situation problem solving questions

Top 20 Problem Solving Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

By Mike Simpson

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

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

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

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

What Is Problem-Solving?

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

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

What part is that? The word “process.”

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

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

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

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

How to Answer Problem-Solving Interview Questions

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

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

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

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

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

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

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

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

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Top 3 Problem-Solving-Based Interview Questions

Alright, here is what you’ve been waiting for: the problem-solving questions and sample answers.

While many questions in this category are job-specific, these tend to apply to nearly any job. That means there’s a good chance you’ll come across them at some point in your career, making them a great starting point when you’re practicing for an interview.

So, let’s dive in, shall we? Here’s a look at the top three problem-solving interview questions and example responses.

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

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

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

EXAMPLE ANSWER:

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

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

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

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

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

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

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

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

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

17 More Problem-Solving-Based Interview Questions

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

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

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

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

Putting It All Together

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

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

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Mike simpson.

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

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• Behavioral Interviews

Answering Problem-Solving Interview Questions: Tips and Examples

Problem-solving skills are difficult to describe and quantify: they’re a combination of different hard and soft skills such as logical inference, technical knowledge, adaptability and innovation, leadership potential, decision-making, productivity, and collaboration.

All are crucial for developing expertise and delivering results at work — especially when the going gets tough.

And because problem-solving is so important, you’re almost guaranteed to get asked about it in a job interview. Read on, and make sure no problem-solving question catches you off guard.

In this article, you’ll learn:

• How to answer problem-solving job interview questions
• Types of problem-solving questions
• Why recruiters ask these questions and what your answers might reveal
• Sample answers for the main types of problem-solving questions

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How to Answer Problem-Solving Job Interview Questions

Here’s how to understand the intention behind problem-solving interview questions and create an informative answer that will highlight your expertise and potential.

Understand the problem-solving question and why recruiters ask it

Reflect on your thought process, be specific, follow up with clear outcomes, use the star method.

Hiring managers and recruiters want to know how you identify roadblocks, analyze information, and overcome challenges. These challenges can vary from specific, technical issues to more general issues like improving company processes or handling interpersonal relationships.

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.
• Describe a time when you didn’t know how to solve a problem. What did you do?
• Describe how you approach a complex or difficult problem.

Here’s what these questions help recruiters discover:

Your adaptability and innovation

Are you an out-of-the-box thinker who’s open to new ideas and who can handle uncharted waters easily?

Efficiency and productivity

Are your problem-solving skills contributing to the team’s performance, removing bottlenecks, smoothing out processes, and keeping projects on track?

Collaboration and communication

Are you successfully collaborating with others to find solutions? Are you handling people-related problems effectively?

Decision-making

Can you efficiently evaluate different options and reach a decision independently? Can you make sound decisions to minimize risks and maximize benefits and opportunities?

Leadership potential

Are your problem-solving skills so good that they open up new opportunities for you to move in the leadership direction ?

Problem-solving interview questions are not tied to a specific role and industry. Mastering your problem-solving skills will help you stand out from the competition and be more successful in your role, whatever it may be.

And if you need help with answering other common interview questions, sign up for our free course !

Be mindful of your thought processes when you face a difficult problem.

Is your initial reaction to panic or are you calm and enthusiastic to tackle it? Is the problem stopping you from focusing on everything else you’re working on? Do you look at the problem as a whole or do you break it down?

Understanding how you think and approach the problem will help you know yourself and improve your problem-solving skills, but it’ll also make it easier to answer these tricky questions during an interview.

Tailor your answers to problem-solving interview questions so that you cover specific details, actions, and skills relevant to the position. If possible, list the results and share lessons learned from an experience you’re describing.

We’re not saying you should lie and make up a story about your problem-solving skills for each position you apply for; remember that this is a broad set of skills and you surely have something relevant from your past experience that you can bring up.

💡 For example, if you’re a Customer Service Representative applying for the same role in another company, you can speak about how you solved a customer’s problem or how you helped the team switch to a new CRM tool and transfer all the data.

💡 If you’re applying for a leadership role in the customer service field, you can speak about how you handled an interpersonal problem within a team or how you spotted bottlenecks and modified processes to make the team more efficient.

💡 If you’re moving to a Sales position, you can highlight your selling experience and talk about a time when you had to solve a customer’s problem and you managed to upsell them in the process.

Prove you have outstanding problem-solving skills by listing clear outcomes for every problem you solved. They can be quantitative or qualitative.

💡 Fixed a process? Say that it improved team productivity by X%.

💡 Handled a difficult client? If they became a VIP customer later on, mention it.

💡 Resolved a conflict? Describe how the experience helped you strengthen the bonds in a team.

💡 Solved a complex technical problem? Say that you got a bonus for it, or that you expanded and improved the existing documentation to help coworkers in the future.

Whenever possible, use the STAR (situation-task-action-result) method in your answer:

• (S) ituation: Describe the situation and provide context.
• (T) ask: What tasks you planned on doing to tackle the issue, your contribution.
• (A) ction you took (step-by-step).
• (R) esult of your efforts.

It’ll help you create a well-rounded answer that’s informative and engaging. Plus, using this method to prepare answers in advance will help you memorize the story quickly and easily.

✅ Bear in mind that not every problem-solving interview question can be answered with a STAR method. Some questions will be very specific and will ask for quick and short information about a certain tool or similar. Other questions, the ones beginning with “Give me an example when…” or “Tell me about a time when…” will be the perfect opportunity to use the STAR method.

Also, remember that there’s never a single correct answer to a problem-solving question, just like there usually are multiple solutions to a given problem — a study on the hospitality industry revealed that the most successful problem-solving strategies applied in the workplace were always very specific to given circumstances.

Questions about your problem-solving skills are just one group of the standard interview questions, you can be almost sure you will get asked. Prepare for other interview “classics” with our dedicated guides:

• Tell Me About Yourself: Sample Answers
• Where Do You See Yourself in 5 Years?
• Why Did You Leave Your Last Job?
• What Are Your Strenghts?
• What Is Your Greatest Weakness?
• How Do You Handle Conflict?
• Why Should We Hire You?
• Why Do You Want to Work Here?

If prepping for a video interview, learn what to expect from this guide: Video Interviewing Tips & Tricks

And if you’re interested in interviewing for specific positions, see:

• Sales Interview Questions and Answers
• Customer Service Interview Questions and Answers
• Customer Service Manager Interview Questions and Answers
• Behavioral Interview Questions for Customer Service

Types of Problem-Solving Job Interview Questions

How do you approach complex problems.

• Can you provide an example of a challenging issue you’ve encountered and how you resolved it?

How do you prioritize multiple tasks when faced with tight deadlines?

• Tell me about a time when you faced a difficult problem at work. How did you solve it?
• Tell me about a time when your team faced a problem and you helped to find a solution.

Describe a situation in which you received criticism for your solution to a problem. How did you handle that?

Can you provide an example of when you had to collaborate with a team to solve a work-related problem.

• Can you describe a situation where you had to use your problem-solving skills to make a decision?

How would you respond if a high-priority project was suddenly delayed, jeopardizing the deadline?

Imagine a scenario where your manager was unavailable, but a client had an urgent issue – what would you do, if you encountered a high-stress situation that required you to stay calm and focused, how would you handle it.

• Imagine you’re faced with a tight deadline, but you’ve encountered a significant roadblock. How would you handle this situation?
• How would you assess and resolve a performance issue in a web application?
• Describe your approach to troubleshooting a networking issue that spans multiple devices.
• How would you approach debugging a piece of software with limited documentation?
• How would you deal with an angry VIP customer if your boss was away?
• What would you do if you noticed a decline in the ROI of your team?
• How would you troubleshoot an error in a software product that has been released to customers?

1. General problem-solving questions

These questions aim to discover your general approach to problems and challenges.

Interviewers want to know how you approach the process of solving complex problems. Do you jump straight into it or do you take a step back, break the problem down into manageable components, analyze the info you have, and then dive in?

Can you provide an example of a challenging issue you’ve encountered and how you resolved it?

Can you assess a situation and find the most appropriate solution? Can you handle the pressure? Do you take the lead during difficult times? Are you able to take responsibility for the outcomes?

This question is more specific than the previous one, so make sure you think about a situation in advance and prepare your answer using the STAR method.

