hypothetical problem solving interview questions

15 Common Problem-Solving Interview Questions

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place. 

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively. 

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

• Problem solving lies at the heart of programming. 
• Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
• STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
• Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture. 

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum  

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search 

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions 

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

2. Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving. 

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took. 

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it? 

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters. 

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome. 

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome. 

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

• Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances. 
• Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
• Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
• Result : Wrap it up by stating the outcome achieved. 

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

• Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
• Obstacle: State the challenge or problem you faced.
• Action: Detail carefully how you went about overcoming this obstacle.
• Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process? 

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.  

• Point : State the solution in plain terms. 
• Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
• Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
• Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions 

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture. 

Here are some tips to do so:

• Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.  
• Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?” 
• Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
• If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?” 
• Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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How to ace situational interview question every time

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Why are situational questions asked?

Situational versus behavioral interview questions, tips for answering situational questions, 15 example situational interview questions, moving forward.

"How many years experience do you have?"

"Tell me about yourself."

"What's your biggest strength?"

These are all job interview questions you've probably encountered before, and they're usually easy to answer. But what happens when you're asked a more challenging and complex question? One that makes you explain your decision-making and problem-solving abilities.

Of the many possible interview questions you could be asked, you need to be especially ready for situational interview questions. These questions force you to dig deep to give a good answer.

They could throw off the good first impression you want to make and derail the rest of your interview. Done well, they show the hiring managers that you're a capable, reliable, and efficient worker.

Situational interview questions don't have to be daunting. We'll explain why hiring managers ask these questions, how they differ from others, and some do's and don'ts for giving your answer.

Situational interview questions give insight into how you would handle a challenging situation you could face while on the job. These hypothetical situations demonstrate your thought process.

It's the chance to show the hiring manager your skills in (hypothetical) action. Hiring managers want to see your future-minded leadership and how you'd adapt in the face of adversity .

It's also a great opportunity to show off your soft skills . Throwing in things like your problem-solving skills or critical thinking abilities also gives insight into your character. Do you remain cool under pressure, or lash out at coworkers easily?

These hypothetical interview questions describe your prioritizing methods and adaptability in potentially difficult situations. But they also show how you'd fit the company culture and impact your future team.

Maybe your way of handling a tight deadline or keeping up with a fast-paced work environment isn't how the company prefers it done, which could be a red flag to an interviewer. 

And if you dread situational interview questions, know they aren't going anywhere anytime soon. Research has found that they're one of the most valued ways of interviewing someone because they help describe behavioral intentions . They help predict job performance, personalities, and job knowledge, which are all important for hiring managers to consider.

But while these types of questions may seem straightforward and easy to point out, they're often confused with other interview questions.

Situational and behavioral interview questions are often lumped together. They both give you the chance to highlight your soft, problem-solving, and communication skills and emphasize how you value teamwork . Both might have you discuss how you'd use your cognitive flexibility in challenging situations and rationalize your thought process. 

While these are both considered scenario interview questions, they have their differences.

Situational interview questions ask you to explain how you'd react to situations in the future, some you've never experienced before. But behavioral interview questions ask you to reflect on your past experiences and highlight specific examples and actions you’ve taken.

It's not that situational questions can't be specific: it’s that behavioral questions rely on your first-hand experiences. 

One reason why these questions are often confused with one another is because they might describe similar situations.

Take a look at these examples of situational and behavioral questions:

• Situational example: How would you talk to a coworker routinely failing to meet their deadlines?
• Behavioral example: Give me an example of a time when you had to talk to a coworker who couldn’t meet their deadlines.

Notice how both questions ask about the same topics. Both give you the chance to explain your communication, problem-solving, and leadership skills. The situational question allows your answer to be open-ended, but the behavioral question will demand that you bring up specific details about the event and the actual outcome of what happened.

You’re also able to bring experience into your hypothetical answers. It might help you to say, “In the past, I had to X… which would lead me to do Y in this situation,” to prove your experience while offering a strong solution to their proposed problem.

Learning how to answer situational and behavioral interview questions might be tricky to do alone. At BetterUp , our coaches can provide the support and guidance you need to build your confidence and identify your strengths to ace your next interview.

As the interviewee, you want to give your answer in a specific, respectful, and insightful way. But that's easier said than done. 

Maybe you think you have a good action plan for answering these questions but backfires on you in the moment. Even if you've done dozens of job interviews before, it's helpful to continue learning new interview tips to best answer questions. 

That’s how a growth mindset benefits you: you'll learn new skills , gain more confidence, and feel inspired to set new goals.

Here are four do's and don'ts for how to answer situational interview questions:

• Use the STAR method: STAR stands for s ituation, t ask, a ction, and r esult. It's a way of structuring your answer so that you're detailed and your story comes to a close. Even though the STAR method is usually used for behavioral questions, just switch the point of view to a hypothetical situation, and you'll be good to go.
• Be yourself: Recruiters can sniff out when someone isn't being their true self. So why not be authentic ? Share your ideas, be creative with your solutions, and don't be afraid to share a smile.
• Take a deep breath: Interviews are stressful, and it's OK to feel uncomfortable. But before you share your answer, remember to take a deep breath. Be mindful of how fast you're talking, and slow down if needed. There's no need to rush your words or skip over details.
• Reflect on previous experiences: Just because these are hypothetical situations doesn't mean you can't use your real experiences to help you out. Consider if some of your experiences are similar to the question and how you ensured a positive outcome.
• Drift off-topic: This is the last thing you want to do for any interview question. Make sure you answer the specific question, and don't get distracted by other thoughts or questions.
• Be vague: What exactly are you talking about, again? A good answer is focused and specific. Remember to only include necessary details and keep your descriptions concise. You’re usually welcome to take a minute to collect your thoughts to make sure you’re properly answering the question.  
• Forget to prepare: Preparing ahead of time limits your worries and surprises. But when you don't prepare or create an action plan, everything will seem like a surprise and catch you off guard. Certain questions might seem more confusing if you haven't thought of them before.
• Use inappropriate language: If you're talking about hypothetically dealing with a difficult coworker or helping an unhappy customer, make sure to watch your language. You want to speak about people and situations with respect. Bad-mouthing your boss won’t make you seem professional or mature.

Of course, every industry and position is different. What type of situational interview questions recruiters ask you depends on the job description and your potential and previous roles and responsibilities. But you can count on questions that make you problem-solve.

Here are 15 common situational interview questions to review:

• If you're working under a tight deadline and don't think you'll be able to make it, what would you do?
• Let's say you disagree with your project manager on something. How would you handle it?
• A coworker tries to blame you for a mistake during a team meeting. How do you react?
• How would you act if you saw a coworker do something unsafe at work?
• If you knew your manager was about to make a huge mistake, would you tell them? And how?
• What would you do if a customer became violent and hostile?
• How would you react if you saw signs of burnout in yourself?
• You notice a team member is scrolling through social media instead of working. How would you talk to them?
• What would you do if you received harsh feedback on one of your assignments?
• What would you do if you were put into a situational leadership position at the last minute?
• Imagine you have a super long project to take on alongside your regular, smaller tasks. How would you approach it?
• Let’s say halfway through a major project, you realize you've made a big mistake in the early stages. How would you handle that?
• What would you do if your team members continuously shot down your input and suggestions?
• A new employee has joined your team. What do you do on their first day?
• You're very busy with your work, but a team member has asked for your help before they go on vacation for the week. What would you do?

If you’re feeling really unprepared, draft up some sample answers to these questions to see how you’d react during the interview.

Situational interview questions ask you to envision yourself doing the job. They allow you to share your insights and ideas from previous roles while hyping up your soft skills. You're trying to make a good impression on the hiring manager and show that you're the perfect fit for the job. 

We've talked a lot about what to do and don't do while giving your answer, and some example questions. But one thing that job seekers sometimes forget is that good storytelling goes a long way. And it's all about the delivery.

Research has found that when speakers share their information in story form, the listener will understand them better and be more engaged . It excites the sensory cortex in the brain, and the listener becomes hooked. It happens when your story includes details, interest, and a beginning, middle, and end. 

You want the hiring manager to be hooked on your words, so don't forget to have fun with how you share your answers. Keep your professionalism, but add in some spice and personality. It'll help solidify you as a candidate they'll never forget.

Ace your job search

Explore effective job search techniques, interview strategies, and ways to overcome job-related challenges. Our coaches specialize in helping you land your dream job.

Maggie Wooll, MBA

Maggie Wooll is a researcher, author, and speaker focused on the evolving future of work. Formerly the lead researcher at the Deloitte Center for the Edge, she holds a Bachelor of Science in Education from Princeton University and an MBA from the University of Virginia Darden School of Business. Maggie is passionate about creating better work and greater opportunities for all.

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18 Hypothetical Questions Interviewers Ask And How To Answer Them

Are you preparing for a job interview? Congratulations! Your prospective employer believes you may be a new team member. However, they still need to understand if you can fit well into the new environment. This is why hypothetical interview questions have become increasingly common. 

What Are Hypothetical Questions In An Interview?

Hypothetical questions involve putting a candidate in an imaginary situation and asking them to explain how they would handle it in real life. You can spot such interview questions by looking out for phrases such as “what would you do if…?” and “how would you respond to…?”. 

Employers love hypothetical questions as they indicate the strength of candidates’ analytical and interpersonal skills. That’s why hip tech companies like Google and Facebook often ask probing hypothetical interview questions — to find the most promising, well-rounded talent with a combination of hard and soft skills. 

For instance, here’s a sample hypothetical question that a prospective Product Quality Analyst was asked at Google : 

“A restaurant opened in Alaska yesterday on Google Maps has got 15 reviews. What do you think about this? How can you make sure the reviews are genuine?”

The interviewers are looking for an answer that provides a step-by-step account of how the respondent would investigate the legitimacy of some (clearly rather dodgy) reviews. In this way, the question offers candidates an opportunity to display their business acumen and quick-thinking skills. 

Hypothetical scenario questions at Google interviews also often include follow-ups, which encourage you to further explain your line of thinking when tackling a particular problem. For example,  follow–up hypothetical scenarios can sound like this: 

“A competitor started offering a $5 monthly fee for their email product. What recommendations would you make to your team based on your assessment of the situation? 

Follow-ups : Which factors would you consider in your recommendation? What impact on the company would your suggestions make?” 

Overall, hypothetical interview questions are common for managerial and executive roles. But they may also come up for several technical roles, especially in software development. 

Hypothetical Interview Questions vs Situational Questions vs Case Problems 

Hypothetical interview questions are different from behavioral interview questions , which test how well candidates responded to situations in the past. Hypothetical prompts ask you to consider future situations and allow you to get a bit more creative. While you may draw inspiration from past experiences, you must display problem-solving , critical thinking , emotional intelligence , and conceptual skills in your answers. 

Case problems, in turn, are a version of a hypothetical interview question that requires you to provide an in-depth analysis of a specific real or mock situation. Mostly, these are written test assignments you do in between interview rounds and then discuss your answers in person. When solving hypothetical scenarios and case problems you need to demonstrate how you apply your skills and domain knowledge to deliver real-world business outcomes. These also test your ability to analyze multiple factors that can influence the outcomes and present your thinking in a logical, well-structured manner. 

18 Sample Hypothetical Interview Questions With Answers 

Practice is key to doing well in all sorts of job interviews. Here are eighteen hypothetical interview questions and sample answers you can use as a cheat sheet.

Q1. You’re Leading A Project Which Requires Input From A Variety Of Teams. One Of The Teams Is Running Late And Claims They’re Snowed Under With Tasks. How Will You Deliver The Project On Time?

If you’re pepped with a similar question, the recruiter wants to test your people skills and ascertain how effectively you handle a heavy workload. They’re not asking you to rant and rave at the offending team (as tempting as that sounds).

Instead, you need to display your managerial skills . How will you convey the urgency of the deadline? Perhaps you will ask a third party to intervene, such as a more senior manager? Whatever way you decide to handle the situation, demonstrate that you understand the importance of stringent planning and solid communication. 

Sample answer: 

“First, I would assess the impact of the delayed team on the overall timeline of the project. If their tasks are critical to the project’s success, I would explore alternative solutions such as reallocating resources or outsourcing to ensure timely delivery. If their tasks are not critical, I would work with them to prioritize their workload and provide extra support if needed”.

