. I then tackle the most time-sensitive and essential tasks first and work my way down the list. If necessary, I’ll reach out to my colleagues for assistance or delegate some tasks to ensure everything gets completed on time.”

“Tell me about a time when your team faced a conflict, and how did you help resolve it?”

This question is aimed at understanding your conflict resolution skills and ability to work well in a team. Describe a specific instance where your team faced a conflict and explain the steps you took to address the issue, making sure to highlight your communication and collaboration skills.

Example: “When I was leading a team project, two team members had a disagreement regarding the project’s direction. I organized a meeting where everyone could express their opinions and concerns. Together, we were able to come to a consensus and adjust the project plan accordingly, leading to a successful outcome.”

“What steps do you take to identify and prioritize issues when problems arise?”

Showcase your problem-solving process by providing a clear description of the steps you take to identify and prioritize issues. Emphasize your ability to analyze situations, stay organized, and make well-informed decisions.

Example: “When problems arise, I first gather information to get a clear understanding of the situation. Next, I assess the severity and urgency of each issue and prioritize them based on their impact on the project or business objective. Once the priorities are established, I create an action plan to address the most pressing issues first and continue working down the list.”

“Describe an instance where you used your analytical skills to find a solution.”

Employers value analytical thinking as it helps assess complex situations and make sound decisions. Choose a specific example where your analytical skills were put to the test and explain how your analysis led to a successful outcome.

Example: “While working as a financial analyst, I spotted discrepancies in a client’s financial reports. By conducting a thorough examination of the data and identifying irregularities in their expenses, I helped the client uncover a case of fraudulent activity. This led to the implementation of stricter internal controls, preventing future fraud occurrences.”

Related: How to Answer 9 Common Situational Interview Questions

How to Answer 11 Common Behavioral Interview Questions

Types of Problem-Solving Interview Questions

Fact-finding questions.

These questions focus on your ability to collect and analyze information, as well as make deductions based on your findings. Employers want to see that you can dig deep and uncover relevant points before arriving at a conclusion. A couple examples of fact-finding questions include:

How would you investigate an issue with falling sales numbers?
Can you walk me through how you would analyze the performance of a new product?

To answer fact-finding questions, pay attention to details, use concrete examples, and demonstrate a structured approach to the problem at hand.

Logic and Reasoning Questions

Logic and reasoning questions assess your ability to think critically and objectively to identify the underlying cause of a problem. Employers want to see if you can apply logic to make informed decisions based on sound reasoning. Some examples of logic and reasoning questions include:

If you were given a problem with two seemingly correct solutions, how would you determine the best course of action?
How do you decide on the correct priority when faced with various tasks or issues?

When answering logic and reasoning questions, think out loud and reveal your thought process. Incorporate critical thinking techniques and showcase your ability to weigh the pros and cons of different solutions.

Creative Thinking Questions

Creative thinking questions evaluate your ability to come up with original ideas or unconventional approaches to solving problems. Your potential employer wants to see if you can think outside the box and innovate when faced with new situations. Some examples of creative thinking questions may be:

Describe a situation where you had to solve a problem using an unexpected approach. How did you develop this solution?
Can you provide an example of when you collaborated on a project that required unique ideas to meet a deadline?

To answer creative thinking questions, highlight your ability to brainstorm and be resourceful. Show that you can adapt and find new solutions to unexpected challenges.

Issue Resolution Questions

Issue resolution questions focus on your ability to resolve conflicts and reach a compromise while working with others. Employers want to ensure that you can effectively communicate, negotiate, and work with people in difficult situations. A few examples of issue resolution questions are:

Describe a conflict that occurred within a team, and explain how you helped resolve it.
How do you handle circumstances when two team members have differing opinions on a project?

In responding to issue resolution questions, emphasize your active listening skills, diplomacy, and ability to empathize with others’ perspectives. Show that you can find a resolution that benefits all parties involved, while maintaining a positive and productive working environment.

Crafting Effective Responses

Understanding the problem.

To craft an effective response to a problem-solving interview question, first, make sure you understand the problem. Listen carefully and take notes if necessary. Don’t hesitate to ask for clarification or additional information to ensure you have a complete understanding of the problem. This will show the interviewer that you are thorough and detail-oriented.

Creating a Plan

Next, break down the problem into smaller, manageable steps. This will help you structure your response and demonstrate your ability to think logically. Outline the steps you would take to solve the problem and prioritize them according to importance or urgency.

For example:

Identify the root cause : Determine the primary issue that needs to be addressed.
Gather necessary information : Collect data and consult with relevant parties to get a complete understanding of the situation.
Develop possible solutions : Brainstorm different approaches to tackle the problem and list the pros and cons of each solution.

Implementing Solutions

Once you have a plan in place, be prepared to discuss how you would implement your chosen solution. This may include elements such as identifying resources and stakeholders, setting a timeline for completion, and assigning tasks to relevant team members. Use specific examples to illustrate your points, and be prepared to explain your rationale for each decision.

For instance, you might say, “I would first gather a team of experts in the field to analyze the data and come up with recommendations. We would create and assign tasks to the team members with deadlines to ensure timely progress. Regular check-ins and progress updates would be scheduled to keep everyone on track and address any issues that arise.”

Reviewing Outcomes

After discussing how you would implement your solution, describe how you would evaluate its effectiveness. This might involve tracking and measuring key performance indicators (KPIs), gathering feedback from stakeholders, or conducting post-implementation reviews to identify lessons learned.

Make your evaluation process concrete by providing examples like these:

Measuring KPIs : “We would track metrics such as customer satisfaction and retention rates to determine the effectiveness of our solution.”
Stakeholder feedback : “We would collect feedback from team members and stakeholders to better understand the impact of our solution on the larger organization.”
Post-implementation reviews : “We would conduct periodic reviews to identify areas where we can improve and optimize our solution.”

Common Mistakes and How to Avoid Them

Too much detail.

Sometimes, you might go into too much detail when answering problem-solving interview questions. It’s important to strike a balance between being thorough and being concise. To avoid this mistake, practice summarizing your experience and the steps you took in solving problems. Use bullet points to help you stay organized and focused on the key points.

Identify the key elements of the problem
Outline your thought process and steps briefly
Don’t get lost in unrelated details

Not Enough Detail

On the other hand, not providing enough detail in your answers can leave the interviewer with a lack of understanding about your problem-solving skills. To avoid this, make sure you’re clear about the problem, the steps you took to address it, and the outcomes you achieved. Back up your answers with examples from your past experiences.

Explain the problem and why it was significant
Share specific steps you took to solve the problem
Discuss the outcomes and any lessons learned

Failing to Relate to Job Role

Another common mistake is failing to connect your answers to the job role you’re interviewing for. Always keep the job requirements and responsibilities in mind when talking about your problem-solving skills. Show how your experiences and approach to problem-solving will directly benefit their organization in the position you’re interviewing for.

Understand the job requirements and responsibilities
Relate your answers to the specific context of the job
Explain how your problem-solving skills will directly benefit the organization

Misunderstanding the Question

It can be easy to miss the point of a question or not understand what the interviewer is asking. Misunderstanding the question can lead to an irrelevant answer. To prevent this, take a moment to process the question and, if necessary, ask the interviewer to clarify. This shows that you’re attentive and genuinely interested in giving a thoughtful answer.

Listen carefully to the question and take a moment to process it
If needed, ask the interviewer for clarification
Respond with a focused and relevant answer
How to Answer 9 Common Situational Interview Questions
12 Example Answers to Common Second Interview Questions
25 Teaching Assistant Interview Questions (Smart Answers)
20 Receptionist Interview Questions (and Answers)
Management Styles Interview Questions [Example Answers]
26 Common Exit Interview Questions (with Answers)

Explore Jobs

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

Find Specific Jobs

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

Explore Careers

Business And Financial
Architecture And Engineering
Computer And Mathematical

Explore Professions

What They Do
Certifications
Demographics

Best Companies

Health Care
Fortune 500

Explore Companies

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

Problem-Solving Interview Questions And Answers (With Examples)

How To Answer Tell Me About Yourself?
Elevator Pitch
Where Do You See Yourself In 5 Years?
What Are Your Career Goals?
When Can You Start?
How Do You Define Success?
Describe Your Work Ethic
Where Are Your Current Duties?
What Are Your Learning Goals?
Intrinsic Vs Extrinsic Motivation
What Is Your Desired Salary?
What Makes You Unique?
Why Are You The Best Person For This Job?
Reasons For Termination
What Are Your Work Values
How To Make A Hard Decision?
What Are You Most Proud Of?
Personal Code Of Ethics
Problem Solving Interview Questions
Taking Initiative Example
How Do You Prioritize Your Work
Explain Gaps In Employment
Most Rewarding College Experience
What Is Your Work Style
Tell Me About A Time When You Made A Mistake On The Job
Tell Me About Gaps In Employment
What Are You Passionate About
What Skills Would You Bring To The Job
Who Is Your Mentor?
How To Answer Tell Me About A Time You Disagreed With Your Boss
How To Answer Common Screening Questions

Find a Job You Really Want In

Summary. Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous experiences. Are you in the process of searching for a new job ? If so, you might be getting ready to meet with a hiring manager or a recruiter for a job interview. And if you’re like the majority of job candidates, this stage of the job search process is probably making you feel a fair bit of trepidation. And no wonder! The interview is a completely necessary step for any job search, but that doesn’t make it any less nerve-wracking to meet with a prospective employer and answer questions about your personality , skills, and professional background. Key Takeaways: Being able to solve problems is a skill that almost all job positions need. Problem-solving questions assess a candidate’s ability to think on their feet, handle pressure, and find creative solutions to complex problems. Make sure your answer to a problem-solving question tells a story of you as an effective team player. In This Article Skip to section What Is a Problem-Solving Interview Question? How to Answer a Problem-Solving Interview Question Eight Examples of Common Problem-Solving Interview Questions and Answers Interviewing Successfully Curveball Questions Problem-Solving FAQ References Sign Up For More Advice and Jobs Show More What Is a Problem-Solving Interview Question?

A problem-solving interview question is a question that focuses on a candidate’s past experience with managing conflicts and overcoming unexpected obstacles in the workplace.

Problem-solving questions can come up in many different forms. As a general rule, however, they will be aimed at uncovering your ability to handle stress and uncertainty in a wide variety of contexts.

How to Answer a Problem-Solving Interview Question

When you’re answering problem-solving interview questions, there are a few important tips to keep in mind:

Make your answers relevant to the position that you’re applying to. Always bear in mind that the fundamental goal of any interview question is to provide a hiring manager with a glimpse inside the mind of a candidate.

By asking you a problem-solving question, your interviewer is trying to understand whether or not you’re the type of person that could be relied upon under pressure or during a crisis. Every role, furthermore, comes with its own particular type of pressure.

Be honest about your strengths ( and weaknesses ). Hiring managers tend to be quite good at reading people. Therefore, if you give them a bogus response, they’re very likely to see through that – and to subsequently consider you to be untrustworthy.

Of course, it can be tempting at the moment to fabricate certain details in your response in the attempt to make yourself seem like a better candidate. But inventing details – however small – tends to backfire .

Tell stories that will portray you as a team player. Hiring managers and employers are always on the lookout for job candidates who will collaborate and communicate well amongst a broader team.

Be sure to provide examples of moments in which you took charge. Leadership skills are another key quality that hiring managers and employers seek out in job candidates. And being presented with a problem-solving question, as it turns out, is the perfect opportunity to demonstrate your own leadership skills.

Eight Examples of Common Problem-Solving Interview Questions and Answers

Now that we understand the basic principles of problem-solving interview questions and how to respond to them, we’re finally ready to break down some real-world examples. So without any further preamble, here are eight examples of common problem-solving interview questions (as well as some examples of how you might answer them):

Can you tell me about a time when you encountered an unexpected challenge in the workplace? How did you go about dealing with it?

Explanation: With this question , your interviewer will be attempting to get a sense of how well you’re able to adapt to unexpected difficulties. The critical thing to remember when you’re answering this question – as we briefly discussed above – is to recall an incident that will be directly relevant to the role and the organization that you’re applying to.

Here’s an example of a high-quality response to this question:

“I remember a particular day at my previous job when an important deadline was pushed up at the very last minute. As the project manager , it was my responsibility to implement the necessary steps that would enable us to meet this new and truncated deadline. “Many of my peers began to hang their heads, resigning themselves to their belief that there was no hope to meet the new deadline. But I’ve always prided myself on my ability to adapt and thrive within a dynamic and quick-paced work environment – and that’s precisely the personal skill set that I channeled on this occasion. In the end, I reorganized my team’s priorities so that we were able to accommodate the new deadline.”

How would you say you typically respond to problems in general, and in the workplace in particular?

Explanation: This question is primarily designed to gauge a candidate’s ability (or lack thereof) to remain cool, calm, and collected under pressure. The ideal response to this question, in other words, will include a brief personal anecdote that illustrates your level-headedness and your ability to make rational, clear decisions during times of uncertainty.

“I would say that one of the primary qualities that sets me apart from the crowd of other candidates is my ability to remain calm and centered when conditions in the workplace become chaotic. “Looking back, I think that I first began to cultivate this ability during my tenure as a product manager working with a major Silicon Valley start-up. That was a particularly stressful period, but it was also quite instructive – I learned a great deal about staying positive, focused, and productive after an unexpected challenge presented itself. “These days, when I’m confronted by an unexpected problem – whether it’s in my personal life or in my professional life – I immediately channel the conflict management skills that I’ve been honing throughout the duration of my career. This helps a great deal, and my skills in this regard are only continuing to improve.”

Can you tell me about a time when you’ve had to settle a workplace dispute between yourself and a manager or colleague?

