critical thinking in job interview

Critical Thinking Interview Questions: 15 Interview Questions to Identify Top Candidates

Critical thinking goes beyond technical expertise and is essential in a wide range of professions. It’s a skill that enables employees to analyze information, solve problems, and make informed decisions. You can gauge critical thinking using assessment tests, practical problem solving, or through crafting interview questions highlighting critical thinking abilities.

In this blog, we’ll be going through questions you can ask your candidates to figure out if they have the critical thinking skills you require for your open position. But first, let’s talk about why critical thinking skills are so important.  

Why Are Critical Thinking Skills Necessary?

Critical thinkers are especially necessary positions that require problem solving skills, juggling various priorities, and analyzing data. Although many jobs and industries require a certain level of critical thinking ability, these skills are essential for some job roles and industries, including:

• K-12 : The best teachers are creative problem solvers. Between classroom management and learning fatigue, critical thinking skills help teachers find the best way to connect with their students.
• Leadership Positions : Effective leaders must make strategic decisions, often in ambiguous situations. Critical thinking is crucial in leadership roles.
• Creative Fields : In industries such as design, advertising, and content creation, the ability to think critically allows individuals to come up with innovative and unique solutions and ways to attract prospective customers.
• Healthcare : Medical professionals must critically assess patient conditions, interpret test results, and make decisions that can have a significant impact on a patient’s well-being.
• Technology : IT professionals, software developers, and data analysts rely on critical thinking to troubleshoot, create algorithms, and analyze data.

Now, let’s dive into a list of interview questions that can help you evaluate a candidate’s critical thinking abilities.  

Interview Questions to Assess Critical Thinking:

Note: Feel free to mix and match these questions based on the specific role and the level of critical thinking required. Also–to expand on questions like these, you can use tools like AI Question Assist . interviewstream’s Ethical AI tool helps you come up with position and industry-based questions using community knowledge from a large language

• Tell me about a situation where you faced a complex problem at work? How did you approach it, and what was the outcome?
• How do you typically approach a new project or task? What steps do you take to understand the problem and develop a plan?
• Give an example of a situation where you had to think on your feet and adapt to unexpected challenges.
• Describe a project where you had to evaluate multiple options before making a decision. How did you assess the pros and cons?
• Provide an instance where you identified a problem in your current or previous role that others might have overlooked? What did you do about it?
• What methods do you use to gather and evaluate information when solving complex issues?
• Tell me about a situation where you had to analyze data to make a decision. What tools or methodologies did you use?
• Describe a project where you had to anticipate potential obstacles and develop contingency plans. How did your proactive thinking benefit the project?
• Provide an example of a time when you identified a solution that significantly improved a process or operation at your company?
• Describe a situation where you had to explain a complex concept or solution to someone who had little to no knowledge of the subject. How did you ensure effective communication?
• How do you prioritize tasks and allocate your time when dealing with multiple projects or assignments?
• Explain your process for identifying the root cause of a problem. Can you provide an example from your experience?
• Describe a project where you had to innovate and think outside the box to overcome a challenge or reach a goal?
• Tell me about a time when you had to analyze financial data or budgets to make recommendations or decisions for your department or company.
• How do you approach a project that requires you to think long-term and consider the potential future implications of your decisions?

How to Use Critical Thinking Interview Questions in your Interviewing Process

The ability to think critically and solve complex problems is relevant across a wide range of job roles and industries. You can use the questions above to assess the critical thinking abilities of your candidates. And you can assess those skills even better if you ask these questions in an in-person or video interview .

Especially if you are using these questions in screening interviews , video screening is an effective way to see the candidate process critical thinking questions in real time. For more information on interview questions, we wrote an article on the best interview questions to ask for team players , or you can fill out this form to chat with us today about how interviewstream can help you ask the right questions, every time.

About The Author

Caroline Chessia is the Marketing Operations Specialist at interviewstream. She loves color-coordinated graphs, hiking in the mountains, and every dog she meets—especially the Golden Retrievers.

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15 critical thinking interview questions to find the perfect candidate

In today’s complex, data-driven world of work, critical thinking skills are more important than ever.

According to the World Economic Forum’s Future of Jobs Report , the demand for critical thinking and analysis is growing at a faster rate than any other skill group.

For this reason, hiring managers now need a robust system for assessing critical thinking skills for most positions they fill. When we talk about critical thinking, we refer to a range of sub-skills including research, analysis, judgment, problem-solving, and self-reflection.

The interview is a great opportunity to evaluate a candidate’s critical thinking skills. It enables hiring managers to probe into their personal thinking process while tailoring the assessment to the situational needs of the role. 

For the best results, interviews should be preceded by a Critical Thinking test , along with other skills and personality tests. Pre-employment testing allows you to get an in-depth understanding of your candidates’ abilities, identify top talent, and screen out unsuitable applicants.

To make the interview worthwhile, hiring managers need to ask the right kind of critical thinking questions to candidates. But these aren’t always immediately obvious! That’s why we’ve put together 15 of the best critical thinking interview questions for you to use in your hiring process.

These include 10 behavioral and 5 situational critical thinking questions, allowing you to create an interview structure befitting your business requirements. Sample answers for each question are also included for your reference.

Table of contents

10 behavioral critical thinking interview questions, 5 situational critical thinking questions, what kind of roles can you use critical thinking interview questions, finding critical thinkers for your organization can be easier than you think.

Behavioral interview questions usually call on a candidate to discuss their past performance, enabling hiring managers to learn more about their previous experience and its applicability to the role.

When tailored to critical thinking and analysis, behavioral interview questions give you an insight into a candidate’s thinking style as well as specific critical thinking sub-skills, such as: 

Decision-making

Problem-solving

Information processing

Deductive reasoning

Conflict resolution

The 10 behavioral interview questions below span a range of topics; some may be more relevant than others, depending on the role you are recruiting for.

Here are the 10 behavioral critical thinking questions:

How do you go about completing a task without clear information?

What is the most difficult work-related decision you’ve had to make?

How do you process new ideas and approaches?

How do you respond to opposing viewpoints?

How quickly do you make decisions?

Have you ever anticipated a problem before it arose? How did you deal with it?

What work-related advice would you give to former employers?

How often do you ask co-workers for help?

How should friction between team members be dealt with?

What is the most innovative work-related idea you have come up with? How did it benefit the organization?

Continue reading below to view our sample answers for each question.

1. How do you go about completing a task without clear information?

In time-sensitive work environments, workers often have to make decisions without all the necessary information at hand. Answers to this question should demonstrate how candidates use their resourcefulness to perform effectively under given limitations.

Sample answer :

I prefer to make decisions after taking in all of the facts, but I recognize that the need to act quickly will sometimes take priority. In these situations, I pore over all of the information available and use my intuition to fill in any gaps. This could be by drawing parallels to a similar task from the past or predicting future outcomes to map the best decision in the present.

I experienced this situation in my last job while writing a funding application with a very quick turnaround. The final section to complete before submission was the summary, where it was crucial to really sell our organization’s solution in a compelling and straightforward way. 

My manager was unreachable at the time, so I decided to contact the head office to retrieve the summaries of our previous successful funding applications. Using these examples, I was able to craft a persuasive summary. A few weeks later, we were awarded the funding.