Q2. You’ve Noticed A Coworker Harassing Another Employee. How Do You Respond?

This is one of the hard hypothetical questions, as it requires you to apply your subjective judgment. The recruiter is essentially testing your personality, and there are no correct or incorrect answers.

You could, for example, assertively intervene and stand up for the harassed employee. If you’re concerned about the repercussions, however, you can inform upper management. Try to answer this question as honestly as possible and give reasons for your judgment.    

“I would approach the person privately about the issue first. To avoid sounding accusatory, I usually use “I” statements as in, “I noticed your behavior the other day and it made me uncomfortable”. If they do not acknowledge their wrongdoing and continue with the same course, I would escalate the issue to the management and HR. I believe bullying is not acceptable.” 

Q3. Your Manager Has Asked You To Work Entirely Remotely For A Few Weeks. How Will You Maintain Strong Lines Of Communication With Colleagues And Clients?

This hypothetical situation is increasingly likely to pop up in interviews as remote working becomes more common. It tests: 

• How dependable you are
• If you are good with asynchronous communication
• How comfortable you are using popular communications software. 

Make sure you display your knowledge of different channels, including email, Microsoft Teams, Zoom, Slack, and any other relevant software. Just don’t mention your penchant for sending memes to colleagues.

“To keep the comms going, I’d establish a communication plan for regular check-ins. I usually prefer morning stand-ups where I can quickly talk about my plans/goals for the day, plus address the blockers. Afternoons are usually my “deep work” hours, so I’d avoid planning meetings around that time, but I’d respond to async messages via Slack or Microsoft Teams. Likewise, I’ll ensure that all of my client meetings are documented with notes/memos, and shared with other team members”. 

Q4. You Find Out That A Colleague Has Been Inadvertently Breaching Compliance Laws By Sharing Customer Data. How Do You Respond?

This problem tests your understanding of compliance laws and your ability to handle urgent situations with care. 

Compliance regulations such as GDPR and CCPA carry huge fines for breaches, so you would have to report the situation to your data governance team. At the same time, it is worth mentioning that you would treat the colleague with kindness and compassion rather than stirring up an argument about their negligence.

“I believe that everyone has the right to make an honest mistake. So I’d approach the person privately first to address the situation and brief them on the current policies regarding customer data (that is if the breach/disclosure was minor). I would strengthen the importance of upholding compliance laws and offer to share some of my tips.”

Q5. Your Manager Has Asked You To Deliver An Important Presentation To A Potential Stakeholder. How Do You Ensure It Goes Well?

Such scenario questions are relatively easy to answer. Focus on describing your organizational skills . Will you use special software to track the process of your project? Who will you reach out to for help? What kind of research will you do to ensure the presentation is as compelling as possible? Provide a comprehensive narrative of your process, and don’t be afraid to toot your own horn.

“My typical strategy is two-step: background stakeholder research (industry interests, affiliation, corporate values, etc). I use LinkedIn and online research to find the person’s public statements and interviews to get a better sense of their personality and professional affiliations. Also, I talk to customer success/service departments to get extra knowledge. Then I customize the presentation, based on the identified pain points and areas of interest, and practice my delivery with the team.” 

Q6. You’ve Received Negative Feedback For A Project You Were Initially Proud Of. How Do You Process The News?

We’ve all been there – negative feedback can be soul-crushing and seriously bruise your confidence. Recruiters who ask this question want to discover whether you will crumble under pressure or turn negative situations into positives. 

In your answer, acknowledge that you would find the news upsetting (the recruiters aren’t looking for robots!) but that you would attempt to learn from the feedback. Perhaps you would make a development plan or schedule a meeting with your manager to discuss further training sessions. 

“I would step back from this for a day to process my emotions. Then once again re-evaluate the feedback holistically to understand in which areas I should improve. If something appears unclear, I’d approach the manager or peers for extra guidance. Overall, I’m open to constructive criticism and treat failure as a learning opportunity. I’d rather fail fast and learn than stay delusional in my beliefs.” 

Q7: You’re Introduced To A New Software Product You’ve Never Used Before. How Would You Know That You’re Using It Effectively?

Technology is everywhere in the workplace, so strong digital literacy skills are kind of expected. The purpose of this hypothetical interview question is to gauge your ability to master new software on your own. 

Your answer should explain how you’d approach adoption. Give a quick walkthrough. Use a specific example from your last position if you can to give your answer extra validity. 

“I’d follow the general onboarding sequence first for the app and check the product documentation. In most cases, this gives me about 70% of the information I need to get started (this was the case with Figma). I’d then give myself a couple of days to play with the features, referring back to the documentation whenever I’m stuck. Also, there are plenty of YouTube tutorials for most software apps. For the most complex questions, I’d approach colleagues or the IT staff to help me progress from a confident to an advanced user.” 

Q8: You’re Leading A Sales Demo For A New Client. The Evening Before, Your Team Says An Essential Feature Isn’t Working. What Would You Do? 

The purpose of this question is to test your adaptability skills, as well as the ability to come up with creative solutions to unexpected obstacles. 

Moreover, the interviewer likely tries to understand what type of risk you’d rather carry: the prospect of losing new business (by postponing a demo) or the prospect of tainting your (and the company’s) reputation during a flopped demo. Your goal here is to demonstrate a tempered, confident response. 

“My first step would be to assess the situation and understand the impact of the missing feature on the overall demo. If it’s critical (i.e., supports the main client use case), I’d reach out to the client and request to reschedule the demo by transparently addressing the issue. If it’s an auxiliary feature, I’d customize the demo and use workarounds to showcase the product’s capabilities without the affected feature. Lastly, I would debrief with my team after the demo to understand what went wrong and how we can prevent similar situations in the future”.

Q9: You’ve Noticed That One Of Your Team Members Isn’t Using Their Time Effectively (According To The Company Productivity Dashboard). Yet, They’re Delivering On All Assigned Tasks. How Would You Approach This Situation?

Hypothetical situations like the above are a common “test” for managerial positions. It’s a great segway for talking about your ability to coach, mentor, and empower others at the workplace. Essentially, the interviewer wants to learn more about your leadership style to determine if you’d be a good cultural fit for the team. 

Again, there’s no right or wrong answer. Just explain what you would have done in this case and explain why. 

“I’m personally averse to micro-management and as long as the employee hits all the KPIs, I’m ok with them keeping odd hours, for example. But if the situation (and data) indicates that the person is struggling with effective time management, I’d lend them some tips during a personal chat.”  

Q10: If You Were Asked To Improve One Product In Our Company Portfolio, What Would It Be, Why, And How Would You Suggest Improving It?

Scenario questions aim to test your product knowledge and your core competence for the role. Explain your reasoning for choosing one option over another and give a short walkthrough of your thought process.

Typically, the interviewer will give you some time to think about this problem. Don’t be afraid to ask for extra time if you need to better analyze the problem. Asking clarifying questions is another great way to win extra brownie points. 

“Let’s assume I want to improve Acme’s personal finance app. I’ve picked it because it’s a new product (launched in Dec 2023) and it’s still at the MVP stage. To prioritize features and develop a new roadmap I would: a) Analyze current user metrics (Activation rate, churn, daily and monthly unique visitors). Then dive into the user research and beta testing feedback to better capture the sentiment on likes, wants, needs, and dislikes, before determining the next steps. I’ve chosen this product because it’s definitely in demand and can be a great channel for up-selling your wealth management products.” 

Q11: The Leadership Wants To Increase The Time-To-Market For New Software Releases. However, They’re On The Fence About Increasing Budgets. What Would Be Your Suggestions?

This question is more realistic than hypothetical for most project and product managers. Stakeholders often press for faster results all the time but aren’t as eager to commit monetarily. Your answer must demonstrate strong negotiation skills. Show how you can win over people with persuasion and properly manage expectations. 

For example, you can mention specific techniques that you’re using (e.g., the go big and then go small method) or mention how you’d use data to build your arguments. Your goal is to persuade the interviewer that you’re good at persuasion. 😊

“My tactic would be twofold. I would first present the status quo aka current team velocity and average release time to push the stakeholders towards asking the “golden question” aka how can this be fixed. Then I’d lay out the options: Automate releases with a better DevOps toolkit with estimated data on impact. Once I sense they’re on board with my thinking, I’d go for the ask — imply that to do so, the IT team will need an extra budget of X for new software.” 

Q12: One Of Your Team Members Feel Sick Just Before An Important Deadline. The Team Has A Strong Dependency On Their Input. What Would You Do?

With this tricky hypothetical interview question, the interviewer wants to see your adaptability. How well can you cope with stressful situations? Will you crumble under pressure? 

A strong answer will showcase some creative problem-solving abilities. It also gives you room to demonstrate your leadership potential by saying that you’d try to make lemonade out of the lemons you’ve got.  

“I’d think of ways to remove that dependency. Can I do their task(s) instead? Does anyone else on the team have the skills or authority to make that happen? Depending on the circumstances, I’d try to find the best way to have the project completed before the deadline. And if that’s in no way possible, notify others about the delay.” 

Q13: You’ve Noticed That One Of The Employees Always Skips Some Steps In The Standard Operating Procedure. How Would You Deal With This?

The purpose of this answer is to test your integrity. Will you do the right thing when you see that other employees cut corners? On the other hand, this can be a “trick” hypothetical interview question, aimed at testing your ability to think critically and propose process improvements. 

A smart thing to do is to first counter this with something like “How important is this SOP? Is it critical to employee safety or just a slightly redundant legacy process?”. Then adjust your response based on the follow-up deets you get. 

“I’d approach the person and ask why they’re doing so. If they’re skipping them because they believe these are redundant, I’ll look into ways to optimize the said process to reduce the number of checklist steps. But if they don’t make a good case for their behavior, I’d make a verbal remark first, and then offer them to complete extra training.” 

Q14: Imagine You Were Put In Charge Of Improving The Company Diversity Program. What Would Be Your First Steps?

A variation of the above can be a case problem for someone in a managerial or executive role. What the interviewer wants to see is your standard approach to planning and initiating new projects aka your conceptual skills . Demonstrating experience with change management is another thing you could do to win extra points. 

“First, I’d look into the current program’s shortcomings. In particular, I’d want to see the metrics like representation, retention levels of different work groups, and general ERG participation levels. If this data isn’t available or goes back to over a year, I’d re-run the analytics. Next, I’d present the findings to the HR leaders and jointly work towards clarifying the new objectives. I prefer to have one North Star goal and 2-3 adjacent goals to both secure some quick wins to create buy-in and diligently work towards a more complex, long-term goal.” 

Q15: You’ve Received Feedback That Your Team Isn’t Innovative Enough. You Disagree With This Statement. How Would You Act?

Managers often have to deal with inconclusive or non-constructive feedback from the higher-ups and peers. By probing you with this question, the interviewer wants to better assess your personality and conflict management skills. Your goal is to show that you can put your emotions aside when you face criticism and have a constructive dialogue even when you’re dealing with an opposing POV. 

“Well, I’d first investigate if there are good grounds for making such a claim and provide evidence to the contrary. For example, speak of the type of new technologies we have recently incorporated or process improvements made. I’d also try to understand what made the opponent draw such a conclusion. Their opinion may indeed shed light on some aspects that I’ve overlooked.” 

Q16: The Company Leadership Pushed For A New Team Objective. You And Your Team Believe That It Would Be Unrealistic To Achieve Within The Set Time Frame. How Would You Navigate The Issue?

This is another example of the popular what would you do in this situation questions interviewers may ask to evaluate your interpersonal skills . They’re also wondering how well you can confront more senior peers when the situation calls for that. 

A good answer won’t be inert. On the contrary, you must show that you can professionally push back on unrealistic demands and reconcile everyone’s expectations. 

“I’d ask for a follow-up call with the leaders and present my case for why the target is unrealistic. For example, let’s say they want to reduce the customer acquisition costs by 2X in the next 6 months. I’d argue that we can certainly do that by removing PPC from the marketing mix, but doing so will likely reduce our lead volumes by anywhere between 30% to 50% and revenues respectively. Then I’d walk them through other options that can be more long-term (e.g., 12+ months), but can eventually lead to lower CAC.” 

Q17: One Of The Client Projects Is Running Over Budget. What Actions Will You Take And How Will You Communicate The Issue To The Client?