Explanation: Always keep in mind that one of the fundamental goals of any problem-solving question is to help a hiring manager gain a clearer sense of a candidate’s ability to work with others.

This question, in particular, is designed to give your interviewer a clearer sense of how well you’re able to communicate and compromise with your colleagues. With that in mind, you should be sure to answer this question in a way that will display a willingness to be fair, empathetic, and respectful to your teammates.

“I recall an incident in my last job in which one of my colleagues felt that I had not provided him with adequate resources to enable him to be successful in a particular project. I was acting as team leader for that particular project, and so it was my responsibility to ensure that everyone in my team was equipped for success. Unfortunately, I had to learn through the proverbial grapevine that this particular colleague bore some ill will toward me. I’ve never been one to participate in idle gossip, and so I decided to speak with this person so that we could begin to find a solution and address his grievances. So I crafted an email to him asking him if he would be interested in joining me for coffee the following day. He accepted the invitation, and during our coffee break, we were able to talk at length about the damage that he felt had been done to him. We devised a mutually agreeable solution on the spot. From then on, we had no significant problems between us.”

Are there any steps that you’ll regularly take during the early stages of a new project to ensure that you’ll be able to manage unexpected problems that occur down the road?

Explanation: This question, above all, is designed to test your ability to plan ahead and mitigate risk. These are both essential qualities that employers typically seek out in job candidates, particularly those who are being vetted for a management or leadership role.

When you’re answering this question, it’s important to emphasize your ability to look ahead towards the future and anticipate potential risks. As with the previous examples that we’ve already examined, the best way to communicate this ability is to provide your interviewer with a concrete example from your previous work history.

“I live my life – and I conduct my work – according to a single, incredibly important motto: “Failing to prepare is preparing to fail.” I’m a firm believer, in other words, of the primacy of careful planning. Without it, projects are almost always doomed to fail. “In my previous role as a marketing content writer with a major software company, I strived to apply this motto to my work every single day. “Here’s an example: About a year ago, I was responsible for overseeing and launching a new content strategy aimed at driving up consumer engagement. From the very outset, I understood that that particular project could be run off the rails if we did not take into account a considerable number of factors. “I won’t bore you with all of the nitty-gritty details, but the point is that this was a particularly sensitive project that required diligent and careful risk assessment. “Having realized that, my colleagues and I devised a comprehensive and flexible strategy for managing many risks that we envisioned would be awaiting us down the road. That initial step – looking ahead towards the future and mapping out the terrain of potential hazards – proved to be an essential measure for the success of the project.”

Do you consider your problem-solving capabilities to be above average?

Explanation: Hiring managers are always on the lookout for job candidates that stand out from the crowd. It’s even better when they can find a job candidate who knows that they stand out and who expresses that knowledge by being confident in their abilities.

At the same time, it’s never in a job candidate’s best interests to come across as egotistical or arrogant. When you’re responding to a question like this (that is, a question that’s focused on your ability to assess your own talents), it’s important to do your best to come across as self-assured but not pompous.

“Yes, all things considered, I would say that I have a talent for risk assessment, problem-solving, and risk mitigation. “That said, I can’t claim complete ownership over these abilities. In most cases, my demonstrated success in managing risk and solving problems in the workplace can be attributed at least as much to my team members as it can to me. For me to be able to be a successful problem-solver, it helps to be surrounded by colleagues whom I can trust.”

How would you describe your typical immediate reaction to unexpected challenges? Do you prefer to jump straight into the problem-solving process, or do you more commonly take some time to analyze and assess the problem before you dive in?

Explanation: This question is aimed at gauging your patience levels. This one can be a bit tricky because employers will sometimes prefer different responses – it all depends on the type of position and employer you’re applying for.

If you’re applying for a role in a quick-paced working environment that demands swift action , it will benefit you to describe your problem-solving strategy as unflinching and immediate.

If, on the other hand, the role you’re applying to does not demand such immediate action, it will probably be better to describe yourself as a more removed and relaxed problem solver.

But as always, you should never lie to your employer. Most of us will fall somewhere in the middle of these two types of problem solvers and will thereby have no difficulty painting ourselves honestly as one or the other.

However, if you’re definitely one type or the other, then you should describe yourself as such. This will make it much more likely that you’ll end up in a position that will be maximally rewarding both for you and for your employer.

“In most cases, my response to an unexpected problem will entirely depend on the nature of the problem at hand. If it demands immediate action, then I’ll dive right in without hesitation. “If, however, I determine that it would be more beneficial to take a step back and analyze the nature of the problem before we begin to meddle with it, then that’s exactly what I’ll do. “Generally speaking, I would say that I prefer the latter approach – that is, to take a step back and think things through before I begin to try to find a solution. In my experience, this makes it much easier for everyone involved to arrive at a practical and sustainable solution. “That said, I’m also perfectly capable of jumping straight into a problem if it demands immediate attention.”

Can you tell us about a time in which you had to explain a technically complicated subject to a client or customer? How did you approach that process, and how did it turn out?

Explanation: Strong communication skills are essential in the modern workplace. That means that employers tend to seek out job candidates that communicate well with their colleagues and individuals who have varying professional backgrounds and skill sets, including clients, customers, and third-party professionals.

“I recall an incident from many years ago – while I was working as a software engineer for a prominent robotics company – in which I found myself in the position of having to describe incredibly complex engineering details to a client. “This client had no prior experience in software engineering or artificial intelligence, so I had to relate this esoteric information more or less in layman terms. “Thankfully, I was able to employ some useful metaphors and analogies to communicate the information in a manner that this client could appreciate and understand. We went on to establish a successful collaborative partnership that flourished for four years.”

How would you rate your ability to work and succeed without direct supervision from your managers?

Explanation: Employers always tend to place a high value on job candidates who are self-motivated and can maintain high levels of productivity without constant supervision.

This is especially true now that the COVID-19 pandemic has suddenly made it necessary for so many millions of employers to transition to a remote workforce model. This question is designed to assess a candidate’s ability to stay focused and motivated while working remotely or without supervision.

“I’ve always considered myself – and my resume and references will support this – to be an exceptionally self-motivated individual, even when I’m working from home. “In fact, like many employees, I often find that my productivity levels tend to increase when I’m working remotely. I strive to set a positive example for my colleagues, even when we’re not all working under the same roof.”

Interviewing Successfully

Generally speaking, the best strategy for success in interviewing for a new job is doing your research beforehand. That means that you should be intimately familiar with the role, department, and company that you’re applying to before you step into the room (or log on to the Zoom meeting ) on the day of your interview.

When you preemptively take the time to carefully research the organization as a whole – and the responsibilities of the job opportunity in particular – you’ll minimize your chances of being caught off guard by an unexpectedly difficult question .

Still, there is only so much background information that you can uncover about an organization and a role before a job interview. No matter how carefully you prepare and how much background research you conduct, there are very likely going to be curveball questions during your job interview that you can’t predict.

Curveball Questions

In fact, many employers prefer to ask curveball questions (in addition to more run of the mill job interview questions) because they provide an insightful glimpse into a job candidate’s analytical thinking skills – not just their ability to memorize and recite answers to more common interview questions .

To that end, many hiring managers will ask job candidates to answer one or more problem-solving questions during a typical job interview. In contrast to traditional interview questions (such as: “Why do you think that you would be a good fit for this role?”

Or: “What do you consider to be your greatest professional achievement up to the current moment?”), problem-solving questions are specifically designed to assess a job candidate’s ability to think on their feet, handle real pressure, and find creative solutions to complex problems.

They’re also commonly referred to as analytical skills interview questions because they’re designed to gauge a candidate’s ability to make analytical decisions in real-time.

Problem-Solving FAQ

What are problem-solving skills?

Problem-solving skills include skills like research, communication, and decision making. Problem-solving skills allow for you to identify and solve problems effectively and efficiently. Research skills allow for you to identify the problem.

Communication skills allow for you to collaborate with others to come up with a plan to solve the problem. Decision making skills allow you to choose the right solution to the problem.

Why do interviewers ask problem-solving interview questions?

Interviewers ask problem-solving interview questions to see how candidate will approach and solve difficult situations. Interviewers want to see how you handle stress and uncertainty before hiring you for a position. Problem-solving is an important part of the everyday workday so they need to be sure you are capable of solving problems.

How do you solve a problem effectively?

To solve problems effectively you should first break the problem down and try different approaches. Breaking the problem up into different parts will help you have a better understanding and help you decide what your next step is going to be.

Once you see the different parts of the problem, trying different approaches to solve the problem can help you solve it faster. This will also help you determine the appropriate tools you need to solve the problem.

U.S. Department of Labor – Interview Tips

How useful was this post?

Click on a star to rate it!

Average rating / 5. Vote count:

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

Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

How To Answer “Do You Work Well With Others?”

What Are Your Work Values? (With Examples)

17 Tips On How To Take Initiative At Work (With Examples)

Top Excel Interview Questions And Answers

Career Advice >
Interview Questions >
Common Questions >

Better resumes & cover letters

AI Resume Builder

Resume Checker

AI Cover Letters

Resume Summary Generator

Resume Bullet Generator

Resume Skills Generator

Tailor your resume to jobs

Job Tailored Resumes

Resume Keyword Scanner

Job Keyword Finder

Organize your search

Job Tracker

Contact Tracker

Interview Tracker

Job Search Metrics

Speed up your search

Job Application Autofill

Chrome Extension

For Organizations
University Career Centers
Career Coaches
Workforce Development
Outplacement
Affiliate Program

Targeted Resume

Beautiful, perfectly job-tailored resumes designed to make you stand out, built 10x faster with the power of AI.

For Organizations University Career Centers Career Coaches Bootcamps Workforce Development Outplacement Affiliate Program
Sign up for free

Interview Questions

50 Interview Questions About Problem Solving (With Answers)

Problems often arise at work. Can you solve them? Here are 50 interview questions about problem solving to know about.

March 22, 2024

Working in a company, you’ll be tasked with projects to work on that solve problems. Maybe you’ll need to solve a problem to help achieve a specific goal or create a solution to a problem that helps your business’ customers. Either way, problem solving is an important skill in the workplace. This post will include 50 interview questions about problem solving with answers to help you prepare for these types of interviews.

Get more interview questions.

What is problem solving?

Problem solving is a critical soft skill that involves identifying, analyzing, and resolving issues or obstacles effectively and efficiently. It encompasses a series of steps including understanding the problem, brainstorming potential solutions, evaluating the pros and cons of each option, and implementing the most viable solution. Problem solving is not only about finding quick fixes but also about foreseeing potential challenges and addressing them proactively. It requires creativity, critical thinking, and the ability to remain calm under pressure, making it a highly valued skill in personal and professional contexts alike. Whether it's navigating interpersonal conflicts, troubleshooting a technical issue, or overcoming logistical hurdles, adept problem solvers are equipped to tackle a wide array of challenges, turning obstacles into opportunities for growth and improvement.

Why problem solving is important in the workplace

1. enhances adaptability.

In today's fast-paced work environment, the ability to engage in effective problem solving is crucial. It allows employees to adapt quickly to changes, challenges, and unexpected situations. By developing strong problem-solving skills, individuals can analyze issues, identify solutions, and implement strategies efficiently, ensuring the smooth operation of workplace processes.

2. Promotes Innovation

Problem-solving skills are the backbone of innovation within the workplace. When employees are equipped to tackle challenges creatively, they can generate novel ideas and solutions that drive the company forward. This skill not only aids in overcoming immediate obstacles but also contributes to the long-term development and competitiveness of the organization.

3. Improves Team Collaboration

Effective problem solving often requires a collaborative effort. When team members possess strong problem-solving skills, they can work together more effectively, sharing insights, and combining their expertise to find the best solutions. This not only leads to better outcomes but also fosters a culture of cooperation and mutual respect among colleagues, enhancing overall workplace morale and productivity.

5 Tips for Answering Problem-Solving Interview Questions

Problem-solving is a critical skill that employers look for in candidates across various industries. Demonstrating your ability to tackle challenges effectively can set you apart from other applicants. Here are five tips to help you showcase your problem-solving skills during an interview:

1. Use the STAR Method

Structure your responses using the Situation, Task, Action, and Result (STAR) method. Start by describing a specific situation or problem you encountered, outline the task you needed to accomplish, detail the actions you took to address the problem, and finish with the results of your efforts. This method helps you deliver a concise and compelling story that highlights your problem-solving prowess.

2. Highlight Your Analytical Skills

Employers want to see that you can analyze a situation and come up with a logical solution. When answering questions, talk about how you break down complex problems into manageable parts. Mention any tools or techniques you use, such as SWOT analysis, root cause analysis, or critical thinking strategies, to diagnose issues and develop solutions.

3. Show Adaptability

Problem-solving often requires flexibility and the ability to adapt to changing circumstances. Share examples of how you've had to adjust your approach when faced with new information or unforeseen challenges. This demonstrates your resilience and willingness to pivot your strategy to achieve the best outcome.

4. Emphasize Collaboration

Many problems are too complex for one person to solve alone. Talk about times when you've collaborated with others to tackle a challenge. Highlight your ability to listen to different perspectives, integrate feedback, and work as part of a team to find innovative solutions. This shows that you value diverse input and can leverage collective intelligence to overcome obstacles.

5. Reflect on Lessons Learned

Finally, don't shy away from discussing problems that didn't go as planned. Reflecting on what didn't work and what you learned from those experiences can be just as powerful as showcasing your successes. It demonstrates self-awareness, accountability, and a commitment to continuous improvement. Be sure to end on a positive note by explaining how these lessons have enhanced your problem-solving abilities moving forward.

By following these tips and preparing thoughtful, specific examples, you'll be able to convincingly demonstrate your problem-solving skills in your next interview. Remember, it's not just about the problems you've solved, but how you've solved them that will impress potential employers.