2. What is the most difficult work-related decision you’ve had to make?

This question probes into a candidate’s ability to make decisions under pressure. A good answer will evidence a clear thought process and measured judgment to select an appropriate course of action.

As a manager, layoffs were among the toughest decisions I had to make in my previous role. In those situations, I had to put personal loyalties aside and make tough choices based on the needs of the business.

This involved a regimented process of ranking staff across several different criteria including merit, skills, and tenure. Ultimately, we favored staff with long-term potential, such as those with in-demand skills and a growth mindset.

The decisions were far from easy, but recognizing that someone had to make the call, I never shied away from them either. I think the best approach for any difficult work decision is to be objective, consult data, and consider the long-term impact.

3. How do you process new ideas and approaches?

Open-mindedness is central to critical thinking. Candidates shouldn’t be fearful of doing away with traditional methodologies if a superior alternative emerges. Equally, they should exercise their judgment to evaluate the reliability and veracity of new information. 

I always try to be receptive to new ideas, recognizing that these drive innovation in a business. 

If I find that something can be improved, I seek solutions and conduct initial research to ascertain their effectiveness in other business contexts. If I think they have potential, I test them on a small trial basis before deciding whether to implement them on a full scale.

This situation played out in my last role, where I was the leader of a small team. After transitioning to remote work arrangements during the COVID-19 pandemic, a team member asked if he could rearrange his hours to accommodate certain family commitments.

The request prompted me to consider the effect of flexible working hours on performance, and I decided to trial a ‘flextime’ system. Within a few weeks, productivity had risen significantly and the team reported greater job satisfaction. Flexible hours quickly became a permanent arrangement.

4. How do you respond to opposing viewpoints?

Critical thinking is contingent on a person’s ability to weigh up both sides of an argument. Even when one course of action is evidently worse than another, candidates should be able to respond to opposing perspectives respectfully and constructively.

I think it’s great to hear different perspectives in the workplace, provided that they come from a well-meaning place. Listening to opposing viewpoints helps to refine my own opinion and can often bring the team to a middle ground from which more balanced decisions can be made.

A few months ago, a co-worker and I disagreed on how best to deliver a digital marketing campaign for a client. In short, he wanted to run paid search engine advertisements while I preferred to create content for the client’s company website.

After listening to his argument, I presented my case to show that content marketing was likely to yield a higher return on investment by showing case studies from previous clients in a similar field. 

Eventually, we agreed to the content strategy, and allocated only a small slice of the budget to paid ads. Within a few weeks, the client had doubled the traffic on their website and was extremely satisfied with our project delivery.

5. How quickly do you make decisions?

In a fast-paced work environment, employees must act swiftly and decisively. This question asks the candidate to expand on their decision-making process. Strong answers will strike a balance between careful consideration and urgency. 

While I like to gather as much information as possible before making a decision, I recognize that deadlines will often make this unrealistic. Sometimes, it’s of vital importance to act quickly to stay ahead of a competitor or fast-track a project.

The first step is to assess the immediacy of the deadline; if it’s urgent, I know I have to make a decision ASAP. In this situation, I’ll quickly weigh up the pros and cons of each option and select the course of action that best aligns with the business goals.

While working in customer service, I routinely had to make on-the-spot decisions to select the best solution in different contexts. I always made sure to get a full picture of the customer’s needs, and then chose the most suitable action from the options available. 

Having a strong background understanding of the area and a clear selection process allowed me to make the right call 99% of the time. 

6. Have you ever anticipated a problem before it arose? How did you deal with it?

This question separates the proactive thinkers from the passive ones. Candidates able to answer this question will be demonstrating their ability to plan ahead and anticipate risks—an invaluable skill in any organization.

Working as a retail store manager at the start of the COVID-19 pandemic, it immediately became obvious that our store would need to change certain procedures as infections picked up. 

I decided to act quickly, investing in protective equipment for staff, implementing plastic screens at the checkouts, and rearranging the store layout early on in the pandemic to make the site more Covid-friendly for our customers and staff.

Our proactive approach resonated with customers, who appreciated the new measures while other stores in the local area remained slow to adapt. Our trading volume actually rose by around 25% compared to pre-pandemic levels. Staff also reported feeling safer in our monthly surveys.

It’s important to try and pre-empt risks in any business. To do this, I always consider the worst-case scenario that could affect the business and learn from competitors’ failures.

7. What work-related advice would you give to former employers?

This question gauges a candidate’s propensity to voice criticism, and whether they choose to express it in a constructive or negative way. There’s no real right or wrong answer here; candidates simply need to explain their suggestions thoughtfully and thoroughly.

I’ve always tried to provide feedback to my bosses when it was appropriate to do so. Voicing criticism can be a tricky task, so I make an effort to frame the discussion in a constructive and non-malicious way.

One of my former bosses was particularly strong-willed, which sometimes made it difficult for the team to share new ideas. If we were able to show evidence of the potential of a new idea—using data, for example—he would be less dismissive than if we were to suggest it off the cuff. Over time, the boss grew more receptive to outside ideas rather than immediately shrugging them off.

In another company, some of my co-workers were dissatisfied as they felt undervalued by the boss. Rather than take this up with the boss directly, I raised the issue in the quarterly employee survey, suggesting that the senior leadership give more praise and recognition to high-performing staff in order to improve motivation and employee satisfaction.

8. How often do you ask coworkers for help?

Workers should know when to seek help from others while working on a project. 

A good answer here is all about balance. Candidates shouldn’t burden co-workers with work they could do themselves, nor should they be too stubborn to move things forward with some outside opinion or help.

When I’ve been given a task to complete independently, I try to avoid asking my co-workers for help as I know everyone is busy with their own work. Sometimes, though, it can be really useful to get a fresh pair of eyes to look over things when I’ve hit a wall in a project. Help is a two-way street, so I always try to make time to assist co-workers when I am asked. 

About a year ago in my sales position, I was tasked with integrating invoices into a spreadsheet containing order history for different clients. Software isn’t my strong point, so I sought help from a member of the development team—someone with whom I had built a good rapport previously.

I knew this was something that would probably only take him 15 minutes, so I didn’t feel like too much of a burden when I asked for help. He duly completed the task, and the project could move forward. I had previously helped him before, and I also offered my support for anything he needed in the future.

9. How should friction between team members be dealt with?

Conflict resolution is a skill that can be hard to come by for hiring managers. In work environments with people of different opinions and values, it’s important to have someone who can defuse conflict situations with a proactive, patient, and impartial approach.

When managed properly, I think that workplace disagreements can be healthy and help to promote a diversity of opinion. However, when they become personal, they serve no purpose and must be resolved immediately with fairness and good judgment.

In one of my previous roles as a team leader, conflict flared up between two coworkers after disagreeing on how to allocate the quarterly budget. At the first opportunity, I arranged a one-on-one chat with each colleague to understand their reasoning and try to reconcile both positions.

After the situation had been de-escalated, I brought the two together to talk it out in a calm and non-threatening space. With active listening and turn-taking techniques, they were able to settle their differences. I followed up regularly in the weeks after, and we were able to put the conflict behind us.

10.  What is the most innovative work-related idea you have come up with? How did it benefit the organization?

This question asks candidates to consider a time when they have thought outside the box to deliver a new solution in a previous job. Having proactive problem-solvers in your organization will help it stay ahead of the curve. 