Big Interview’s Answer Builder can help you shape your answer. You’ll be able to list and filter the points you’d like to mention, add details and rearrange the order to create a compelling story.

Plus, you’ll get bite-sized tips on how to answer the most common interview questions while you’re in the Builder.

Recruiters want to know how you set criteria based on which you’ll set priorities, how and if you juggle between multiple tasks, and how you communicate and collaborate with other people involved.

General problem-solving sample answer

“Tell me about a time when you faced a difficult problem at work. How did you solve it?”

Behavioral questions about problem-solving

Behavioral questions ask for specific situations from your past in which you displayed a certain behavior. Based on it, recruiters hope to predict how you’ll perform in the future.

Tell me about a time when your team faced a problem and you helped to find a solution

This one’s asked to assess your teamwork and cooperation skills in tough situations.

Interestingly, a 2015 study on problem-solving in the workplace showed that when it comes to expertise-related problems, employees rarely relied on trial-and-error or information retrieval as modes of problem-solving.

Instead, they mostly relied on help from others, that is, their coworkers who they believed were experts on the subject matter.

This puts emphasis on the importance of teamwork and collaboration in problem-solving. And you certainly noticed how easier it gets to solve a problem (or brainstorm a new idea) as a group, when different individuals bring fresh, unique ideas to the table.

So, recruiters want to know if you’d be cooperative and open to a teamwork experience, and these factors might hint at how you’ll fit in with the team.

This one checks how you handle feedback and criticism — it’s challenging, but it’s essential for growth.

In your answer, make sure you depict a situation in which you demonstrated that growth mindset and the ability to see that taking criticism is not a sign of weakness (or a personal attack on you) but a unique opportunity to learn something new.

Similarly to the first question in this group, this one aims to see how you perform in a team and solve problems collectively.

According to a study , in a team, task completion can be independent , when each team member completes their own activities, sequential , when activities go from one team member to another, reciprocal , when activities are done back-and-forth between team members, or intensive , when all team members work on activities and problem-solving simultaneously.

Recruiters want to get to know more about your ideal teamwork process model and how you connect with others to solve problems.

Your answer will tell them if you’re a good team problem-solver, team player, and if you’re able to give and share credit, as well as take responsibility if something goes wrong.

Behavioral problem-solving sample answer

“Can you describe a situation where you had to use your problem-solving skills to make a decision?”

Situational problem-solving questions

Situational problem-solving questions put you in a hypothetical situation, present a problem, and ask for your opinion/solution.

Even if you haven’t encountered a similar situation in the past, it will help you to draw parallels from your experience to create answers to these questions.

Your answer to this question will tell recruiters about your flexibility, time and task organization, prioritization, as well as how you handle pressure.

An ideal employee will be able to think quickly and adapt to unforeseen circumstances, all the while remaining calm and composed. You’ll want to aim at displaying these qualities in your answer.

Taking the lead and taking calculated risks shows that a person has outstanding problem-solving skills and is not afraid to take initiative, which shows leadership potential.

Your answer to this question needs to demonstrate your ability to quickly analyze information, weigh pros and cons of a situation, and make decisions on the spot. This is especially important if you’re applying for leadership positions, like a team leader or a project manager.

Recruiters and hiring managers want to assess your ability to handle stress, make rational decisions, and maintain a focused approach in tricky, high-pressure situations.

Make sure to provide them with relevant examples from your past that will paint a picture of your skills and abilities. This is especially relevant for high-pressure positions such as police officers, lawyers, financial analysts, and similar.

Situational problem-solving sample answer

“Imagine you’re faced with a tight deadline, but you’ve encountered a significant roadblock. How would you handle this situation?”

Technical questions about problem-solving

Technical problem-solving questions are based on the technical knowledge that underlies each role. They aim to check your expertise or the means by which you connect the dots or obtain information if you don’t possess it.

Will you sort through the documentation to find a solution? Or is your first reaction to recall a past experience? Perhaps you prefer connecting with an expert or a coworker with more experience than you. Or you’re the type of person to synthesize your existing knowledge and try to find a solution through trial and error. Maybe you’ll turn to a book or a course? Whatever it is, recruiters would like to know.

There are many ways to solve these problems and your preferred strategies will give recruiters insight into how you think and act.

Examples of technical questions about problem-solving are:

💡 Bear in mind that, with the rapid development of AI, the majority of technical tasks might be overtaken by robots in the future. That’s why it’s important that you work on your non-technical skills, too. Employers are already admitting that problem-solving skills are the second most important skill they’re looking for. For this reason, researchers are working hard to find and develop frameworks for helping people improve their problem-solving capabilities — you can read more about it in this paper on problem-solving skills among graduate engineers .

Technical problem-solving sample answer

“How would you troubleshoot an error in a software product that has been released to customers?”

✅ Pro tip: Practicing in advance is the only way to make sure your answer is flawless! The Mock Interview Tool will help you record your answer and get instant feedback on its quality and delivery. From power words and your pace of speech to “ummm” counter and eye contact, you’ll get help on how to improve in no time!

Our tool helped AJ land his first job in tech and get 7 job offers in the process . “I think Big Interview was super helpful in that aspect of having canned answers for every possible scenario and being in the moment of answering those questions.”, said AJ.

Problem-Solving Interview Questions: Popular Opinions vs. Expert Advice

Now that we covered different types of problem-solving questions and how to answer them, we decided to dive into popular forums and see what job-seekers have to say on this topic. We picked pieces of advice that resonated with the community and confronted them with expert-backed best practices. Let’s see where we stand.

IndianaJones Jr on Reddit said : “If I was an interviewer asking this question, I would expect a personalized answer relevant to yourself, not to specific projects. At least that’s my interpretation.

“What are your experiences in problem-solving?” 

Sample answer: Generally, when I’m working on a project I find it’s easier to start at the end and work backwards. I use that to get a broad strokes idea of where my work needs to take me on any particular project and then I head in that direction. I find that when I get to specific problems I can get too stuck on using tried and true methods so I try to encourage myself to use out-of-the-box solutions. For example [your example here]…”

Career expert comments:

The “bones” of this sample answer are solid. It puts emphasis on breaking down the candidate’s thought process and displays patterns through which the candidate solves problems and learns along the way. However, the most important part of the answer — the actual example of a candidate’s problem-solving skills put to practice — remains a placeholder. Remember, the more specific you get in your answer, the better the impression you make on the interviewer. So here, I recommend paying equal attention to a specific situation in which you solved a problem and using the STAR method to tell that story.

Ambitious_Tell_4852 , when discussing the question “Give an example of a challenge you faced and how you overcame it,” said: 

“Clearly, that is the standard trick question designed for a prospective new hire to tell a prospective employer about his/her professional weaknesses. Oldest “negative Nelli’’ question imaginable during the interview process. Always keep your answer thorough and positive albeit sickeningly sugar-coated! 😁”

This is, straight-out, a bad piece of advice. If an interviewer wants to hear about your weaknesses, they will ask “What is your greatest weakness?” 

A question about overcoming a challenge isn’t a trick question at all. I’d argue it’s actually an opportunity to share some of your proudest wins. But when it comes to answering this question, it’s true that your answers do need to be thorough and positive. This doesn’t mean you need to sugar-coat anything, though. Interviewers don’t want to hear you downplaying your challenges. On the contrary, they want to hear you speak about them honestly and explain what you learned from them. And being able to do so puts a healthy, positive spin on the situation. To put it shortly: provide a real example from your past, answer this question honestly, and emphasize the results and lessons learned. 

Here’s an opinion from a hiring manager, Hugh on Quora, about how to answer a question about a time you needed to solve a problem:

“It really doesn’t matter what the problem you describe is or how you solved it. What I am looking/listening for is 1) the size of the problem (the bigger, the better, a broken shoelace before going out on a date is not an impressive problem) and 2) a step-by-step process to a satisfactory solution (if suddenly all variables fell into place does not show me that you solved the problem — you were just there when it solved itself).

I am also looking/listening for an example of how you solve a problem after you are hired. I may have to explain it to my superiors, and I would like to know that I have a complete and accurate story to tell.”

