You need to hire the right candidates and assessing decision-making skills is a critical part of the interview process. Poor decisions can be costly and affect the whole team, potentially damaging your project's success or reputation. Understanding how to assess decision-making in interviews helps you identify those candidates who are capable of making sound and timely decisions.

From evaluating the evidence to handling risky choices, there are several ways to understand a candidate's approach to decision-making. This guide will cover what decision-making entails, why it matters in interviews, and the top questions to assess it, ensuring you pick the best fit for your team.

1. Understanding Decision Making in Interviews

1.1 What is Decision Making?

Decision-making refers to the process of identifying and choosing alternatives based on values, preferences, and beliefs. This skill encompasses the ability to analyse data, foresee consequences, and select the optimal course of action. In professional settings, decision-making is crucial, as it directly influences organisational success.

Effective decision-making involves several stages, including identifying the problem, gathering information, evaluating options, and acting. You might also need to review and reflect on these decisions to refine and improve your future decision-making processes. It requires critical thinking, logical reasoning, and often consultation with stakeholders or team members.

Pro-tip: Understand the candidate's typical decision-making process by asking them to walk you through a specific example. Listen for the steps they took and how they evaluated their options.

1.2 Why Assess Decision Making?

Assessing decision-making skills during an interview is essential because these skills impact a candidate's ability to perform effectively in their role. Poor decisions can lead to inefficiency, increased costs, and reduced team morale. Conversely, good decision-making contributes to project success, meeting deadlines, and achieving business goals.

By evaluating this skill, you can determine how a candidate approaches complex situations, weighs the risks and benefits, and ultimately arrives at a conclusion. You'll also gain insight into their problem-solving skills and their ability to stay calm under pressure. Hiring someone with strong decision-making capabilities can improve adaptability and resilience within your team.

Pro-tip: Tailor your questions to the specific responsibilities and challenges of the role to see how candidates would handle real-world scenarios they might encounter.

1.3 How to Spot Good Decision Making

Spotting good decision-making in an interview requires keen observation and strategic questioning. Look for candidates who provide specific examples, detailing the thought process behind their decisions. This indicates they have a methodical approach rather than relying purely on intuition or guesswork.

When candidates discuss their decisions, pay attention to whether they considered multiple options and the impacts of each. Also, evaluate whether they involved others in the process, and how they handled opposing viewpoints. Candidates who can articulate their decision-making process clearly, showcasing an awareness of potential outcomes and their ability to adapt when necessary, demonstrate strong decision-making skills.

Pro-tip: Ask follow-up questions to explore how the candidate resolved any challenges or feedback received during their decision-making process. This helps you gauge their openness to constructive criticism and willingness to learn.

2. Top Interview Questions to Assess Decision Making

2.1 Describe a Tough Decision You Made

When candidates are asked to describe a tough decision they made, you gain insights into how they handle pressure and complex situations. Look for specific examples where the candidate had to weigh multiple options, showing that they can analyse the pros and cons effectively. This question also sheds light on their problem-solving skills and whether they can take responsibility for their actions.

Moreover, assess how they articulate their thought process and the steps they took to reach their decision. If they pause to reflect and provide a structured response, it demonstrates clear, logical thinking. Take note of whether their decision had a positive outcome and what they learned from the experience, as this can indicate growth and adaptability.

Pro-tip: Highlight examples where candidates considered long-term impacts and stakeholder perspectives.

2.2 How Do You Handle Risky Decisions?

When evaluating how candidates handle risky decisions, listen closely for their approach to risk assessment and mitigation. Do they highlight using specific methods such as SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis? The ability to accurately gauge the potential for both success and failure, while also planning for contingencies, shows mature decision-making.

You should also be attentive to whether the candidate discusses involving others in the decision-making process. A well-rounded answer should involve consultation with team members or experts and a clear rationale for their chosen path. Risky decisions require a balance of confidence and caution, and a good candidate will demonstrate past experiences where they mitigated risks effectively.

Pro-tip: Favour responses illustrating data analysis and collaborative decision-making.

2.3 Tell Us About a Decision You Regret

Asking candidates about a decision they regret is a way to evaluate their ability to learn from mistakes. Look for honesty and how they articulate what went wrong. It’s critical that their response includes a reflection on what they would do differently, showing growth and a commitment to continuous improvement.