In one of my previous roles, I was placed in charge of a small workgroup tasked with finding a way to improve productivity and efficiency. Each member of the group seemed to have their own opinion of the best solution, but most entailed large expenses we could not afford.

Since management needed a low investment solution, I proposed adding two additional fifteen-minute breaks to the working day for employees to read a book, catch up on the news, or go for a walk around the block. This was because I knew many employees felt burnt out by the end of the day, and their work suffered as a result.

The team supported the idea, but management was hesitant at first. After presenting my argument, they agreed to trial the breaks for two weeks. By the second week, the results were clear: employees were working more effectively and they were more satisfied at work. Soon after, the new break system was implemented on a scale across the company.

Situational interview questions assess how a candidate would behave under specific circumstances. Unlike behavioral questions, which call on previous experiences, situational questions place interviewees in the new role to see how they would perform.

The beauty of situational questions is that they allow interviewers to replicate role-specific scenarios where candidates will need to exercise critical thinking. If you were hiring a grant reviewer, for example, you could ask candidates how they would choose between two evenly-matched proposals. 

Our five chosen situational interview questions assess a range of different critical thinking scenarios; below, you’ll find our sample answers. If possible, adapt the situations to the specific role that you’re hiring for.

You notice your manager has made a significant mistake in a report. How do you handle the situation?

How would you deal with a situation where a weak link is affecting the quality of performance?

If you are given ten projects but only have time to complete three, how do you decide which three to work on?

You are leading a time-sensitive project where team members are unable to agree on an appropriate strategy. How do you proceed?

You’ve discovered a new approach that could improve performance while saving resources, but it’s unpopular among your coworkers. How do you present your case to your manager?

1. You notice your manager has made a significant mistake in a report. How do you handle the situation?

In virtually all roles, employees will have someone above them in the chain of command. Candidates shouldn’t be afraid to confront authority figures if they notice something’s wrong, but they must go about this in a constructive and professional manner. 

If I noticed a mistake in my manager’s work, I would wait for an opportunity to speak with them privately to raise the issue. After discussing the mistake, I would offer to help fix it.

I’m sure if I went about this politely, the manager would appreciate my good intentions and the issue could be resolved quickly and cordially. While the situation may be slightly uncomfortable, ensuring the best outcome for the business should always take priority.

I’ve found myself in this position in a previous job while reviewing a document from my manager before it was due to be published. It included a few incorrect statistics and formatting errors which I took the liberty to amend. When I raised this with him in private, he thanked me for my attentiveness and any ill feeling was avoided.

2.  How would you deal with a situation where a weak link in the team is affecting the quality of performance?

This question assesses the candidate’s ability not only to identify workplace problems, but also their willingness to tackle them proactively. Strong candidates won’t shy away from having uncomfortable conversations, but will also be respectful and keep things confidential.

If I noticed that a particular team member was disrupting the delivery of a project, I would look to offer solutions rather than point fingers. The first step would be to identify the cause of the team member’s poor performance.

If it was down to a lack of skills, I would suggest to the team leader in private that they receive appropriate training to help get them up to speed on the project. Alternatively, they could be reassigned to another area that they have greater expertise in.

If their performance was due to poor motivation, I would suggest that the employee be given personalized performance goals, assistance, and feedback. Encouragement, rather than criticism, should help the employee feel more motivated.

3. If you are given ten projects but only have time to complete three, how do you decide which three to work on?

Workers will often need to prioritize tasks based on their urgency and importance. In this situation, critical evaluation is necessary to distinguish the important from the less-important tasks using specific measures like time, effort, and value. 

If I had to manage multiple time-sensitive tasks, I’d first list them all together in a single document and order them based on the urgency of the deadlines. Second, I would flag any tasks which could feasibly be delegated to co-workers for completion.

From the remaining tasks, I would identify those which are both urgent and important. The next step would be to order these based on their value by considering which tasks have the most serious consequences for failing to complete them, and also which tasks have the highest ROI. 

For example, missing a deadline for a brand-new client could be more damaging than missing one for a loyal client of many years, and whose project is less urgent. Using this process, I’d select the three tasks which:

Only I can complete

Bring a lot of value to the business

4. You are leading a time-sensitive project where team members are unable to agree on an appropriate strategy. How do you proceed?

At a certain point in the project planning stage, it’s necessary to make the call to move things forward. Strong candidates will be able to synthesize the key points of the different strategies available to help come to a decision that is supported by the majority. 

In this situation, I would first remind team members of the urgency of the task at hand and the need to move quickly. Next, I would write up a simple, straightforward list of the pros and cons of each available strategy, drawing attention to any potential risks that may be encountered.

I would then give team members a few minutes to consider each option and voice any additional queries they may have. If a clear consensus still cannot be reached at this point, I would take a vote to decide the strategy to move forward with.

I recognize that it’s not always possible to reach a clear agreement. But by stripping the situation back to the simple facts, at least everyone can make an informed and objective decision in a time-sensitive manner.

5. You discover a new approach that could improve performance while saving resources, but it’s unpopular among your co-workers. How would you present your case to your manager?

Innovative thinkers can be great assets to your organization, but they’re of little value if they fail to defend their ideas when faced with disapproval. While other team members’ views should be respected, the strong candidate will be able to argue their case persuasively.

Before putting the idea forward to the manager, I would find out more about the reasoning behind the team’s resistance. It could be that they don’t want to go through a new learning curve or are unconvinced by its benefits.

These insights would allow me to tweak my proposal so that it addresses my co-workers’ doubts. At this point, I would present the idea to my manager and explain that I am willing to support the team in adopting the new approach with presentations and training.

The support sessions would aim to overcome the team’s hesitation by showing how the new approach would benefit them in the long run. I’d also encourage anonymous feedback so that the new approach can be improved. Ultimately, I’d try to reach a place of mutual understanding with positive outcomes for everyone involved.

Critical thinking is important in any job that involves decision-making. However, there are some fields where a candidate’s critical faculties will take priority. These include:

Law : Lawyers , counsels, and contract managers process complex information to build persuasive arguments 

Education : Teachers continually evaluate their students’ progress as well as their own methods to achieve long-term learning goals

Management : Managers analyze information, anticipate problems, and make complex business decisions based on unbiased judgments

Research : Researchers collect information, process data, study patterns, and make inferences to inform future decisions

Human resources : HR professionals make critical, measured judgments when making hires and handling employee conduct

Finance : Finance workers analyze data and objectively evaluate the results to create financial action plans 

Medical : Doctors and other medical staff examine patients and collect information to diagnose health issues and then offer the best solution

Our set of critical thinking interview questions is well suited to the professions above, but you may also want to assess critical thinking skills when recruiting in other areas. 

Critical thinkers make companies more competitive; actively seeking candidates with strong critical thinking skills for all open positions will give your organization a strong competitive edge.

By making a few tweaks to your recruitment process, you can transform your company into a team of critical thinkers! 

For this, you need to incorporate a Critical Thinking test into the candidate selection process , together with other skills tests to filter out unsuitable applicants and shortlist the best talent.

You can then use some of our interview questions in your own interviews to further assess candidates’ critical thinking skills and make the right hiring decision.

With critical thinking assessments in place at different stages of the process, you’re well on your way to hiring analytical minds that will drive innovation and help you future-proof your company.

