Construct Validity
Construct validity relates to whether a particular psychometric assessment...
section one
5 Effective Interview Questions to Measure Positive Attitude
Lead consultant at Test Partnership, Ben Schwencke, explains why Problem-Solving is worth measuring.
The ability to identify, analyse and solve problems efficiently and effectively is essential to the smooth running of organizations, and often means the difference between success and failure in the workplace. As such, companies are increasingly focusing on measuring a candidate's problem-solving skills during the recruitment process. However, assessing problem-solving skills in an interview can be challenging, as candidates may have learned to present themselves in a certain way to impress interviewers.
Interpersonal skills such as communication and confidence can often overshadow the specific competency being measured, making it difficult to accurately assess a candidate's problem-solving ability.
In this article, we'll discuss five effective interview questions that can help HR professionals and hiring managers evaluate problem-solving skills. These questions are designed to provide insight into a candidate's approach to problem-solving, their critical thinking abilities, and their ability to make decisions under pressure. By using these questions, recruiters can gain a better understanding of a candidate's problem-solving capabilities and identify the right fit for their organization.
Can you describe a challenging problem you faced in the workplace and the steps you took to resolve it?
A strong answer should provide a clear, specific example of a challenging problem the candidate faced. They should describe the situation and the steps they took to resolve it, displaying analytical and critical thinking skills. Additionally, the candidate should discuss how they utilized resources effectively, collaborated with others if necessary, and implemented measures to prevent the problem from happening again.
A weak answer would be vague, lack a specific example, or fail to describe the steps taken to resolve the problem. The candidate might not demonstrate analytical or critical thinking skills, and they may not discuss any preventive measures to ensure the problem doesn't recur. A weak answer might also indicate that the candidate relied solely on others for resolution, without taking initiative or responsibility themselves.
- 1. What was the root cause of the problem?
- 2. What resources did you utilize to address the issue?
- 3. How did you ensure that the problem would not recur?
When faced with a complex problem at work, how do you approach finding the best solution, particularly when there is not an obvious or immediate answer?
A strong answer should demonstrate the candidate's systematic approach to problem-solving, including breaking down the problem, researching and evaluating possible solutions, and making a well-informed decision. The candidate should provide a specific example of when they used this approach to tackle a complex issue. Additionally, they should discuss how they balance the need for a timely solution with the need for thorough analysis, considering factors like resources, deadlines, and the potential impact of their decision.
A weak answer would be vague, lack a structured approach to problem-solving, or fail to provide a specific example of the candidate's experience. The candidate might not demonstrate an understanding of the importance of balancing timely solutions with thorough analysis, or they might not address the evaluation and decision-making aspects of the problem-solving process. A weak answer may also indicate that the candidate is hesitant to take responsibility for their decisions or lacks the confidence to make decisions in complex situations.
- 1. How do you identify potential solutions and evaluate their effectiveness?
- 2. Can you provide an example of when you had to use this approach?
- 3. How do you balance the need for a timely solution with the need for a thorough analysis of the problem?
Tell me about a time when you had to think creatively to solve a problem at work.
A strong answer should provide a specific example of a situation in which the candidate used creative thinking to solve a problem. The candidate should describe the process they went through to come up with the solution, how they evaluated its feasibility, and the steps they took to implement it. The answer should also discuss any challenges they faced during implementation and how they addressed those challenges. The candidate should convey how their creative solution led to a positive outcome for the team or organization.
A weak answer would be vague, lack a specific example, or fail to demonstrate the candidate's creative thinking skills. The candidate might not describe the process of coming up with the solution, evaluating its feasibility, or implementing it. They may not discuss any challenges faced or how they overcame them. A weak answer might also indicate that the candidate's creative solution did not lead to a positive outcome or that they failed to take responsibility for the results.
- 1. What factors led you to think creatively in this situation?
- 2. How did you evaluate the feasibility of your creative solution?
- 3. What challenges did you face in implementing your solution, and how did you overcome them?
Describe a situation where you faced a problem that required you to consider multiple perspectives or conflicting opinions before making a decision.
A strong answer should provide a specific example of a situation in which the candidate had to consider multiple perspectives or conflicting opinions to solve a problem. The candidate should describe their process of gathering and evaluating the different points of view, as well as the factors they considered when making their decision. The answer should also discuss how the candidate communicated their decision to the involved parties and addressed any remaining concerns or disagreements. The candidate should demonstrate their ability to navigate complex situations diplomatically and reach a solution that benefitted the team or organization.
A weak answer would be vague, lack a specific example, or fail to demonstrate the candidate's ability to consider multiple perspectives or conflicting opinions. The candidate might not describe their process of gathering and evaluating different points of view, or how they made their decision. They may not discuss how they communicated their decision or addressed any remaining concerns. A weak answer might also indicate that the candidate failed to reach a satisfactory solution or did not take responsibility for the outcome of their decision.
- 1. How did you gather and evaluate the different perspectives or opinions?
- 2. What factors did you consider when making your decision?
- 3. How did you communicate your decision to the involved parties, and how did you address any remaining concerns?
Can you describe a situation where you had to solve a problem under significant time pressure?
A strong answer should provide a specific example of a situation in which the candidate had to solve a problem under significant time pressure. The candidate should describe their process of prioritizing tasks based on urgency and importance, as well as the strategies they used to manage their time and resources efficiently. The answer should also discuss how the candidate handled any unexpected obstacles that arose during the time-sensitive situation. The candidate should demonstrate their ability to work effectively under pressure, adapt to changing circumstances, and achieve a positive outcome despite the constraints.
A weak answer would be vague, lack a specific example, or fail to demonstrate the candidate's ability to solve problems under time pressure. The candidate might not describe their process of prioritizing tasks or managing their time and resources efficiently. They may not discuss how they handled unexpected obstacles or adapted to changing circumstances. A weak answer might also indicate that the candidate struggled to work under pressure or failed to achieve a positive outcome in the time-sensitive situation.
- 1. How did you assess the urgency and importance of the tasks involved in solving the problem?
- 2. What strategies did you use to manage your time and resources efficiently?
- 3. How did you handle any unexpected obstacles that arose during this time-sensitive situation?
section two
Limitations of interview questions for Problem-Solving
Compared to more interpersonal competencies, problem-solving can be difficult to measure using an interview. Inevitably, a candidate's people skills tend to overshadow the specific competency being measured, allowing charismatic candidates to perform well regardless. Additionally, candidates who lack social skills but are otherwise great problem solvers are likely to perform poorly in interviews, never being able to highlight their problem-solving capabilities. Instead, we strongly recommend utilizing aptitude tests when evaluating problem solving, which are far better aligned with problem-solving than interviews.
Test Partnership’s suite of ability tests is the ideal assessment tool for evaluating problem solving. Research shows that problem solving is strongly underpinned by cognitive ability, making ability tests the ideal tools. Our suite of ability tests can be used at any stage of the recruitment process and represents a far purer measure of cognitive ability than interviews. For more information on our suite of ability tests, please contact us directly or register for a free trial.
