Why Problem Solving is Important for Your Hiring Success

Picture this: You've just spent three weeks sifting through 200+ CVs, conducted 12 interviews, and finally hired someone who looked perfect on paper. Six months later, they're struggling with even basic challenges that require creative thinking.

You're not alone. Across the UK, hiring teams are facing an unprecedented challenge that goes beyond the usual "skills shortage" headlines.

But here's what most people miss: it's not just about finding candidates with the right technical skills. The real challenge is identifying people who can actually solve problems when things don't go to plan.

Recent research reveals that UK CEOs now consider problem-solving the most valuable skill for 2024, ranking it even higher than technical ability and experience. Meanwhile, 27% of UK CEOs say recruitment is one of their biggest challenges.

The cost of getting this wrong? Companies that hire poor problem-solvers face endless escalations, slower project delivery, and that nagging feeling that you're constantly firefighting instead of growing.

When we talk about problem-solving in hiring, we're not referring to someone who can complete a sudoku. We're talking about a person's ability to navigate ambiguity, analyse complex situations, and find effective solutions when there's no obvious playbook.

Strong problem-solvers in your organisation will:

• Identify the real issue behind surface-level symptoms
• Generate multiple potential solutions rather than jumping to the first idea
• Evaluate options based on evidence and likely outcomes
• Adapt their approach when initial solutions don't work
• Communicate their reasoning clearly to stakeholders

Think of problem-solving as your candidate's mental toolkit for handling the unexpected. In today's fast-changing work environment, this toolkit determines whether your new hire becomes a valuable contributor or someone who constantly needs hand-holding.

If you're spending too much time reviewing CVs only to end up with hires who struggle with real-world challenges, the issue likely isn't your screening process. It's that you're not measuring the one skill that predicts performance across virtually every role.

The World Economic Forum identifies analytical thinking as the #1 core skill employers want, with 70% of companies considering it essential. This isn't academic theory. It's based on research across thousands of organisations that shows problem-solving ability directly correlates with job performance.

Here's why this matters more than ever: Remote and hybrid work environments mean your team members need to solve problems independently. They can't simply walk over to a colleague's desk when they're stuck.

The evidence is clear: employees with strong problem-solving skills drive business forward. Those without become bottlenecks that slow down entire teams.

Which roles need strong problem-solvers? The short answer is most of them. But problem-solving becomes especially critical in roles like management, consulting, IT, finance, legal, data analysis, and any position where employees regularly face complex or urgent challenges.

You can't reliably assess problem-solving ability from a CV. Work experience tells you what someone has done, but not how well they think through complex challenges. Interview questions can give you glimpses, but they're time-intensive and vulnerable to well-rehearsed answers.

The most effective approach uses scientifically validated assessments that measure the cognitive abilities underlying problem-solving. This isn't about IQ tests or abstract puzzles. It's about understanding how candidates process information, recognise patterns, and draw logical conclusions.

Research shows that different types of problem-solving are underpinned by specific cognitive abilities:

• Numerical reasoning measures quantitative problem-solving
• Verbal reasoning assesses analytical thinking with written information
• Inductive reasoning evaluates pattern recognition and logical inference
• Critical thinking tests evaluation of arguments and evidence

The beauty of this approach? You can screen hundreds of candidates efficiently and objectively. Instead of spending hours interviewing people who may lack fundamental problem-solving skills, you identify the candidates worth your time from day one.

For a comprehensive guide on measuring analytical skills effectively, including detailed assessment strategies and implementation tips, read our in-depth article on how to assess soft skills in candidates.

The bottom line: Problem-solving ability isn't just another "nice-to-have" skill. It's the foundation that determines whether your new hires will thrive or struggle when faced with real-world challenges.

If you're tired of hiring people who look great on paper but can't handle complexity in practice, it's time to start measuring what actually matters.

Ready to get started? Here are your options:

• Explore our cognitive ability assessments designed specifically for modern hiring teams
• Learn about our complete approach to measuring both cognitive and interpersonal skills in our comprehensive soft skills assessment guide
• Book a conversation with our team to discuss your specific hiring challenges and get personalised recommendations

Don't let another strong CV fool you into hiring someone who can't solve the problems your business actually faces.