1. Can you describe a situation where you had to solve a difficult problem at work?

In a previous role, our company faced a significant customer dissatisfaction issue due to a software glitch that caused frequent service disruptions. As the project manager, I had to lead a cross-functional team to identify the root cause, develop a solution, and implement it swiftly to restore customer satisfaction. It involved collaborating with the IT team, customer support, and product development to conduct a thorough analysis, prioritize fixes, and communicate transparently with customers to manage expectations and regain trust.

2. How do you approach complex problems in your professional life?

I approach complex problems by first breaking them down into smaller manageable components to gain clarity on the issue. Then, I gather relevant data, analyze trends, and identify patterns to understand the underlying factors contributing to the problem. Collaborating with colleagues from diverse backgrounds helps gain different perspectives and insights. I also prioritize actions based on urgency and impact, continuously evaluate progress, and adapt strategies as needed to achieve effective solutions.

3. What is your process for identifying the root cause of a problem?

My process for identifying the root cause involves asking probing questions, conducting thorough research, gathering data and feedback from stakeholders, analyzing trends and patterns, and using problem-solving techniques such as root cause analysis (RCA) or the "5 Whys" method. I focus on understanding the systemic issues rather than just addressing symptoms to ensure long-term solutions.

4. Can you give an example of a creative solution you've implemented to address a challenging issue?

In a project where budget constraints were hindering progress, I proposed implementing a lean approach by prioritizing essential features, streamlining workflows, and optimizing resource allocation. This creative solution allowed us to deliver key functionalities within budget and timeline constraints while maintaining quality and stakeholder satisfaction.

5. How do you prioritize problems that need to be solved?

I prioritize problems based on their impact on organizational goals, customer experience, urgency, and resource availability. I categorize issues into immediate, short-term, and long-term priorities, considering the potential risks and benefits of solving each problem. Regularly reassessing priorities ensures alignment with evolving business needs and strategic objectives.

6. What tools or methods do you typically use for problem-solving?

I utilize various problem-solving tools and methods depending on the complexity of the issue, including brainstorming sessions, fishbone diagrams, SWOT analysis, process mapping, data analytics, and project management software. Collaborative platforms and communication tools also facilitate effective teamwork and information sharing during problem-solving processes.

7. How do you involve others in the problem-solving process?

I involve others in the problem-solving process by fostering a culture of collaboration, open communication, and shared responsibility. This includes seeking input and perspectives from team members, encouraging diverse ideas and approaches, delegating tasks based on strengths, providing support and resources, facilitating brainstorming sessions or workshops, and recognizing contributions to promote a sense of ownership and accountability in problem-solving efforts.

8. Can you share an experience where you had to solve a problem under a tight deadline?

In a previous project, we faced a critical technical issue just days before a major product launch. The issue threatened the functionality of key features, risking customer satisfaction and revenue. To solve it, I organized a rapid-response team, conducted round-the-clock troubleshooting, prioritized tasks based on impact, and delegated responsibilities efficiently. Despite the tight deadline, we collaborated effectively, leveraged expertise from various departments, and implemented a temporary workaround to ensure a successful product launch. Post-launch, we continued refining the solution for a permanent fix.

9. How do you ensure that a solution is both effective and efficient?

I ensure that a solution is both effective and efficient by aligning it with predefined objectives and success criteria, conducting thorough analysis and testing, seeking feedback from stakeholders, and evaluating its impact on key performance indicators (KPIs) such as cost, time, quality, and customer satisfaction. Continuous monitoring and iteration allow me to optimize the solution's efficiency while maintaining its effectiveness over time.

10. What is the biggest problem you have solved in your career?

One of the biggest problems I solved in my career was optimizing a supply chain process for a multinational company. The challenge involved reducing lead times, improving inventory management, and enhancing supplier relationships to meet growing customer demands and reduce costs. By implementing data-driven strategies, process improvements, and cross-functional collaboration, we achieved significant improvements in efficiency, cost savings, and customer service levels, contributing to the company's overall success.

11. How do you deal with uncertainty when solving problems?

When faced with uncertainty, I adopt a structured approach by gathering relevant information, conducting scenario analysis, identifying potential risks and opportunities, and developing contingency plans. I also leverage past experiences, seek input from subject matter experts, and remain adaptable and open to alternative solutions. Clear communication, ongoing evaluation, and agile decision-making help navigate uncertainty effectively and mitigate potential impacts.

12. Can you describe a time when you had to solve a problem without all the necessary information?

In a project where critical data was unavailable due to technical issues, I had to make decisions and implement solutions based on limited information. To address this challenge, I leveraged available data, conducted qualitative analysis, consulted with experts, and communicated transparently with stakeholders about the uncertainties and risks involved. Despite the constraints, we managed to implement a temporary solution and later refined it based on additional insights and data.

13. How do you measure the success of a solution?

I measure the success of a solution by defining clear metrics and KPIs aligned with the problem's objectives and desired outcomes. This includes assessing factors such as cost savings, time efficiency, quality improvement, customer satisfaction, revenue generation, and impact on organizational goals. Regular performance monitoring, data analysis, feedback collection, and stakeholder evaluations help track progress, identify areas for improvement, and ensure that the solution delivers measurable benefits.

14. What do you do if your initial solution to a problem fails?

If my initial solution to a problem fails, I conduct a thorough analysis to understand the root cause of the failure, gather feedback from stakeholders, and reassess the problem and its context. I then iterate and refine the solution, incorporating lessons learned, alternative approaches, and additional insights to develop a more effective and robust solution. Continuous improvement, flexibility, and resilience are key elements in overcoming setbacks and achieving successful outcomes.

15. How do you adapt your problem-solving strategies in a rapidly changing environment?

In a rapidly changing environment, I adapt my problem-solving strategies by staying informed about industry trends, technological advancements, and market dynamics. I prioritize agility, collaboration, and innovation, regularly reassessing priorities, adjusting strategies, and leveraging emerging tools and methodologies to address evolving challenges effectively. Flexibility, quick decision-making, and a proactive approach to change enable me to navigate uncertainties and drive successful problem resolution.

16. Can you give an example of a time when you had to use data analysis for problem-solving?

In a marketing campaign analysis project, we noticed a significant drop in conversion rates for a particular segment of our target audience. To identify the underlying issue, I conducted a detailed data analysis using customer demographics, behavior patterns, and campaign performance metrics. By correlating data points and conducting A/B testing, we discovered that the drop in conversion was due to a mismatch between the messaging in the campaign and the preferences of that specific audience segment. This data-driven insight allowed us to adjust our marketing strategy effectively and improve conversion rates.

17. How do you differentiate between symptoms and root causes of a problem?

To differentiate between symptoms and root causes of a problem, I employ techniques such as the "5 Whys" method, root cause analysis, and process mapping. By asking probing questions and digging deeper into the factors contributing to the problem, I can identify underlying causes rather than just addressing surface-level symptoms. This approach ensures that solutions target the root of the problem, leading to more effective and sustainable outcomes.

18. Can you discuss a time when you had to solve a problem collaboratively with a team?

In a product development project, we encountered challenges related to compatibility issues between different software components, leading to performance issues and customer complaints. To address this, I facilitated collaborative problem-solving sessions with cross-functional teams, including developers, QA testers, and product managers. Through open communication, brainstorming, and sharing of expertise, we identified the root causes, developed a coordinated action plan, and implemented solutions that resolved the compatibility issues, improving product performance and customer satisfaction.

19. How do you handle feedback on your problem-solving efforts?

I value feedback as an opportunity for growth and improvement. When receiving feedback on my problem-solving efforts, I actively listen, seek to understand perspectives, and appreciate constructive criticism. I use feedback to reflect on my approach, identify areas for enhancement, and incorporate suggestions into future problem-solving endeavors. Embracing feedback fosters continuous learning, enhances problem-solving skills, and contributes to achieving better outcomes.

20. What role does critical thinking play in your problem-solving process?

Critical thinking is integral to my problem-solving process as it enables me to analyze situations objectively, evaluate information, identify patterns, and make informed decisions. By applying logical reasoning, sound judgment, and evidence-based analysis, I can discern between relevant and irrelevant data, assess risks, consider alternative solutions, and anticipate potential outcomes. Critical thinking enhances problem-solving effectiveness by promoting thoroughness, accuracy, and strategic decision-making.

21. How do you stay motivated when faced with a complex problem?

When faced with a complex problem, I stay motivated by breaking the problem down into manageable tasks, setting realistic goals, and focusing on incremental progress. I maintain a positive mindset, leverage my problem-solving skills and past successes, seek support and collaboration from colleagues or mentors, and celebrate small victories along the way. Staying organized, maintaining a clear vision of the desired outcome, and reminding myself of the impact of solving the problem keep me motivated and determined to overcome challenges.

22. Can you describe a situation where you had to change your approach to solve a problem effectively?

In a project involving customer feedback analysis, my initial approach focused solely on quantitative data analysis to identify trends and patterns. However, I realized that the qualitative aspect of customer feedback, such as sentiments and specific comments, provided valuable insights that were missed in the quantitative analysis alone. To address this, I changed my approach by integrating qualitative data analysis techniques, such as sentiment analysis and thematic coding, into the process. This holistic approach led to a more comprehensive understanding of customer perceptions and facilitated more targeted problem-solving strategies.

23. How do you balance the need for quick solutions with the need for thorough problem-solving?

Balancing the need for quick solutions with thorough problem-solving involves prioritizing tasks based on urgency and impact. For urgent issues requiring immediate resolution, I focus on quick, interim solutions to address critical aspects and mitigate immediate risks. Simultaneously, I allocate time and resources for in-depth analysis, root cause identification, and long-term solutions to prevent recurrence and optimize outcomes. Effective time management, clear prioritization, and strategic decision-making enable me to strike a balance between speed and thoroughness in problem-solving.

24. Can you discuss a time when you had to solve a problem with limited resources?

In a project where budget constraints limited our ability to hire additional staff, I faced the challenge of increasing operational efficiency without increasing costs. To address this, I conducted a thorough analysis of existing processes, identified inefficiencies, and proposed automation solutions using available software tools. By leveraging technology and optimizing workflows, we were able to streamline operations, reduce manual tasks, and improve productivity without exceeding the budget.

25. What strategies do you use to prevent problems from occurring in the first place?

Proactive problem prevention involves risk assessment, continuous monitoring, and implementing preventive measures. I regularly conduct risk assessments to identify potential issues, develop contingency plans, and implement controls to mitigate risks. Additionally, I emphasize continuous improvement, encourage open communication within teams, and promote a culture of accountability and learning from past experiences to prevent recurring problems.

26. How do you communicate complex problems (and solutions) to stakeholders who may not be familiar with the details?

When communicating complex problems and solutions to stakeholders, I use a structured approach that involves breaking down technical information into easily understandable concepts. I focus on highlighting the impact, benefits, and relevance of the problem and proposed solutions to the stakeholders' interests and objectives. Utilizing visual aids, such as charts, graphs, and diagrams, helps clarify complex information, facilitate discussions, and ensure stakeholders grasp key points effectively.

27. Can you share an example of a time when you solved a problem that significantly benefited your organization?

In a cost optimization initiative, I identified inefficiencies in supply chain management that were leading to increased procurement costs and delayed deliveries. By analyzing data, negotiating contracts with vendors, and implementing process improvements, we streamlined supply chain operations, reduced procurement costs by 20%, and improved delivery timelines. This solution not only saved the organization substantial resources but also enhanced operational efficiency and customer satisfaction.

28. How do you incorporate feedback into your problem-solving process?

Incorporating feedback into the problem-solving process is essential for continuous improvement. I actively seek feedback from stakeholders, team members, and subject matter experts throughout the problem-solving journey. I analyze feedback to identify areas for enhancement, consider alternative perspectives and solutions, and iteratively refine strategies based on input received. Regular feedback loops ensure that solutions are well-informed, aligned with stakeholder expectations, and optimized for effectiveness.

29. What is the most unconventional problem-solving method you’ve successfully used?

In a project where traditional problem-solving methods were insufficient, I applied design thinking principles to generate innovative solutions. By conducting empathy interviews, brainstorming sessions, and prototyping ideas, we identified creative solutions that addressed user needs more effectively. This unconventional approach led to breakthrough solutions that significantly improved user experience and product performance.

30. How do you ensure that your solution aligns with the overall goals of your organization?

Aligning solutions with organizational goals involves understanding strategic objectives, engaging stakeholders, and evaluating solutions based on their impact on key performance indicators. I ensure alignment by conducting thorough analyses, seeking input from relevant stakeholders, and assessing how proposed solutions contribute to organizational priorities, such as cost reduction, revenue growth, customer satisfaction, or market expansion. Regular alignment checks and feedback loops help validate that solutions remain aligned with overarching goals.

31. Can you describe a problem you solved that had a positive impact on your team’s performance?

In a team performance improvement project, I identified communication barriers and lack of collaboration as key challenges impacting productivity. I implemented team-building activities, fostered a culture of open communication and collaboration, and facilitated regular feedback sessions. These interventions resulted in improved teamwork, enhanced morale, and increased productivity, leading to measurable performance improvements and positive outcomes for the team and organization.

32. How do you decide when to tackle a problem on your own or to seek help?

I assess the complexity, urgency, and impact of the problem to determine whether I can address it independently or if seeking help is necessary. If the problem requires specialized expertise, collaboration, or resources beyond my capabilities, I proactively seek assistance to ensure efficient and effective problem-solving. I prioritize transparency and open communication to foster a collaborative problem-solving approach.

33. How do you keep track of multiple problems that need to be solved at the same time?

To manage multiple problems simultaneously, I utilize organization tools such as task lists, project management software, and prioritization techniques. I categorize problems based on urgency, importance, and dependencies, establish clear timelines and milestones for each, and regularly review progress to adjust priorities as needed. Effective delegation, communication, and collaboration with team members also contribute to successful management of multiple problem-solving efforts.