Career expert comments:  

A good piece of advice from someone who has first-hand hiring experience. When talking about problem-solving, a detailed description of your process is key. The only thing I wouldn’t agree with is having to choose a “big” problem. If you do have experience solving a big problem, that’s great. But sometimes you won’t have a major problem to talk about, and it largely depends on your level of experience and your position. So pick a relevant difficulty, even if it’s not that big, in which you displayed skills relevant to the role you’re applying for.

• Problem-solving skills encompass your logical inference, technical knowledge, adaptability and innovation, leadership potential, decision-making, productivity, and collaboration.
• Because these skills are important in the workplace, there’s a variety of problem-solving interview questions recruiters will ask to assess you.
• Some of them include behavioral, situational, or technical problem-solving questions.
• In order to answer these questions, you need to be aware of your thought processes when faced with a problem.
• In your answer, be as specific as you can and use the STAR format whenever possible.
• Make sure to highlight outcomes, results, or lessons learned.
• As always, the best strategy is to anticipate these questions and prepare rough answers in advance. Including practicing your answer so you’re confident for your interview.

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• Learn how to talk about your proudest accomplishments without bragging or underselling yourself.
• Learn how to answer tricky questions about conflict resolution in the workplace.

How can I improve my problem-solving skills?

Stay in the loop with new technologies and trends. Accept challenges and problems as a way to grow, don’t panic over them. Acquire a systematic approach to analyzing problems, break them down into smaller components which will help you discover root causes and devise a solution plan. Practice logical thinking, evaluating evidence, and staying objective. And give yourself time. Perhaps not surprisingly, studies suggest that the more business experience you have, the better you become at problem-solving.

Are there specific resources available to practice problem-solving interview questions?

There’s a variety of resources available to you, such as courses and Youtube tutorials, Facebook/LinkedIn groups, forums such as Reddit and Quora, books, or online platforms like Big Interview. If you’re trying to develop technical problem-solving skills, you might benefit from relevant platforms’ knowledge bases or YT channels; but if you’re looking specifically for how to answer interview questions, platforms like Big Interview are the way to go.

How should I handle a question about a problem-solving scenario I have not encountered before?

Don’t be afraid to ask additional questions for clarification. If you’ve never dealt with this problem before, be honest about it but answer how you would solve the problem if you were faced with it today. Break the problem down into manageable steps, try to recall a similar situation from your own experience that could help you draw parallels, and propose several different solutions.

Can I talk about my problem-solving experiences derived from non-professional settings such as student projects?

Yes, especially if you’re a recent graduate or a candidate with limited experience. You can use experiences and examples from student projects, extracurricular activities, and you can even use examples from your personal life, as long as you present them in a professional manner and connect them to the position you’re applying for. Remember to highlight the results, as well as the skills that helped you solve the problem and that are relevant to the position you’re applying for.

Are there any common mistakes to avoid when answering problem-solving questions during an interview?

The most common mistake is not preparing in advance which causes rambling. You need to make sure that your answer is informative and well-structured, and that you’re not only presenting a solution but also laying down the steps to display your logical reasoning. Make sure not to forget to give credit to teammates if they contributed to solving the problem you chose to talk about. Finally, for a coherent and informative presentation, make sure you use the STAR method.

What can I do if I don’t know the answer to a technical problem-solving question in an interview?

Handle it professionally. You can always try to reach a conclusion by breaking down the problem and thinking out loud to show your thinking mechanism. Draw parallels between the problem at hand and another similar problem you encountered before. Lay down possible solutions, even if you’re not sure they’ll work, and be transparent — feel free to tell the recruiter you’re not sure how to answer it, but make sure you emphasize that you’re open to learning.

Can I ask for help or guidance from the interviewer during a problem-solving question?

Avoid asking for help directly, but ask for clarification in case something is unclear or if you need additional information. Sometimes, the interviewer will take the initiative and provide you with hints to encourage you and see how you think.

How can I demonstrate creativity and resourcefulness when answering problem-solving questions?

It’s all about storytelling! Preparing in advance will provide some space for displaying your creativity. You can do it by making fun analogies or drawing parallels from well-known situations; or making pop-culture references.

Maja Stojanovic

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15 Common Problem-Solving Interview Questions

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

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

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

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

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

Key Takeaways for Effective Problem-Solving Interview Questions

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

Technical Problem-Solving Interview Question Examples

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

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

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum  

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

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

3. Build a Palindrome

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

4. Subarray Division

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

5. The Grid Search 

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

Common Non-Technical Problem-Solving Interview Questions 

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Strategies for Answering Problem-Solving Questions

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

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

1. Shine in Interviews With the STAR Method

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

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

2. Rise above difficult questions using the SOAR method

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

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

3. Do It the PREP Way

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

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

How to Customize Problem-Solving Interview Questions 

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

Here are some tips to do so:

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

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30 Common Situational Interview Questions and Expert Answers

Situational interview questions have become increasingly popular in the hiring process. These types of questions are designed to assess a candidate’s ability to handle real-world scenarios and make critical decisions on the fly.

Importance of situational interview questions

Perhaps the biggest reason why situational interview questions have become so important is because they allow hiring managers to see how a candidate might perform on the job. Rather than simply asking a candidate to describe his or her skills and experience, situational interview questions force the candidate to think critically and demonstrate his or her problem-solving abilities.

Additionally, situational interview questions allow hiring managers to get a sense of the candidate’s values and work ethic. A candidate who demonstrates a commitment to ethical behavior and a willingness to take initiative in difficult situations is likely to be a strong contributor to any team.

How to prepare for a situational interview

If you’re preparing for a situational interview, there are a few things you can do to ensure that you’re ready to respond effectively to these types of questions.

First, take some time to review the job description and research the company. Familiarize yourself with the key skills and competencies that are required for success in the role, as well as the company’s core values and mission.

Next, prepare specific examples from your past experiences that demonstrate your ability to handle challenging situations. Take note of times when you’ve had to make difficult decisions, work under pressure, or solve complex problems.

Finally, practice your responses to situational interview questions with a friend or family member. Use the STAR method (Situation, Task, Action, Result) to structure your responses and ensure that you’re providing a clear and concise description of your actions and outcomes.

General Tips for Answering Situational Interview Questions

A. what is a situational interview question.

A situational interview question is designed to assess a candidate’s ability to handle hypothetical scenarios they may face on the job. These questions typically begin with “What would you do if…” or “How would you handle…” and require the candidate to provide a detailed response that showcases their critical thinking and problem-solving skills.

B. Why do interviewers ask situational questions?

Interviewers ask situational questions to gain insight into a candidate’s thought process and decision-making abilities. They want to know how the candidate would handle specific situations that may arise in the role they are interviewing for. By asking situational questions, interviewers can determine if the candidate is a good fit for the position and if they have the skills necessary to succeed in the role.

C. What do interviewers look for in your answers?

When answering situational interview questions, interviewers are looking for a few key things. They want to see that the candidate can think on their feet and come up with creative solutions to problems. They also want to see that the candidate can communicate effectively and articulate their thought process clearly. Finally, interviewers are looking for candidates who can show empathy and understand the perspectives and needs of others.

D. Tips for answering situational questions

To answer situational interview questions effectively, it’s important to follow these tips:

• Listen carefully to the question and ask any clarifying questions if needed.
• Take a moment to gather your thoughts before answering. It’s okay to pause and think before responding.
• Use the STAR method to structure your answer – Situation, Task, Action, Result.
• Be specific in your answers, providing details and examples where possible.
• Showcase your soft skills, such as empathy and communication abilities.
• Be honest in your answers and don’t be afraid to admit when you don’t know something.
• Practice answering common situational interview questions beforehand to help you feel more confident and prepared.

Remember, situational interview questions are designed to test your abilities and help the interviewer determine if you are a good fit for the role. By following these tips, you can showcase your skills and increase your chances of landing the job.

Situational Interview Questions About Teamwork

A. describe a time when you had to work with a difficult team member.

During my time at XYZ Company, I was assigned to a project team where one member consistently missed deadlines and didn’t provide any substantial contributions to the team’s efforts. Initially, I tried to approach the situation in a diplomatic manner by having a one-on-one conversation with this team member to discuss the issue and find out if there were any challenges they were facing. However, this approach proved to be ineffective, as the team member became defensive and unresponsive to feedback.

Eventually, I decided to escalate the issue to our team leader and HR representative. Together, we developed a plan to provide additional support and resources to this team member, including mentoring and training opportunities. This helped the team member improve performance and eventually meet our project deadlines.