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How to Evaluate a Job Candidate’s Critical Thinking Skills in an Interview

• Christopher Frank,
• Paul Magnone,
• Oded Netzer

It’s not about how they answer your questions — it’s about the kind of questions they ask you.

The oldest and still the most powerful tactic for fostering critical thinking is the Socratic method, developed over 2,400 years ago by Socrates, one of the founders of Western philosophy. The Socratic method uses thought-provoking question-and-answer probing to promote learning. It focuses on generating more questions than answers, where the answers are not a stopping point but the beginning of further analysis. Hiring managers can apply this model to create a different dialogue with candidates in a modern-day organization.

Hiring is one of the most challenging competencies to master, yet it is one of the most strategic and impactful managerial functions. A McKinsey study quantified that superior talent is up to eight times more productive, showing that the relationship between talent quality and business performance is dramatic. Organizations seeking growth or simply survival during difficult times must successfully recruit A-list talent, thought leaders, and subject matter experts. This is often done under time constraints as you must quickly fill a key position. Essentially you are committing to a long-term relationship after a few very short dates.

• CF Christopher Frank is the coauthor of “ Decisions Over Decimals: Striking the Balance between Intuition and Information ” (Wiley) and “ Drinking from the Fire Hose: Making Smarter Decisions Without Drowning in Information ” (Portfolio). He is the Vice President of research and analytics at American Express.
• PM Paul Magnone is the coauthor of “ Decisions Over Decimals: Striking the Balance between Intuition and Information ” (Wiley) and “ Drinking from the Fire Hose: Making Smarter Decisions Without Drowning in Information ” (Portfolio). He currently serves as the head of global strategic alliances for Google.
• ON Oded Netzer is the coauthor of “ Decisions Over Decimals: Striking the Balance between Intuition and Information ” (Wiley). He is the Vice Dean for Research and the Arthur J. Samberg Professor of Business at Columbia Business School, an affiliate of the Columbia Data Science Institute, and an Amazon Scholar.

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Top 20 Critical Thinking Skills Interview Questions & Answers

Master your responses to Critical Thinking Skills related interview questions with our example questions and answers. Boost your chances of landing the job by learning how to effectively communicate your Critical Thinking Skills capabilities.

Critical thinking is the cornerstone of effective decision-making and problem-solving, skills that are highly valued across all professions and industries. As employers increasingly seek candidates who can analyze situations thoroughly, generate innovative solutions, and make reasoned decisions, demonstrating your critical thinking prowess has never been more important.

This article delves into the essence of critical thinking skills: what they are, why they matter, and how to showcase them in various scenarios. We’ll guide you through a series of thought-provoking interview questions specifically designed to assess critical thinking, along with strategies for crafting responses that highlight your analytical acumen and capacity for thoughtful judgment. Whether you’re preparing for an upcoming job interview or looking to refine your cognitive toolkit, these insights will help you articulate your critical thinking abilities with clarity and confidence.

Common Critical Thinking Skills Interview Questions

1. how would you differentiate between a strong argument and a weak one in a team meeting.

Discerning between strong and weak arguments showcases an individual’s critical thinking skills and their capacity to engage constructively in team discussions. A candidate who demonstrates this ability can effectively sift through information, identify logical fallacies, and contribute to a culture of reasoned discourse, ultimately driving the team towards sound strategies and solutions.

When responding to this question, focus on illustrating your approach to analyzing the components of an argument: the validity of its premises, the soundness of its reasoning, and the strength of its supporting evidence. Discuss your method for weighing different viewpoints and the criteria you use to judge the argument’s merits. Share an example of a time when you successfully identified a weak argument, how you addressed it, and the outcome of that intervention. This will show that you not only understand the theory behind argument assessment but also apply it effectively in practice.

Example: “ Differentiating between a strong and a weak argument is a critical component of effective decision-making. A strong argument is characterized by its logical consistency, the validity of its premises, and the robustness of its supporting evidence. It should be free of logical fallacies and demonstrate a clear line of reasoning that connects the evidence to the conclusion. In contrast, a weak argument often relies on assumptions that are not substantiated, exhibits logical fallacies, or uses anecdotal evidence that does not adequately support the broader claim.

In practice, I assess the strength of an argument by first identifying its core premises and evaluating their truthfulness and relevance to the issue at hand. I then examine the logical structure to ensure that the conclusion necessarily follows from the premises. If the argument includes data or research, I consider the credibility of the sources and the methodology used to gather the evidence. For example, I once identified a weak argument in a team meeting where the conclusion was drawn from a non-representative sample of data. By highlighting this flaw and suggesting a more comprehensive analysis, we were able to revisit the issue and develop a more informed and effective strategy, ultimately leading to a successful project outcome.”

2. Describe a situation where your initial hypothesis was incorrect; how did you adapt?

When it comes to critical thinking, flexibility and adaptability are key, not just the ability to make good initial judgments. This question delves into the candidate’s ability to acknowledge errors, learn from them, and apply new information to achieve a better outcome, which is a vital skill in any dynamic work environment where conditions and data can change rapidly.

When responding, it’s crucial to outline a specific instance that showcases your ability to pivot effectively. Begin by briefly explaining the situation and your initial hypothesis. Then, focus on the process of how you identified the error in your thinking and the steps you took to adjust your approach. Emphasize your openness to feedback and new information, the analytical methods you used to re-evaluate the situation, and the ultimate resolution or improved results that came from your adaptability. This response should convey self-awareness, a commitment to continuous improvement, and a level of humility that’s necessary for growth.

Example: “ In a project aimed at optimizing operational efficiency, my initial hypothesis was that the bottleneck was due to outdated technology. Upon analyzing the data, I expected to find that newer systems would significantly enhance performance. However, after a deep dive into the workflow analytics, I discovered that the real issue was a series of suboptimal processes, not the technology itself.

Adapting to this new insight required a shift in strategy. I facilitated a series of workshops with cross-functional teams to map out the existing processes and identify inefficiencies. Utilizing lean management principles, we collaboratively redesigned the workflow, eliminating unnecessary steps and streamlining communication channels. This approach not only resolved the bottleneck without the need for a large investment in new technology but also fostered a culture of continuous improvement among the team. The result was a sustainable increase in productivity and a more agile operation.”

3. What strategies do you employ when encountering information that contradicts your beliefs?

Confronting and scrutinizing one’s own ideas in light of new evidence or perspectives is a crucial aspect of effective critical thinking. This question delves into how a candidate assimilates challenging information, demonstrating their openness to change, ability to think objectively, and willingness to engage in reflective thought—all of which are valuable for innovation and problem-solving in dynamic work environments.

When responding, emphasize your commitment to evidence-based reasoning. Outline a systematic approach: first, you consider the source’s credibility; then, you analyze the new information in the context of existing knowledge. Describe how you weigh the evidence before making a reasoned judgment about whether to revise your beliefs. Provide examples from your experience where you encountered conflicting information, engaged in a thorough analysis, and reached a conclusion that enhanced your understanding or led to a beneficial change in approach. This showcases your capacity for growth and your value as a team member who can navigate complex information landscapes.