34. Can you explain how you evaluate potential solutions to a problem?

When evaluating potential solutions, I consider factors such as feasibility, effectiveness, cost, impact, and alignment with objectives. I conduct thorough analyses, gather relevant data and insights, assess risks and benefits, and compare alternative solutions based on predefined criteria. I prioritize solutions that are practical, sustainable, and aligned with strategic goals, and I seek input from stakeholders and subject matter experts to ensure comprehensive evaluation and informed decision-making.

35. How do you deal with resistance when implementing a solution?

Addressing resistance during solution implementation requires effective communication, stakeholder engagement, and change management strategies. I proactively communicate the rationale behind the solution, its benefits, and the expected outcomes to gain buy-in and mitigate resistance. I listen to concerns, address objections, and involve stakeholders in the decision-making process to foster ownership and collaboration. I also provide support, training, and feedback mechanisms to facilitate smooth adoption and implementation of the solution.

36. Can you describe a time when you had to solve a problem outside of your area of expertise?

In a cross-functional project, I encountered a technical issue that required expertise beyond my domain. Recognizing the challenge, I collaborated with experts from relevant departments, sought their insights, and leveraged their knowledge to understand the problem thoroughly. By facilitating interdisciplinary discussions, conducting research, and learning from experts, I gained the necessary understanding to contribute effectively to problem-solving and drive successful outcomes for the project.

37. How do you ensure that your problem-solving efforts are inclusive and consider diverse perspectives?

Inclusive problem-solving involves valuing diverse perspectives, fostering open dialogue, and creating an environment where everyone's input is respected and considered. I actively seek input from team members with varying backgrounds, experiences, and expertise, encourage brainstorming sessions, and facilitate discussions that promote diverse viewpoints. I promote inclusivity by practicing active listening, empathy, and respect for different opinions, ensuring that solutions are comprehensive, innovative, and reflective of diverse perspectives.

38. Can you share a situation where you had to use emotional intelligence in problem-solving?

During a project with tight deadlines and high stakes, I encountered interpersonal conflicts among team members that were impacting productivity and morale. Recognizing the importance of emotional intelligence, I employed active listening, empathy, and conflict resolution skills to understand each team member's perspectives, address underlying issues, and foster a collaborative and supportive environment. By acknowledging emotions, managing conflicts constructively, and promoting effective communication, I successfully mitigated tensions, restored team cohesion, and achieved project objectives.

39. How do you manage stress and pressure when solving critical problems?

Managing stress and pressure during critical problem-solving involves prioritization, time management, self-care, and resilience-building strategies. I prioritize tasks based on urgency and importance, break down complex problems into manageable steps, and set realistic expectations and timelines. I practice stress-reduction techniques such as mindfulness, exercise, and time management, seek support from colleagues and mentors, and maintain a positive mindset to navigate challenges effectively and maintain focus on problem-solving objectives.

40. Can you explain a time when you had to prioritize long-term solutions over quick fixes?

In a previous project, we encountered recurring quality issues that required immediate attention. While quick fixes could address the immediate symptoms, I advocated for a comprehensive root cause analysis to identify underlying systemic issues. By prioritizing long-term solutions, we implemented process improvements, updated quality control measures, and provided training to team members. This approach not only resolved the immediate issues but also prevented future occurrences, leading to sustainable improvements and long-term success.

41. How do you adapt your problem-solving approach based on the audience or stakeholders involved?

Adapting problem-solving approaches involves understanding stakeholders' preferences, priorities, and communication styles. For technical audiences, I focus on data-driven analyses, detailed reports, and solution feasibility. When engaging non-technical stakeholders, I emphasize clear explanations, visual aids, and real-world examples to ensure understanding and alignment. I tailor communication channels, formats, and frequency to suit stakeholders' preferences, fostering collaboration, buy-in, and successful problem resolution.

42. Can you discuss a time when you had to use negotiation skills in problem-solving?

During a project negotiation, conflicting interests arose between departments regarding resource allocation and project timelines. To resolve the impasse, I facilitated negotiations by identifying common goals, exploring compromise options, and advocating for win-win solutions. Using active listening, empathy, and persuasive communication, I bridged differences, built consensus, and reached agreements that satisfied all parties' needs. This collaborative approach not only resolved conflicts but also strengthened relationships and promoted cooperation.

43. How do you incorporate new technologies or methodologies into your problem-solving toolkit?

Incorporating new technologies and methodologies into problem-solving requires continuous learning, experimentation, and adaptation. I stay updated on industry trends, attend training sessions, and seek opportunities to apply emerging technologies such as data analytics, automation, and AI in problem-solving. I collaborate with experts, conduct pilot projects, and evaluate results to assess the effectiveness and feasibility of new approaches. By embracing innovation, I enhance problem-solving capabilities, drive efficiencies, and deliver value to organizations.

44. Can you describe a time when your problem-solving led to innovation within your organization?

In a project focused on streamlining operations, I identified inefficiencies in existing processes and proposed innovative solutions leveraging digital tools and automation. By collaborating with cross-functional teams, conducting workflow analyses, and piloting new technologies, we implemented streamlined workflows, reduced manual tasks, and improved efficiency. This innovation not only optimized operations but also enhanced employee productivity, customer satisfaction, and organizational competitiveness.

45. How do you ensure that your solutions are sustainable and environmentally friendly?

Ensuring sustainable and environmentally friendly solutions involves considering ecological impacts, resource conservation, and long-term viability. I prioritize sustainable practices such as waste reduction, energy efficiency, and eco-friendly materials in solution design. I collaborate with sustainability experts, conduct lifecycle assessments, and integrate environmental considerations into decision-making processes. By promoting green initiatives, I contribute to environmental stewardship, corporate social responsibility, and positive societal impact through problem-solving efforts.

46. Can you share an example of a cross-functional problem you solved?

In a previous role, we faced a cross-functional challenge related to customer retention. The marketing team identified a decline in customer engagement, while the sales team noticed an increase in churn rates. Collaborating with both teams, I led a comprehensive analysis to identify root causes. We discovered that misaligned messaging between marketing campaigns and sales interactions was confusing customers. By implementing a unified communication strategy, aligning marketing messages with sales processes, and enhancing customer touchpoints, we improved customer satisfaction, reduced churn rates, and increased revenue.

47. How do you mentor others in developing their problem-solving skills?

Mentoring others in problem-solving involves providing guidance, encouragement, and opportunities for skill development. I mentor by sharing my problem-solving experiences, providing frameworks, and encouraging critical thinking. I offer constructive feedback, challenge assumptions, and encourage diverse perspectives to foster creativity and innovation. I also create learning opportunities such as workshops, case studies, and collaborative projects to help mentees apply problem-solving techniques in real-world scenarios and enhance their skills over time.

48. Can you describe a situation where you had to overcome significant obstacles to solve a problem?

In a complex project, we encountered unforeseen technical challenges that threatened project timelines and deliverables. Despite initial setbacks and resource constraints, I led the team in brainstorming sessions, leveraging expertise from various departments, and exploring alternative solutions. We overcame obstacles by fostering collaboration, adopting agile methodologies, and prioritizing problem-solving efforts. Through perseverance, resilience, and adaptability, we successfully resolved technical issues, met project milestones, and delivered high-quality outcomes.

49. How do you balance logic and intuition in your problem-solving process?

Balancing logic and intuition in problem-solving involves leveraging analytical thinking and creative insights. I start by gathering data, analyzing facts, and applying logical frameworks to understand the problem's scope and complexity. Then, I tap into intuition by brainstorming ideas, exploring unconventional approaches, and considering potential outcomes from different perspectives. I combine rational decision-making with gut instincts, test hypotheses, and validate solutions to ensure effectiveness and innovation in problem-solving.

50. Can you discuss a time when you had to revisit and revise a solution based on new information or outcomes?

In a strategic initiative, we implemented a new process to streamline operations and improve efficiency. However, after implementation, we noticed unexpected challenges and suboptimal results. Recognizing the need for continuous improvement, I initiated a review process, gathered feedback from stakeholders, and conducted performance evaluations. Based on new insights and outcomes, we revisited the initial solution, identified areas for enhancement, and revised the process to address gaps and achieve desired outcomes effectively. This iterative approach ensured that our solutions remained adaptive, responsive, and aligned with evolving needs and objectives.

Get More Interviews, Faster

Huntr streamlines your job search. Instantly craft tailored resumes and cover letters, fill out application forms with a single click, effortlessly keep your job hunt organized, and much more...

or learn more

Next-Generation Job Tailored Resumes

Huntr provides the most advanced job <> resume matching system in the world. Helping you match not only keywords, but responsibilities and qualifications from a job, into your resume.

Job Keyword Extractor + Resume AI Integration

Huntr extracts keywords from job descriptions and helps you integrate them into your resume using the power of AI.

Application Autofill

Save hours of mindless form filling. Use our chrome extension to fill application forms with a single click.

Move beyond basic, bare-bones job trackers. Elevate your search with Huntr's all-in-one, feature-rich management platform.

Perfectly tailored cover letters, in seconds! Our cover letter generator blends your unique background with the job's specific requirements, resulting in unique, standout cover letters.

Huntr checks your resume for spelling, length, impactful use of metrics, repetition and more, ensuring your resume gets noticed by employers.

Gorgeous Resume Templates

Stand out with one of 7 designer-grade templates. Whether you're a creative spirit or a corporate professional, our range of templates caters to every career aspiration.

Personal Job Search CRM

The ultimate companion for managing your professional job-search contacts and organizing your job search outreach.

Everything You Need to Know About Answering Behavioral Interview Questions

two people talking at a conference table during a job interview open laptop on table faced away from screen phone on table

Interviews can be high stakes. I get that. But bear with me here for a minute when I say this next thing: Some interview questions can actually be fun. And I don’t mean in the zany-but-realistically-kind-of-stressful “ How many golf balls will fit in a bus? ” kind of way. I mean that some interview questions are really just asking for a good story starring you as the main character.

Behavioral interview questions are non-technical, focused on you, and 100% something you can prep for in advance. You actually have the answers already. We just need to find the right stories and polish them up a bit.

Here’s your ultimate go-to guide for answering behavioral interview questions—including common behavioral questions you might hear and example answers.

What are behavioral interview questions?

Behavioral interview questions are questions or statements that ask job candidates to share examples of specific situations they’ve been in. Usually interviewers want to know about an experience where you had to use certain skills— soft skills especially—or had to navigate certain types of scenarios. (Read: It’s the “Tell me about a time when…” genre of questions .)

Why do interviewers ask behavioral questions?

Interviewers like these questions because it can help them get a more realistic and nuanced sense of how you work. It’s a way for them to see what you’re capable of accomplishing based on your actual past professional performance. Think about it: What would convince you of someone’s ability to work on a team better—them saying they totally love working on a team or them telling a story that shows exactly how they worked on a team of five for several months to implement a website redesign for a major client?

30 common behavioral interview questions

As much as I wish I could tell you exactly which behavioral questions you’ll get, I sadly cannot. But this list will give you an idea of the types of questions you might be asked. As you read through, think of stories you can share in response to each subset of questions—they can often be tweaked on the spot to answer any variation an interviewer might throw at you.

Teamwork questions

Almost any job requires you to work with others, so be prepared to talk about your experiences as part of a team. You’ll want a story that illustrates your ability to work with others under challenging circumstances. Think resolving team conflicts, dealing with project constraints, or motivating others.

Tell me about a time when you had to work closely with someone whose personality was very different from yours.
Give me an example of a time you faced a conflict with a coworker. How did you handle that?
Describe a time when you had to step up and demonstrate leadership skills.
Tell me about a time you made a mistake and wish you’d handled a situation with a colleague differently.
Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Customer service questions

If you’d be working with clients, customers, or other external stakeholders in this role, definitely be ready for one or more of these. Be prepared with at least one story about a time you successfully represented your company or team and delivered exceptional customer service.

Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?
Give me an example of a time when you didn’t meet a client’s expectation. What happened, and how did you attempt to rectify the situation?
Tell me about a time when you made sure a customer was pleased with your service.
Describe a time when you had to interact with a difficult client or customer. What was the situation, and how did you handle it?
When you’re working with a large number of customers, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your customers’ needs

Adaptability questions

Times of turmoil are finally good for something! Think of a recent work crisis you successfully navigated. Even if the outcome didn’t ideal, find a lesson or silver lining you took from the situation.

Tell me about a time you were under a lot of pressure at work or at school. What was going on, and how did you get through it?
Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?
Tell me about settling into your last job. What did you do to learn the ropes?
Give me an example of a time when you had to think on your feet.
Tell me about a time you failed. How did you deal with the situation?

Time management questions

When an interviewer asks about time management , get ready to talk about a specific instance when you had a few things in the air, prioritized, scheduled, organized, and completed everything—preferably before the deadline.

Give me an example of a time you managed numerous responsibilities. How did you handle that?
Describe a long-term project that you kept on track. How did you keep everything moving?
Tell me about a time your responsibilities got a little overwhelming. What did you do?
Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective?
Tell me about a time an unexpected problem derailed your planning. How did you recover?

Communication questions

You use communication skills so regularly you’ll probably have plenty of stories to choose from. Just remember to talk about your thought process or preparation.

Tell me about a time when you had to rely on written communication to get your ideas across.
Give me an example of a time when you were able to successfully persuade someone at work to see things your way.
Describe a time when you were the resident technical expert. What did you do to make sure everyone was able to understand you?
Give me an example of a time when you had to have a difficult conversation with a frustrated client or colleague. How did you handle the situation?
Tell me about a successful presentation you gave and why you think it was a hit.