B. How do you handle conflicts within a team?

In my experience, conflicts within a team can sometimes be unavoidable. When this happens, I believe in approaching the situation calmly and objectively. I strive to listen to all parties involved and understand their perspectives before proposing possible solutions that can satisfy all parties.

I also believe in emphasizing collaboration and mutual respect when resolving conflicts, encouraging open communication and a willingness to compromise. In situations where discussion and collaboration do not yield satisfactory results, I am not averse to seeking mediation or involving a neutral third party.

C. Give an example of a time you had to resolve a team disagreement

While working on a cross-functional project at ABC Corporation, there was a disagreement between the finance team and the marketing team regarding budget allocation. The finance team felt that allocating more resources to marketing would compromise our financials, while the marketing team believed that a bigger budget was essential for the success of the project.

To address this issue, I facilitated a meeting with both teams to encourage open communication and dialogue. We started by identifying our core objectives and then worked on finding common ground. Through brainstorming and feedback, we were able to reach a compromise that allowed the marketing team to have a larger budget while still adhering to financial constraints.

In the end, the project was successful and had a positive impact on the entire organization. This experience taught me the importance of effective communication and collaboration when dealing with team disagreements.

Situational Interview Questions About Problem-Solving

When it comes to problem-solving skills, employers look for candidates who can think critically, handle complexity, and prioritize multiple tasks. In this section, we’ll look at three common situational interview questions about problem-solving and how to provide expert answers that showcase your skills.

A. Describe a time when you had to solve a complex problem

Employers often ask this question to understand how candidates approach complex problems and what steps they take to solve them. Here are some tips on how to answer this question effectively:

• Start by giving context to the problem you faced. Explain the situation, what caused it, and what the impact was on your work and/or the team.
• Describe the steps you took to analyze the problem. This could include gathering more information, brainstorming with team members, or conducting research.
• Explain the solution you arrived at and how you implemented it. Be specific about what actions you took and what results you achieved.
• Reflect on the lessons you learned from this experience and how you applied them in the future.

For example, you could say:

“One time, in my previous job, we had a client who was unhappy with the marketing campaign we had created for them. They were not seeing the results they had expected and wanted us to make changes. I started by gathering feedback from the client to understand their concerns and then conducted market research to identify the areas where we could improve. After analyzing the data, I recommended a new strategy that involved targeting a different audience segment and creating more personalized messaging. We also adjusted the campaign timeline to allow for more testing and optimization. As a result, the campaign saw a 30% increase in conversions, and the client was satisfied with the results.”

B. How do you prioritize and handle multiple tasks with conflicting deadlines?

This question is aimed at understanding how you manage your time and prioritize tasks to meet deadlines effectively. Here are some tips on how to answer this question:

• Start by explaining your process for organizing tasks and setting priorities. This could include using a task list, setting deadlines, or ranking tasks by importance.
• Provide examples of how you have handled conflicting deadlines in the past. Be specific about the challenges you faced and how you overcame them.
• Demonstrate your ability to communicate effectively with stakeholders. Explain how you keep them informed of progress, changes to timelines, and any issues that may arise.
• Emphasize your flexibility and adaptability. Explain how you can adjust your priorities if new tasks or urgent issues arise.

“I use a combination of tools to prioritize and organize tasks, including a task list, calendar, and project management software. I also rank tasks by importance and set deadlines based on urgency. When I have conflicting deadlines, I start by assessing the scope of each task and breaking them down into smaller, more manageable tasks.

Situational Interview Questions About Leadership

A. give an example of a time you had to lead a team.

One time I had to lead a team was when I was working as a project manager for a software development company. We had a very tight deadline for a new project and the team was struggling to keep up. I took charge and delegated tasks to each team member based on their strengths and weaknesses. I also made sure to check in with each person to make sure they had the resources they needed to complete their tasks on time. By effectively leading the team, we were able to finish the project ahead of schedule.

B. Have you ever had to make a difficult decision that affected your team or organization? How did you make that decision?

Yes, I had to make a difficult decision when I was a manager for a retail store. There was an employee who had been with the company for a long time but was consistently underperforming and causing issues with other employees. After discussing the issue with HR and considering all options, I made the tough decision to terminate the employee. I made sure to communicate clearly and professionally with the employee and the rest of the team, explaining the reasons for the decision and ensuring it was handled respectfully and legally.

C. Explain how you prioritize tasks and delegate responsibilities

When it comes to prioritizing tasks and delegating responsibilities, I take a strategic approach. First, I make a list of all the tasks that need to be completed and categorize them based on urgency and importance. I then assign tasks to the most qualified team members, taking into account their strengths and availability. I also make sure to provide clear expectations and deadlines for each task to ensure accountability. Throughout the process, I continually assess the progress and adjust priorities and assignments as needed to ensure we meet our goals efficiently. By effectively prioritizing tasks and delegating responsibilities, I am able to ensure successful outcomes for my team and organization.

Situational Interview Questions About Communication

Communication is a vital skill in any job, and candidates are often asked to share their experiences and strategies for communicating effectively in challenging situations during interviews. Here are three situational interview questions about communication that you may encounter and some expert answers to help you prepare.

A. Describe a time you had to communicate a difficult or negative message to your team or customers.

Answering this question requires you to describe a situation where you had to communicate something that may not have been well-received by your team or customers. For example, you may have had to deliver bad news about a project delay or inform a customer about a product defect.

To answer this question, it is essential to show empathy and tact in your communication approach. Describe how you planned your message carefully and chose your words thoughtfully to manage any negative feedback effectively. Highlight how you focused on finding solutions and providing options to overcome any challenges that may arise.

B. How do you handle miscommunication or communication breakdowns?

Inevitably, miscommunications and communication breakdowns happen in the workplace. Hiring managers want to know how you handle these situations when they arise. When answering this question, describe some strategies that you use to resolve communication misunderstandings.

For example, you might talk about your ability to actively listen to understand the other person’s perspective, your willingness to ask clarifying questions to get the right message across or your use of technology tools such as collaboration apps or video conferencing to enhance communication.

C. Give an example of a time when you had to adapt your communication style to effectively communicate with someone.

Adapting your communication style is an essential skill for effective communication, particularly when working with people from different backgrounds, personalities, or communication styles. For example, you might find that some people prefer a more direct communication style, while others need more explanation and detail.

To answer this question, you should give a specific example of a situation where you had to adjust your communication style to connect with the other person effectively. In your answer, describe the steps you took to adapt your communication approach and the positive outcomes that resulted from it.

Communication is a critical aspect of any job, and answering situational interview questions about communication requires you to show your ability to communicate, resolve issues, and adapt your communication style. By using the tips and expert answers provided above, you can feel confident and prepared to ace any situational interview questions about communication.

Situational Interview Questions About Adaptability

A. describe a time when you had to adapt to a new system or process.

In my previous role as a digital marketing specialist, I was tasked with implementing a new customer relationship management (CRM) system. Despite having experience with other CRM platforms, this was a completely different system that required a significant learning curve. To adapt to this new system, I invested additional time in research and training, attended workshops and webinars, and sought help from colleagues who were proficient with the system. As a result, I was able to master the new system within a relatively short time and improved the efficiency of the marketing team.

B. Have you ever had to work outside of your comfort zone? Explain what you did and what you learned

In my current role as a sales manager, I was assigned to lead a team of sales representatives in a completely new market. This was a significant challenge as I had no experience in this industry and was not familiar with the buying behavior of the customers. To overcome this, I did an extensive market research, engaged with industry experts, and leveraged my team’s skills to identify the customer needs and preferences. I also took a step back and reevaluated my leadership style to align with the new team’s dynamics. Through this experience, I realized the importance of being open-minded and flexible, and the power of collaboration and teamwork.

C. Give an example of a time when you had to change your approach or strategy to achieve better results

In my previous role as a project manager, I was leading a team that was struggling to meet a critical deadline. Our initial approach was to focus on improving team communication and task delegation, but it was not yielding the desired results. To overcome this, I changed my approach to focus on identifying the root cause of the bottleneck in our process. Through analysis, I discovered a flaw in the project’s scope that had been overlooked earlier. By addressing this issue, we were able to realign the team’s focus and streamline the process to achieve the desired outcome. This experience taught me the importance of taking a step back, analyzing the problem, and being responsive to change when needed.