The ability to lead slightly awkward, but highly important conversations like the above, is critical for all customer-facing roles. Your answer must demonstrate that you can break the hard news well and defuse any possible tensions. 

The best way to answer this hypothetical interview question is using the STAR method when answering this question. First, paint the picture. Next, tell what your key task is, then describe the actions you plan to take, and conclude with the outcome you’d expect to get. 

“Let’s say a client keeps changing the brief requirements for the MVP prototype because they get new user research data (that happened quite a few times in my career). My task is to gently remind them that this increases the number of re-works our UX team does — and the total paycheck respectively. I’d schedule a quick call with them to describe that this type of action is out-of-scope as per our current contract, draw their attention to the extra billing incurred so far, and suggest ways to keep this leaner and more cost-effective. For example, we can package new requirements into the next Sprint, rather than address them immediately”.  

Q18: A Key Employee Resigns Three Months Before The New Product Release. How Would You Ensure That Everything Stays On Track?

The current business climate is anything but predictable these days. Shifts in consumer demand, supply chain issues, interest rate hikes, mass resignations, global climate, or health events — the risk radar leaders face is big. 

The intent behind such hypothetical questions is to assess both your project management skills and personal resilience. How quickly can you adapt to the new circumstances? Can you rescue a project at risk of going into havoc? Talk about your experiences with operating in crisis mode.  

“A similar thing happened to me once, although the employee was out due to severe trauma after a car accident. They’re ok now! As soon as I got the news, I got straight to my Gantt chart and began reallocating their duties to other team members and myself. I’ve also adjusted some timelines and reduced the scope of one feature to ensure that we still release on time.” 

How To Answer Hypothetical Interview Questions?

Most hypothetical questions require candidates to provide some kind of narrative or a description of a logical process in this way. The precise nature of the questions will, of course, differ by industry. But the answer structure will always be the same: You need to provide your opinion or assessment of the situation, describe your actions, and then state why you came up with this response (aka explain your thought process). 

To give an answer that makes the recruiter feel as amazing as hitting all green lights during rush hour, you can also apply these three tips:

• Answer as if you’re already hired for this role. First of all, doing so helps you come up with a more relevant, meaningful response. Secondly, it helps the interviewer picture you in this role (and your goal is to make them like what they see). 
• Pick one problem at a time. When a hypothetical scenario asks you to evaluate multiple possibilities or describe quite an ambitious project, don’t try to cover all the grounds. Instead, anchor your answer to one variable (e.g., one aspect of the program you want to improve or one marketing strategy you’d want to improve). This way you can show deeper expertise and analysis, rather than just share some high-level, blanket statements.
• Don’t be afraid to make assumptions. By design, most hypothetical interview questions are rather vague to appeal to a wider range of candidates. But you can make them more relevant to your experience and your skill sets by enhancing them with assumptions. For example, rather than just talking about “a project”, describe a “6-month sprint for releasing a new front-end for a fitness app” and then build your further answer from there. Rich descriptions make it easier for the hiring manager to picture you doing this type of work. 

So, there you have it – a good roster of sample hypothetical interview questions to practice. While you may not get the same scenarios during your next interview, these are a great starting point for practicing. Consider solutions to common problems in your industry and write down why you’re the perfect person to solve them. Hypothetical questions aren’t rocket science, but they require creative thinking — and you sure have plenty of that!

Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice... more

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Problem-Solving Interview Questions & Answers

• Updated July 13, 2023
• Published March 9, 2020

A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations . They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who are equipped to deal with this.

Problem-solving questions are so-called behavioral interview questions . Behavioral interview questions are strategic type of questions that require you to provide an answer that includes an example situation that you experienced in your career. These questions focus on specific work situations that you experienced and how you responded.

A basic example of a behavior question about problem-solving is ‘ tell me about a time you solved a problem at work .’ As you can see, the interviewer is looking for you to explain a situation and how you approach it, and how you solved it. Furthermore, the interviewer is interested in what you learned from that experience. Answering behavioral questions requires some work because you need to provide the interviewer with a strong answer to convince them that you’re the right person for the job.

The rationale behind asking problem-solving questions is to discover how you approach complex and challenging situations and if you can provide an effective solution. Interview questions about your past behavior might sound challenging, but they are actually a great opportunity for you to show that you’re a fit for the position. With the right preparation, you can use your answers to problem-solving questions to your advantage.

What Are Problem-solving Interview Questions?

Basically, problem-solving skills relate to your ability to identify problems, issues, obstacles, challenges, and opportunities and then come up with and implement effective and efficient solutions. However, this is a broad definition of problem-solving abilities. Depending on the position and field you’re applying for a position in the interviewer can focus on different aspects of problem-solving.

Examples of problem-solving competencies are:

Taking initiative.

Taking initiative means that you step up to the plate when needed and that you take action without being asked to do so. People who take the initiative demonstrate that they can think for themselves and take action whenever necessary. Furthermore, you actively look for opportunities to make a difference in the workplace.

Creative thinking

Creative thinking means that you’re able to look at something in a new way to find a solution. People who are creative have the ability to come up with new ways to carry out their tasks, solve problems, and meet challenges. Creative people are original thinkers and are able to bring unorthodox perspectives to their work.

Resourcefulness

Resourcefulness is the ability to find quick and clever ways to overcome challenges in your work. Furthermore, people who are resourceful are original in their ways of thinking to overcome challenges.

Analytical thinking skills

These skills refer to the ability to gather data, break down a complex problem, weigh pros and cons, and make logical decisions. People who possess analytical thinking skills help the company overcome challenges and are able to spot potential issues before they become actual problems.

Determination

Determination can be described as the firmness of purpose or resoluteness. Specifically, people who are determined are persistent and do not give up easily or when they have a setback. Determination gives these people the motivation to push through and keep moving forward.

Results-oriented

People who are result-oriented have their full focus on getting to the desired outcome.

Problem-solving behavioral interview questions

As discussed in the introduction, problem-solving questions fall into the behavioral category of interview questions . These questions ask you to provide specific examples of past work experiences. For interviewers, understanding your past professional performance is the best way to gauge your future job performance.

Behavioral questions are focused on the desired skills or competency area, such as in this case, problem-solving. Other common competency areas for which behavioral questions are used are teamwork , communication , time management , creative thinking skills , leadership , adaptability , conflict resolution , etc.

Behavioral job interview questions usually start with the following:

• Give me an example of
• Tell me about a time when you
• What do you do when
• Describe a situation where

Examples of problem-solving behavioral interview questions:

• Give me an example of a time you had to solve a difficult problem at work.
• Tell me about a time when you identified and fixed a problem before it became urgent.
• What was the best idea you came up with at your last position?
• Describe a situation where you find a creative way to overcome an obstacle.

As you can see, the questions mentioned above require you to discuss your past behavior in a professional work environment. The reason for asking behavioral job interview questions instead of just asking traditional ones is that the most accurate predictor of future performance is your past performance in similar situations .

The interviewer wants to discuss previous work situations and wants you to elaborate on them to get to know you better. Solid interview preparation will help you give the answers that the interviewer is looking for. This starts with doing your research and thoroughly reviewing the job description . Doing so can help you understand what type of problem-solving skills are required to successfully perform the job you’re interviewing for.

By preparing example scenarios to questions you expect based on your research , you can give exactly the information that he or she is looking for. In other words, you need to relate your answers to the job requirements and company culture of the organization where you’re applying for a position.

To answer behavioral questions about your problem-solving skills, you need to ensure that you provide the interviewer with specific details about the situation you were in, your task in that situation, the action you took, and the specific results that came out of those actions. In short, this is called the STAR-method of providing an answer. The STAR method is discussed in more detail later on in this article.

Why Interviewers Ask Problem-solving Interview Questions

Problem-solving skills are required in most job positions. This means that a lot of hiring managers will try to assess your problem-solving skills during your interview. The main reason for asking you about situations in which you used your problem-solving skills is to get an understanding of how you work.

The interviewers want to get questions answered, such as:

• Are you results-oriented, and are you proactively involved in your work?
• Do you look for different ways to contribute?
• Are you an individual that others can count on to increase team performance?
• Are you a self-starter, or do you need someone to give you instructions?

Most likely, the interviewers look for a self-starting person with general problem-solving skills that can be used in different situations. A proven track record of solving problems such as those required in the position you’re interviewing for will definitely help convince the interviewer. Therefore, make sure you prepare answers to questions you expect in advance.

For example, someone who works as a customer service representative should be able to deal with a frustrated or angry customer . They need to be able to solve these problems and know how to handle such situations. Other examples of positions where problem-solving skills are essential are, for instance, accounts or project managers. They need to be flexible in their approaches and should be able to handle a change in deadlines. Another example is, for instance, a logistic manager who should be able to fix an inefficient logistics process.

The Interviewers’ Goal When Assessing Your Problem-solving Skills

There are several underlying reasons why interviewers use behavioral questions to assess your problem-solving skills. The main one, of course, is that they want to hire a person who’s able to perform the job.

Instead of hiring the person that they ‘like’ they need something better to figure out which candidate is the right fit for the job. By analyzing your behavior in past situations that are similar to the ones that are required in the role that you’re applying for, they try to do just that. Below we discuss a couple of important elements employers consider when making a hiring decision.

Costs of making a bad hiring decision

Employers want to make sure that they hire the right person for the job. For a company, making a bad hiring decision is not only about losing money, but it can also lead to a decrease in productivity and morale. Hiring a bad candidate could lead to leaving a bad impression on customers/clients, but also with coworkers.

Furthermore, time will be lost if the company needs to search for another candidate after a bad hire. Therefore, employers do everything to avoid such situations. Behavioral questions are regarded as a preventative way to make sure that the right person with the right fit for the company is hired .

Specific details of your behavior

By asking behavioral questions about your problem-solving skills, the interviewers try to uncover specific details of your behavior. They want to find out if you are able to clearly identify a problem and if you are able to come up with an efficient and effective solution when needed.

Of course, they got your resume already and maybe even a motivational letter or letter of recommendation . Still, the interviewer can only assess your hard skills and educational levels based on these documents.

Essential soft skills , such as problem-solving, are easier to assess during job interviews with the help of behavioral interview questions. Therefore, include real-life work scenarios in your answers that demonstrate how you have used the skills required for the position that you’re interviewing for. The interviewer wants to assess if you possess the skills required to perform the day-to-day tasks and deal with challenges that you will encounter in the workplace.

Your (past) behavior as a predictor of your future job performance

Questions about your problem-solving skills and the answers you give are used to determine the chances of your future success in the job that you’re interviewing for.

Specific behavioral problem-solving questions such as ‘ tell me about a time you had to solve a problem at work. What steps did you take before deciding on how to solve the problem, and why? ‘ give the interviewer more insight into your professional behavior and in turn, your future job performance .

Another way to assess your behavior is by asking hypothetical questions. If you, for instance, do not have certain experience yet, the interviewer could ask you a question along the lines of ‘ What would you do if you were caught off-guard by a problem that you had not foreseen? Which steps would you take to address the problem? ‘. As you can see, this question is hypothetical in nature. The interviewer wants to hear which steps you would take to address a possible complexity in your work. Based on your answer, the interviewer will assess if your approach is suitable for the position for which you’re interviewing.

It’s therefore important that you prepare for frequently asked interview questions that you can expect during your interview. By preparing the right example answers on how you have solved problems in your previous jobs and how you would solve problems in the job you’re applying for, you can provide a concise answer without missing important details.

Avoid making a wrong hiring decision

Questions that gauge your professional behavior help employers assess your future job performance. In other words, this helps them make a better hiring decision. A perfect resume or cover letter is not enough to impress seasoned interviewers.

By asking behavioral problem-solving questions, the interviewer tries to uncover your previous work patterns. The information in your answers gives them more insight into your approach to critical situations and if this approach matches the ones required for the position you’re applying for.

By preparing the right way, you can make sure that your example answer situations include aspects of the most important job requirements. Of course, the interviewer is looking for candidates that fit the job description , so make sure that your answers relate to the job requirements.

What Interviewers Look for in Successful Candidates

In short, interviewers look for candidates who have the right work approach to succeed within their company and in that particular position. This is also why we can’t emphasize the importance of being able to demonstrate your skills through solid example scenarios enough .