Motivation and values questions

A lot of seemingly random interview questions are actually attempts to learn more about what motivates you. Your response would ideally address values and motivations directly even if the question didn’t explicit ask about them.

Tell me about your proudest professional accomplishment.
Describe a time when you saw a problem and took the initiative to correct it.
Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?
Give me an example of a time you were able to be creative with your work. What was exciting or difficult about it?
Tell me about a time you were dissatisfied in your role. What could have been done to make it better?

How to answer behavioral questions

So how do you go about actually answering behavioral questions? It’s actually pretty simple.

Quickly identify the hard or soft skill or quality the interviewer is trying to learn more about.
Choose a relevant story.
Share your story while emphasizing the details that speak to the relevant skills.
Sum up your answer with how you generally approach situations like the one the interviewer presented.

Example answers for top behavioral questions

Check out these example questions and answers to see our advice in action and get more specific tips on some of the most common behavioral questions.

1. Give me an example of a time you faced a conflict while working on a team. How did you handle that?

Ah, the conflict question. It’s as common as it is dreaded. Interviewers ask because they want to know how you’ll handle the inevitable: disagreements in the workplace. But you might be nervous because it’s hard to look good in a conflict even when you’re not in the wrong. The key to getting through this one is to focus less on the problem and more on the process of finding the solution.

For example, you might say:

“Funnily enough, last year I was part of a committee that put together a training on conflict intervention in the workplace and the amount of pushback we got for requiring attendance really put our training to the test. There was one senior staff member in particular who seemed adamant. It took some careful listening on my part to understand he felt like it wasn’t the best use of his time given the workload he was juggling. I made sure to acknowledge his concern. And then rather than pointing out that he himself had voted for the entire staff to undergo this training, I focused on his direct objection and explained how the training was meant to improve not just the culture of the company, but also the efficiency at which we operated—and that the goal was for the training to make everyone’s workload feel lighter. He did eventually attend and was there when I talked to the whole staff about identifying the root issue of a conflict and addressing that directly without bringing in other issues, which is how I aim to handle any disagreement in the workplace.”

2. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Hiring managers want people who can take initiative and solve problems . Many workplace problems boil down to a communication breakdown, which is what this question is getting at. Try not to get too bogged down in the nitty-gritty details of the story and make sure to finish with a clear lesson learned.

A good answer to this question might be:

“Back when I was just starting out as an assistant to a more senior recruiter, I once needed to book interview rooms for several different candidates with a few sessions each, all on the same day. The online system the company used to schedule conference rooms was straightforward enough, but the problem was that it allowed more senior people to bump me out of my reservations. I had to scramble to get them back. When I didn’t get responses to my emails, I literally ran around the office to find the people who took my rooms and explain why I needed them. It was stressful at the time, but it all worked out in the end. Most were happy to move to a different room or time to make sure the interviews went smoothly. I also met a bunch of people and earned early on that talking to someone in person when possible can often move things along more quickly than an email can.”

3. Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?

A perfect answer to this question has an outstanding outcome and illustrates the process of getting to that result. But even if you only have a decent outcome to point to instead of a stellar one, spelling out the steps you took will get you a strong answer.

For instance:

“One of the most important times to make a good impression on a client is before they’re officially a client. When the sales team pulls me into meetings with potential clients, I know we’re close to sealing the deal and I do my best to help that along. That’s probably why I was chosen to represent the research team when we did a final presentation for what would become our biggest client win of the year. I spoke with everyone on the sales team who had met with them previously to learn as much as possible about what they might care about. The thing I do that sets me apart is that I don’t try to treat all the clients the same. I try to address their specific questions and concerns so that they know I did my homework and that I care enough to not just give the cookie-cutter answers. In this case, having the data pulled and ready for every question they had made all the difference in building their confidence in our company.”

4. Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?

Interviewers want to know how you handle organizational change. Your story doesn’t necessarily need to be about some massive company reorg, it could even be about a new system for sharing files. The key is to make sure you clearly describe the steps you took to adapt and then generalizing your experience.

So you might say:

“This past year my manager left and the company was unable to fill her position for several months. This completely upended the way our team operated since she’d been the one who made sure we were all on the same page. After a couple of weeks of missed deadlines and miscommunications on the team, I sheepishly suggested we do a quick daily check-in. It took no more than 10 minutes a day, but it helped us get back to working efficiently again and really reduced the frustrations that had started brewing. It helped me understand that adapting to change requires understanding the gaps a change creates and thinking creatively about how to fill them.”

5. Tell me about a time you failed. How did you deal with the situation?

For broad questions like this, it can be helpful to narrow the scope a bit. For a question about failure , you can do that by defining what it means to fail in your own words before sharing your example.

For example:

“As a team manager, I consider it a failure if I don’t know what’s going on with my staff and their work—basically if a problem catches me by surprise then I’ve failed somewhere along the way. Even if the outcome is ultimately fine, it means I’ve left a team member unsupported at some point. A recent example would be this training we do every year for new project managers. Because it’s an event that my team has run so many times, I didn’t think to check in and had no idea a scheduling conflict was brewing into a full-on turf war with another team. The resolution actually ended up being a quick and easy conversation at the leadership team meeting, but had I just asked about it sooner it would never have been a problem to begin with. I definitely learned my lesson about setting reminders to check in about major projects or events even if they’ve been done dozens of times before.”

6. Give me an example of a time you managed numerous responsibilities. How did you handle that?

Multitasking. It’s impossible and yet we’re all expected to do it. Your job is likely going to involve more than one responsibility and the hiring manager is going to want to know how you plan on juggling a number of tasks, projects, or deadlines.

You could say:

“This is almost a cliché, but being part of an early-stage startup meant I wore a lot of different hats. One second I was recruiting, the next I’d be in front of potential clients, and then I’d be meeting with the cofounders about the product. Switching gears so quickly often felt like getting whiplash. I realized that it wasn’t necessarily the juggling that was the problem, it was the constant switching back and forth. I started chunking my work so I could spend several hours focused on similar tasks. One block for recruiting. One block for sales. One block for product. Once I figured out the secret to multitasking was to not multitask, it got a lot more manageable.”

7. Give me an example of a time when you were able to successfully persuade someone to see things your way at work.

No matter your role, communication skills are critical and interviewers are going to keep asking related questions until they’re sure yours are up to snuff. When asked about persuasion, emotional intelligence and empathetic listening can be good pieces of your communication skill set to emphasize.

A good answer could sound like:

“I once was tasked with pulling the plug on a project. Of course, this can be incredibly disappointing for those affected. Done poorly it could destroy a team’s morale. I can’t discuss the project too much, but suffice it to say that everyone on it worked really hard and it took some serious convincing for them to agree this was the right choice. Rather than letting the idea take hold that months of their work was being scrapped, I proactively shared with everyone all the ways their work would still be utilized by different parts of the company. It’s not what they had intended, but seeing that their work wasn’t wasted softened the blow and allowed me to share the hard truth that we wouldn’t be able to realize our original goals. Taking the time to consider what negative reaction they might have and making the effort to be empathetic allowed me to directly address their concerns and show them that this was the best way forward.”

8. Tell me about a successful presentation you gave and why you think it was a hit.

You can probably predict whether or not you’ll get this question based on the job description . If the job requires frequent public speaking , be sure you have an example ready to go. For questions like this that have an “and why” part, make sure you give evidence for how you know you did a good job. In this case, an engaged audience is pretty good evidence you gave a strong presentation.

“Presenting is definitely something I’ve gotten better at over time. At my previous lab, I presented pretty often at the weekly research meeting where we all kept each other up-to-date on the progress of our work. When I first started, I would just pick up where I left off last time and spoke like I was talking to a room full of experts—which I was, but they weren’t necessarily experts in my specific project. It’s obvious in hindsight. The nature of research is that it’s inherently novel. I started doing more in my presentations to give context, like a more compact version of a conference presentation. It was more work, but I could tell everyone was engaged based on the questions I got. They were more thoughtful and challenging and actually helped push my work forward. Now, whether I’m presenting formally or informally, I try my best to scaffold my conclusions with relevant context.”

9. Tell me about your proudest professional accomplishment.

This question can sometimes make people freeze up. Proudest? Like literally the thing I am proudest of ever? It’s a lot. A more manageable way to think about it is that it’s essentially a freebie to talk about anything. So you can choose a story that showcases a relevant skill, passion, or experience you haven’t been able to talk about yet or want to emphasize more and set it up as one of your proudest accomplishments! If you’re applying to an entry-level role, feel free to talk about school accomplishments.

“There’s a lot that I’ve done over the last few years at Major Telecom that I’m proud of, but one thing we haven’t had a chance to talk too much about is my work in the parents employee resource group. As the company has become more family friendly, I’ve worked hard to guide the conversation as the co-lead of the parents ERG. This year, I spearheaded an effort to improve our flexible work policy, first writing a letter on behalf of the ERG to the leadership team and then later drafting a proposal which ultimately led to a better work environment and more flexible work for everyone, not just parents.”

10. Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?

This question is getting at how you like to be managed, but it’s phrased in a way that may tempt you to speak negatively of a previous employer. Stay focused and keep your response neutral to positive.

So you could say:

“As an intern at Online Content Co., I felt like my every move required approval, which isn’t everyone’s cup of tea, but I really appreciated it back when I had no idea what I was doing. I actually credit the close supervision I got for helping me pick things up so quickly. After I officially joined the team as a staff writer though, it started to feel a bit restrictive. I thought once I “proved myself” it would get better, but after a few more months with no significant change a mentor helped me see that I wasn’t being proactive about communicating with my manager. Rather than going to my one-on-one meetings with nothing prepared and being peppered with questions, I started arriving with an update of all my ongoing work. All the same information got conveyed, but instead of feeling micromanaged, I felt empowered and it made all the difference in my experience.”

4 tips to prep for—and ace—a behavioral interview

I’m taking my own advice and concluding this article with a few general takeaways. If you remember nothing else, make sure you do the following when you’re getting ready for an interview:

1. Prepare a few stories based on the job description.

Maybe you’ll use them, maybe you won’t, but trust me that you’ll feel more prepared and less nervous if you’ve spent some time thinking about this. 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. It’s important to keep your answer concise and relevant to the question. Using the STAR interview method can help you to craft job-landing responses to many interview questions that require a well-structured example story.

3. Wrap up your answers with a conclusion.

Some stories don’t fit super neatly into the STAR method and that’s fine. In any case, just make sure to wrap up your story with a nice summation so that the interviewer knows what they were supposed to learn from it. In other words, tell your story and then tell them what to think about it. “I did this to solve the problem, so in general, this is the process I use for solving problems.”

4. Practice aloud before your real interview.

I’ve worked with thousands of job seekers and written hundreds of job search articles, and my advice on interviewing can pretty much be summed up with one word: practice. To be more specific, practice answering possible interview questions out loud. Do not memorize your answers. Just say them a few times. If you want to be fancy, do it in front of a mirror to get a better sense of how you’re presenting yourself.

Brushing up on your interview skills in general will also help you to answer these questions with ease and sail through to the next round. So get those stories ready and—I’m going to say it one more time for good luck—practice!

Regina Borsellino also contributed writing, reporting, and/or advice to this article.

DEI in 2024 is a more polarized topic than in 2020 – Check out our recent survey and get the insights Download the report

HR Toolkit |
HR Templates |
Interview questions |

Problem-solving interview questions and answers

Use these sample problem-solving interview questions to discover how candidates approach complex situations and if they can provide effective solutions.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

10 good problem-solving interview questions

Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?
Give an example of a time when you identified and fixed a problem before it became urgent.
Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?
Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?
Recall a time when you successfully used crisis-management skills.
How would you handle a new project with great revenue potential but potential legal implications for the company?
How do you determine when to solve a problem on your own or ask for help?
Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.
Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.
Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

1. Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?

This question assesses candidates’ ability to take initiative and solve problems independently. Look for their problem-solving approach, the actions they took, and the outcome of their efforts.

Sample answer:

“In my previous role, we encountered a sudden technical issue that disrupted our operations. As the team lead, I gathered all available information, analyzed the root cause, and facilitated a brainstorming session with the team. We implemented a temporary workaround and collaborated with the IT department to resolve the issue. Our proactive approach ensured minimal disruption, and we were able to restore normal operations within 24 hours.”

2. Give an example of a time when you identified and fixed a problem before it became urgent.

This question evaluates candidates’ ability to anticipate and address problems proactively. Look for their ability to identify potential issues and take preventive measures.

“While working as a project manager, I noticed a potential bottleneck in our production process that could have led to delays if left unaddressed. I conducted a thorough analysis, identified the root cause, and proposed process improvements. By implementing these changes proactively, we eliminated the bottleneck and increased efficiency. As a result, we consistently met project deadlines, and our team’s productivity significantly improved.”

3. Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?

This question assesses candidates’ ability to identify and mitigate potential conflicts. Look for their communication and problem-solving skills in managing stakeholder relationships.

“While working on a cross-functional project, I anticipated a miscommunication issue that could arise with a key stakeholder due to conflicting expectations. I scheduled a meeting with the stakeholder, listened to their concerns, and facilitated a discussion among the team members. By proactively addressing the issue, we established clear communication channels, built trust, and ensured a smooth collaboration throughout the project.”

4. Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?

This question evaluates candidates’ ability to handle challenges and find solutions to improve efficiency. Look for their problem-solving strategies and their adaptability to overcome obstacles.

“In a previous role, I faced a situation where the workload significantly increased due to unexpected circumstances. To maintain efficiency, I assessed the situation, identified tasks that could be delegated, and communicated with my colleagues to seek their support. By redistributing responsibilities and fostering a collaborative environment, we successfully managed the increased workload without compromising quality or missing deadlines.”

5. Recall a time when you successfully used crisis-management skills.

This question assesses candidates’ ability to remain calm and make effective decisions under pressure. Look for their problem-solving approach and their ability to handle high-stress situations.