These experiences have taught me the importance of being adaptable to new situations, open-minded to new ideas, and willing to change my approach when needed.

Situational Interview Questions About Time and Resource Management

A. how do you balance competing priorities and deadlines.

As a professional with diverse responsibilities, it is essential to prioritize tasks and deadlines effectively. I typically use a to-do list to keep track of my tasks and assignments. I also categorize them into primary, secondary, and tertiary based on their urgency and importance level, which helps me manage multiple deadlines better. I regularly re-visit the list throughout the day, maintain a schedule for each task, and try to stay ahead of the original schedule by completing the work early. Moreover, I am always open to communicate any changes, issues or delays that affect the expected schedule.

B. Describe a time when you had to work with limited resources

Limited resources are an inevitable aspect of any industry, and my expertise in prioritization and optimization comes in handy while working in such scenarios. I remember a particular project where the budget for new software tools was limited, and it was crucial to utilize our existing resources for maximum benefit. We had to re-think our approach and re-design our workflow to optimize each step of the process. The team came up with a plan to explore specific tools within our existing software and customize it for the project’s requirements. By doing this, we not only optimized our approach, but we also saved the company significant resources without the need for additional software investments.

C. Give an example of a time when you had to complete a task with a tight deadline

Time management and pressure situations are familiar to me, and I can use my skills to work efficiently under such conditions. I recall having to complete a client proposal with a deadline of three days which usually took over a week to deliver. The project was unique, and our initial approach could not be replicated with the given timeline. To achieve the deadline, I delegated specific tasks to my team, trained them adequately, and monitored their progress regularly. We worked non-stop during those three days, and I also ensured that the final proposal was of high quality and met all the criteria. I was elated that we achieved the target and even more delighted when the client accepted the proposal with immense interest.

These are just a few examples of how I can efficiently manage my time and resources while maintaining high-quality work. In my experience, effective prioritization, optimization, delegation, and communication are critical to making the most of any situation.

Situational Interview Questions About Customer Service

Customer service is an essential part of any business, and employers want to make sure that they are hiring the right person for the job. Situational interview questions about customer service are designed to evaluate a candidate’s ability to handle various customer service scenarios.

1. Can you describe a time when you went above and beyond for a customer?

This question evaluates a candidate’s willingness to go the extra mile for a customer. A great answer to this question would include a specific example of a time the candidate went above and beyond, how they did it, and the positive outcome it had for the customer and the business.

2. How do you handle a customer who is angry or upset?

This question evaluates a candidate’s ability to remain calm and professional in a challenging situation. A suitable answer to this question would include steps to de-escalate the situation, such as active listening, empathy, and a focus on finding a solution that satisfies the customer.

3. Can you tell me about a time when you had to handle a difficult customer?

Similar to the previous question, this question evaluates a candidate’s ability to handle a customer who is dissatisfied or difficult. A good answer would include how the candidate addressed the customer’s concerns, how they kept the customer informed, and how they resolved the issue to the satisfaction of the customer.

4. Can you describe a time when you had to work with a team to solve a customer problem?

This question measures a candidate’s ability to collaborate and work effectively in a team environment. A good answer to this question would include a detailed description of how the candidate worked with their team to identify the problem, develop a solution, and communicate the outcome to the customer.

5. How do you handle a customer who has a question or problem that you don’t know the answer to?

This question evaluates a candidate’s ability to problem-solve and seek out solutions. A suitable answer would include steps to gather more information from the customer, seeking clarification from a senior team member, or using company resources to find the answer and communicate it back to the customer.

6. Can you tell me how you personalize the customer experience?

This question assesses a candidate’s understanding of the importance of personalizing the customer experience. A great answer would include examples of how the candidate tailors their communication style, recommendations, and solutions to meet the unique needs and preferences of each customer.

Situational interview questions about customer service help employers determine whether a candidate has the needed skills, experience, and mindset to deliver excellent customer service. By preparing for these questions and providing specific examples, candidates can show their ability to handle various customer service scenarios confidently.

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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.

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Interview Questions

Comprehensive Interview Guide: 60+ Professions Explored in Detail

Top 20 Situational Interview Questions (& sample answers)

By Kris-Anita Enyinnaya

Published: June 21, 2023

One aspect of the interview process that often leaves candidates feeling apprehensive is the situational interview questions . These questions require you to think on your feet, analyze hypothetical scenarios, and provide thoughtful responses that demonstrate your problem-solving skills and decision-making abilities. 

Beyond traditional questions about qualifications and experience, employers are increasingly relying on situational interview questions to gauge a candidate’s problem-solving skills and adaptability. We have compiled a list of top situational interview questions along with guidance on how to answer them.

What are Situational Interview Questions?

Situational interview questions are a type of behavioral interview question intended to assess how candidates would approach and handle specific workplace scenarios. Rather than focusing solely on past experiences, situational questions present hypothetical situations you may encounter on the job.

Employers employ situational interview questions to gain insight and get a glimpse into your thought process, critical thinking abilities, and how well you align with their desired competencies. By presenting you with realistic scenarios, they can evaluate your ability to analyze complex situations, make sound judgments, and communicate your reasoning effectively.

These questions often begin with phrases such as “ What would you do if.. .” or “ How would you handle it if… ” followed by a description of a work-related situation. Your task is to respond by outlining your thought process, explaining the actions you would take, and providing a clear rationale for your choices.

Purpose of Situational Interview Questions

Situational interview questions serve various purposes during the hiring process. Here are some common objectives of using situational interview questions:

Predicting Job Performance

Situational interview questions help hiring managers gauge how well candidates might perform in the role based on their responses to real-life scenarios.

By presenting candidates with situations similar to those they would encounter in the workplace, employers can gain insights into their decision-making abilities, problem-solving skills, and how they handle challenging situations.

Assessing Problem-Solving Skills

Situational interview questions provide a platform to evaluate your problem-solving skills and your ability to think critically under pressure .

Employers want to identify candidates who can approach problems logically, evaluate different options, and come up with effective solutions. These questions help assess your thought process, analytical skills, and creativity in finding solutions to complex or unexpected situations.

Evaluating Communication and Interpersonal Skills

Situational interview questions also provide an opportunity to assess your communication and interpersonal skills. How a candidate communicates, listens, and interacts with others in a given scenario can provide valuable insights into their ability to collaborate with colleagues, handle customer interactions, and navigate challenging conversations.

Employers are always on the lookout for those who can effectively communicate, build relationships, and adapt their communication style based on the situation.

Assessing Cultural Fit

Situational interview questions can help assess a candidate’s fit within the company’s culture and values.

By presenting scenarios that align with the organization’s work environment, values, or customer service approach, employers can gauge how well you align with their desired culture. This helps ensure that you not only have the necessary skills but also possess the right mindset and approach to thrive within the organization.

Comparing Candidates

Situational interview questions enable employers to compare your responses directly, providing a basis for evaluating their strengths , weaknesses , and overall fit for the role.

By using consistent scenarios, hiring managers can make more informed decisions by objectively comparing how candidates handle similar situations, identifying standout performers, and selecting the best fit for the position.

Evaluate Adaptability

These questions also help assess a candidate’s adaptability by examining their response to new or challenging situations. Employers want to know if you can adjust your approach, remain composed, and find innovative solutions if faced with unexpected circumstances.

Types of Situational Interview Questions

Situational interview questions cover a range of categories, including problem-solving questions, decision-making questions, teamwork situational questions, and leadership situational questions. All these assess different aspects of your skills and abilities. Here are some examples, along with sample answers, to give you an idea of how to approach them:

Problem-Solving Situational Questions

This question assesses your ability to tackle challenges and find effective solutions in real-life scenarios. Here are some examples:

1. How would you handle a situation where a project you were leading faced unexpected obstacles and was falling behind schedule?

Sample Answer:

“In such a situation, I would first gather my team to assess the obstacles and their impact on the project. I would encourage open communication, brainstorming potential solutions, and delegating tasks accordingly. I would also prioritize critical tasks, reassess timelines, and communicate updates to stakeholders to manage expectations effectively.”

2. Imagine you are presented with conflicting priorities from different departments. How would you handle this situation?