Example: “ When encountering information that contradicts my beliefs, my first step is to assess the credibility of the source. I critically evaluate the evidence’s validity, reliability, and relevance. This involves checking for peer review, examining the methodology, and considering the reputation of the source. If the source passes this scrutiny, I proceed to contextualize the new information within the broader framework of existing knowledge. I look for corroborating or conflicting evidence from other reputable sources, and I consider the potential for bias or error in both the new information and my own understanding.

An example of this approach in action was when I encountered a study that challenged prevailing theories in a particular field. Despite my initial skepticism, I delved into the research, scrutinizing the experimental design and statistical analysis. I also sought out expert opinions and additional literature on the topic. This rigorous analysis revealed that the study was indeed a well-conducted piece of research with significant implications. As a result, I revised my beliefs, which not only broadened my perspective but also led to the adoption of new methodologies that proved to be more effective. This experience underscored the importance of remaining open to new evidence and demonstrated my ability to adapt my thinking to incorporate robust, evidence-based insights.”

4. In what ways do you assess the credibility of sources when conducting research?

The integrity of any research endeavor hinges on the ability to discern credible sources from unreliable ones. It showcases an individual’s commitment to accuracy and truth, which is paramount in any role that relies heavily on data analysis, strategic decision-making, or problem-solving. This skill is a testament to one’s intellectual rigor and dedication to maintaining high standards of work.

When responding, outline a systematic approach to evaluating sources, such as checking the author’s credentials, the publication date, the presence of citations, and the reputation of the publication or publisher. Mention the use of cross-referencing with other reputable sources and the importance of peer-reviewed material. It’s also effective to give an example of how you’ve applied these methods in a past project, demonstrating your practical experience with maintaining the quality of your work.

Example: “ When assessing the credibility of sources, I employ a multifaceted approach that begins with evaluating the author’s expertise and qualifications, ensuring they are recognized authorities in their respective fields. I then scrutinize the publication date to ensure the information is current and relevant, especially in fast-evolving disciplines. The presence of citations is crucial as it indicates the research’s foundation and allows for verification of the presented data. Furthermore, the reputation of the publication or publisher is a key consideration; I prioritize sources from established, reputable academic journals and institutions known for their rigorous peer-review processes.

In practice, I cross-reference information across multiple reputable sources to validate consistency and accuracy, placing a higher trust in peer-reviewed material due to its intrinsic scrutiny and academic rigor. For instance, during a recent project, I encountered conflicting data on a critical issue. By applying this systematic approach, I was able to discern that the most reliable information came from a recently published study in a leading scientific journal, which was corroborated by several other peer-reviewed articles. This process not only reinforced the credibility of my research but also provided a solid, defensible foundation for the conclusions drawn.”

5. Share an example of a complex problem you solved through analysis and reasoning.

A methodical approach to tackling complex problems is highly valued in many professions. When faced with intricate issues, the ability to dissect the problem, utilize analytical skills, and apply logical reasoning is essential. This question serves to highlight not only your problem-solving capabilities but also your competence in breaking down a complex situation into manageable parts, prioritizing actions, and making informed decisions based on evidence and sound judgment.

To respond to this question, outline a specific instance where you faced a complicated issue. Walk the interviewer through your thought process, the steps you took to analyze the situation, and how you arrived at a solution. Be sure to emphasize the reasoning behind each decision and the outcome of your actions. It’s important to convey your analytical skills and your ability to remain objective and focused, even when dealing with multifaceted problems.

Example: “ In a project where we were facing a significant discrepancy between projected and actual user engagement metrics, I initiated a root cause analysis to uncover the underlying issues. I began by segmenting the data to identify patterns and anomalies, cross-referencing engagement metrics with user demographics, behaviors, and feedback. Through this granular analysis, I hypothesized that the interface complexity was alienating our less tech-savvy user base.

To test this theory, I designed a controlled A/B test with a simplified interface for one user segment while maintaining the original interface for the control group. The results showed a marked improvement in engagement for the group with the simplified interface. Based on this evidence, I reasoned that reducing complexity would increase overall user engagement. I presented these findings to the team, and we iteratively refined the user interface. This led to a sustained increase in engagement metrics post-implementation, validating the effectiveness of the data-driven approach and the hypothesis.”

6. Outline your process for making decisions under pressure without adequate information.

Making decisions under pressure with incomplete information reflects real-world situations where time-sensitive choices must be made with the best available, albeit limited, data. The capacity to make sound decisions with incomplete information also signals to an employer that a candidate is comfortable with uncertainty and can take initiative, a valuable trait in dynamic and fast-paced work environments.

When responding to this question, outline a clear and methodical process. Begin by explaining how you assess the situation to identify the most critical pieces of information needed. Discuss how you weigh the potential outcomes and risks associated with each option, and describe any mental models or frameworks you use to guide your decision-making. Mention how you consult with relevant stakeholders when possible, and clarify how you ensure accountability for the decisions made. Lastly, emphasize your ability to learn from the outcome, regardless of whether the decision was correct, to improve future decision-making processes.

Example: “ In situations where information is scarce and decisions must be made under pressure, I initiate a triage approach to discern the most critical factors that will influence the outcome. I start by quickly identifying the key objectives and constraints, and then I prioritize the information I do have based on relevance and reliability. Using mental models such as Occam’s Razor to eliminate unlikely scenarios and Pareto’s Principle to focus on the factors that will yield the most significant impact, I map out the potential consequences of various decisions.

After establishing a decision framework, I evaluate the risks associated with each option, considering both short-term and long-term implications. If time permits, I seek input from stakeholders to gain diverse perspectives, which can often illuminate aspects not initially apparent. Once a decision is made, I take ownership of the outcomes, ensuring that there is a clear record of the rationale behind the decision for future accountability. Reflecting on the decision’s effectiveness afterwards is crucial, as it contributes to a feedback loop that refines my decision-making skills for similar high-pressure situations in the future.”

7. When have you had to identify underlying assumptions in a strategic plan, and how did it impact your approach?

Challenging underlying assumptions in a strategic plan requires discerning the foundational beliefs that may not be immediately obvious. Recognizing them allows for a more robust strategy that can withstand scrutiny and adapt to unforeseen challenges. This question evaluates a candidate’s ability to think deeply about strategy, foresee potential pitfalls, and contribute to the development of a more resilient plan.

When responding, it’s important to recount a specific instance where you identified a key assumption that was influencing a strategic direction. Explain the process you used to uncover this assumption and how your discovery led to a change in the plan. Emphasize how your intervention resulted in a more informed decision-making process and potentially averted a costly oversight. Highlight your analytical skills, your attention to detail, and your determination to ensure that strategies are not just taken at face value but are also stress-tested against reality.

Example: “ In a recent strategic planning session, we were evaluating the expansion into a new market, which was underpinned by the assumption that our existing product line would meet the local demand as successfully as in our current markets. Recognizing the potential risk of this assumption, I conducted a thorough market analysis, including customer behavior studies and competitor benchmarking. This revealed that local consumer preferences were significantly different, and our product would require customization to be competitive.

The discovery of this critical assumption prompted a pivot in our strategy. Instead of a direct replication of our existing business model, we integrated a plan for product adaptation and a phased market entry. This approach not only prevented a potential misallocation of resources but also positioned us for a more nuanced and potentially successful market penetration. My insistence on questioning our assumptions and validating them with data was instrumental in crafting a strategy that was both realistic and adaptable to the market realities.”