Furthermore, the ability to discuss a regret openly is a sign of humility and self-awareness. Evaluate how they dealt with the consequences of their poor decision. Did they take steps to rectify the situation? Have they implemented new strategies to avoid similar mistakes in the future? These elements demonstrate resilience and proactive learning.

Pro-tip: Encourage candidates to highlight specific actions they took to prevent future errors.

2.4 Discuss a Decision Made with Limited Information

When candidates discuss a decision made with limited information, they reveal their ability to handle uncertainty. Pay attention to whether they sought additional data or relied on their intuition and past experiences. A strong candidate will balance limited data points with logical reasoning and judicious risk-taking.

Look for answers that include consulting others, using any available data creatively, and making a provisional decision that could be adjusted as more information becomes available. This adaptability is crucial in fast-paced environments where decisions often need to be made with incomplete understanding.

Pro-tip: Seek examples where candidates balanced intuition and resourcefulness effectively.

2.5 Explain Your Decision-Making Process

When asking candidates to explain their decision-making process, you are uncovering whether they have a methodical approach. Strong candidates will outline a clear, step-by-step process. This typically includes setting objectives, gathering information, evaluating alternatives, making the decision, and assessing the outcomes.

Moreover, assess if their process incorporates feedback loops and continuous improvement. A candidate who actively seeks feedback and adjusts their process demonstrates a commitment to refining their approach. Understanding whether they involve others in their process also reveals their leadership and collaborative skills.

Pro-tip: Look for structured responses that include stages like goal setting and evaluation of alternatives.

3. Evaluating Answers for Insight into Decision Making

3.1 Looking for Clear Thought Process

When assessing a candidate's decision-making capabilities, your primary focus should be on understanding their thinking process. An organised response often indicates a structured approach to problem-solving. Look for clarity and logical steps that show how they navigated their way from the problem to the solution. For instance, if a candidate outlines the issue, evaluates options, considers potential outcomes, and then makes a decision, it signifies a structured mindset.

Pay attention to how they prioritise tasks and whether they maintain a logical flow. If a candidate shares a decision-making story that jumps around or lacks a coherent timeline, it may suggest a disorganised process. Indicators of good decision-making include:

• Identifying the problem clearly.

• Outlining possible solutions and weighing their pros and cons.

• Making a choice based on reasoned judgement.

• Reflecting on the decision to confirm its effectiveness.

Pro-tip: Ask follow-up questions like "What were the potential risks of your options?" to dig deeper into their thought process.

3.2 Assessing Risk Management

Risk management is a crucial aspect of decision-making. During the interview, find out how the candidate deals with unforeseen challenges. Individuals who are adept at managing risks will usually have a well-thought-out approach to mitigating potential downsides. For example, if they had a Plan B in mind or if they sought multiple perspectives before making a choice, it’s a positive indicator of thorough risk assessment.

Look for instances where they had to make a decision under pressure. Their ability to stay calm and make rational choices in high-stress situations is often telling. Signs of effective risk management include:

• Understanding the risks involved in each option.

• Evaluating the impact of those risks.

• Planning contingently to tackle potential issues.

• Making informed decisions despite uncertainties.

Pro-tip: Pose a hypothetical scenario with inherent risks and ask, "How would you approach this situation?" This can give additional insight into their risk management skills.

3.3 Understanding Values and Priorities

A candidate’s values and priorities significantly influence their decision-making process. You’ll want to determine whether their personal and professional values align with your company’s ethos and objectives. When candidates discuss their decisions, pay close attention to what they reveal about their motives and priorities. This can help you understand what they deem most important.

Look for examples where they had to choose between conflicting priorities. Did they prioritise team well-being over project deadlines? Did they consider the long-term impact of their decisions on the company? Key aspects to observe include:

• Consistency in values across different decisions.

• Alignment with company culture and mission.

• Consideration of ethical implications in decision-making.

• Balancing short-term and long-term goals.

Pro-tip: Ask, "What company value is most important to you, and how has it influenced your decisions?" This helps gauge their commitment to your organisation's principles.

In summary, understanding a candidate’s decision-making skills requires looking beyond their choices. By evaluating their thought processes, risk management, and values, you can identify individuals who will make sound decisions in alignment with your company's goals.