“When faced with conflicting priorities, I would seek clarification from both departments to fully understand their needs and the urgency behind their requests. I would then prioritize based on strategic goals, impact, and feasibility. If necessary, I would facilitate discussions to find a compromise or escalate the issue to higher management for resolution.”

3. How would you handle a dissatisfied client demanding immediate resolution to their problem?

“I would start by actively listening to the client’s concerns, empathizing with their frustration, and assuring them that I understand the urgency. I would then gather all the necessary information, involve the appropriate team members, and work swiftly to address the client’s issue. Throughout the process, I would maintain regular communication, provide updates, and ensure that the client feels heard and valued.”

4. What steps would you take to streamline a complex process that is causing inefficiencies within the team?

“To streamline a complex process, I would begin by mapping out the current workflow and identifying pain points. I would engage team members in brainstorming sessions to gather their insights and suggestions for improvement. Using that input, I would analyze the process, eliminate unnecessary steps, and introduce automation or technology solutions where applicable. Finally, I would document the revised process and conduct training to ensure smooth implementation.”

5. How would you handle a situation where you disagreed with a colleague’s approach to a project?

“If I disagreed with a colleague’s approach, I would initiate a constructive conversation to understand their perspective and share mine. I would focus on finding common ground and seeking a compromise that aligns with the project goals. If necessary, I would involve a neutral third party or escalate the issue to a supervisor for guidance. Ultimately, the goal would be to reach a resolution that benefits the project and maintains a positive working relationship.”

Decision-Making Situational Questions

This question evaluates your capacity to make sound decisions under pressure and with limited information. Some examples include:

6. You receive conflicting data from two reliable sources. How would you determine which information to trust and base your decision on?

“In such a scenario, I would carefully evaluate the credibility of both sources, considering factors such as their expertise, track record, and reputation. I would also assess the consistency and relevance of the data presented. If possible, I would seek additional information or opinions from other reliable sources. Ultimately, I would base my decision on the most reliable and relevant data available while acknowledging any potential risks or uncertainties.”

7. You have multiple urgent tasks to complete, but you can only realistically complete one within the given timeframe. How would you prioritize and decide which task to focus on?

“To prioritize tasks, I would first assess their impact on strategic goals and immediate deadlines. I would evaluate the potential consequences of not completing each task and consider any dependencies or stakeholders involved. If needed, I would communicate with relevant parties to gather additional information or negotiate realistic deadlines. Ultimately, I would prioritize the task that aligns most closely with organizational priorities and has the highest immediate impact.”

8. You are presented with two equally attractive job offers. How would you make the decision between them?

“When faced with multiple job offers , I would carefully assess and compare various factors such as compensation, growth opportunities, company culture , location, and alignment with my long-term career goals. I would weigh the pros and cons of each offer, considering the potential for learning and development, work-life balance, and overall job satisfaction. Ultimately, I would make a decision based on a combination of rational analysis and following my instincts.”

9. You discover a significant error in a report just before it is due to be presented to senior management. How would you handle this situation?

“In this scenario, I would first take immediate action to rectify the error by notifying the relevant team members and stakeholders involved. I would work diligently to correct the mistake, ensuring the accuracy of the report. Depending on the urgency and potential impact, I would consider informing senior management about the error, providing an explanation, and presenting an updated version of the report as soon as possible.”

10. You have to make a difficult decision that could potentially have negative consequences for some team members. How would you approach this situation?

“When facing tough decisions with potentially negative consequences, I would prioritize transparency and open communication. I would gather all the relevant facts and carefully consider the options available. I would then involve the affected team members, explain the rationale behind the decision, and offer support and guidance during the transition. It’s important to show empathy, be open to feedback, and provide opportunities for affected individuals to express their concerns.”

Teamwork Situational Questions

This category examines your aptitude for collaborating, communicating, and resolving conflicts within a team setting. 

11. Imagine you are part of a team where there is a lack of collaboration and conflict between members. How would you address this issue?

“To address a lack of collaboration and conflicts within a team, I would first foster open and honest communication. I would initiate team-building activities, encourage brainstorming sessions, and establish clear goals and expectations. I would also facilitate discussions to identify and address any underlying issues causing conflicts. By promoting a positive and inclusive team culture, I would emphasize the importance of mutual respect, active listening, and finding common ground.”

12. How would you handle a situation where a team member is consistently not meeting their deadlines and impacting the overall team performance?

“If a team member consistently fails to meet deadlines and negatively impacts team performance, I would address the issue proactively. I would have a one-on-one conversation to understand any underlying challenges they might be facing. I would offer support, provide necessary resources or training, and set clear expectations. If the problem persists, I would involve the team leader or supervisor to explore additional measures, such as performance improvement plans or realignment of responsibilities.”

13. You are assigned to work with a team member who has a different work style and communication approach from yours. How would you navigate this situation?

“When collaborating with someone who has a different work style and communication approach, I would focus on building rapport and understanding their perspective. I would actively listen to their ideas, share my own thoughts, and seek common ground for effective collaboration. I would adapt my communication style to ensure clarity and find a balance that respects both our approaches. By fostering open dialogue and embracing diversity, I believe we can leverage our differences to achieve better outcomes as a team.”

14. You notice a lack of enthusiasm and motivation within your team. How would you inspire and motivate them to improve their performance?

“To inspire and motivate a team experiencing a lack of enthusiasm, I would start by creating a positive and supportive work environment. I would acknowledge their efforts, celebrate their achievements, and provide constructive feedback. I would also involve the team in setting goals and allow them autonomy in decision-making when possible. Additionally, I would offer opportunities for growth and development, such as training or mentoring programs, to keep the team engaged and invested in their work.”

15. Imagine you are part of a team where conflicts arise due to diverse opinions. How would you promote collaboration and find common ground?

“In a team where conflicts arise due to diverse opinions, I would promote collaboration by facilitating open discussions and active listening. I would encourage team members to express their perspectives, emphasizing the importance of mutual respect and constructive feedback. I would work towards finding common ground by focusing on shared goals and values, identifying areas of agreement, and exploring creative solutions that address everyone’s concerns. By fostering a culture of inclusivity and collaboration, we can harness the power of diverse opinions to drive better outcomes.”

Leadership Situational Questions

Leadership situational questions assess your ability to lead and inspire others, make difficult decisions, and drive successful outcomes.

16. Describe a situation where you had to lead a team through a significant change or transition.

“In a previous role, our company underwent a major restructuring that involved merging two teams into one. I took on a leadership role and facilitated regular team meetings to address concerns, clarify expectations, and align everyone toward the new vision. I actively listened to team members’ feedback, provided guidance, and ensured open communication channels to ease the transition and maintain productivity.”

17. Tell me about a time when you had to motivate and inspire a team to achieve a challenging goal.

“In a previous project, we had an ambitious sales target to meet within a tight timeframe. I motivated the team by clearly communicating the importance of the goal, highlighting the potential rewards and benefits of achieving it. I broke down the goal into smaller milestones, recognized individual and team achievements, and provided regular feedback and support. By keeping the team engaged and motivated, we surpassed our sales target.”

18. Describe a situation where you had to make a tough decision that had a significant impact on your team. How did you handle it?

“In a previous role, we faced budget constraints that required reducing the team’s working hours. I gathered the team, explained the situation transparently, and shared the rationale behind the decision. I listened to their concerns, acknowledged the impact, and encouraged a brainstorming session to find creative solutions. Through open dialogue, we collaboratively developed a plan that minimized the impact on team morale and ensured the continued success of our projects.”

19. Tell me about a time when you had to provide constructive feedback to a team member to improve their performance.

“In a previous role, I noticed a team member struggling with meeting deadlines and producing quality work. I scheduled a private meeting to provide constructive feedback, highlighting specific areas for improvement and offering suggestions for development. I emphasized the importance of their growth, provided resources for support, and offered ongoing guidance. By providing regular feedback and establishing a growth-oriented mindset, the team member was able to make significant improvements.”

20. Describe a situation where you successfully resolved a conflict or disagreement within your team.

“In a previous role, two team members had conflicting opinions on an approach to a project. I initiated a meeting to encourage open communication and understanding between them. I listened actively to both sides, acknowledged their perspectives, and facilitated a respectful discussion to find common ground. By promoting compromise, focusing on the project’s objectives, and emphasizing the importance of teamwork, we were able to reach a consensus and move forward collaboratively.”

