You're hiring a new team member but unsure if they have the right problem-solving skills? This is a common concern, as problem-solving is essential in almost all jobs. The right questions can reveal a lot about a candidate's ability to think on their feet, tackle challenges, and contribute to your team's success. Let's explore what makes problem-solving skills crucial and how you can identify them through effective questioning.

1. Understanding Problem Solving Skills

1.1 What are problem solving skills?

Problem-solving skills encompass a range of abilities that help individuals identify issues, think critically, and implement solutions. These skills aren't limited to just one area but span across various disciplines. They include the capacity to understand and analyse a problem, think creatively to generate solutions, and make decisions swiftly based on available information. Key components of problem-solving skills include:

• Analytical Thinking: Breaking down a problem into smaller, manageable parts.

• Creative Thinking: Seeing issues from a new perspective and coming up with innovative solutions.

• Decision-Making: Choosing the best course of action from various options.

• Implementation: Successfully executing the chosen solution.

Each of these components plays a crucial role in effective problem-solving. For example, without analytical skills, you might misidentify the issue. Without creative thinking, solutions may be limited and uninspired. And without effective decision-making and implementation, even the best ideas may fall flat. These abilities are particularly valued in the workplace as they enable employees to handle unexpected challenges and adapt to new situations.

1.2 Why are they important in the workplace?

Problem-solving skills are vital in the workplace because they directly contribute to an organisation's efficiency and success. Employees who can tackle and resolve issues quickly and effectively can prevent minor problems from escalating, which can save time and resources. Teams with strong problem-solving abilities can navigate obstacles more smoothly, leading to better project outcomes and higher productivity. The importance of problem-solving skills can be summarised in the following points:

• Prevents Escalation: Swift identification and resolution of issues stop them from becoming larger problems.

• Boosts Productivity: Teams that solve issues quickly maintain momentum and meet deadlines.

• Enhances Collaboration: Problem-solving often requires team input, which fosters better communication and collaboration.

• Improves Customer Satisfaction: Quick resolution of customer issues leads to higher satisfaction and loyalty.

For instance, consider a software development team facing a critical bug in their product. A member with strong problem-solving skills would methodically pinpoint the bug, brainstorm possible fixes, and implement the most effective solution. This not only keeps the project on track but also ensures the end-users have a smoother experience with the software.

1.3 How do they benefit teams?

Effective problem-solving skills benefit teams by improving collaboration, innovation, and overall team dynamics. When team members are proficient at solving problems, they can work together more effectively, sharing diverse perspectives and arriving at better solutions. This ability also encourages a culture of continuous improvement, as team members feel confident in tackling challenges rather than avoiding them. Here are some specific benefits:

• Enhanced Team Collaboration: Problem-solving often requires input from multiple team members, leading to better teamwork.

• Fostering Innovation: Teams that tackle problems head-on are more likely to come up with innovative solutions.

• Building Trust: Consistent problem resolution builds trust among team members and with management.

• Encouraging Continuous Improvement: Teams that solve problems regularly are more likely to seek out ways to improve their processes and outputs.

Real-world example: In a marketing team, encountering an unexpected drop in campaign performance can be worrying. However, with effective problem-solving skills, the team can collaborate to identify potential issues (like targeting inaccuracies or message misalignment), brainstorm solutions (such as refining the target audience or adjusting the messaging), and implement changes that turn the campaign around. This not only salvages the campaign but also strengthens the team's capacity to handle future issues.

Pro-tip: Encourage your team to engage in regular problem-solving exercises or activities. This can enhance their ability to think critically and work collaboratively, ultimately benefiting your entire organisation.

By understanding what problem-solving skills are, why they are important, and how they benefit teams, you can better evaluate candidates during the interview process. In the next sections we dive into crafting the best interview questions and evaluating answers effectively.

2. Crafting the Best Interview Questions for Problem Solving Skills

2.1 What to ask to gauge analytical thinking

To gauge analytical thinking, you should focus on questions that delve into a candidate's ability to dissect problems and evaluate information logically. Ask questions such as:

• "Describe a complex problem you have faced at work. How did you handle it?" This question allows you to see the candidate’s approach in breaking down the complexity and tackling each part systematically.

• "Explain a time when you used data to make a decision." Here, you are looking for a description of how data was analysed and what insights were drawn to form a decision.