8. What methods do you use to prioritize conflicting data points during project evaluations?

Sifting through conflicting data points and prioritizing which information drives the decision-making process is a testament to one’s analytical prowess. This question reveals how the candidate distinguishes between the urgent and the important, how they weigh evidence, and their capacity to discern patterns or trends that are not immediately obvious.

When responding to this question, candidates should articulate a structured approach that demonstrates their analytical skills. An effective response might include outlining a step-by-step process of identifying all relevant data points, assessing each piece of data’s validity and reliability, and applying a ranking system to determine which data should take precedence based on the project’s goals and constraints. Candidates should illustrate their answer with a concrete example from their experience, showcasing a scenario where they successfully navigated through a maze of conflicting information to arrive at a well-reasoned conclusion.

Example: “ To prioritize conflicting data points during project evaluations, I employ a systematic approach that begins with identifying the relevance and source of each data point. I assess the validity and reliability of the information by examining the methodology behind the data collection and considering potential biases. I also cross-reference with historical data and industry benchmarks when available.

Once the data’s integrity is established, I apply a weighted ranking system based on the project’s specific objectives and constraints. This involves assigning higher priority to data that is more directly aligned with the strategic goals of the project and the interests of key stakeholders. For example, in a past project evaluation, I was faced with conflicting data regarding potential market expansion. By prioritizing data from sources with a proven track record and aligning it with our strategic growth targets, I was able to recommend an expansion strategy that was both data-driven and aligned with our long-term objectives, ultimately leading to a successful market entry. This methodical approach ensures that decisions are not only based on the most credible data but also tailored to the project’s unique context and goals.”

9. Recall a time you identified a logical fallacy in a colleague’s proposal; how did you address it?

Identifying logical fallacies is a key component of critical thinking, as it assesses a candidate’s ability to think analytically and engage constructively when they encounter flawed arguments. This question also evaluates whether the candidate can maintain professional relationships while challenging ideas, a skill that is crucial for fostering a collaborative environment where truth and efficiency are prioritized over ego.

When responding, it’s important to focus on the method of communication used to address the logical fallacy. Emphasize the respectful and constructive approach taken to discuss the issue with the colleague, ensuring that the critique was about the idea, not the person. Illustrate your capacity for teamwork by explaining how you helped refine the proposal to improve its validity, and share the positive outcome of the discussion, demonstrating the value of your critical thinking in achieving a more robust solution.

Example: “ In a recent team meeting, a colleague presented a proposal based on the correlation between two variables, suggesting a direct causation. I recognized this as a post hoc ergo propter hoc fallacy, where the assumption was that since event Y followed event X, event Y must have been caused by event X. To address this, I initiated a one-on-one conversation to avoid putting my colleague on the defensive in front of the team.

During our discussion, I used Socratic questioning to guide my colleague through the thought process, asking for further evidence that could substantiate the causation beyond the observed correlation. This approach facilitated a collaborative examination of the data, leading us to uncover additional variables that were not initially considered. By focusing on the argument’s structure and the evidence at hand, we were able to refine the proposal together, strengthening its logical foundation. The revised proposal was well-received by the team, and the project that ensued was more accurately aligned with the comprehensive data analysis, ultimately leading to a successful outcome.”

10. How do you handle situations where data is ambiguous or incomplete?

Navigating ambiguity and gaps in data requires an individual to apply critical thinking skills to make informed decisions. This also speaks to a candidate’s problem-solving approach, creativity in finding solutions, and their propensity for making data-driven decisions amidst uncertainty.

When responding, it’s important to articulate a structured approach that includes acknowledging the ambiguity, seeking out additional data or resources to fill gaps, consulting with relevant stakeholders or subject matter experts, and employing logical reasoning to arrive at the best possible decision. It’s also beneficial to share a real-life example where you successfully navigated such a situation, detailing the steps taken and the outcome. Demonstrating a willingness to ask the right questions and the tenacity to dig deeper reinforces your value as a critical thinker who can add clarity to complex situations.

Example: “ In situations where data is ambiguous or incomplete, my initial step is to acknowledge the uncertainty and identify the specific areas of ambiguity. I then prioritize these areas based on their potential impact on the decision-making process. Subsequently, I engage in targeted research to gather additional information, which might involve quantitative data collection, qualitative insights, or reaching out to subject matter experts who can provide deeper context.

For instance, in a project where customer feedback data was inconclusive, I spearheaded a focused survey to capture the missing data points and conducted a series of customer interviews to gain qualitative insights. By cross-referencing the quantitative data with the qualitative analysis, I was able to piece together a more coherent understanding of customer needs. This informed our strategy and led to a successful campaign adjustment that resulted in a 20% increase in customer satisfaction. This approach underscores my commitment to not only recognizing and addressing data deficiencies but also leveraging a blend of resources and analytical techniques to resolve ambiguity and inform robust decision-making.”

11. Can you provide an instance where critical feedback led you to change your perspective on an issue?

Being receptive to feedback that challenges your own viewpoints is an integral part of critical thinking. This question delves into a candidate’s humility and adaptability, revealing their willingness to consider other perspectives and use feedback constructively.

When responding, share a specific situation that demonstrates your ability to listen to critical feedback without defensiveness. Outline the feedback received, your initial reaction, and how you processed the information. Then, detail the steps you took to reassess your stance and how this led to a different outcome. This shows your thought process, openness to learning, and ability to pivot based on new information—all valuable traits in any role requiring critical thinking.

Example: “ Certainly. In a project focused on optimizing operational efficiency, I initially advocated for the implementation of a new software system I believed would streamline our processes. After presenting my proposal, I received critical feedback from a colleague who highlighted potential integration issues with our existing legacy systems. My initial reaction was a mix of surprise and skepticism, as I had invested significant time in evaluating the software’s benefits.

Upon reflection, I recognized the validity in my colleague’s concerns and revisited the analysis, this time incorporating a broader scope of technical compatibility. This led me to engage with our IT team to conduct a more thorough assessment. The collaborative effort revealed that while the software had impressive features, it indeed posed substantial risks to our current infrastructure. Consequently, I shifted my perspective and worked on an alternative solution that involved incremental upgrades to our existing systems, which ultimately proved to be more cost-effective and less disruptive to our operations. This experience underscored the importance of embracing critical feedback and reinforced the value of comprehensive evaluation from multiple perspectives in decision-making processes.”

12. What steps do you take to ensure diverse perspectives are considered in your decision-making process?

Incorporating a variety of viewpoints to make informed decisions is a common thread among diverse roles such as teachers, managers, and customer service representatives. It’s not just about avoiding groupthink; it’s about actively seeking out and valuing the rich tapestry of human experience that can dramatically improve the quality of decisions made in any professional context.

When responding to this question, you should articulate a clear, step-by-step approach that demonstrates your commitment to inclusivity. Begin by describing how you actively seek out differing opinions, perhaps by consulting with a varied group of colleagues or stakeholders. Mention any tools or methods, like brainstorming sessions or surveys, that you use to gather diverse perspectives. Then, explain how you evaluate these perspectives, ensuring that you give each the consideration it deserves, and how you integrate them into your final decision. Finally, reflect on a specific instance where this approach led to a successful outcome, highlighting the value of diversity in your thought process.