“In a previous role as a customer service representative, we experienced a sudden surge in customer complaints due to a product quality issue. I quickly coordinated with relevant departments, identified the root cause, and developed an action plan. By prioritizing urgent cases, maintaining open communication with affected customers, and providing timely updates, we regained customer satisfaction and prevented further damage to our brand reputation.”

6. How would you handle a new project with great revenue potential but potential legal implications for the company?

This question assesses candidates’ ability to balance potential risks and rewards. Look for their ethical considerations, problem-solving approach, and willingness to seek guidance when faced with legal implications.

“If faced with a project that carries both revenue potential and potential legal implications, I would approach it with caution and thorough evaluation. I would research and seek legal guidance to fully understand the implications and compliance requirements. I would then collaborate with legal experts, cross-functional teams, and stakeholders to develop a comprehensive plan that minimizes legal risks while maximizing revenue potential.”

7. How do you determine when to solve a problem on your own or ask for help?

This question assesses candidates’ judgment and collaboration skills. Look for their ability to assess situations and make decisions about when to seek assistance.

“When faced with a problem, I first evaluate its complexity and impact on the project or task at hand. If it’s within my capabilities and doesn’t significantly hinder progress, I take the initiative to solve it on my own. However, if the problem is complex or could have a significant impact, I believe in seeking help from relevant team members or subject matter experts. Collaboration often leads to more comprehensive and effective solutions.”

8. Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.

This question assesses candidates’ ability to think critically and make sound decisions in challenging situations. Look for their problem-solving approach, decision-making process, and the outcomes of their decisions.

“In a previous role, I faced a tight deadline for a project with limited resources. It required careful resource allocation and prioritization. I gathered all available data, analyzed the project requirements, and consulted with team members. Through strategic planning and effective delegation, we managed to complete the project successfully within the given timeframe, exceeding client expectations.”

9. Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.

This question assesses candidates’ ability to leverage intuition and past experiences to navigate problem-solving situations. Look for their ability to reflect on past situations, apply lessons learned, and make informed decisions.

“In a previous role, I noticed a recurring issue in our supply chain that had caused delays in the past. Drawing upon my prior experience, I anticipated the problem and suggested process improvements to streamline the supply chain. By implementing these changes, we minimized delays and improved overall efficiency, resulting in cost savings for the company.”

10. Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

This question assesses candidates’ ability to tackle complex projects and break them down into manageable tasks. Look for their problem-solving approach, organization skills, and ability to persevere in the face of challenges.

“I once undertook a project that involved a significant amount of data analysis and reporting within a tight deadline. Initially, it felt overwhelming, but I broke it down into smaller tasks and created a detailed timeline. I prioritized the most critical aspects and sought assistance from colleagues with specialized skills. Through effective time management, collaboration, and diligent effort, we successfully completed the project on time and delivered high-quality results.”

Why you should ask candidates problem-solving interview questions

Employees will face challenges in their job. Before you decide on your next hire, use your interview process to evaluate how candidates approach difficult situations.

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 analytical and spherical thinkers with the potential for technical problem solving.

Potential hires who recognize a problem, or predict one could potentially occur, will stand out. Candidates should also demonstrate how they would fix the issue, and prevent it from occurring again.

These sample problem-solving interview questions apply to all positions, regardless of industry or seniority level. You can use the following questions to gauge your candidates’ way of thinking in difficult situations:

Tips to assess problem-solving skills in interviews

During your interviews, use hypothetical scenarios that are likely to occur on the job. It’s best to avoid unrealistic problems that aren’t relevant to your company.
Examine how candidates approach a problem step-by-step: from identifying and analyzing the issue to comparing alternatives and choosing the most effective solution.
Pay attention to candidates who provide innovative solutions. Creative minds can contribute fresh perspectives that add value to your company.
When problems arise, employees should show commitment and a can-do attitude. Test candidates’ problem-solving skills in past situations. If they were determined to find the best solution as soon as possible, they will be great hires.
Most complex situations require a team effort. Candidates’ previous experiences will show you how they collaborated with their colleagues to reach decisions and how comfortable they felt asking for help.
If you’re hiring for a technical role, ask questions relevant to the work your future hires will do. Technical problem-solving interview questions, like “How would you troubleshoot this X bug?” will reveal your candidates’ hard skills and their ability to effectively address problems on the job.
No answer. If a candidate can’t recall an example of a problem they faced in a previous position, that’s a sign they may avoid dealing with difficult situations. Canned answers. A generic answer like “Once, I had to deal with a customer who complained about the pricing. I managed to calm them down and closed the deal,” doesn’t offer much insight about the candidate’s thought process. Ask follow-up questions to get more details.
Focus on the problem, not the solution. Identifying the problem is one thing, but finding the solution is more important. Candidates who focus too much on the problem may be too negative for the position.
Feeling stressed/uncomfortable. It’s normal to feel slightly uncomfortable when put on the spot. But, if candidates are so stressed they can’t answer the question, that’s an indicator they don’t handle stressful situations well.
Superficial answers. Candidates who choose the easy way out of a problem usually don’t consider all aspects and limitations of the situation. Opt for candidates who analyze the data you’ve given them and ask for more information to better dig into the problem.
Cover up the problem or minimize its significance. Unaddressed problems could quickly escalate into bigger issues. Employees who leave things for later mightn’t be result-oriented or engaged in their jobs.

In conclusion, problem-solving interview questions provide valuable insights into candidates’ abilities to approach challenges, think critically, and provide effective solutions. By asking these questions and considering the tips provided, you can assess candidates’ problem-solving skills and make informed hiring decisions that align with your organization’s needs.

Frequently asked questions

Want a custom interview kit, related interview questions.

Critical-thinking interview questions and answers
Decision-making interview questions and answers
Analytical interview questions and answers

Jump to section

Let's grow together.

Explore our full platform with a 15-day free trial. Post jobs, get candidates and onboard employees all in one place.

Share on Mastodon

Common Problem Solving Interview Questions

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

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

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

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

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

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

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

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

Example: “ null”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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 .

Interviewing
Career Management
Social Media
Summary Sunday
Products & Services

NEVER MISS A POST!

Don’t miss out on the latest tips and tricks for a successful job search! By subscribing, you’ll get a weekly digest of modern job hunting trends. Whether you’re just starting your career or looking to take it to the next level, my newsletter has everything you need to succeed. Join the community today and stay ahead of the game!

SIGN UP HERE!

More Networks

Streamline hiring with effortless screening tools

Optimise your hiring process with HiPeople's AI assessments and reference checks.

Introduction to Problem Solving Interviews

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

What Are Problem Solving Interviews?

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

The Importance of Problem Solving Skills in the Workplace

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

How Problem Solving Interviews Differ from Traditional Interviews

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

Core Problem Solving Skills

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

Critical Thinking

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

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

Analytical Skills

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

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

Creativity and Innovation

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

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

Frameworks for Problem Solving

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

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

SWOT Analysis

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

PDCA (Plan-Do-Check-Act)

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

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

Six Thinking Hats

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

Behavioral-based Problem Solving Questions

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

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

To answer this question effectively:

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

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

For this question:

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

Technical Problem Solving Questions

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

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

To handle technical problem-solving questions:

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

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

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

Case Interviews

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

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

Problem Solving in Group Settings

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

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

Situational Judgment Tests (SJTs)

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

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

Decision-Making Skills

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

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

Behavioral-Based Problem Solving Interview Questions

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

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

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

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

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

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

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

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

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

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

Technical Problem Solving Interview Questions

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

How to Answer: Candidates should approach this question systematically:

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

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

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

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

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

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

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

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

Case Interviews Questions

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

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

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

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

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

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

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

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

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

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

Situational Judgment Tests (SJTs) Interview Questions

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

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

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

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

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

Decision-Making Skills Interview Questions

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

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

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

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

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

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

How to Answer: Encourage candidates to follow these steps:

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

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

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

Creativity and Innovation Interview Questions

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

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

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

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

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

Core Problem Solving Skills Interview Questions

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

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

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

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

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

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

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

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

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

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

Frameworks for Problem Solving Interview Questions

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

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

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

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

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

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

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

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

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

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

Group Problem Solving Scenarios Interview Questions

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

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

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

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

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

Unlock the Full List of Top 50 Interview Questions!

Looking to ace your next job interview? We've got you covered! Download our free PDF with the top 50 interview questions to prepare comprehensively and confidently. These questions are curated by industry experts to give you the edge you need.

Don't miss out on this opportunity to boost your interview skills. Get your free copy now!

How to Excel in Problem Solving Interviews?

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

Effective Communication in Problem Solving

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

Time Management and Prioritization Strategies

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

Demonstrating Resilience and Adaptability

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

Mock Interview Practice

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

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

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

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

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

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

Free resources

Top 15 Pre-Employment Testing Hacks For Recruiters

Unlock the secrets to streamlined hiring with expert strategies to ace pre-employment testing, identify top talent, and make informed recruiting decisions!

How to Find Candidates With Strong Attention to Detail?

Unlock the secrets to discovering top talent who excel in precision and thoroughness, ensuring you have a team of individuals dedicated to excellence!

How to Reduce Time to Hire: 15 Effective Ways

Unlock the secrets to streamlining your recruitment process. Discover proven strategies to slash your time to hire and secure top talent efficiently!

How to Create a Bias-Free Hiring Process?

Unlock the key to fostering an inclusive workplace. Discover expert insights & strategies to craft a hiring process that champions diversity and eliminates bias!

Hiring Compliance: A Step-by-Step Guide for HR Teams

Navigate the intricate landscape of hiring regulations effortlessly, ensuring your recruitment processes adhere to legal standards and streamline your hiring!

Data-Driven Recruiting: How to Predict Job Fit?

Unlock the secrets to data-driven recruiting success. Discover proven strategies for predicting job fit accurately and revolutionizing your hiring process!

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.

Rate this article

Your page rank:

Interview categories

Interview Questions
Cover Letter
Interview Tips

Megainterview/Contact

Career Interview Questions
Write For Megainterview!
Editorial Policy
Privacy Policy / GDPR
Terms & Conditions
Contact: [email protected]

Sign-up for our newsletter

🤝 We’ll never spam you or sell your data

Our mission is to

Help you get hired.

Hofplein 20

3032 AC, Rotterdam, the Netherlands

Turn interviews into offers

Every other Tuesday, get our Chief Coach’s best job-seeking and interviewing tips to land your dream job. 5-minute read.

25 Important Behavioral Interview Questions (and Example Answers)

“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.

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.

Key Takeaways

What are behavioral interview questions.

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.

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.

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.

Why a Hiring Manager Asks Behavioral Questions

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.

25 Common Behavioral Interview Questions

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

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

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

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

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

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

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

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

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

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

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

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

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.

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

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

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

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

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

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

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. .

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

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

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

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

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

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

25. Describe your professional goal-setting process.

What they’re looking for: Motivation and organization skills

How to Prepare for Behavioral Interview Questions

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

Resume Writing
Resume Examples
Cover Letter
Remote Work
Famous Resumes
Try Kickresume

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.

Interview didn't go as planned?

Maybe it's time to upgrade your resume. Improve your resume with AI in a few clicks.

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.

Best answers: where do you see yourself in 5 years (job interview), job interview a to z: how to charm your way into a new job.

22 min read

Share this article

Join our newsletter.

Every month, we’ll send you resume advice, job search tips, career hacks and more in pithy, bite-sized chunks. Sounds good?

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!

About the Author

Inc. Premium

9 Most Common Behavioral Interview Questions and Answers

Behavioral questions can be challenging for interviewers to ask and for job candidates to answer. here's how to handle the most common..

If you're an interviewer and like to ask behavioral interview questions , you'll like the following list of behavioral interview questions. And if you're a job candidate trying to prepare to answer behavioral interview questions at your next job interview , you'll love the matching list of behavioral interview answers.

Even though most interviews include at least a few of the most common interview questions , and even if the candidate is asked to answer one or two unusual interview questions (like these ), the answers can seem a little too rehearsed and a lot insincere.

That's one of the problems with asking opinion-based questions. Say you ask, "How important do you feel honesty and integrity is in the workplace?" How else do you expect the candidate to answer that question?

So, most interviewers mix in at least a few questions that are designed to elicit facts, not opinions. Since you can't rely on what candidates say they will do, you can learn a lot from things they have already done -- while not always the case, the past is at least a fairly reliable indicator of the future.

How do you do that?

First ask one of the following behavioral interview questions. Then follow up; ask questions so you can fully understand the situation the candidate describes, determine exactly what the candidate did (and did not do), and find out how things turned out.

And keep in mind follow-up questions don't need to be complicated. Keep it simple:

"Really? So what did she do?"
"What did she say?"
"What happened next?"
"How did everything work out?"

All you have to do is keep the conversation going, since a great interview is really just a great conversation .

Here are some of the most common behavioral questions interviewers ask, and ways to answer them:

1. "Tell me about the toughest decision you've had to make in the past six months."

The goal is to evaluate a candidate's reasoning ability, problem solving skills, judgment, and possibly even willingness to take intelligent risks.

Bad answer: No answer. Everyone makes tough decisions, regardless of their position. My daughter worked part time as a server at a local restaurant and made difficult decisions all the time, like how to deal with a regular customer whose behavior constituted borderline harassment.

Good answer: Made a difficult analytical or reasoning-based decision. For example, wading through reams of data to determine the best solution to a problem.

Great answer: Made a difficult interpersonal decision or, better yet, a difficult data-driven decision that included interpersonal considerations and ramifications.

Making decisions on the basis of data is important, but almost every decision has an impact on people as well. The best candidates naturally weigh all sides of an issue , not just the business side or the human side.

2. "Tell me about a major mistake you made, and what you did to correct it."