• "Can you walk me through your problem-solving process for a recent project?" This lets you understand their step-by-step thought process and how they handle different stages of a problem.

• "How do you prioritise tasks when faced with multiple problems?" helps in assessing their decision-making framework and priorities when under pressure.

Pro-tip: Always follow up with questions probing their critical thinking like, "Why did you take that approach instead of another?" This can reveal their ability to evaluate different solutions and choose the most effective one.

2.2 Questions that reveal creative solutions

To identify creative solutions, your questions should encourage candidates to think outside the box. Questions such as:

• "Tell me about a time when you had to come up with an innovative solution to a challenging issue." This helps in understanding their creativity in problem-solving and their willingness to innovate when standard solutions don't work.

• "Describe a situation where you had limited resources but still solved a problem effectively." This question reveals how the candidate improvises and uses available resources creatively. It sheds light on their resourcefulness and ability to adapt to constraints.

• "Can you give an example of how you improved a process or product creatively?" helps to uncover their capacity for innovation and process improvement.

• "What is the most creative solution you’ve proposed in a work setting?" can offer insight into their boldness and originality in their approach to problems.

Pro-tip: After a candidate shares a situation, ask, "What alternatives did you consider, and why did you choose the solution you did?" This can further illuminate their creative decision-making process.

2.3 How to assess adaptability through questions

Assessing adaptability requires questions that focus on how candidates respond to change and unexpected obstacles.

• "Tell me about a time when you had to adjust quickly to changes." This sheds light on their flexibility and how smoothly they can transition when faced with unforeseen circumstances.

• "Describe an instance where you had to learn something new in a short amount of time to tackle a problem." This question aims to gauge their willingness and capability to quickly acquire new skills or knowledge, reflecting their adaptability.

• "Explain a time when you had to change your approach midway through a project. What prompted the change and how did you handle it?" This helps in understanding their ability to recognise when a shift is needed and how they manage the transition effectively.

• "Can you provide an example where a last-minute change occurred and how you managed it?" highlights their agility and problem-solving under pressure.

Pro-tip: Always ask follow-up questions like, "How did the change impact your original plan, and what was the outcome?" This not only probes their adaptability but also measures their effectiveness in managing changes.

3. Evaluating Answers: What to Look For

3.1 Identifying strong analytical skills

Evaluating strong analytical skills in an interview involves focusing on how candidates approach information and data. Look for answers demonstrating a structured thought process, including how they break down complex issues. Ask how they prioritise different elements and what methodologies they follow, such as SWOT analysis or root cause analysis.

When candidates articulate clear, logical steps to solving problems, it's a good sign. They should be able to explain how they pinpointed key issues and used data to support their conclusions. Pay attention to the use of quantifiable metrics and objective reasoning as these signify robust analytical capabilities.

3.2 Recognising creative problem-solving

To recognise creative problem-solving skills, listen for responses highlighting out-of-the-box thinking. Candidates should give examples where they innovatively solved problems. This could involve unconventional approaches or rethinking traditional methods, such as using design thinking or brainstorming sessions.

Creativity often involves a willingness to engage in trial and error. Look for stories where the candidate tested multiple ideas before landing on a successful one. Their ability to adapt and iterate on their solutions can provide significant insights into their creative problem-solving capabilities.

Pro-tip: Ask about past projects where they introduced novel solutions—this will help you gauge their creativity effectively.

3.3 Assessing adaptability in responses

Adaptability is key in problem-solving. You want to gauge how well candidates adjust to changing circumstances. Listen for examples of times when they faced unexpected challenges and how they modified their approach. This could involve pivoting strategies, managing crisis situations, or dealing with new information.

During these assessments, look for phrases that indicate a flexible mindset, such as "we adjusted our plan when...," or "we had to rethink our strategy because...". It’s important that candidates demonstrate the ability to remain calm and composed under stress, showing resilience and quick thinking.

Pro-tip: Ask about a time when a project didn't go as planned and how they adapted—this reveals their practical experience with change.

Evaluating problem-solving skills in an interview isn't just about identifying who can think on their feet but understanding how well they can do so under varying circumstances. The ability to blend analytical thinking, creativity, and adaptability is paramount. By asking targeted questions and knowing what to look for in responses, you can better identify the problem solvers who will thrive in your team.