3 Ways to Assess a Job Candidate's Problem-Solving Skills

It does not take brilliance to know that different jobs require different skill sets. There are some niche skills, such as public speaking, and more universal ones, like problem-solving. This is a must-have to succeed. In modern workplaces, society has increasingly relied on individualized work, thus making problem-solving even more critical. Members of a workplace must be capable of evaluating and making decisions effectively without the intervention of others. By definition, problem-solving is the ability to create solutions for complicated situations. As employers, assessing a potential candidate in this regard can seem intimidating. Even if you’re a veteran interviewer, questions like, “How can it be done effectively? What questions to ask? What if you are wrong?” rise to the surface. These three ways to assess a job candidate’s problem-solving skills will share foolproof methods.

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1. Scenarios and assessments

There are many ways to evaluate how a potential new team member would resolve a problem. If you go for a Google adventure, you will find over 100 different source articles sharing ways to confirm someone can effectively think on their feet. In fact, there are paid services for others to do it for you, like this test for employer use. A standard method chosen is scenario examples. It starts with, “Tell me about….” and ends with, “How did you handle it?”

You want to ensure you’re asking questions that are relevant to the job duties but basic so plan out your questions beforehand and customize them to your company’s needs at the time and for the open position. By asking about specific situations and scenarios the person has already experienced in the workplace, you can understand how they respond to problems in various settings. Employers also take scenarios a step further by creating real-life ones.

Take a look at one of the most common challenges your current employees face during work, and then do a mock exercise to see what the candidate would do in real life. This method helps you know what training is needed and the candidate’s suitability. If you choose a standard test route, this can help you analyze their skills more intently. You will have multiple examples and can also see what the candidate identifies as a problem. For example, ask technical role candidates to complete a code or solve data analysis problems using real-world data. Ask marketing prospects to devise a campaign strategy or handle an unprompted PR initiative. It is essential to pay attention to leadership candidate roles. You can have them develop a solution for a hypothetical teamwork problem, organize a team bonding event, or even implement a new rule as a leader.

2. Take advantage of the STAR method

Every job requires some degree of problem-solving skills. The U.S. Bureau of Labor Statistics shared over 200 job professions and their range of importance. One effective method employers choose for all professions is the STAR method.

• Situation: Ask the candidate to describe a particular challenge they faced personally or professionally.
• Task: Have them explain their responsibility in resolving the issue and their involvement.
• Action: Ask what steps they took to solve the problem, emphasizing the decision-making process and what thoughts occurred.
• Result: Finally, ask about the outcome of their actions and their takeaway from the experience, including anything they would change.

This method, created in the 1970s by Development Dimensions International, is one of the most basic yet functional communication techniques in interviewing. It is considered a behavioral interview. By paying special attention to a person’s basic character traits and behavior, you can see how well they fit the role.

3. Interview multiple times

It is not uncommon for employers to undergo a lengthy interviewing process. Sometimes, candidates will go through two, three, or even four rounds of interviews. But this critical step of vetting helps ensure a harmonious relationship ahead. You can take this opportunity to implement many problem-solving skill evaluation methods. You can combine all three- tests, scenarios, and STAR methods in three different interview settings. This requires more time commitment but relieves pressure on the candidates to prove themselves. Because they will have multiple opportunities to meet, the process can go smoother, and they can think more critically.

Problem-solving is a crucial competency in nearly every role, and assessing it accurately during the interview can help you feel confident that you made the right decision. By using structured behavioral interviews, problem-solving exercises, and skill-based assessments, you can better understand a candidate’s problem-solving abilities. These methods can ensure you know how a candidate thinks and provide valuable insights into their practical application of skills, decision-making process, and overall fit for the role. By adopting these strategies, you increase the likelihood of hiring candidates who are capable of solving problems and thrive in whatever dynamic your workplace environment is.