The goal is to evaluate how a candidate deals with errors, takes responsibility, and works hard to learn from mistakes. (After all, everyone makes mistakes -- it's what you do about those mistakes that matters.)

Bad answer: "I really can't think of anything." Please. The only way to have no answer is to never have done anything. The same is true for, "I do everything I can to double-check my work and ensure I don't make mistakes." While that sounds good... nope. That's like saying, "My biggest weakness is that I care too much."

Good answer: The candidate takes responsibility for the mistake and does what is necessary to correct it. Of course that's what everyone should do, so don't give the interviewee too much credit for doing what he or she is supposed to do .

Great answer: The candidate took responsibility for a major mistake, worked hard to correct it, and took steps to ensure it would never happen again -- or at the very least to minimize the chances. Great employees see the past as training: It doesn't define them, but it does inform their decisions and actions going forward.

And they apply that same thinking to the people around them. Great candidates realize that other people make mistakes, too -- what you do afterwards is what counts.

3. "Tell me about the last time a customer or co-worker got upset with you."

The goal is to evaluate a candidate's interpersonal skills and ability to deal with conflict, especially in a professional setting. Make sure you find out why the customer or co-worker was mad, what the interviewee did in response, and how the situation turned out both in the short- and long-term.

Bad answer: The interviewee pushes all the blame and responsibility for rectifying the situation on the other person.

Good answer: The interviewee focuses on how they addressed and fixed the problem, not on who was to blame.

Great answer: The interviewee admits they caused the other person to be upset, took responsibility, and worked to make a bad situation better. Great employees are willing to admit when they are wrong, take responsibility for fixing their mistakes, and learn from experience.

Remember, every mistake is really just training in disguise --as long as the same mistake isn't repeated over and over again, of course.

4. "Tell me about a time you knew you were right, but still had to follow directions or guidelines."

The goal is to evaluate a candidate's ability to follow... and also to lead.

Bad answer: Found a way to circumvent guidelines "because I know I was right," or followed the rules but allowed his or her performance to suffer.

Believe it or not, if you ask enough questions some candidates will tell you they were angry or felt stifled and didn't work hard as a result, especially when they think you empathize with their "plight."

Good answer: Did what needed to be done, especially in a time-critical situation, then found an appropriate time and place to raise issues and work to improve the status quo.

Great answer: Not only did what needed to be done, but also stayed motivated and helped motivate others as well.

In a peer setting, an employee who is able to say, "Hey, I'm not sure this makes sense either, but for now let's just do our best and get it done" is priceless.

In a supervisory setting, good leaders are able to debate and argue behind closed doors and then fully support a decision in public--even if they privately disagree with that decision.

5. "Tell me about the last time your workday ended before you were able to get everything done."

The goal is to evaluate a candidate's commitment, prioritization skills, and ability to communicate effectively.

Bad answer: "I just do what I have to do and get out. I keep telling my boss I can only do so much, but he won't listen."

Good answer: Stayed a few minutes late to finish a critical task, or prioritized before the end of the workday to ensure critical tasks were completed.

You shouldn't expect heroic efforts every day, but some level of dedication is important.

Great answer: Stayed late and/or prioritized -- but, most important, communicated early on that deadlines were in jeopardy. Good employees take care of things. Great employees take care of things and make sure others are aware of potential problems ahead of time just in case proactive decisions may help.

Obviously there are a number of good and great answers to this question. "I stayed until midnight to get it done" can sometimes be a great answer, but doing so night after night indicates there are other organizational or productivity issues the employee should raise. I may sometimes be glad you stayed late, but I will always be glad when you help me spot chronic problems and bottlenecks.

6. "Tell me about a time you needed to motivate a co-worker."

The goal is to evaluate a candidate's willingness and ability to be an informal leader, a great sign of leadership potential.

Bad answer: The interviewee has never tried to motivate a co-worker. "I didn't feel like that was my place," is understandable answer, but is also a sign that the candidate is unwilling to step past defined roles. ("I'll show I can do the job before I have the job" is the approach most great employees take.)

Good answer: The interviewee offered encouragement. That's a nice start. But here's what is better.

Great answer: The interviewee offered encouragement... and also a helping hand. Words are great, but actions are greater. If a co-worker has fallen behind and is struggling to find the spark to keep going, pitching in is the perfect way to provide encouragement and support.

Plus, freely providing a helping hand is a sign of an outstanding team player.

7. "Tell me about a time you had to raise an uncomfortable issue with your boss."

The goal is to evaluate whether a candidate is willing to be candid and open when it's a lot easier to remain silent. Plus it's a nice way to evaluate how well a candidate "manages up," something that great employees typically excel at doing.

Not so great answer: "I've never done that." Why isn't this a bad answer? Some employees haven't been in a position to need to raise an uncomfortable issue. And certain bosses are the last people you want to talk to about problems that they may be causing.

Good answer: The candidate raised an issue about a process, a procedure, another department... something that won't make the boss defensive.

Great answer: The candidate raised an issue that could make the boss get defensive: Something he has done, or said, or should be doing...

Once during a meeting an employee asked me about potential layoffs. After the meeting an employee came to me and said, "I don't think your answer went over well. You gave them the company line but I think they expect more from you."

He was right.

Great employees have a feel for the issues and concerns of those around them, and are willing to step up and ask questions or raise important issues when others hesitate.

8. "Tell me about a goal you achieved."

The goal is... well, the goal of this one is obvious.

We'll skip the bad answer, because those are obvious.

Good answer: The interviewee was given a goal, was given (or created) a plan, and followed the steps required to achieve it. (Graduating from college is a good example; while certainly not easy, the steps are laid out for you and there are plenty of people to provide assistance along the way.)

Great answer: The interviewee chose her own goal, created her own plan, followed the steps required to achieve it... while adapting to the roadblocks, challenges, etc. that naturally popped up. Like Mike Tyson says, "Everyone has a plan until they get punched in the face."

Great employees are able to not just plan well but also react well .

9. "Tell me about a goal you failed to achieve."

The goal is to evaluate how the candidate deals with adversity, disappointment, and failure. (Plus, sometimes knowing when to give up is as important as knowing when to start.)

Bad answer: "I always achieve the goals I set. I don't give up until I do." Mhm.

Good answer: The interviewee was given a big goal, or possibly set that goal himself, didn't achieve that goal... and takes responsibility for not having achieved that goal. In short, the candidate doesn't push the blame on others, or the situation, or the economy, or a lack of... well, a lack of anything external.

Great answer: The interviewee set a huge goal, didn't achieve that goal, takes responsibility for not having achieved the goal... and not only takes responsibility but also learned from the experience: About himself, about what to do next time, about what motivates him, about what is truly important to him...

Most of the successful people I know have failed dozens of times. That's one of the reasons they are so successful : They try difficult things, and regardless of how it turns out, they come out the other side smarter, more skilled, more experienced.... they're better for the experience.

The Bottom Line

As with any other interview question, evaluate a candidate's answer on the basis of your company's culture and organizational needs.

Few candidates can bluff their way through more than one or two follow-up questions. Turning the interview into a fact-based conversation helps you identify potential disconnects between the candidate's résumé and his or her actual experience, qualifications, and accomplishments.

And you'll have a much better chance of identifying a potentially great employee, because a great employee will almost always shine during a fact-based interview.

A refreshed look at leadership from the desk of CEO and chief content officer Stephanie Mehta

Professions We Cover

Support & Video Tutorials

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.

	List of Questions	In-Person Mock Interview	My Interview Practice Simulator
Questions Unknown Like Real Interviews
Curated Questions Chosen Just for You
No Research Required
Share Your Practice Interview
Do It Yourself
Go At Your Own Pace
Approachable

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

Behavioral Interview Questions About Customer Service

Behavioral interview questions about failures.

7 Minute Read

Behavioral Interview Questions About Conflict Resolution

The better way to practice interviewing..

Simulate realistic interviews for over 120 job different titles, with curated questions from real employers.

Get the free training guide.

See the most common questions in every category assessed by employers and be ready for anything.

What Is AI Interview Prep?
Following Up After the Interview: Tips and Tricks
Key Tips For Negotiating A Job Offer

Get 1 month of access for just $19.99

Invest Risk-Free with our 30-Day Money Back Guarantee

Build Confidence and Land Your Dream Job

Get Your Free Training Guide

Enter your email to receive your guide, and be ready for whatever questions come your way.

We hate spam and promise to keep your email safe.

Thank you for requesting the free guide. You should receive the guide in your inbox momentarily.

Welcome back!

Forgot your password.

No worries. Enter your email below and we’ll send you instructions on how to reset your password.

Notification

Information.

The Interview Simulator is not enabled for mobile devices and tablets. Please use a laptop or a desktop to access it. If you are using a laptop and still receiving this message, your screen resolution is too low. Please hit the control button and zoom out with your mouse and try again.

Browser Not Compatible

The Interview Simulator is disabled for this browser due to compatibility issues. Please use the latest version of Google Chrome or Mozilla Firefox in order to take an interview.

Share on Twitter
Share on LinkedIn
Share on Facebook
Share on Pinterest
Share through Email

27 Common QA Interview Questions (And Answers!)

Over his 15-year career, Jason Boog has worked as a QA tester, QA analyst, and Senior QA Analyst on video games, commercial sites, and interactive web applications. He spent more than a decade building out the QA team and process as Director of Quality & Client Support at a full-service digital agency.

This guide lifts the lid on QA interviews and explores some QA interview questions and answers to help you prepare for the big day.

21-CRITICAL-QA-INTERVIEW-QUESTIONS-AND-ANSWERS

Job interviews are tough. It's as if every interview question was crafted to take you out of the race.

You spend time before the interview reading about the company, you rehearse your answers to every question you think they'll ask you, and then on the day of the interview, you show up an hour early and drink far too much coffee.

Yeah, we’ve all been there - interviews are anxiety-inducing at the best of times.

Well, we’re here to help reduce some of that pre-interview anxiety. This guide lifts the lid on QA interviews, lists common types of software testing, and explores some QA interview questions and answers to help you prepare for the big day.

How To Prepare For A QA Interview?

The best way to prepare for a QA interview is to honestly evaluate your abilities and focus on your strengths while acknowledging your weaknesses.

Brush up on your definitions, read through the questions and answers above, and remembering that the hiring process is as much about finding the right culture fit as it is finding the most qualified candidate.

To excel in your QA interview, it's crucial to be familiar with industry-leading test management software . These tools are often the backbone of any successful QA project.

How Long Does A QA Interview Take?

It depends on the interviewer, the interviewee, and how quickly you go through the questions.

QA interviews, whether it be for the position of a quality assurance engineer, analyst, manager or lead, can take a long time. Often there will be several rounds of interviews and a technical interview down the road.

In general, most QA interviews will take between one and two hours to complete, though there may be multiple interviews over the entire hiring process.

List Of QA Interview Questions And Answers

My goal with this article is to help prepare you for the kind of QA interview questions you'll be asked whether it's about automation, your testing process, or your personality.

Often, the interviewer will be interested in two things: your abilities as a QA engineer and your approach to testing.

Some QA interview questions will be open-ended or seem vague. This is because the interviewer wants to listen to your approach. They're trying to get a sense of the kind of worker you are, and, more importantly, if you're the kind of worker that will fit in with their testing team.

Without further ado, here's a list of common QA interview questions and answers for you to get an idea for your responses. Good luck!

1. Why should I hire you?

This is a favorite question for interviewers from all over the world. This isn’t a trick question - it’s an icebreaker.

Take this opportunity to put your strongest foot forward. Talk about what makes you passionate about QA, and why you’ll do the job better than anyone else on the QA team due to the unique combination of talent and personality traits that only you can bring to the role. Don’t worry about being self-critical or overly humble here. The question is designed to talk about the strengths of the applicant.

This question is so often mentioned in interviews that entire columns have been written to put minds at ease. If you’re still feeling like you need more guidance on how to answer this question, I recommend checking out BigInterview’s comprehensive article for further advice.

2. What is a bug?

A bug is any kind of error, mistake or failure in software code that prevent the software function from executing properly.

3. What is the difference between severity and priority?

These are important distinctions that must be known for proper time management. Severity is how difficult the issue is to fix. Priority is how important the issue is to fix.

Just because an issue is high severity doesn’t necessarily mean it’s high priority and vice versa.

Here’s an example of a high-severity, low-priority issue:

The application crashes when a rarely used function is run on legacy software that most users can’t access.

Here’s an example of a low-severity, high-priority issue:

The wrong company logo is displayed on startup.

4. What is the difference between Assert and Verify commands in test automation?

There is a lot of similarity between the two commands. Both check if the codes conditions are true. The difference is what happens next.

When an assert command fails it will stop executing code and the test will pause.
When a verify command fails it will plow ahead and execute the rest of the code.

Discover how to deliver better software and systems in rapidly scaling environments.

Your email *
By submitting this form you agree to receive our newsletter and occasional emails related to the CTO. You can unsubscribe at anytime. For more details, review our Privacy Policy . We're protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Comments This field is for validation purposes and should be left unchanged.

5. What is the difference between Quality Assurance, Quality Control, and Quality Testing?

Quality assurance plans the way in which test process will be monitored within a team and organization. Quality control finds defects and suggests ways to improve the software. Testing is the process in which quality assurance and quality control find bugs.

Here's a related guide on the difference between quality assurance and quality engineering , and the difference between quality control and quality assurance .

6. When should QA start?

QA should begin as soon as possible. The earlier QA analysts, QA testers, and QA team leads get involved in the process the more headaches are prevented later in the software development cycle. Static tests can be performed before the software is fully functional.

7. What is the QA testing life cycle?

You can talk about the testing process that you're most familiar with, but here is a standard version:

Requirements
Planning
Analysis
Design
Implementation
Execution
Conclusion
Closure

8. What is a test plan?

A test plan is a document that outlines the details of the intended test. It states before testing begins the required roles, potential risks and solutions, and resources it will use.