The right preparation will help you get there. Your goal is to demonstrate that you are capable of taking on the day-to-day tasks required for the position and have the potential to grow . For example, if you are able to work in and deal with transitions in fast-paced environments such as financial markets . And can you handle the complex situations that you will encounter? Are you able to deal with such transitions effectively? In this case, you need to show adaptability and problem-solving skills through example scenarios of how you did so in the past.

Problem-solving behavioral questions are used to get insights into how you approach problems at work, if you take the initiative, and if you possess the right creative and critical thinking skills . Basically, the interviewers want to get the following questions answered:

• Do you take the initiative?
• Can you communicate effectively?
• Are you able to adequately respond to problems or issues that occur during your work?
• Can you perform in stressful and unexpected situations?
• Are you able to adjust to changing work environments?
• Can you assist your coworkers or team when needed?
• Are you flexible in your approaches to situations at work?

Red Flags for Interviewers Assessing Your Problem-solving Skills

When answering questions about your problem-solving skills, there are certain things you need to look out for. Below we discuss a couple of warning signs that interviewers consider when you answer their questions. Ensure that you avoid these at all costs to avoid making the wrong impression.

1. Not answering the question or not providing enough detail

If you answer a question with ‘I can’t recall a situation where I encountered such a problem ,’ this is considered a red flag. This could mean that you did not prepare well and that you’re not taking the interview seriously. Furthermore, the interviewer could interpret such an answer as you may avoid dealing with challenging situations.

If you cannot provide specific details or examples about what you claim in your resume or cover letter, this can be considered a red flag too. If you, for instance, claim that you have successfully solved problems and used critical thinking skills in your work, you need to make sure you’re able to back this up through clear examples of times you did so. Failing to do so could lead to a quick elimination of your candidacy for the position. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

2. Canned responses to questions

Preparing answers is key to success for any interview. However, this means preparing original, effective, and relevant answers that are related to the position you’re interviewing for.

Generic answers to behavioral problem-solving questions such as ‘ tell me about a time you had to solve an issue with a customer ‘ are considered warning signs. An example of a generic answer to that particular question is ‘t his one time I had to deal with an angry customer who had complaints about the pricing of a product. I calmed her down and made the sale ‘. As you can see, this answer does not provide much insight into your problem solving skills, thought process, and how you approach the situation.

If you give a generic answer, you can expect more follow-up questions from the interviewer. However, it’s better to prepare strong answers to impress the interviewer that you actually possess the required skills for the job.

3. Answers that focus on problems, not solutions

The reason for asking specific behavioral-problem solving questions is to assess how you approach and solve problems. It’s, therefore, important that your answers focus on the solution, not the problem . Of course, it’s important that you are able to spot and identify problems, but finding a solution is essential. If your answers focus on problems too much, you can come across as too negative for the job.

Negativity, in any form, in your answers, is considered a red flag. This can be talking negatively about a problem you had to solve but also talking inappropriately about previous employers or co-workers. Negative undertones never impress interviewers the right way. Therefore, focus on how you solve problems and put yourself in the best light possible.

4. Too stressed or uncomfortable during an interview

Interviewers know that almost everybody is slightly uncomfortable when put on the spot during a job interview. However, when you’re too stressed to provide a good answer, this can be viewed as an indicator that you do not handle stressful situations well. Of course, remaining calm under pressure while still being able to solve problems is essential for positions in which problem-solving skills are required.

5. Failing to respond effectively

Failing to respond effectively to interview questions comes across weak. It’s therefore important that you prepare for your interview by thoroughly analyzing the job description and try to understand what kind of problems you will be solving in the position that you applied for. This research will help you choose the right examples from your past that are most likely to impress the interviewer.

Therefore, research the job and organization and make notes of the required skills and experiences you think the company values. This allows you to tailor your answers to your situation.

Also, think about possible follow-up questions the interviewer might ask you. Because you already know what examples you will use in your answers to questions you expect , if you prepare the right way, you can figure out which follow-up questions are likely to be asked. For instance, if you’re preparing for the interview question, ‘ tell me about a time you solved a problem at work ,’ you can expect the interviewer to follow up with, ‘ what steps did you take to solve the situation?’.

6. Not taking responsibility or minimizing the significance of a problem

When a problem is identified but not addressed, this could quickly escalate into a bigger problem. Employees who do not take responsibility or those who leave things for later might not be result-oriented and engaged in their work.

Another way of taking responsibility is to show self-awareness. It’s common for interviewers to ask you about a time that you failed, especially in situations where you needed to solve problems. They are interested in what went wrong in a work situation, if you took responsibility for your actions, and what you learned from that situation. Not taking responsibility for, for instance, a  project that may have failed , is considered a warning sign.

Self-awareness and being to reflect on situations is an important characteristic to possess in the workplace. Interviewers want to hire candidates that can admit errors or who made thoughtful mistakes trying to solve problems in the past and tried to fix them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers show that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Frequently Asked Problem-solving Interview Questions

Below you can find commonly asked behavioral problem-solving questions . These questions are divided into regular questions and hypothetical questions. Learn everything you need to know about common interview questions that are frequently asked during job interviews .

Problem-solving interview questions:

• Tell me about a time you faced an unexpected challenge at work and how you dealt with it.
• Describe a time a customer approached you with a problem or concern. How did you respond?
• Tell me about a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
• What was the best idea you came in in your last position?
• Tell me about a time you had to solve a difficult problem.
• What’s the most significant improvement that you have made in the last year?
• Tell me about the most innovative new idea that you have implemented in the workplace.
• Have you ever improved the workflow of a project based on your analysis? How did you do this?
• Describe a situation in which you anticipated a potential problem and applied preventive measures.
• Tell me about a time you faced a significant obstacle you had to overcome to succeed in a project.
• When you’re working on several projects, it’s tricky to deliver excellent service to all of them. How do you go about prioritizing the needs of a client?
• Describe a situation in which you had to analyze information and make a recommendation.
• What do you consider your greatest achievement in the workplace? Why?
• Describe a situation in which you needed to motivate others to get something done.

Hypothetical problem-solving interview questions:

• How would you approach a situation in which you had to analyze information to make a recommendation to a client?
• Tell me how you would handle a situation in which you have a deadline you cannot meet.
• How would you handle a conflict with a co-worker?
• A frustrated client calls you to discuss a problem. How do you deal with such a situation?
• How would you handle a situation in which you would need to convince someone to change their decision?

Preparing Answers to Problem-solving Interview Questions

There are several steps that you can take to prepare for problem-solving questions. Here you can find a job interview checklist . To get started, you can consider the following steps.

Step 1: Research

Before your interview, it’s important that you thoroughly research the position and company. Read the job description carefully to find specific skills that a candidate needs to possess to successfully perform the job. Think of skills such as adaptability , communication , and problem-solving. Also, read the company website to get more information about their mission statement and who their main clients are. Furthermore, check their LinkedIn pages and other content/news related to the company.

Your research will help you identify the required skills, qualities, and experience for the position. In turn, you can use this information to make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required skills, competencies, and experience

Behavioral questions such as those about problem-solving skills are a great opportunity for you to show why you’re the perfect candidate for the job. Based on the skills and competencies that you have identified during your research, you can start preparing answers. Rank the skills on importance in relation to the requirements for the position.

Step 3: Create a list of past work experiences related to the position’s requirements

Everybody knows that it’s hard to come up with strong answers when you’re put on the spot during an interview. Therefore, come up with strong examples to questions you expect ahead of your interview.

Create a list of past work experiences and tailor them to the required skills and competencies for the job—highlight successful situations where you demonstrated behavior related to these required skills and competencies . Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples

Effective problem-solving skills are essential in the workplace. Therefore, your answers must demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution. However, it’s also likely that the interviewer will ask you about a time you have failed to solve a problem . Interviewers ask you about failures to assess whether or not you learn from your mistakes and if you’re self-aware enough to acknowledge times you failed. Also, it helps them identify if you take calculated and smart risks.

Step 5: Use the STAR method to structure your answers

The STAR method allows you to concisely provide the interviewer an answer by logically walking them through the situation. STAR is an acronym that stands for a situation ( S ), your task ( T ) in that situation, the actions ( A ) you took, and what results ( R ) you got based on your actions. These are the basic steps you take in your walkthrough.

Below we discuss the STAR interview technique in more detail.

STAR Interview Technique For Problem-Solving Interview Questions & Answers

By using the STAR method, you can give an answer that includes exactly what the interviewer is looking for. Below, the STAR acronym is broken down into each step.

Start your answer by explaining the situation that you faced. The start of your answer ‘story’ should answer questions such as:

• What was the situation/problem?
• Who was involved?
• Why did the situation happen at that time?

It’s important to provide context around what problem needed to be solved. Furthermore, make sure to provide relevant details.

Next, explain your specific role in the task ahead. Include important details, such as specific responsibilities. Focus on giving the interviewer an understanding of your task in solving the problem. This part of your answer should answer questions such as:

• Why were you involved in that specific situation?
• What’s the background story?

After you describe your task, it’s time to specifically discuss the actions you took to solve the problem. Give the interviewer a step-by-step description of the actions you took. This part of your answer should answer questions such as:

• What steps did you take to resolve the situation you were in?
• Why did you choose to complete your tasks this way?

Finish your answer by discussing the results you got from your actions. Detail the outcomes of your actions and ensure to highlight your strengths . Also, make sure to take credit for your behavior that led to the result. Focus on positive results and positive learning experiences. This part of your answer ‘story’ should answer questions such as:

• What exactly happened?
• What did you accomplish?
• How did you feel about the results you got?
• What did you learn from the situation?
• How did this particular situation influence who you are as a professional today?

Sample Answers to Problem-solving Questions

Below you will find some example questions. The examples are already written in STAR format so that you can clearly see how you can structure your answers. However, these are ‘general’ examples. Do not forget to structure your own answers in a way that includes enough detail to convince the interviewer that you’re the right person for the job!

Problem-Solving Example 1: ‘ Tell me about a time you had to resolve a disagreement with a coworker.’

‘Personally, I believe that communication is essential in such a situation to find a way that works for both of us. Finding a compromise is the main goal to get the work done to the best of our ability.

Task & Action

In my current position as a financial consultant, I encountered such a situation recently. A colleague disagreed with the way I wanted to handle an issue that we encountered along the way. To address this issue, I scheduled a meeting with him to discuss the situation. I asked him about his points of view and how he thought we should go about the project.

Even though we had differences in the way we felt like how the project should be approached, we quickly came to the conclusion that our goal was the same; providing our client with a high-quality final product within the set deadline.

We talked about the project and the specific aspect about which we had a difference. I explained my point of view and that I had already encountered a similar issue in the past. Ultimately, my colleague agreed to tackle the issue using my proposed method. His insights gave me a good suggestion which we incorporated into the project. After that, we successfully worked together and finalized the project in time and according to the quality level that we both were proud of.’

Why this is a strong answer:

• The provided example is concise and relevant to the workplace where problem-solving skills are important
• This answer shows important skills such as being proactive, problem-solving, persuasion, and adaptability .
• The answer shows that you’re a team player as well and that you listen to the input of others for the better of a project’s result.

Note : There’s always a chance that interviewers ask you follow-up questions about how you convinced your colleague. Make sure that you are able to answer those questions as well.

Problem-Solving Example 2: ‘ Tell me about a time you had to solve a challenging problem at work .’

‘In my position as a business development manager at ABC Software, I’m responsible for organizing all client events and conferences. ABC Software is a major player in the IT market, and during our events, we invite industry experts to speak on market developments. These events are used to attract new clients but also to maintain our relationship with our existing ones.

Over the last two years, we analyzed our attendee data and found that our event attendance dropped by almost 10%. Furthermore, we discovered that the retention rate of our clients also decreased. When we had to plan the next event, my team and I knew that we had to get our attendance levels back up in order for the events to stay successful. The goal was to get our networking event popular and recurring again.

I had an idea why the attendance levels dropped but to get more information, I interviewed several sales consultants as well. The main feedback was that we should focus more on attracting new clients through social media channels. I communicated this with our marketing team, and we decided to also reach out to our client base and ask them what they would like to see on our future events. This led to interesting new insights on topics and speakers that we could invite, plus we also received input on how to improve networking possibilities during our events. Based on our research and feedback, I created a new plan of action to market our events through our social media channels to increase exposure.