Example: “ To ensure diverse perspectives are integrated into my decision-making process, I begin by identifying the key stakeholders and experts with varying backgrounds relevant to the decision at hand. I actively seek their insights through structured brainstorming sessions or targeted surveys, ensuring that I am not just hearing the loudest voices but also the nuanced opinions that might otherwise be overlooked.

Once I’ve gathered these perspectives, I utilize a combination of qualitative and quantitative analysis to weigh each viewpoint based on its merits, potential impact, and alignment with the strategic goals. This often involves creating a decision matrix that helps in visualizing the trade-offs and synergies between different opinions. In doing so, I am careful to avoid confirmation bias, ensuring that my own preconceptions do not unduly influence the evaluation process.

In one instance, this approach led to the development of a new product feature that addressed an unmet need in a market segment we hadn’t fully considered. By incorporating the diverse insights from both the sales team and the end-users, we were able to design a feature that significantly enhanced user satisfaction and broadened our customer base, demonstrating the tangible benefits of a multifaceted decision-making strategy.”

13. Detail an experience where you used deductive reasoning to arrive at a solution.

Evaluating a candidate’s ability to logically deduce an outcome from given information is the purpose behind questions on deductive reasoning. This skill is vital for roles that require swift and accurate decision-making, and the response can illustrate a candidate’s thought process, attention to detail, and level of expertise.

When responding to this question, candidates should select an example that showcases a well-structured thought process. Start by explaining the situation that required a solution, outlining the known facts or premises. Proceed to describe how you identified the logical sequence that led to your conclusion, ensuring to articulate each step clearly. Finally, share the outcome of your solution and, if possible, any positive impacts it had on the situation. This structured approach demonstrates your critical thinking ability and your competence in applying it effectively.

Example: “ In a project where we were experiencing recurring system failures, I employed deductive reasoning to isolate the cause. The system had multiple components, but the failures were intermittent and not component-specific. I started with the general premise that if all components were failing intermittently, then the issue likely resided in a shared resource or infrastructure.

I systematically evaluated each shared element, starting with the power supply, then network connectivity, and finally the software platform. By deducing that the failures only occurred during peak usage times, I hypothesized that the software platform’s resource allocation was the culprit. Adjusting the configuration to better handle high-load scenarios resolved the issue. This not only eliminated the downtime but also improved overall system performance, leading to a 20% increase in user productivity during peak hours.”

14. In which way do you monitor your own biases when analyzing problems?

Recognizing and controlling for bias ensures that decisions and analyses are not unduly influenced by personal prejudices or preconceptions. Employers seek candidates who are self-aware and can critically evaluate their thought processes to maintain integrity and accuracy in their work.

When responding to this question, it is important to demonstrate self-awareness and a commitment to impartial analysis. Discuss specific strategies you employ, such as seeking out diverse perspectives, relying on data and evidence over assumptions, and regularly reflecting on your thought processes. Provide examples of past situations where you recognized a potential bias and took steps to mitigate its influence on your decision-making. This shows employers that you are not only aware of the importance of unbiased thinking but are also proactive in ensuring it in your professional conduct.

Example: “ When monitoring my own biases during problem analysis, I employ a multi-faceted approach that includes actively seeking out contrary evidence and diverse perspectives. I prioritize data-driven decision-making, ensuring that my conclusions are grounded in evidence rather than preconceived notions. For instance, when faced with a complex issue, I systematically review the available information, deliberately looking for data that challenges my initial hypothesis. This practice helps to counteract confirmation bias and promotes a more balanced understanding of the situation.

Additionally, I regularly engage in reflective practice, analyzing my thought processes and decisions to identify any patterns that may indicate bias. In situations where I’ve recognized the potential for cognitive biases to influence my analysis, I’ve sought out peer review or consulted with colleagues who could provide alternative viewpoints. This not only helps in mitigating personal biases but also enriches the problem-solving process with a broader range of insights, leading to more robust and impartial outcomes.”

15. Describe how you determine the relevance of certain facts over others in a case study.

Distinguishing between what is pertinent and what is peripheral within a case study is an exercise in critical analysis. This skill is essential as it directly impacts the effectiveness and efficiency of problem-solving and decision-making processes.

When responding, highlight your systematic approach to evaluating information. Explain how you identify key issues, weigh the significance of each fact in relation to these issues, and consider the implications of the data on potential outcomes. Illustrate your answer with a specific example from your experience where you successfully determined the relevance of facts to solve a problem or make a decision, thereby demonstrating your analytical prowess in a real-world scenario.

Example: “ In determining the relevance of certain facts over others in a case study, I employ a systematic approach that begins with identifying the core issues at hand. I prioritize facts based on their direct impact on these issues, considering both the short-term and long-term implications of the data. This involves a critical evaluation of each fact’s source, reliability, and its correlation with other pieces of evidence. I also assess the potential consequences of these facts on the decision-making process, ensuring that the most critical information is at the forefront of any analysis.

For instance, when faced with a complex case involving multiple variables, I once identified that a particular set of financial data was pivotal due to its implications on the projected growth of the company. By focusing on the veracity and relevance of this data, I was able to construct a financial model that accurately predicted the company’s trajectory, which was crucial for the strategic decision that followed. This process not only streamlined the decision-making but also provided a clear rationale for the course of action taken, highlighting the significance of discerning relevant facts in a sea of information.”

16. Have you ever encountered a groupthink scenario? How did you respond?

Recognizing the symptoms of groupthink—such as the suppression of dissenting opinions and the illusion of unanimity—and taking action to ensure a diversity of thought is maintained is crucial. This question assesses whether a candidate can strike the delicate balance between teamwork and independent thinking.

When responding, it’s essential to share a specific instance that showcases your awareness of the groupthink situation. Detail how you encouraged open dialogue, invited alternative perspectives, or introduced a devil’s advocate approach to stimulate critical thinking. Emphasize your respect for collective decision-making while also demonstrating your commitment to ensuring all voices were heard and considered before reaching a conclusion. Your answer should reflect your ability to foster an inclusive environment that values each member’s contribution to the team’s success.

Example: “ Yes, I encountered a groupthink scenario during a project where the team was quickly converging on a solution without thoroughly examining potential risks. Recognizing the signs of premature consensus, I intervened by posing critical questions that had not been considered, effectively challenging the prevailing opinion. I suggested a structured brainstorming session where each team member was encouraged to voice dissenting views or potential pitfalls regarding the proposed solution.

To further mitigate the groupthink, I introduced a “red team” exercise, where a subgroup was tasked with identifying flaws in our plan and presenting a counter-argument. This approach not only diversified our perspectives but also uncovered assumptions that had gone unquestioned. By fostering a culture where skepticism was not just tolerated but valued, we were able to refine our strategy and arrive at a more robust, well-vetted conclusion.”

17. What techniques do you apply to forecast potential outcomes and their implications?

Anticipating the consequences of actions and understanding the potential ripple effects on various aspects of a project or decision is an integral part of effective critical thinking. The question assesses whether a candidate can think several steps ahead, rather than just reacting to immediate challenges.

When responding, it’s important to outline specific methodologies such as using SWOT analysis (Strengths, Weaknesses, Opportunities, Threats), scenario planning, or employing probabilistic thinking. Explain how these techniques allow for a comprehensive evaluation of potential scenarios and how you apply them to make informed decisions. Be prepared to provide a real-world example where you successfully anticipated outcomes and navigated the implications, highlighting your analytical skills and foresight.