9. What does a test plan include?

Test plans should include:

The approach
Resources required
Intended schedule of the test/s

10. What would you include in an automation test plan?

Since building a plan for automation testing is a big undertaking, you don't have to go into every detail.

Instead, name a few important aspects of a test plan—for example, talk about how the plan should describe how the tests will be designed, how they will be executed, how defects will be managed, and what the test automation reporting will look like.

11. What is a Use case?

Use cases describe the cause and effect of a function. It makes sure that the user action and the system response are talking to each other properly.

12. What is a Test Strategy?

The test strategy outlines the plan for the testing stage of software development.

Unlike the test plan, which describes one specific test, the test strategy covers the entire testing phase of development and includes a description of the testing tools, test groups, test priorities, test record maintenance, and the test summary.

13. Are test strategies and test plans the same document?

No. Test plans collect and organize test cases.

Test strategies describe the approach towards testing. In general, test strategies are managed by the QA manager or QA lead while test plans are managed by the QA testers.

14. What are some different kinds of testing?

Answer: Answer: Regression testing, exploratory testing, functional testing, load testing, integration testing, unit testing, cross-browser testing white box testing, black box testing, volume testing, alpha testing, beta testing, and so many more.

For more on different testing techniques, check out our post on software testing types .

15. What do you think are some advantages of manual testing?

Here are a few advantages of manual testing that you can talk about:

It can be less expensive compared to automated testing.
For new teams or people new to QA, it can be easier to learn how to run a manual test, so they can be rolled out faster.
To a similar point, manual testing can be great on short-term projects when test scripts won't be re-used many times.
You can analyze the product from the point of view of the end-user when doing manual testing.
Testing the GUI can feel more intuitive and lead to more accurate results when doing a manual test; the visual accessibility and preferences can be tricky to automate.

Here's an article where you can read more about the pros and cons of manual testing and automated testing .

16. What is a good test case?

A good test case clearly states the parameters in which the test will be performed and the bugs it hopes to find.

17. What is the difference between functional and nonfunctional testing?

Functional testing tests the key parts of the software to ensure it matches requirements and specifications. Nonfunctional testing tests important but not crucial aspects of the software such as load times, stress, and overall performance.

18. Should QA's resolve production issues?

You might have varying opinions on this one, but I'd advise you to answer "Yes".

It’s often good for the QA to be involved in solving production issues. They should, when possible, write test cases , review test data and try to find the issues. By getting involved, the QA is minimizing the number issues in the final product.

19. When you find a bug in production, how do you ensure the bug gets resolved?

The best course of action is to immediately write a test case for the bug and run a regression test . That way any future tests performed on the software should check specifically for that bug.

20. What did you do in your last project?

There are no clear answers, only guidelines, for this one. It's common for interviewers to ask about your career trajectory and previous projects, so make a quick list of points in advance so you can speak to the projects that you think best represent your work.

The biggest piece of advice I can give is to answer as honestly as possible. Don’t exaggerate or undervalue your contribution in previous teams. Highlight moments when you took on QA project manager work outside of your responsibilities to demonstrate your ownership. Tell them what your day-to-day role was, what tools you used, and how the QA testing went.

21. How do you prioritize when you have so many tasks?

Think about how you’ve approached busy moments in the past. Are you a strict scheduler? Or do you prefer budgeting your time more loosely, allowing room to adapt to sudden issues? Again, these testing interview questions are more about determining whether you’re a good personality fit for their team.

If you’re somebody who feels that prioritizing multiple projects is one of your weak points, the Harvard Business Review has a guide on how to properly prioritize at work.

22. Tell me about your most difficult project.

Take a deep breath. Let it all come back to you, the emotions, the late nights trying to find the problem, the inordinate amount of take-out boxes piled up on your test.

This is a great opportunity to let your passion for QA come out. Walk them through what caused you the most difficulty, why it was so hard to find the solution, and how hard you worked to resolve the issue.

23. Tell Me about A Time You Missed a Bug

In the very first question I told you to unselfconsciously put your best foot forward. This is why. Not every question is going to be phrased in a way that puts you in the best light.

In a QA interview the person tasked with hiring needs to know that any potential team members are open about making mistakes.

The worst thing a QA tester can do is act as if they’ve never made an error. Be open and honest. By the time you’re sitting in an interview, it’s a certainty that you’ve missed a bug or made a mistake. Talk them through the mistakes you made, how you resolved the problem, and what you’ve learned from it.

24. How would you test a broken toaster?

This is a bonus question because some organizations like these sort of questions and others don’t. On one hand it puts the interviewer in a difficult position, and one they almost certainly didn’t expect to be in. But the benefit is that it requires quick, out of the box thinking and presents an opportunity for the interviewee to demonstrate their creativity.

Due to the spirit of the question, I’m not going to tell you how to test a broken toaster. That’s up to you.

25. What are important characteristics for leaders in QA?

A question like this will probably be among any set of QA engineer interview questions or similar positions geared towards leadership. You might also be asked this question because your future manager would like to know what qualities you look for in your leaders.

Either way, the best answer is an honest one. Reflect on this and prepare to talk about what types of environments you work best in, and how leaders can help create that environment. Some ideas to talk about are strong communication, active listening, honesty, psychological safety, empowerment, autonomy, vision, and more.

26. What do you think is the most important test metric, and why?

There's no correct answer to this question, especially because your chosen metric will depend your goals and the type of test you're running—acceptance testing will measure very different metrics from exploratory testing, for example.

To answer this question, prepare to talk about common QA metrics such as "bugs per test" which can be applied to many different types of testing, and what insight this metric tells you.

Also prepare to talk about the rationale for choosing a specific metric according to the goals of your test and the goals of the wider organization, the test environment, and how you might go about doing it.

For bonus points, you should check out Niall Lynch's piece on a QA metric that he has developed, called T2Q or Time to Quality —it can be applied pretty universally over any type of test, can be easily measured, and it tells you something meaningful about your test efforts.

27. What are some goals you have for your career?

You'll need to find these answers on your own, but to get some ideas, here's an article covering about managing your QA career .

Join Our Community Of Technology Leaders in Quality

We’re passionate about quality and exist to equip you with the resources and support to save the world from bad software.

Remember to join our newsletter to get updates when we publish fresh articles and podcasts from leaders in the field.

If you're looking for a resource on all things QA like monkey testing, smoke testing, writing test script, performance testing, how to conduct a quality audit, static testing, stress testing, negative testing, or what life is like as a QA analyst or a QA tester, then comment below and let us know what you want to know!

Leadership In Test: Testing As A Team

Leadership in test: introduction, 12 c++ interview questions and answers (basic to advanced).

IMAGES

8 Problem-Solving Interview Questions You Should Ask • Toggl Hire
35+ Common Behavioral Interview Questions and Answers
Problem-Solving Interview Questions And Answers (With Examples)
Most Common Behavioral Interview Questions
How Do You Solve Problems Interview Question
Tips for Answering Behavioral Interview Questions [INFOGRAPHIC]

COMMENTS

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.
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.
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.
Top 50 Behavioral Interview Questions and Answers
10. Tell me about a time you had to make an unpopular decision. If you're applying for a management role, this is one of the most common behavioral questions you'll encounter. Many members of the leadership team have to make difficult choices, and sometimes, they won't resonate with team members.
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.
50+ Common Behavioral Interview Questions and Answers (Updated 2024)
Strong problem-solving skills are crucial for roles that involve strategizing, troubleshooting, process improvements, and driving innovation. Common Behavioral Interview Questions on Problem-Solving. 1. Describe a complex problem you faced in a previous role.
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. Company reviews. ... Behavioral interviews help employers determine your skills and qualities, such as problem-solving, customer service, critical thinking and communication.
40+ Behavioral Interview Questions (Tips + Sample Answers)
Summary of the Main Points. Behavioral interview questions are the questions that begin with "Tell me about a time when…" "Can you recall a situation in which…" "Talk about a time when…" "Give an example of a time when…". These questions focus on your past behavior in order to predict how you'll behave in the future.
6 Common Problem-Solving Interview Questions and Answers
How to Answer 11 Common Behavioral Interview Questions. Types of Problem-Solving Interview Questions ... To craft an effective response to a problem-solving interview question, first, make sure you understand the problem. Listen carefully and take notes if necessary. Don't hesitate to ask for clarification or additional information to ensure ...
Problem-Solving Interview Questions And Answers (With Examples)
Problem-solving questions are used to focus on a candidates past experience with managing conflicts and overcoming obstacles in the workplace. When answering these questions, be sure to make your answer relevant to the position that you are applying to and be honest about your strengths and weaknesses. Be sure to provide examples from previous ...
50 Interview Questions About Problem Solving (With Answers)
Demonstrating your ability to tackle challenges effectively can set you apart from other applicants. Here are five tips to help you showcase your problem-solving skills during an interview: 1. Use the STAR Method. Structure your responses using the Situation, Task, Action, and Result (STAR) method.
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.
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 ...
Top 20 Problem Solving Interview Questions & Answers
8. Detail how you've handled a scenario where team members disagreed on the solution to a problem. Navigating team disagreements can reflect deeper dynamics such as power struggles, communication breakdowns, or diverse perspectives. This question helps understand how a candidate resolves conflicts and builds consensus.
51 Behavioral Interview Questions & Answers To Master
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. ... 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 ...
Top 50 Problem Solving Interview Questions and Answers
Behavioral-Based Problem Solving Interview Questions 1. "Describe a challenging problem you encountered and how you resolved it." How to Answer: When responding to this question, follow the STAR method (Situation, Task, Action, Result) to structure your answer effectively: Situation: Set the context by describing the problem you faced.
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 ...
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 ...
Behavioral Interview Questions: These Are 40 Most Common Ones
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 ...
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 ...
9 Most Common Behavioral Interview Questions and Answers
1. "Tell me about the toughest decision you've had to make in the past six months." The goal is to evaluate a candidate's reasoning ability, problem solving skills, judgment, and possibly even ...
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.
Problem Solving Interview Questions and Answers
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 ...
10 Behavioral Job Interview Questions and Answers
Behavioral interview questions aim to reveal insights about your character, skills, and abilities by understanding past behaviors. When answering, consider using the STAR method (situation, task ...
27 Common QA Interview Questions (And Answers!)
List Of QA Interview Questions And Answers. My goal with this article is to help prepare you for the kind of QA interview questions you'll be asked whether it's about automation, your testing process, or your personality. Often, the interviewer will be interested in two things: your abilities as a QA engineer and your approach to testing.

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.

Related Posts

MORE JOB INTERVIEW TOPICS

ACE YOUR JOB INTERVIEW

Top 50 Behavioral Interview Questions and Answers

By Mike Simpson

What Are Behavioral Interview Questions?

How to Answer Behavioral Interview Questions

CLICK HERE TO GET THE BEHAVIORAL INTERVIEW CHECKLIST

Top 10 Common Behavioral Interview Questions and Answers

2. How do you manage stress on the job?

3. Tell me about a time when you had a conflict with a coworker. How did you navigate the situation?

4. Describe a time when you had to adapt quickly to a change in priorities.

5. Can you tell me about a time when you failed on the job?

6. Tell me about a time when you led a team.

7. Describe a time when you had to deal with an upset customer. How did you handle it?

8. How do you approach goal-setting?

9. Tell me about your greatest professional accomplishment.

10. Tell me about a time you had to make an unpopular decision.

40 More Behavioral Interview Questions

Putting It All Together

FREE : Behavioral Interview Questions PDF Checklist

About The Author

50+ Common Behavioral Interview Questions and Answers (Updated 2024)

Common Behavioral Interview Questions and Answers : Problem-Solving

Common Behavioral Interview Questions on Problem-Solving

Common Behavioral Interview Questions and Answers: Teamwork & Collaboration

Common Behavioral Interview Questions on Teamwork & Collaboration

Common Behavioral Interview Questions and Answers: Communication Skills

Common Behavioral Interview Questions on Communication

Common Behavioral Interview Questions and Answers : Adaptability & Growth Mindset

Common Behavioral Interview Questions on Adaptability & Growth Mindset:

Common Behavioral Interview Questions and Answers: Leadership

Common Behavioral Interview Questions on Leadership:

Common Behavioral Interview Questions and Answers: Handling Stress/Pressure

Common Behavioral Interview Questions on Handling Stress/Pressure

40+ Behavioral Interview Questions (Tips + Sample Answers)

Full List of Behavioral Interview Questions

Behavioral questions about problem-solving and decision-making

Tell me about a time when you solved a complex problem at work.

Give an example of a decision you made that was a failure. What happened and why?

Behavioral questions about leadership and management

Discuss a situation when you had to lead under pressure or a tight deadline.

Behavioral questions about communication

Can you describe a difficult conversation you’ve had at work and its outcomes?

Behavioral questions about initiative, ownership, and motivation

10 Most Common Behavioral Questions with Sample Answers

Tell me about a time when you or your team achieved a significant goal.

Sample answer (Retail):

Sample answer (Marketing):

Create a list of situations

Use the STAR method

Deliver your answers with confidence

Mistakes to avoid

Giving vague answers

Coming unprepared

Using AI-generated responses

What to Do If You Never Experienced a Situation They Ask You About

Say you’ve never been in that situation before

Give a hypothetical scenario

Draw from a similar experience

Summary of the Main Points

What are scenario-based questions, and are they any different from behavioral questions?

Which behavioral questions are the most difficult to answer?

How can I answer a behavioral question if it refers to a situation that never happened to me?

Can I use examples from my professional career to answer behavioral questions?

What if I don’t understand a behavioral question I’m being asked?

Do I have to use the STAR method for answering all behavioral questions? Are there alternatives?