After launching our marketing campaign, we immediately gained online traction, leading to an increase in advance registrations. For that specific event, we saw a total increase in attendance of 20% in comparison to the previous year. An online survey showed that the attendees were happy with how the way the new event was structured, and 80% of respondents said that it would be likely that they would recommend our events within their network.

My approach to increasing attendance at our events did not go unnoticed. I was asked by my department director to make a presentation about how I tackled this problem and present this to the board.’

• This example shows that you can identify issues and understand your responsibility to address them.
• The provided example is related but also relevant to the workplace. It’s also concise, which is perfect.
• This answer shows important skills, such as being proactive, teamwork , adaptability , problem-solving skills, and creativity .
• Taking responsibility to find out why the event attendance dropped and subsequently taking action turned out successful gives more weight to the situation.

Problem Solving Example 3: ‘Describe a time a customer approached you with a problem or concern. How did you respond?’

‘In one instance, a customer came to me with an issue. She had recently purchased a product from our store, which broke shortly after she got it home. She was understandably upset and wanted to know what could be done.

In response, I apologized for any inconvenience and asked her to explain what had happened. After hearing her story, I promised to help her as much as possible. Next, I checked the item’s warranty status in our system.

I was able to offer her a replacement or a refund since the product was still under warranty , and I helped her find an identical item in our store and processed the exchange for her. The customer decided she wanted a replacement, so I explained our return policy to her in case this ever happened again in the future.

My customer thanked me for my help and seemed more satisfied at the end of the transaction; I was glad I was able to turn a potentially negative experience into a positive one.’

• This example shows that you understand what great customer service is.
• The provided example is concise and to the point; it describes a situation and the actions you took to resolve it.
• This answer shows essential skills, such as being proactive, customer service, and problem-solving skills.

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Top 50 Situational Interview Questions And Answers (Examples Included)

Mike Simpson 0 Comments

By Mike Simpson

Updated 6/6/2022.

What would you say if I told you that role-playing sometimes creeps into the interview process? Does that sound outlandish? Well, it isn’t. Thanks to situational interview questions, many candidates find themselves walking through scenarios that they’ve never encountered, hopefully in a way that impresses the hiring manager.

Knowing how to answer situational questions is essential if you want to shine as a candidate. Fortunately, it isn’t as hard as you’d expect. Here’s what you need to know.

Situational vs. Behavioral Interview Questions

Situational interview questions are similar to behavioral questions in several ways. With both types of questions, your answer needs to talk the hiring manager through how you handle a particular incident or issue. In most cases, that means using STAR-style answers .

However, the two do stand apart, too. With behavioral interview questions, you’re asked to relay a past experience and discuss the details of how you handled yourself in that situation. With situational interview questions, you’re presented with a hypothetical situation, requiring you to outline how you think you would act. To quote US News , “In a nutshell, behavioral interview questions deal with the past or present, and situational interview questions deal with the future.”

How do you tell the two questions apart? Well, how they begin is usually a big clue. For example, behavioral interview questions typically start with prompts like, “Tell me about a time you…” With situational questions, they usually start out with something like, “How would you handle..?”

In most cases, hiring managers make it incredibly clear if they want an example from your past or need you to navigate a hypothetical. As a result, you can use how they begin their question as a clue as to how to proceed.

Why Are Situational Interview Questions Asked?

Overall, only about 80 percent of interview questions are predictable. In most cases, situational questions fall into the remaining 20 percent. That’s part of why hiring managers ask situational interview questions; they want to see how you really think, not just how well you recite rehearsed answers.

Whereas traditional questions can have easily memorized answers and behavioral questions rely on experiences you’ve already had, situational questions demand that the interviewee utilize their analytical and problem-solving skills. By giving a job seeker a hypothetical situation, the interviewer wants to see how they will react in the moment and with little preparation.

But how do you get ready if I don’t know what scenario they’ll present? Fortunately, with some helpful tips about situational questions for interviews and the right situational interview question and answer examples, you can develop a strategy for handling these questions. Even if you don’t know exactly what to expect, you’ll know how to approach it, increasing the odds that you’ll impress.

Common Mistakes

As you can imagine, the nature of situational questions means that it can be easy to make mistakes. After all, when you don’t know which scenario is coming down the pipe, it’s hard to ensure you are completely prepared.

You can increase your odds of not tripping up on a situational question by avoiding these common mistakes:

1. Winging It

A lot of job seekers think to themselves, “If I have no idea what the scenario is going to look like, there’s no way that I can prepare for this type of question. So, I’m just going to fly by the seat of my pants and hope I nail it.”

While this is very common, that doesn’t make it a smart move. Instead, practice is always the key.

Later in this article, we will give you some example situational questions. Get a good feel for what makes a good answer, and spend some time crafting your answers to emulate the good examples below.

2. Non-Tailored Responses

If you know anything about the Interview Guys, you know that we always emphasize the importance of tailoring your responses to the specific company and position you are interviewing for (if you aren’t familiar with our Tailoring Method , read our blog article).

Basically, there are certain skills and abilities that every company puts a lot of value in when it comes to the ideal candidate for the position. You basically need to demonstrate that you have these qualities in order to get the job. Infusing these skills and traits into your answer allows you to “tailor” the answer to the company and role.

Answering a situational interview question with a general, non-tailored response is a missed opportunity. Show you have the qualities they’re after within the framework of the situational question, increasing your odds of coming out ahead.

3. Getting Off-Topic

This is the most common mistake that job seekers make, and it makes sense.

Situational interview questions have the potential to make the interviewee nervous because they are harder to anticipate. And nervous people tend to ramble, especially when they don’t immediately know how to answer the question.

Ramblers tend to change the subject and go off on tangents, often not answering the original question. This can be the kiss of death, mainly because the hiring manager wants to see that you can think on your feet and make quick, dynamic decisions.

So, what do you do? Well, you can start by taking a deep breath. The answer usually isn’t as hard to find as you’d expect, so don’t panic.

If you need a second to think, one great way to break the ice and give yourself time is to ask questions. Get more information. Not only will this provide you with time to cool down and prepare your answer, but it will also show the hiring manager that you are a critical thinker that methodically gathers details to make the correct decision.

How to Answer Situational Interview Questions

Preparing for situational questions should be just like preparing for any other type of question that might be thrown at you during an interview…through practice! As you read these example questions, don’t just figure out how you would answer them; dig deep through your own work history and see if you’ve already encountered similar situations.

If you have, take a hard look and really analyze them. Look for problems you encountered and how you solved them, as well as what you learned from the situation overall.

Being asked a situational question and having to come up with an answer on the fly can be intimidating to someone who hasn’t taken the time to practice their own answers. But for someone who has spent some time going through their past and analyzing potential problems and scenarios, it’s not just a snap; it might just even be fun!

3 Situational Interview Questions and Answers

1. if you made a mistake and no one noticed, what would you do.

EXAMPLE ANSWER:

“Generally, I find that it’s best to own up to any missteps immediately, even if they go unnoticed. That allows me to correct the issue before it potentially becomes a problem.

“The type of error would impact how I proceed. If it’s something I can correct on my own, then I would do so right away. If the misstep impacts others, I would inform my manager of the situation, ensuring I could get their support as I work to correct it. Ultimately, whichever path allows me to do the right thing promptly with minimal disruption to the team is the option I’ll use.”

2. Imagine you’re working on a project with a tight deadline and a team member is behind schedule with a critical deliverable you need to move forward. What would you do?

“First, I would reach out and touch base with my colleague. It’s possible it’s a simple oversight or a technical error like a message stuck in an email outbox. They may also be dealing with a crisis that caused a delay.

“In any case, my goal is to gather information, not be accusatory. I would learn more about the situation, then work with them to find a resolution. For instance, if a high-priority emergent task prevented them from handling the project-related work, I’d see if I could provide assistance with either of the responsibilities.

“If it simply fell off of their radar, I’d ask if they could complete the work in a timely fashion, such as one or two days. Then, I’d prepare to follow up after that amount of time passes, suggesting I didn’t hear back from them beforehand.”

3. If you were asked to take on a task you haven’t done before, how would you go about it?

“If I need to take on a new task, my first step is to clarify any expectations. That gives me an idea of where various priorities lie and what’s needed as far as an outcome.

“Next, I determine what resources are available to ensure I handle the responsibility correctly. Is there a knowledge library or an on-demand training course? Do I have a colleague who’s done this in the past that can offer guidance? What support is available from my manager? Is there research I can conduct independently to fill in any gaps?

“As I gather information from various sources, I can typically find a path for success. I just use a metered approach at that point, checking my work for errors and requesting feedback at appropriate intervals, ensuring I’m able to meet – if not exceed – expectations.”

47 More Situational Questions for Interviews

Here are 47 more situational interview questions.

• If you didn’t agree with a decision your manager made, what would you do?
• Imagine you’re working on a project, and you and a colleague disagree about how to proceed. How would you handle it?
• If you’re working on an assignment, and the situation gets stressful, what would you do to stay focused?
• How would you persuade someone to do things your way?
• If you encountered a challenging issue, how would you go about explaining it to a client?
• Picture a situation where you’re given two high-priority tasks. How would you determine what to do first?
• After receiving an assignment, you notice that your teammate misunderstood the requirements. What do you do?
• How would you handle it if you saw a colleague acting in an unsafe manner at work?
• If you’re given multiple tasks with challenging deadlines, how would you make sure you remain organized while handling them?
• This is a fast-paced environment. How would you adapt to the changing needs and priorities that can come with the job?
• How would you handle it if you saw a team member stealing?
• You’re dissatisfied with an aspect of your job. How do you handle it?
• If you knew your manager was making a decision based on inaccurate assumptions, how would you correct them?
• Imagine you’ve already got a pretty full plate, but your manager wants you to take on another project. How would you handle that?
• What would you do if you initially gave a client a delivery timeline but soon discovered that meeting it wasn’t plausible?
• If you were asked to step up and take on leadership responsibilities but didn’t feel comfortable doing so, what would you do?
• Dealing with customers can be unpredictable. What would you do if one became hostile?
• If a coworker was regularly 15 minutes late, but management didn’t seem to notice, what would you do?
• If you were working on a project, and an obstacle meant you would either finish late but on budget or over budget but on time, how would you decide how to proceed?
• Imagine you’re starting to experience feelings of burnout. What would you do?
• What would you do if you had a chance to go above and beyond for a repeat customer, but it would require a significant amount of effort on your part to make it happen?
• You see your manager deliver feedback to a teammate publicly, using insulting and aggressive language in regards to their performance. What do you do?
• As you work on a project, what do you do if you aren’t fully satisfied with the quality of your work?
• How would you handle it if you received negative – but not constructive – feedback from a colleague?
• What would you do if you received negative – but not constructive – feedback from your manager?
• Imagine that you’re giving a long project with multiple parts. How would you approach it?
• How would you handle a customer who isn’t happy with your service even though you’ve done nothing wrong and they’re actually the ones who have made a mistake?
• You have reason to believe that a coworker is preparing to divulge company secrets to a rival corporation. These secrets have the potential to really damage the company. How would you deal with this situation?
• You’re a team leader. What would you do if the work of one of your subordinate team members was not up to expectations?
• You’ve been assigned a major project and are halfway through when you realize that you’ve made a mistake that requires you to go back to the beginning to fix it. How do you handle that while still trying to make your deadline?
• You’re working on a project with a tight deadline, but you find that you’re unable to complete your section because your coworkers and your supervisor are unavailable to answer a few key questions. How do you deal with the situation?
• If you introduced an idea for solving a critical problem and your input was ignored by your team members, what would you do?
• How would you react if a colleague began taking credit for your contributions to a large project?
• You see a new employee arrive for their first day as part of your team. What do you do?
• What would you do if you were assigned to work closely with a teammate that you didn’t see eye-to-eye with?
• If an unexpected situation required you to redo a significant amount of work to adjust to a required change, how would you react?
• If a colleague asked for your feedback on a task they handled, and you saw issues with their work, what would you do?
• You see a teammate make a major mistake when quoting a price to a client, charging far too little for the work involved. What do you do?
• You’re on a tight deadline with a project. Then, a coworker asks for help on their high-priority task. What do you do?
• As you’re collaborating with a colleague, they suddenly take a “my way or the highway attitude.” What do you do now?
• You have a choice. You can do something reasonable well and fast or exceptionally well and slow. Which do you choose?
• Imagine you’re starting in this job. What do you do to connect with your new team?
• If you’re hired in this role, what steps would you take to reach full productivity as quickly as possible?
• You’re working with a client with a different personality from yours. How do you adjust your approach to collaborate effectively?
• A client has unreasonable expectations for a product. What do you do?
• If you do what a high-value client asks, you know there will be an issue with the project. Do you do it anyway?
• You end up with some unexpected downtime at work. What do you do with that time?

