Video Interviewing Software: Why is it Important to Ask Problem-Solving Interview Questions

Are you struggling to find problem-solvers to join the team? Nowadays, recruiters are finding it difficult to find candidates who are able to manage and solve problems effectively and efficiently. It’s not enough for candidates to handle problems that may arise but it’s important to know how they will do so. But how can you assess a candidate’s problem solving skills? By asking targeted questions during the interview. Asking problem-solving questions through video interviewing software can help you pinpoint top talent faster and find the right fit for the role.

Here’s how recruiters can assess a candidate’s problem solving skills by asking relevant interview questions!

Why should recruiter ask candidates problem-solving interview questions

Employees will constantly experience challenges or unanticipated problems at work. But the way they cope and handle these situations is crucial. So, when you make your next hire with the help of video interviewing software, make sure to ask problem-solving questions to assess how candidates handle challenging situations. By asking problem-solving interview questions, you will be able to:

• Easily find the right candidates for roles that require problem solving skills
• Know the candidate’s ability to analyze data and find the source of the problem
• Find candidates that can work in stressful and unexpected circumstances

Problem-solving interview questions can help you identify candidates that are results-oriented. Consider candidates with high analytical skills, able to solve problems that may arise. These candidates should also be able to adapt to changing situations in case of unexpected circumstances.

Problem-solving interview questions to ask through video interviewing software

These problem-solving interview questions are suitable for all roles. You can ask the following questions through a video interviewing software to assess your candidates' reasoning under complex times.

• Tell me about a situation where you had to solve a problem without managerial help. How did you do it and was it solved?
• Tell me about a time you identified and fixed a problem before it became urgent.
• Did you ever predict a problem with a stakeholder? If yes, how did you handle it?
• Tell me about a situation where you faced serious challenges and couldn’t do your job efficiently. What were these challenges, and how did you overcome them?
• Tell me about a situation where you successfully used your crisis-management skills.
• A new project you’re overseeing has great revenue potential, but could put the company at risk of legal problems. How would you handle this?
• How do you know when to solve a problem on your own or to ask for help?

Tips to effectively assess candidates’ problem-solving skills in interviews

Now that you know what type of questions to ask, it’s important to follow some few tips that will help you find the most qualified candidate to join your company.

• Use hypothetical scenarios during interviews through video interviewing software that are likely to arise on the job. It's recommended to avoid challenges that aren't related to the role or type of your business.
• Pay attention to how the candidate handles the problem and what are the steps they follow.
• Notice candidates who answer creatively and always try to see things in a different perspective. This way you will be sure when problems arise they will be able to find the best solution.
• When challenges arise, employees must be dedicated to solve or try to find a solution. They will be great hires if they are committed to finding the right solution efficiently and effectively.
• The majority of difficult situations need collaboration and cooperation among the team. Previous experiences will show you how candidates interacted with their team to make choices and how comfortable they felt asking for guidance.

Things to notice to when interviewing a candidate using video interviewing software

No candidate is perfect. But there are always going to be a few red flags that you need to watch out for. When assessing a candidate through video interviewing software, pay special attention to the following red flags:

• If a candidate cannot remember an example of a problem they encountered in a prior position, this may indicate that they avoid dealing with challenging situations.
• When a candidate gives a general response without any specific detail or example shows little about the candidate's thought process. Therefore, you’ll need to ask follow-up questions, to probe further.
• Finding the solution is more crucial than identifying the problem. Candidates that are very concerned with the situation may be unqualified for the job.
• Candidates who choose the easy way out of a conflict don’t have the ways to face and deal with it. Choose candidates that examine the data provided and ask for further information to better understand the situation.
• Unresolved or hidden problems won’t make the situation any better, they will only escalate into something bigger. Employees who put things off till later are most likely not results-oriented or problem solvers.

Keeping it short

Candidates you hire today through video interviewing software will help you build and hire a team of high performers that tackle all challenges head-on. Teams that have powerful problem-solving skills, can help you seamlessly stand out from the competition and achieve more success! EVA-SSESS is a next-generation video interviewing software that enables businesses to pinpoint top talent and build diverse workforces fast. It uses modern science and AI to help employers and recruiters identify top performers in a fraction of time – through unbiased, reliable, and secure video assessment interviews that save more than 90% of your time. Request a free demo and see how our ATS can help you save time and make recruiting painless and hassle-free.

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