Tips for Answering Situational Interview Questions

When it comes to answering situational interview questions effectively, here are some valuable tips to keep in mind:

Understand The Situation

Take the time to fully comprehend the scenario presented in the question. Pay attention to important details, such as the context, individuals involved, and any constraints or challenges mentioned. This understanding will help you provide a more thoughtful and relevant response.

Follow the STAR Method

Structure your answers using the STAR method , which stands for Situation, Task, Action, and Result. Begin by describing the situation or challenge you faced, explain the specific task or goal, outline the actions you took to address the situation and conclude with the result or outcome achieved. This structured approach ensures clarity and provides a comprehensive response.

Be Specific

Avoid vague or general answers. Instead, provide specific examples and details from your past experiences to illustrate your thought process and actions. Employers value concrete examples that demonstrate your skills and abilities in action.

Also, don’t just provide the solution; explain the reasoning behind your approach. Walk the interviewer through your decision-making process, considering different factors, weighing pros and cons, and considering potential risks or implications. This demonstrates your critical thinking skills and how you approach complex situations.

Highlight Your Skills

Use situational interview questions as an opportunity to showcase your relevant skills and competencies. Whether it’s problem-solving, decision-making, teamwork, or leadership, emphasize how your abilities align with the situation described.

Focus on Problem-Solving and Decision-Making

Many situational questions assess your problem-solving and decision-making abilities . Emphasize your analytical thinking, logical reasoning, and your ability to evaluate options, weigh pros and cons, and make sound judgments. Provide insights into how you would gather information, analyze alternatives, and arrive at the best course of action.

Communicate Effectively

Clearly articulate your thoughts, ideas, and rationale throughout your response. Practice active listening, ask clarifying questions if needed, and ensure your answers are concise and coherent. Effective communication skills are highly valued in the workplace, and this is an opportunity to showcase them.

Consider Company Values and Culture

Tailor your responses to align with the company’s values and culture. Research the organization beforehand to understand their mission, vision, and core principles. Incorporate these elements into your answers to demonstrate your fit within the company and your ability to align with their goals.

Stay Positive and Professional

Maintain a positive and professional demeanor throughout your responses. Even if the scenario presented is challenging or involves conflicts, focus on your ability to handle the situation constructively, collaborate with others, and achieve positive outcomes. Employers seek candidates who can navigate difficult situations with grace and professionalism.

Practice, Practice, Practice

Before the interview, review common situational interview questions and prepare your responses. Practice answering these questions with a friend or family member, and consider recording yourself to evaluate your delivery, clarity, and confidence. The more you practice, the more comfortable and prepared you will be during the actual interview. You can also try LinkedIn’s Interview Prep tool to receive quick, AI-generated feedback.

Reflect and Learn

After the interview, take the opportunity to reflect on your answers. Consider areas where you could improve or provide more comprehensive responses. Use the experience as a learning opportunity to enhance your skills and readiness for future interviews.

Mastering situational interview questions is a valuable skill that will set you apart in the competitive job market. By understanding the purpose of these questions, familiarizing yourself with different types, and practicing your responses, you should be able to confidently navigate any scenario presented to you during an interview.

Interview resources

• How to Prepare for a Job Interview in 2023
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• How to Stand Out in an Interview: 10 Expert Ideas

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30 Situational Interview Questions & How to Answer Them (+ Sample Responses)

• Júlia Mlčúchova , 
• Updated May 16, 2024 12 min read

Situational interview questions can be pretty tricky to answer, since you're expected to think on your feet and think fast.

These questions often throw candidates into hypothetical scenarios that require quick thinking and creative problem-solving.

Moreover, they are designed to peel back the layers of rehearsed answers, revealing how you handle challenges and unexpected situations . 

Feeling the stress-levels rising already? That's understandable, but unnecessary!

While it might seem impossible to prepare for such unpredictable questions, there is a tried-and-true method that can help you deliver your answers with confidence.

Piqued your interest? If so, keep on reading and discover: 

• What are situational interview questions;
• 30 situational interview questions examples ;
• How to answer situational interview questions;
• And 3 detailed sample responses .

Table of Contents

Click on a section to skip

What is a situational interview

What are situational interview questions, 30 situational interview questions examples, how to answer situational interview questions, tips on how to prepare for situational interview questions, how not to answer situational interview questions, key takeaways: situational interview questions.

In short, during a situational interview, the job candidate is asked to explain how s/he would deal with specific work scenarios . This type of interview helps recruiters figure out how a candidate might perform on the job by seeing how they think through problems and deal with challenges in real time. 

But what makes the situational interview such a hot commodity? 

Basically,  it's popular among recruiters because it goes beyond what's written on your resume . 

Let us explain: Your resume is succinct and concise, which means that you need to be very selective about the information you include. While you have enough space to showcase all your proudest achievements and results, you don't really get the chance to go into much detail on how exactly you got there. And this means that the recruiters can’t see how you approach problems and what attitude you have when faced with challenges. 

And asking situational interview questions allows them to see just that!

In other words, a situational interview is like a test run to see how you might perform in the real world , focusing on practical skills and real-life problem solving rather than just what you say you can do.

Situational interview vs. behavioral interview

One can’t simply talk about the situational interview without mentioning its twin – the behavioral interview . 

These two job interview methods are quite similar, so much so that people sometimes use the terms interchangeably. 

But while both of these interview styles force you to demonstrate your skills and know-how on specific work scenarios, there is one key difference : 

• Behavioral interview: This approach focuses on your real past experiences. Behavioral questions prompt you to demonstrate your skills by presenting situations you've actually dealt with in real life. For example, a question probing your conflict resolution skills can look like this: “Tell me about a time you had an interpersonal conflict at work.”
• Situational interview: The situational approach examines how you would act in hypothetical future scenarios. For instance, our conflict resolution question could go something like this: “How would you deal with an interpersonal conflict at work?”

On a superficial level the difference between the two might seem too little to matter. But if you're a career changer or a fresh graduate , you'd quickly see why the situational interview questions are a much better alternative. 

Well, you can hardly talk about the experiences you don't have, right? But what you can do is discuss future hypothetical scenarios based on your intuition, skills, and logic. 

Heading to a job interview?

Practice answering the most common interview questions for your job position using AI.

Well, when we talk about job interviews, there are certain questions everybody expects to hear, such as “ Why are you interested in this position? ” , “ Where do you see yourself in 5 years? ” or “ Why are you looking for a new job? ”  

And while your answers to these questions reveal your enthusiasm for the role, your career goals, and your motivation respectively, they don't provide much insight into what's going on in your head when faced with problems in the workplace.

That's why the formulation of situational questions typically revolves around “what if” scenarios that could actually happen to you in your new role. 

For example, the interviewer might ask, “What steps would you take if you were given a project with a very tight deadline?" or “How would you communicate negative feedback to your team?”

Apart from specific industry knowledge , suítuational questions can shine light on your soft skills :

• Ability to think on your feet. Do you have the right approach for handling the pressures and responsibilities of the job? 
• Your problem solving skills . How good are you at analyzing, prioritizing, and decision-making? 
• Your creativity and adaptability. And, how quickly can you come up with a potential solution to an unusual problem?

Below, you'll find 30 examples of situational interview questions (You can't accuse us of being stingy!) that might come your way during the job interview rounds.

Additionally, you'll find the specific skill each question probes in the brackets.

Please, keep in mind that the precise wording of these questions may differ from company to company. 