Putting It All Together

So, there you have it, and an in-depth look at situational interview questions and how to answer them. Use the examples above to your advantage, allowing you to prepare for potentially challenging questions. That way, you’ll be able to respond with ease, increasing your odds of impressing the hiring manager.

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• What Is Your Greatest Weakness?
• What Is Your Greatest Strength?
• Tell Me About Yourself
• Why Should We Hire You?

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Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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13 Problem-Solving Interview Questions to Assess a Candidate

Solving problems is something we do every day – whether it be at work or throughout our personal lives. However, what we often tend to forget about is that each one of us has different approaches to finding solutions and solving problems. 

As cognitive skills, according to World Economic Forum, especially complex problem-solving in the workplace, are reportedly growing in importance – so is the urgency to be able to assess these skills in candidates. However, these skills cannot be easily assessed by looking at someone’s CV or motivation letter. This is precisely why many employers have turned to assessing problem solving abilities during the interview process. 

In this blog, you will find out:

• 5 aspects of what make up problem solving ability

2 different types of problem solving styles

• 13 interview questions to determine problem-solving abilities

Disadvantages of assessing problem-solving in interviews

What is problem-solving skill/ability.

A problem can be defined as a gap between the current situation and the desired outcome. To fill this gap, problem-solving abilities are needed. Problem-solving in the workplace describes our way of thinking and the behaviour we engage in to obtain the desired outcome we seek, which could be attaining a certain goal or finding a satisfactory answer to our questions.

In the workplace, employees are expected to solve problems daily, ultimately ensuring the smooth functioning of the company. Therefore, problem-solving ability is one of the most important aspects which needs to be assessed prior to hiring. Problem-solving ability is associated with several sub-skills depending on the nature of the tasks involved in the profession. For instance, a successful business consultant might want to be equipped with good communication skills, empathy, and analytical thinking, all of which can be considered sub-skills of problem-solving ability. 

However, the thing is that assessing whether someone’s problem solving skills are high or low during an interview process is quite challenging . That is why you should focus on asking questions that allow to understand what kind of a problem solving style the candidate possesses.

Individuals might adopt different problem-solving strategies (otherwise also called styles) based on the information available for the problem, the time they spend on planning before they take action, or whether they like to test multiple solutions before deciding on which solution is the optimal one. The main problem-solving styles can be classified as intuitive and systematic, but what are the differences between these two styles of problem-solving?

Individuals with more systematic problem-solving style

• They have a higher tendency to first identify the situation and analytically disentangle problems into several components, then logically evaluate the available alternatives and try to find a rule to solve problems.
• At the end of the process, they may also evaluate the consequence of the whole process to possibly adjust their strategy in the future. However, they might face difficulty when tackling ill-structured or defined problems, whereby they cannot generate a promising plan to act.
• They may also struggle under time constraints when intuitive decisions need to be made.

Individuals that prefer more intuitive problem-solving style

• They prefer relying on their “gut feeling” when solving problems. While they may rely on their intuition to assess facts, they also often take their feelings and non-verbal cues from their surrounding into consideration.
• They are open to quickly switching to alternative solutions when things do not work out. Using this strategy, they are good at dealing with uncertainty, ill-defined problems or novel problems with no real information.
• However, this kind of thinking pattern might work sometimes but can be less effective with more complex problems and end up being more time-consuming overall than a more systematic approach.

Why you should assess problem solving style not ability during interviews?

Problem-solving style refers to an individual’s preferred approach to solving problems, such as relying on intuition or using a systematic approach. This is a relatively stable trait that can be identified through the candidate’s responses to interview questions.  

In contrast, problem-solving ability is a multifaceted skill that involves various cognitive processes, such as critical thinking, reasoning, and creativity. It can be difficult to assess a candidate’s problem-solving ability solely through interview questions because the interview setting may not provide a realistic representation of the types of problems the candidate would encounter on the job. 

13 problem-solving interview questions to assess candidates

Let’s go through each question and discuss how candidates might answer and what that could indicate about their problem-solving abilities & style:

1.Can you describe a situation where you had to solve a problem without having all the necessary information at hand? How did you approach it?

A systematic problem solver might approach answering this question by explaining that they would find it important to try to gather as much information as possible before making a decision, while an intuitive problem solver might mention they would rely more on their instincts and prior experience to make a quick decision.

2. Let’s say you need to solve an unexpected problem but don’t have much information about it. What steps would you take to solve it efficiently?

A systematic problem solver might approach answering this question by breaking down the problem into smaller components and analyzing each one systematically, while an intuitive problem solver might rely more on their gut instincts and previous experience to quickly identify potential solutions. 

If a candidate mentions that they would try to gather more information relating the potential causes of the problem to be able to grasp it better, that’s probably a better answer than just stating that they’d just decide to give up. 

• Intuitive. “I would start by identifying the key issues and then brainstorming potential solutions. Once I had a few options, I would test them out and iterate until I found the best solution.”
• Systematic. “I would begin by gathering as much information as possible, researching the problem, and analyzing the data. Then, I would create a plan to address the problem and evaluate the effectiveness of the plan as I go along.”

3. How do you approach making decisions? Do you consider all alternatives before deciding on a solution?

When answering this question by explaining the importance of weighing all available options and then considering each one carefully before making a final decision, the candidate might have a more systematic approach to problem solving. Whereas, someone who has a more intuitive approach to solving problems might be answering the question by explaining they prefer to make decisions quickly and based on their instincts.

4. Can you walk me through a situation where you had to solve a problem? What steps did you take to address it?

The main goal of asking this question during the interview is to be able to determine what steps the person chooses to take when addressing the problem. For example, people who seem to plan less and act more intuitively will likely prefer a more trial-and-error, rather than an analytical approach to solving a problem.

A systematic problem solver might approach this question by breaking down the problem into smaller components and explaining each step in a logical order, while an intuitive problem solver might give a more general overview of how they solved the problem without going into as much detail when describing the situation.

• Intuitive. “There was a time when our team was behind on a project deadline, so I just started throwing out ideas for how we could catch up. We eventually settled on a strategy that worked and were able to finish the project on time.”
• Systematic. “When faced with a problem, I like to break it down into smaller components and analyze each part separately. Then, I create a plan of action and evaluate the effectiveness of the plan as I go along.”

5. Tell me about a time when you made a mistake. How did you handle it, and what did you learn from the experience?

When asking the candidate this question, you are looking for an honest, self-critical answer. The candidate should also be able to explain how making this mistake led them to become better at their job. Their answer to this question will serve as an indication of how they deal with challenging situations. 

A systematic problem solver might approach this question by analyzing their mistake and coming up with a detailed plan to prevent it from happening again in the future, while an intuitive problem solver might reflect more on how they felt about the mistake and what they learned from the experience.

6. Describe a situation where you used a creative approach to overcome a problem.

Of course, when hiring new people, we want to hire those who take the most innovative and creative approaches to solving problems, as well as implementing these ideas in reality. In this case, you should be looking for an answer in which the candidate is focusing on explaining the creative approach they took, rather than the problem they were trying to solve. After all, you are looking for someone who can solve problems in a creative way rather than someone who can describe the problem.

An intuitive problem solver might excel in this question by describing a creative solution they came up with on the spot, while a systematic problem solver might struggle more with this question if they prefer to rely on logical and analytical approaches.

• Intuitive. “There was a time when we were running out of storage space at work, so I came up with the idea to repurpose some unused areas of the office as storage. It was a bit unconventional, but it worked.”
• Systematic. “When faced with a problem, I like to think outside the box and consider all possible options. I once used a design thinking approach to come up with a creative solution to a complex issue.”

7. Can you give an example of a time when you saw a potential problem as an opportunity? What did you do, and is there anything you would have done differently?

When answering the question, an intuitive problem solver might be better at recognizing potential opportunities in a problem, while a systematic problem solver might be more likely to focus on identifying and mitigating risks.

8. Imagine you’re in a stressful situation at work and you need to come up with a solution quickly. What would you do?

When asking this question to a candidate, you should be on the lookout for an answer that includes all of the following: an example story, placing their focus on how they handled the stressful situation. Basically – focusing more on actions rather than feelings, and highlighting what skills allowed them to deal with the situation successfully. 

Candidates’ answers to this question will allow you to determine whether they are better and more inclined to think on their feet and come up with quick solutions (more intuitive). Or in contrast, more comfortable dealing with stressful situations if there are a set of guidelines or procedures to follow (more systematic).

• Intuitive. “In a stressful situation, I like to take a deep breath and then start brainstorming possible solutions. I find that staying calm and thinking creatively helps me come up with the best solution quickly.”
• Systematic. “When faced with a high-pressure situation, I like to rely on the processes and systems that I have in place. I also prioritize the most important tasks and delegate when possible to ensure that everything gets done efficiently.”

9. Are you someone who prefers to solve problems very quickly, or very carefully and slowly?

This question can give insights into whether the candidate is more of an intuitive or systematic problem solver, with intuitive problem solvers often preferring to act quickly and systematically preferring to take a more measured approach.

10. Tell me about a situation where you were faced with multiple problems. How did you choose which problem to prioritize?

This question has everything to do with how the candidate works under pressure. As well as the extent to which they are capable of prioritizing. When faced with multiple problems, the individual should be able to prioritize between tasks that are of high importance and those that are not as urgent. 

When answering this question, the candidate should be able to walk you through their prioritization process and rationally argue their choices. While also placing focus on explaining their planning strategies to ensure that no problem is left unsolved.

A systematic problem solver might approach this question by analyzing each problem and weighing the potential impact of each one before making a decision, while an intuitive problem solver might rely more on their instincts and prioritize the problem that seems most urgent.

• Intuitive. “When faced with multiple problems, I prioritize the ones that have the most immediate impact or are the most pressing. I also try to tackle the problems that I feel most confident in solving first.”
• Systematic. “I like to use a decision matrix to evaluate and prioritize multiple problems. I analyze each problem based on factors such as urgency, impact, and feasibility, and then choose the one that has the highest priority.”

11. How do you know when to solve a problem by yourself? And when to ask for help from someone else?

An intuitive problem solver might be more likely to trust their instincts and try to solve the problem on their own, while a systematic problem solver might be more willing to ask for help if they feel that the problem is outside of their area of expertise.

What you should be looking for in the answer to this question is someone’s ability to be able to gauge in which situations they should most definitely ask for help. And in contrast, in which situations it’s not really necessary. This way you will be able to tell whether this person is capable of solving a problem independently or is always asking for help even when it comes to the little things.

12. What do you do in a situation when you cannot seem to find the right solution to a problem?

An intuitive problem solver might be more likely to experiment with different solutions and try to think outside the box, while a systematic problem solver might be more likely to analyze the problem in greater detail and break it down into smaller components to identify potential solutions.

• Intuitive. “When I’m stuck on a problem, I like to step away from it for a bit and come back to it with fresh eyes. I also try to approach the problem from different angles and see if I can find a new perspective.”
• Systematic. “If I can’t find the right solution to a problem, I’ll go back to the data and information I have collected to see if there’s anything I missed. I’ll also consult with colleagues or experts in the field to get their input and ideas.”

13. How would you react when your manager tells you to think more before taking action? 

Lastly, save the best for last – a question that will show to you how the candidate deals with feedback provided about the process of solving a problem and the solution itself.

A systematic problem solver might take this feedback as an opportunity to slow down and approach problems more carefully, while an intuitive problem solver might perceive this as a constraint.

In summary, the answers to these questions can provide insights into a candidate’s problem-solving style. While there isn’t necessarily a “right” or “wrong” style, understanding how a candidate approaches problem-solving can help employers identify individuals who are well-suited for different roles and environments.

