Spotting Problem Solvers: Best Interview Questions

Explore our top selection of interview questions to identify problem solvers who bring creativity, adaptability, and a results-driven mindset.

Problem-solving skills are one of those must-have abilities for practically any role, even the most operational ones. Every job comes with its challenges, and the ability to navigate those effectively is what really separates a good employee from a great one.

When you’re searching for your next addition, you’re not just looking for someone who can identify problems—you want someone who’s proactive, creative, and resilient when it comes to finding solutions.

In this article, we’ll show you how to dig into problem-solving skills for any role, using our expert selection of the best interview questions to uncover a candidate’s true approach to tackling challenges.

Why It's Critical to Evaluate Problem-Solving Skills

If you're running a company or leading a team, you know that not everything is under control all the time. When things don't go as planned, it's the people who step up and find solutions that push the organization forward. Strong problem-solving skills mean staying calm under pressure, breaking down issues, creating a plan, and executing it effectively.

Here's something interesting: LinkedIn's 2023 Workforce Report found that problem-solving is consistently one of the most in-demand skills across all industries. It's not just a ""nice to have""—it's a must-have.

So, what's the goal when you ask these problem-solving interview questions? You want to see:

• How they identify and analyze problems.
• Whether they can create and act on a game plan.
• How they evaluate the success of their solutions.
• If they learn from the results and adapt for the future.

Ultimately, the best way to test these skills is by looking at real-world examples and putting candidates in hypothetical problem-solving scenarios.

Problem Solving Interview Questions

Problem solvers don't just fix what's broken—they come up with solutions, adjust strategies on the fly, and think creatively when needed. Here are some key questions to dive into how candidates handle these kinds of challenges.

General problem solving and decision making questions

Problem-solving and decision-making go hand in hand. A candidate with solid decision-making skills is someone who can work independently and still make things happen.

Key questions to ask:

• “Can you tell me about a time when you solved a problem on your own, without asking a more senior colleague?”: What you're looking for here is independence. Can they solve problems without someone holding their hand?
• “How do you decide when to solve a problem by yourself and when to ask for help?”: This one tests their judgment. Do they know when it's time to escalate or when to push through on their own?
• “Can you share an example of when you spotted a problem early and fixed it before it got worse?”: Here, you want to see if they're proactive. Are they able to think ahead and solve problems before they spiral out of control?
• “If two urgent tasks came up at the same time, how would you decide which to do first?”: You're looking for their ability to juggle priorities and stay calm under pressure.

What to look for in their responses:

Look for candidates who don't wait around for someone to tell them what to do. Their answers should show that they can step up, make decisions, and work through problems analytically. Ask about their thought process and how they weighed the trade-offs before deciding on the best solution.

Creativity in problem solving questions

Creativity plays a huge role in problem-solving. Sometimes the answer isn't obvious, and you want someone who can think outside the box when they're stuck.

Key questions to ask:

• “Describe a time when you had to solve a problem but had limited resources or information.”: This is about creativity under constraints. Can they work with what they've got and still find a way to make it work?
• “Can you share an example where you came up with a creative solution to a problem?”: This question digs into their ability to innovate. Did they do something no one else would have thought of?

What to look for in their responses:

If a candidate struggles with these questions, it might mean they rely too much on tried-and-true methods. You want to see how resourceful they are—did they think creatively? Did they come up with something fresh and useful, even when the odds were stacked against them?

Adaptability and resourcefulness in problem solving questions

Adaptability is key in any fast-paced work environment. You want to know that when the unexpected happens—and it will—they can adjust on the fly and still come out on top. 

Key questions to ask:

• “Walk me through a challenging project you worked on.”: This gives them space to talk about a big obstacle they've faced and how they tackled it.
• “Tell me about a time you had to change your approach at the last minute.”: It's all about flexibility. How do they handle those curveballs?
• “Describe a situation where you encountered significant obstacles to solving a problem.”: You want to see if they can adapt, stay composed, and get the job done when the pressure is on.

What to look for in their responses:

You're looking for composure and quick thinking. Do they get rattled under pressure, or are they able to shift gears and find a solution? You want someone who can be resourceful when things don't go according to plan. Ask follow-up questions to see how they broke down the problem and adjusted their strategy on the go.

Results-oriented problem solving questions

AIt's not just about finding a solution—it's about finding the right solution. You want candidates who are focused on results and know how to measure their success.

Key questions to ask:

• “What metrics do you use to measure the success of your problem-solving efforts?”: This helps you gauge how they track and assess their impact. Do they know how to tell if a solution really worked?
• “How do you decide when a problem is truly solved?”: You're testing whether they can think long-term and know when a solution needs more work.
• “Can you share a time when you had to make trade-offs between short-term fixes and long-term gains?”: This will show you whether they think strategically and understand the broader implications of their decisions.

What to look for in their responses:

The best candidates think critically about the outcomes of their problem-solving efforts. You want to see that they measure success beyond just checking a box—they should have a clear idea of what metrics to track and how to fine-tune their solutions over time.

Putting It All Together

Problem solving questions are about more than quick thinking. They reveal deeper skills like creativity, adaptability, and a focus on results. Top problem solvers don't just finish tasks—they find long-term solutions.

Ask these questions to see how candidates break down problems, explain their approach, and reflect on improvements. This helps you find someone ready to tackle today's challenges and grow with your team.

Need help refining your interview process and accessing top Latin American talent? Contact our experts today to get started!