• What would you do if a client made a complaint about your work? (Feedback Reception Question)
• How would you react if halfway through a major project, the core objectives were changed by management? (Adaptability Question)
• If you were leading a team that seemed demotivated, what strategies would you use to boost morale? (Leadership Question)
• If you had to choose between meeting a project deadline with a compromised product or delaying delivery to ensure quality, what would you do? (Decision-making Question) 
• How would you handle a situation where you need to communicate a last-minute change in project direction to a team that is not on-site? (Communication Skills Question)
• How would you manage a scenario where an important client demands a service or product adjustment that is not currently feasible? (Customer Service Question)
• How would you lead a project with team members who are more experienced than you in the subject matter? (Leadership Question) 
• How would you prioritize your tasks if you find yourself with multiple high-priority assignments due on the same day? (Time Management Question)
• A new employee has joined your team. What do you do to make them feel welcome? (Leadership Question)
•  Imagine you have conflicting deadlines for two equally important projects. How would you decide which to prioritize? (Decision-making Question)
• Imagine you're leading a critical project that is running behind schedule. How would you handle the pressure? (Stress Management Question)
• Imagine you need to explain a new, complex software tool to a team that isn't tech-savvy. How would you go about it? (Communication Skills Question)
• If you found yourself in a disagreement with a colleague about a project approach, how would you handle it? (Conflict Resolution Question) 
•  How would you organize your time if you're having a busy week? (Time Management Question)
• How would you approach a situation where you have to work closely with someone whose work ethic is vastly different from yours? (Communication Skills Question)
• Walk me through how you solve a prevailing issue with your manager. (Communication Skills Question)  
• Imagine you must choose between investing in new technology or upgrading existing systems with a limited budget. How would you make your decision? (Decision-making Question)
• What would you do if you discovered a critical flaw in a product that's about to launch? (Problem-solving Question)
• How would you react if you discovered that one of your colleagues acts against the company values? (Communication Question)
• How would you ensure smooth cooperation between different departments? (Teamwork Question)
• Imagine that you discovered an opportunity for improvement in a process that's not within your direct responsibility? (Initiative Question)
•  What would you do if your team members constantly ignored your input? (Communication Question)
• How would you respond to a customer complaint you believe is unwarranted? (Customer Service Question)
• How would you handle a situation where you need to mediate a conflict between two key team members who are crucial for the project's success? (Conflict Resolution Question) 
• Imagine you're leading a project and your team expresses doubts about the plan. How would you address their concerns? (Leadership Question)
• Suppose during a project review, you notice data that suggests a potential problem no one else has seen. How would you handle this situation? (Critical Thinking Question)
• You're presented with two competing proposals for a new project. Both have potential but also significant risks. How would you evaluate and decide which proposal to go with? (Critical Thinking Question) 
• Imagine that you'd be asked to do something you've never done before. How would you handle that? (Adaptability Question)
• If you noticed a team member feeling excluded and their contributions diminishing as a result, what steps would you take to involve them more into the team dynamic? (Teamwork Question)
• Imagine you're taking over a team that has been underperforming. What initial steps would you take to assess the situation and begin turning around the team's performance? (Leadership Question )

Because workplaces and job roles are so diverse, employers can craft countless unique scenarios to test your problem-solving skills, adaptability, teamwork, leadership, and other crucial competencies. 

Still, there's a way to deliver your answer clearly and persuasively no matter the question – by following the STAR method (Situation, Task, Action, Result). 

Let us walk you through the S-T-A-R method step by step: 

Firstly, start by setting the scene. If the situational interview question was quite vague, you've got a chance to fill in the blanks! Mention where this hypothetical situation is happening and the circumstances from which this situation arose.

Secondly, you should explain what exactly is the problem you're dealing with. Talk about what responsibilities would be on your shoulders and what would be the general expectations from you. And, of course, make sure to mention skills and duties that directly relate to the job position you're trying to fill . 

Thirdly, you talk about the concrete actions you'd take to fix the problem. Remember that this part is the heart of your answer! And the recruiters want to see the thought processes that lead to your actions.

And lastly, finish your response by talking about the outcomes your actions would bring. Think about how the company would benefit from your solution. Focus on showcasing how your actions lead to success in this hypothetical scenario.

With that being said, we’ll have a look at how you can put the theory into practice!

Example #1: Leadership question

Situational interview question: Imagine you're taking over a team that has been underperforming. What initial steps would you take to assess the situation and begin turning around the team's performance?

Sample answer:

“ [Situation] Well, let’s say that the team’s low performance has been impacting project delivery times for quite some time. [Task] In that case, my main task would be to assess the underlying issues that are causing the poor performance and plan out steps to eliminate them. [Action] I would begin by holding individual meetings with each team member to understand their challenges and motivations. Then, I’d organize a team workshop so we can all be involved and establish clear and achievable milestones. I would also introduce ongoing feedback loops that would encourage open communication. [Result] As a result, I’d expect to see improvements in team morale and engagement within the first few months. And then, an increase in productivity and quality of work should follow suit.”

Example #2: Feedback Reception Question

Situational interview question: What would you do if a client made a complaint about your work? 

“ [Situation] Let’s say that we’ve recently completed a project and everything seemed fine. But then the client tells me they’re not happy with some parts of it. [Task] As a project manager, my responsibility is to listen to the client’s concerns and fix the problem to keep a good relationship with them. [Action] First, I’d let the client know I heard their complaint and that I take it seriously. After our talk, I’d meet with my team to see if we can make the changes the client wants. All this time I’d keep the client updated about what we’re doing to fix things. [Result] By handling the problem this way, I’d show the client that we care about doing things right and keeping them happy. This could help fix any issues with our relationship. And we’d make sure that they’ll want to work with us again.”

Example #3: Decision-making question

Situational interview question: Imagine you have conflicting deadlines for two equally important projects. How would you decide which to prioritize?  

“ [Situation] Right, let’s say I’m in a situation where I’m responsible for two big projects at the same time, and both are due soon. [Task] In that case, I need to figure out which project to focus on first and not let the other one fall behind. [Action] First, I would look at both projects to see if there are any parts that absolutely must be done right away. I’d also talk to the people I’m working with and the clients to see if there’s any flexibility with the deadlines. Then, I’d check which project might have a bigger impact on our company if it’s delayed. After gathering all this information, I’d make a plan to work efficiently on both projects. [Result] As a result, I’d manage both projects without letting either of them slip through the cracks.”

You can't know exactly which situational interview questions you'll be asked.

Which is why you should never underestimate the power of good preparation. 

Once you've received your job interview invitation, you can start doing these 4 things:

• Review the job posting. Although you don't know for certain what the questions will be, you can take an educated guess. Hint: The requirements outlined in the job ad are a dead giveaway of what the employer cares about. 
• Look for examples of situational interview questions. Basically, you're doing it right now. Do as much research as possible! Because going into job interviews blindly is simply nonsensical. 
• Revisit pivotal moments and challenges of your career. While it's true that situational questions usually involve hypothetical scenarios, that doesn't mean you can't talk about the things you've already achieved! For example, you can preface your response by mentioning that your answer is informed by real-life experience. 
• Rehearse your answer out loud. No, no, don't raise your eyebrows just yet! Going over your answers in your mind in one thing. But spending an extensive period of time talking out loud can be more exhausting than you'd think. Especially in a nerve-inducing setting like a job interview. And practice is key!

Don't get intimidated by the unknown! Instead, get familiar with it by diligent research and practice. 

A well-rounded job interview preparation isn't just about knowing what to say, but also about knowing what NOT to say. We advise you to avoid the following: 

• Don't say “I don't know.” You might as well just throw in the towel! These questions are meant to test your adaptability and attitude towards challenges. Keep that in mind.
• Don't be vague. Instead, go into detail on the steps you take in each scenario. The more specific, the better!
• Don't be hasty with your answer. It's OK to give yourself some time to think. It's better to take a few seconds to check in with yourself instead of blurting out something that doesn't make sense. But that doesn't mean that you should sit there in silence for 5 torturous minutes. 
• Don't panic. Yes, we know that it's difficult to stay cool, calm, and collected in a situation where you don't hold the wheel. But just take a deep breath and focus! Plus, practicing can make you feel more prepared and in control.

To sum it all up, situational interview questions are meant to probe how you would deal with workplace problems in real life. 

Situational interviews focus on hypothetical scenarios to assess how a candidate might perform on the job, giving insight into their problem-solving and decision-making skills.

Though these questions can be difficult to predict, following the STAR method allows you to give your answers the structure and clarity they need to impress the hiring manager. 

Here is a simple how-to: 

• Firstly, make sure you understand the question.
• Provide context of the Situation.  
• Continue by defining the Task ahead.
• Outline what Action you'd take to solve the issue.
• Finally, round up your answer by mentioning the desirable Results.

Julia is an experienced career writer at Kickresume, who brings you expert tips on how to score big in the job market. From helping people improve their English to gain admission to their dream university, to guiding them on how to advance professionally, it would seem that her own career is also on a steadfast trajectory. Julia holds a degree in Anglophone studies from Metropolitan University in Prague, where she also resides. Apart from creative writing and languages, she takes a keen interest in literature and theatre.

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