Interviews are often perceived as the ultimate gateway to finding the perfect candidate, however, in reality, it’s littered with many pitfalls:

• Interviewer bias. The interview process is where our unconscious biases tend to cloud our judgement of a candidate the most.
• Interviews are often inconsistent. Using solely interview questions to assess problem-solving skills allows for no standardized way of presenting results as each candidate you interview will give a different answer to your question and it will become gradually more difficult to compare candidates with each other.
• Interview answers are easily manipulable. Candidates can prepare their answers to these questions, thus leading to unreliable assessment from your side on whether they have the problem-solving skills you are looking for.
• Extremely time-consuming & costly. You’ll probably end up interviewing more people than you should. Just imagine all the time spent interviewing, talking, asking questions, taking notes of the candidate’s answers, and then later on comparing them.

Read more about the 6 downsides assessing candidates problem-solving abilities solely through interviews.

What interview structure allows to best assess candidates problem-solving skills?

According to research , a structured interview is more reliable, valid, and less discriminatory than an unstructured interview. When you structure your interview process, the assessment of personality becomes a designed process. Every question should be carefully chosen to assess the candidate’s skills and knowledge.

Guide: How to set up a structured interview process

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The Best Interview Questions for Assessing Problem Solving Skills

No matter the domain, industry, or seniority level, problem solving skills are an essential tool for any employee. With carefully-crafted interview questions, you can get a solid understanding of how candidates will respond to real-world challenges they're likely to face at your organization. Zero in on candidates' problem-solving prowess with our curated list of the best interview questions.

Unlocking a Candidate's Problem Solving Abilities

By probing a candidate's problem solving skills, you'll get a more thorough understanding of their approach, thought process, and skill in solving challenges and having impact in the workplace. With problem solving interview questions, the objective is to get a better sense for how a candidate approaches:

• Identifying and analyzing problems
• Creating action plans
• Implementing solutions
• Evaluating results
• Taking learnings forward for the future

In job interviews, you'll want to dig into specific examples of candidates' problem solving process in real-world scenarios, and test how they would deal with hypothetical problems that might arise in your own company.

Problem Solving Interview Questions

• Describe a time when you solved a problem without input from someone more senior to you.
• How do you decide when to handle a problem independently or seek help?
• Tell me about a time when you preemptively addressed a complex problem before it escalated.
• If faced with two urgent tasks simultaneously, how would you prioritize them?
• Describe a time when you developed an innovative solution with limited resources or information.
• Describe a time when you had to develop a solution for a problem when you had limited resources or information.
• Tell me about a situation where you came up with a creative solution to a problem.
• Walk me through an experience of tackling a daunting project.
• Tell me about a time when you had to change your strategy last minute.
• Describe a time when you faced significant obstacles to solving a problem.
• Can you give me examples of metrics you use to measure the success of your problem-solving efforts?
• How do you decide when a problem is "solved"?
• Can you tell me about a time when you've solved a problem that required making tradeoffs between short and long-term outcomes?

General problem solving & decision making skills interview questions

Effective problem-solving goes hand in hand with sound decision-making. Identifying candidates who can independently tackle issues and make well-reasoned decisions is crucial.

Here are some interview questions to explore how candidates approach their decision making process in problem solving:

What to look for in responses:.

These interview questions will help assess how job candidates use critical thinking and initiative to tackle problems. Do you they wait for others to tell them when to fix something, or do they proactively find opportunities to make improvements? Look for answers demonstrating an analytical approach to the prioritization and execution of problem solving. Make sure you dig into the candidate's thought process behind how they assess tradeoffs and think about the impact of potential solutions.

Interview questions for assessing creativity in problem solving

Few problems can be solved without some degree of creativity. To get a sense for these skills in a potential candidate, you can pose problem-solving questions that dig into the their past experiences with delivering original and out-of-the box solutions.

To gauge a candidate's creative problem-solving skills, consider these job interview questions:

These questions uncover the candidate’s ability to think outside the box. If they struggle to come up with detailed answers, it's likely a sign they rely on tried and tested ways of doing things rather than searching for innovative solutions. Look for answers that showcase originality, inventive use of resources, and the ability to deliver practical solutions under constraints.

As when testing most competencies, it's important to hear real-world examples of problem solving rather than generic answers that don't reveal anything about how they approached complex situations in previous roles. As always, look for answers that use the STAR (situation-task-action-result) method to effectively demonstrate how the candidate uses creativity to solve problems.

Problem solving interview questions for adaptability and resourcefulness

The ability to adapt and be resourceful is essential in fast-paced work environments and is a key component of strong problem-solving capabilities.

Here are some interview questions you can use to assess these skills:

Responses to these questions should highlight the candidate’s flexibility and resourcefulness as demonstrated in previous experiences. Effective answers typically include examples of problem solving by adjusting strategies, on-their-feet thinking, and maintaining composure under pressure. You'll want to get a clear understanding of whether a candidate can thrive in challenging situations. Do they break down in stressful situations or do they maintain composure and find a way forward? Do you they know when to ask for help to maximize chances of success? These are the types of questions you'll want to address in your probing.

Problem solving interview questions that test results-orientation

Execution is one thing, but strong problem solving skills must also include a focus on results, measurability, and long-term impact.

Here are some interview questions to assess how a candidate thinks about the results of their problem solving:

You'll want to see that a candidate doesn't have a "box ticking" mentality, where they want to close out a problem just to check it off their list. Do they think critically about how to define and measure success, or do they take a binary problem solving approach? A candidate's problem-solving skills are only as good as their ability to understand the quality of their solutions and the tradeoffs of their impact.

Carefully crafted problem-solving questions can play a crucial role in assessing a candidate’s ability to navigate difficult situations and devise effective solutions. We hope this guidance on problem solving interviews helps you more thoroughly understand a candidate's approach.

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Answering hypothetical questions in job interviews

In most job interviews you will be asked a question about what you would do in an hypothetical/imaginary situation. It's one of the most difficult questions to answer well, because unlike other questions you'll be asked (e.g. 'What makes you suitable for this job?', 'Why do you want to leave your current job?' etc...), it is impossible to prepare an answer beforehand.

But although you can't prepare an answer to give for this type of question (because you will have no idea what particular situation they are going to ask you about), you can plan for it.

In this article, I will explain how you can plan to answer hypothetical questions in job interviews. You'll find out what types of situations you can expect to be asked about, what type of things to say in your answer and how to say them.

To see an example answer of a hypothetical job interview question, see the online exercise I've created on answering hypothetical questions .

But in order to plan for them, you first need to know why interviewers ask this type of question in interviews.

The purposes of hypothetical questions

Interviewers ask this type of question in interviews precisely because people can't prepare a set answer before the interview. As a result, people are less likely in theory to lie (or be liberal with the truth) in the answer they give about their skills, abilities and experience.

But knowing just this won't you to help plan an answer for this type of question. What will do, is knowing what the interviewers use your answer to test or find out about you:

• To assess your problem solving skills
• To see how quickly you can think on the spot
• To see how you express yourself
• To see if you have the relevant work experience for the position

Knowing that interviewers use hypothetical questions to find out these four things about you, is essential for not only knowing what type of things to say, but how to say them.

But before you find out about how to do these, you need to be clear about what type of questions they'll ask you about a hypothetical situation.

The type of question you'll be asked

The question you'll be asked will be about solving a common (and probably a serious) work related problem. In the majority of cases, the problem will be one you'll likely encounter in the job that you are applying for.

For example, if you were applying to run a bar/pub, they could ask you a question on one of the following situations:

• How you would deal with a customer complaint about food?
• How you would deal with an aggressive customer?
• What you would do if there was a case of employee theft?

So think about possible problem scenarios that could happen in the job that you have an interview for and make a list of them.

Think about solutions and actions

The next step is to think about what you would do to resolve them. Think about what actions you would take (e.g. I would speak to the person in private, I would call a member of security etc...).

But interviewers are not just looking to hear about what you would do, but why you would do them. So for any important action, you need to explain the reason behind doing it. For example:

'I would then alert a member of the bar's security team to the situation with the customer. This is to make sure that they are ready to deal with him or her both quickly and safely if they are uncooperative or become aggressive.'

You can also think about actions that you wouldn't do. It's perfectly fine to talk about these in your answer. But if you do, make sure that you explain why.

Need to show your experience

Companies and organisations generally don't like to take risks. They avoid them wherever possible, because it's bad for business. Unfortunately for them, one of the areas that they can't avoid taking a risk is with employing new staff. Until a candidate starts with them, they have no idea if the person can do what they say they can.

One of the things you can do to make you seem less risky to employ is to keep referring to your work experience in all the answers that you give in the interview. In the case of answering hypothetical questions, tell them that you have faced and resolved similar problems at work in the past (say you have even if you haven't).

I would recommend that you always say in the first part of your answer when you are asked a hypothetical question something like, 'I faced a similar situation recently'. But it doesn't stop there. Keep refering to your work experience throughout the rest of the answer by using phrases like, 'I always find...', 'you need to ensure that...' etc...

Structuring your answer

Now that you know what to say and how to say it, the last thing you need to focus on is the structure of your answer. The structure you should use, is like what you would do when telling a story: It has a beginning, a middle and an end.

Where your answer differs from telling a story, is in the beginning. In this part, start by telling the interviewer(s) that the situation they have asked you about happens unfortunately too often. Follow this by saying that you have resolved a similar problem in the past and briefly explain what that situation was.

In the middle, you just need to tell them what actions you would do. As I have mentioned earlier, give reasons why you would do these action. Also, make sure the actions flow logically and that you refer to your extensive work experience by using certain phrases (e.g. 'I always find').

In the last part, start by saying what the last action you would do to resolve the problem would be. But finish (and it is what many people don't do) by giving some insight which the problem reveals about how to do the job well. For example:

'Running a bar is not just about selling drinks. It's also about creating a happy and safe environment for both the staff and customers. And if you don't know how to deal with aggressive or very drunk customers in a quick and safe manner, you won't have this.'

Now you know the theory of how to plan and answer an hypothetical question in an interview, you should look at an example of an answer. To see an example answer and to learn vocabulary you can use in your own answer, do my online exercise on hypothetical job interview questions .

In conclusion

As I said at the very beginning of this article, it is impossible to know what you will actually be asked in a hypothetical question. But you will know what the topic of the question will be; resolving a work related problem connected to the job you are applying for.

Knowing this and what the interviewers are using the question to find out about you, means that you can both come up with possible scenarios/situations and plan how to answer the question (what you will say, how you will say it and in what order you say it in) before you do the job interview.

Even if they ask you about resolving a problem you didn't think about before, the preparation and planning you carried out before the interview, will help you to quickly come up with an answer that you will be pleased with.

In addition to this article, we have a lot of other free online exercises on CVs/resumes and job interviews vocabulary and techniques .

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Top 25+ JavaScript Interview Questions and Answers

Research shows that JavaScript is used in 12% of all technical interviews. However, only 42% of candidates pass these interviews. That’s why it is important to prepare in advance. And this is where our guide can help you. We’ve put together a comprehensive list of the top 25+  JavaScript interview questions  with clear and straightforward answers.

Whether you’re an experienced developer or a fresher ready for your first interview, these questions cover basic and advanced JavaScript topics.

So, let’s get started!

Table of Contents

About JavaScript

JavaScript is a programming language used in web development to make websites interactive. 

It adds behaviour to websites, letting them respond to user actions like form validation, animation, and data fetching without reloading the page. 

JavaScript works on both front-end and back-end development , making it versatile for creating responsive and engaging web applications.

According to Statista, JavaScript is the top choice for web development, with about 63.61% of developers worldwide preferring it. 

JavaScript is also in high demand in India’s tech industry due to its crucial role in web development and the rise of digital initiatives.

To find the perfect JavaScript job , use Hirist, India’s top IT job portal. Here, you can search for JavaScript jobs, choose your preferred location and experience level, and easily apply for jobs that fit your skills.

JavaScript Interview Questions for Freshers

Here are some commonly asked  basic interview questions on JavaScript , along with their answers.

• What is JavaScript?  

JavaScript is a programming language used to create interactive elements on websites. It runs in web browsers and can manipulate webpage content, respond to user actions, and interact with servers.

• What are variables in JavaScript?  

Variables are used to store data values in JavaScript. They can hold different types of data like numbers, strings (text), and boolean (true/false) values.

• What are the different data types in JavaScript?  

JavaScript has several data types, including, 

• Number:  Represents both integer and decimal (floating-point) numbers.
• String:  Represents sequences of characters or alphanumeric values.
• Boolean:  Represents true or false values.
• Object:  Represents collections of properties and complex values.
• Null:  Represents values that are intentionally empty or unknown.
• Undefined:  Indicates variables that have been declared but not assigned a value.
• Symbols:  Provides unique identifiers for objects and supports special use cases.
• How do you declare a variable in JavaScript?  

You can declare a variable using the var, let, or const keywords followed by the variable name. 

For example:

var myNumber = 10;

let myName = “Rahul”;

const PI = 3.14;

• What is an event in JavaScript?  

An event is an action that occurs on a webpage, such as clicking a button or submitting a form. JavaScript can respond to these events by executing specific functions.

• How do you create a function in JavaScript?  

You can create a function using the function keyword followed by the function name and parameters. 

function greet(name) {

    return “Hello, ” + name + “!”;

• How do you add an event listener in JavaScript?  

You can add an event listener to an HTML element using the addEventListener method. 

document.getElementById(“myButton”).addEventListener(“click”, function() {

    alert(“Button clicked!”);

JavaScript Interview Questions Experienced

We have categorized the commonly asked  JS programming interview questions  and answers based on candidates’ experience levels.

JavaScript Interview Questions for 2 Year Experience

Here are some common  JS interview questions  and answers for candidates with 2 years of experience. 

• What are closures in JavaScript?

A closure is a feature in JavaScript that allows a function to remember and access its lexical scope even when it’s executed outside that scope. It helps in maintaining private variables and creating modular code.

• Explain the difference between let, const, and var.

var is used to declare variables with function scope, while let and const have block scope (limited to the nearest curly braces). Variables declared with const cannot be changed after assignment, but variables declared with let can.

• What is the difference between synchronous and asynchronous code in JavaScript?

Synchronous code runs line by line and blocks further execution until each line finishes. Asynchronous code allows tasks to run in the background and doesn’t wait for them to complete before moving on.

• How does prototypal inheritance work in JavaScript?

JavaScript uses prototypal inheritance, where objects can inherit properties and methods from other objects. Each object has a prototype object from which it inherits properties.

• Explain the concept of event bubbling and event delegation.

Event bubbling refers to the propagation of an event from the innermost element to the outermost element in the DOM hierarchy. Event delegation is a technique where a parent element handles events triggered by its child elements.

JavaScript Interview Questions for 3 Year Experience 

Here are some important  JS interview questions  for candidates with 3 years of experience. 

• What are Promises in JavaScript?

Promises are used for asynchronous programming in JavaScript. They represent the eventual completion or failure of an asynchronous operation, allowing you to handle the result or error once it’s available.

• Explain the concept of higher-order functions.

Higher-order functions are functions that can take other functions as arguments or return functions as their results. They enable functional programming paradigms like map, filter, and reduce.

• Explain the concept of the “this” keyword in JavaScript.

It is one of the most commonly asked  JavaScript this interview questions . 

In JavaScript, the “this” keyword refers to the current execution context or the “owner” of the function being executed. The value of “this” is determined by how a function is called. It is not fixed and can change based on the invocation context.

• What is the event loop in JavaScript, and how does it work?

The event loop is a mechanism that handles asynchronous operations in JavaScript. It continuously checks the call stack and task queue, moving tasks from the queue to the stack for execution when the stack is empty.

• What is the difference between == and === in JavaScript?

== is used for loose equality comparison and performs type coercion if needed, while === is used for strict equality comparison (checking both value and type) without type coercion.

JavaScript Interview Questions for 5 Years Experience

Here are some important  JS interview questions  for candidates with 5 years of experience. 

• What are generators in JavaScript, and how are they used?

Generators are functions that can be paused and resumed at certain points using the yield keyword. They allow for asynchronous-like behaviour in synchronous code and are often used for iterative algorithms and handling streams of data.

• Explain the concept of ES6 modules in JavaScript.

ES6 modules provide a way to organize and structure code into reusable components. They use import and export statements to define dependencies between modules, allowing for better code organization and maintainability.

• How does JavaScript handle memory management and garbage collection?

JavaScript uses automatic memory management through garbage collection. It allocates memory when objects are created and automatically frees up memory when objects are no longer in use or unreachable by the program. 

Common garbage collection algorithms include reference counting and mark-and-sweep.

• What is the difference between function declaration and function expression?

Function declarations are hoisted and can be called before they are defined in the code, while function expressions are not hoisted and must be defined before they are called. Function expressions can also be anonymous (no function name).

• What are some best practices for optimizing JavaScript performance?

Some best practices include,

• Minimizing DOM manipulation
• Using efficient data structures like arrays and objects
• Reducing unnecessary function calls
• Caching variables for reuse
• Using browser developer tools to profile and optimize code

JavaScript Interview Questions for 10 Years Experience

Here are some important  JavaScript interview questions  for candidates with 10 years of experience. 

• What are the differences between classical inheritance and prototypal inheritance in JavaScript?

Classical inheritance involves defining classes and creating instances of those classes using constructors and inheritance hierarchies. 

Prototypal inheritance, on the other hand, uses prototypes to share behaviour between objects, allowing for more flexible and dynamic object creation.

• What are the advantages and disadvantages of using closures in JavaScript?

Closures in JavaScript allow functions to retain access to variables from their parent scopes, enabling encapsulation and private data. 

However, excessive use of closures can lead to memory leaks if not managed properly, as they maintain references to outer scope variables.

• What are some common design patterns used in JavaScript development?

Common design patterns in JavaScript include the Singleton pattern, Factory pattern, Module pattern, Observer pattern, and Promises pattern. 

These patterns help in structuring and organizing code to promote reusability, maintainability, and scalability.

• How does JavaScript handle error handling, and what are the best practices for managing errors in production code?

JavaScript uses try-catch blocks to handle synchronous errors and .catch() methods for handling Promise rejections in asynchronous code. 

Best practices for managing errors include,

• Logging errors with relevant information
• Implementing graceful error recovery strategies
• Using tools like error monitoring services to track and analyze production errors.

Advanced JavaScript Interview Questions

Take a look at these advanced  JavaScript programming questions and answers .

• Explain the concept of lexical scoping in JavaScript.

Lexical scoping in JavaScript means that the scope of a variable is determined by its position within the source code’s lexical structure. Inner functions have access to variables declared in their outer function’s scope.

• What is the NaN property in JavaScript?

The  NaN property  in JavaScript represents a value that is “Not-a-Number.” It indicates that a value is not a valid number. If a calculation or operation results in a value that is not a number, it will return NaN. 

To check if a value is NaN, you can use the isNaN() function. It’s important to know that isNaN() converts the given value to a number and then checks if it equals NaN.

• What are the various types of errors in JavaScript?

JavaScript errors can be categorized into three types:

• Load time errors : These errors occur while a web page is loading. They include syntax errors that are identified dynamically during the loading process.
• Runtime errors : These errors happen when a command is used incorrectly in HTML.
• Logical errors : These errors result from flawed logic within a function, leading to unexpected outcomes or incorrect behaviour during execution.
• How is DOM used in JavaScript?

The DOM (Document Object Model) in JavaScript controls how different elements in a web page interact with each other. 

It allows developers to manipulate objects like links and paragraphs on a web page, enabling actions such as adding or removing them dynamically. Using the DOM API simplifies web development compared to other models. 

JavaScript Problem Solving Questions

These are some important problem-solving  JavaScript interview questions and answers . 

• Find the maximum element in an array.

function findMaxElement(arr) {

    if (arr.length === 0) {

        return null; // Return null for empty array

    }

    let max = arr[0]; // Initialize max with the first element

    for (let i = 1; i < arr.length; i++) {

        if (arr[i] > max) {

            max = arr[i]; // Update max if current element is greater

        }

    return max; // Return the maximum element

// Example usage:

let numbers = [10, 5, 8, 15, 3];

console.log(findMaxElement(numbers)); // Output: 15

• Count the number of vowels in a given string.

function countVowels(str) {

    const vowels = ‘aeiouAEIOU’;

    let count = 0;

    for (let char of str) {

        if (vowels.includes(char)) {

            count++;

    return count;

let text = “Hello World”;

console.log(countVowels(text)); // Output: 3 (e, o, o)

• Calculate the Fibonacci sequence up to n numbers using recursion.

function fibonacci(n) {

    if (n <= 0) {

        return [];

    if (n === 1) {

        return [0];

    const sequence = [0, 1];

    for (let i = 2; i < n; i++) {

        sequence.push(sequence[i – 1] + sequence[i – 2]);

    return sequence;

let count = 8;

console.log(fibonacci(count)); // Output: [0, 1, 1, 2, 3, 5, 8, 13]

JavaScript Object Oriented Programming Interview Questions

Here are some important  JavaScript OOP interview questions  and answers.

• What is Object-Oriented Programming (OOP)?

Object-Oriented Programming (OOP) is a way of writing programs that use objects to structure and handle data. This approach emphasizes reusing code and breaking down complex tasks into simpler parts.

• What are some benefits of using OOP in JavaScript?

Using Object-Oriented Programming (OOP) in JavaScript offers several advantages. It enhances code organization, promotes code reuse, and facilitates easier maintenance. 

Additionally, OOP allows developers to model real-world objects and concepts more naturally within their codebase.

• What is encapsulation in JavaScript?

Encapsulation is the bundling of data (attributes) and methods (functions) that operate on the data into a single unit called an object. It allows objects to control access to their internal state and hide implementation details from the outside world.

• What is polymorphism in JavaScript?

Polymorphism allows objects of different classes to be treated as objects of a common superclass. 

This means that different classes can implement the same method name but behave differently based on the specific class instance. Polymorphism enhances code reusability and flexibility in OOP.

JavaScript Coding Interview Questions

Here are commonly asked coding-related  JavaScript practical questions  and answers.

• Write a function to check if a given string is a palindrome (reads the same backward as forward).

function isPalindrome(str) {

    return str === str.split(”).reverse().join(”);

let text1 = “racecar”;

let text2 = “hello”;

console.log(isPalindrome(text1)); // Output: true

console.log(isPalindrome(text2)); // Output: false

• Write a function to find the factorial of a number.

function factorial(n) {

    if (n === 0 || n === 1) {

        return 1;

    let result = 1;

    for (let i = 2; i <= n; i++) {

        result *= i;

    return result;

let num = 5;

console.log(factorial(num)); // Output: 120 (5! = 5 * 4 * 3 * 2 * 1)

• Write a function to remove duplicate elements from an array.

function removeDuplicates(arr) {

    return arr.filter((value, index, self) => self.indexOf(value) === index);

let nums = [1, 2, 2, 3, 4, 4, 5];

console.log(removeDuplicates(nums)); // Output: [1, 2, 3, 4, 5]

JavaScript MCQ Question and Answer

Here are some important  JavaScript logical questions  and answers.

• What will the following code output?

console.log(typeof NaN);

A) “number”

 B) “NaN”

 C) “undefined”

 D) “string”

  Answer: A) “number”

• Which keyword is used to declare a constant variable in JavaScript?  

 B) let

 C) const

 D) final

Answer: C) const

• What does the setTimeout() function do in JavaScript?  

A) Pauses the execution of the script

 B) Sets a timer to execute a function after a specified delay

 C) Executes a function immediately

 D) Stops the execution of a function

  Answer: B) Sets a timer to execute a function after a specified delay

• Which of the following is NOT a valid JavaScript data type?  

 B) boolean

 C) undefined

 D) decimal

Answer: D) decimal

• Question: What will the following code output?

console.log(2 + “2”); 

 B) “22”

 C) “4”

 D) NaN

Answer: B) “22”

Wrapping Up

So, these are the top 25+  JavaScript interview questions and answers  that cover essential concepts and topics for JavaScript developers. Learning these questions will boost your confidence and help you impress the interviewers . And if you are looking for the latest JavaScript job opportunities, visit  Hirist , the leading IT job portal in India.

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