Example: “ In forecasting potential outcomes and their implications, I employ a combination of scenario planning and probabilistic thinking. Scenario planning allows me to explore various future states by considering different variables and their possible interactions. This method is particularly useful in understanding the broader context and long-term implications of decisions. I complement this with probabilistic thinking to assess the likelihood of each scenario, which involves assigning probabilities to outcomes based on available data and trends.

For instance, I once had to anticipate the impact of regulatory changes in a particular industry. By conducting a SWOT analysis, I identified the strengths that could be leveraged, weaknesses that needed addressing, opportunities for growth, and threats from the competition and regulatory environment. I then developed multiple scenarios ranging from minimal to significant regulatory impact and assigned probabilities to each based on historical precedents and current market sentiments. This approach enabled me to recommend strategic actions that were resilient across a range of possible futures, ultimately leading to a favorable outcome for the project at hand.”

18. Illustrate how you dissect complex information into understandable parts for non-experts.

Translating expertise into accessible knowledge for non-experts is a fundamental skill that demonstrates an ability to bridge the gap between expert and layperson. Employers value this because it ensures that the work you do can be understood and appreciated by a broader audience, which is crucial for collaboration, client relations, and leadership.

When responding to this question, focus on a specific example where you broke down a complex concept. Explain the steps you took to identify the key elements of the information and how you considered the audience’s level of understanding. Describe the methods you used to simplify the content, such as analogies, visuals, or chunking the information into digestible parts. Emphasize how your explanation facilitated better comprehension, decision-making, or problem-solving among those non-experts.

Example: “ In a recent project, I was tasked with explaining the intricacies of a sophisticated data encryption algorithm to a group of stakeholders without technical backgrounds. To make the concept accessible, I first identified the core principles of encryption that were crucial for understanding its importance and functionality. I distilled the algorithm into three main components: the data input, the encryption process, and the secure output.

Using the analogy of a secure lockbox, I related the encryption process to placing a valuable item into a box that could only be opened with a unique key, making the abstract concept more tangible. I supplemented this with simple visuals, illustrating the flow of data through the encryption process, and avoided technical jargon. By breaking the information into these manageable segments and using familiar references, the stakeholders were able to grasp how encryption works and why it is essential for safeguarding sensitive information. This understanding empowered them to make informed decisions about implementing security measures within our organization.”

19. How do you balance quantitative data with qualitative insights in your analyses?

Navigating the interplay between hard numbers and the softer, more nuanced aspects of data interpretation is crucial for a well-rounded analysis. Employers want to ensure that the candidate doesn’t rely solely on numerical data, which might miss the human element of business decisions, nor solely on qualitative insights, which might lack empirical grounding.

To respond, showcase examples from your experience where you’ve effectively integrated both types of data to inform a decision or a strategy. Explain the process of how you evaluate and weigh each type of data, and how you ensure that neither is overlooked. Highlight a specific scenario where this balanced approach led to a successful outcome, demonstrating your ability to synthesize diverse forms of information into actionable insights.

Example: “ In my analyses, I approach quantitative data as the foundational bedrock that offers objective measurement, while I treat qualitative insights as the contextual layer that provides depth and nuance. I employ a triangulation method to ensure that the quantitative data is not only statistically significant but also practically relevant. For instance, when interpreting customer satisfaction scores, I complement the numerical data with customer interviews and feedback to understand the underlying reasons behind the scores.

In a specific scenario, I was tasked with analyzing user engagement metrics for a digital platform. While the quantitative data indicated a decline in average session duration, it was the qualitative user feedback that revealed the interface changes had inadvertently increased cognitive load for users. By integrating these insights, I was able to recommend targeted design adjustments that led to improved engagement metrics in subsequent releases. This balance between numbers and narratives ensures that my analyses lead to actionable and human-centered solutions.”

20. Give an example of how you’ve dealt with conflicting expert opinions when formulating a strategy.

Navigating through informational noise and contradiction to prioritize relevant data and integrate disparate viewpoints into a coherent plan of action is a key aspect of critical thinking. Employers are looking for evidence of the candidate’s analytical prowess, their capacity to remain objective, and the courage to make informed decisions even when the path is not clear-cut.

When responding, start by setting the scene with a brief description of the situation that required a strategy, including the nature of the conflicting opinions. Walk the interviewer through your thought process: how you evaluated the credibility of the sources, weighed the evidence, considered the implications, and sought additional information if necessary. Explain the criteria you used to make your decision and, if applicable, how you communicated your strategy to stakeholders. Conclude with the outcome, reflecting on what you learned from the experience and how it shaped your approach to decision-making.

Example: “ In a project aimed at optimizing operational efficiency, I encountered conflicting recommendations from two leading experts in process optimization and organizational behavior. One advocated for a lean management approach, while the other emphasized the importance of employee engagement and suggested a more inclusive, team-based strategy.

To reconcile these opinions, I first assessed the credibility of each expert by reviewing their past work, consulting with peers, and examining the evidence supporting their claims. I then mapped out the potential impact of both strategies on our specific organizational context, considering factors such as company culture, existing workflows, and employee morale. This analysis revealed that while lean management could offer immediate efficiency gains, a strategy that also incorporated elements of team engagement would likely result in more sustainable improvements and higher staff satisfaction.

The chosen strategy combined lean principles with a strong focus on team involvement, ensuring that efficiency gains did not come at the expense of employee well-being. I communicated this integrated approach to stakeholders by highlighting how it balanced expert insights with our unique organizational needs. The outcome was a 15% increase in operational efficiency coupled with improved employee satisfaction scores. This experience underscored the importance of a nuanced approach to strategy formulation, one that considers both expert opinion and the specific context in which it will be applied.”

Top 20 Logical Reasoning Interview Questions & Answers

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13 critical thinking interview questions to use

If you’re looking to fill a position that requires precise and rational decision-making skills, critical thinking interview questions are an essential component in your interview process .

Many hiring managers overlook this veiled job requirement and skill because it’s not always easily assessed. Some candidates have the technical skills and experience but might not have the emotional intelligence or critical thinking skills to succeed.

That’s where interview questions to assess problem-solving skills can come in handy.

What is critical thinking?

Critical thinking is a thought process that allows a person to evaluate and assess information objectively and calculate responses and judgment. Critical thinking can be compared to rash, reactive thought processes which generate immediate and purely emotional responses.

In the workplace, people with critical thinking skills are highly valued as they usually provide rational advice, thought-out solutions, and fair assessments.

It’s tough to establish the level of a candidate’s critical thinking skills unless you specifically look for it during the interview process. Critical thinking interview questions are one of the tools available to hiring managers to gauge how a candidate will handle unpredictable situations that may arise on the job.

Tailored critical thinking interview questions

There are plenty of examples of different types of interview questions available, but your questions must relate to the position and the environment in your company. For example, if the role requires critical decisions on a technical level, the questions must be structured around the relevant skill. If the role requires critical thinking around people (customers or staff), focus on people skills.

There’s a trend to ask brainteaser questions during interviews to measure a candidate’s response, but please don’t go that route. It’s pointless! Asking something like “Jo is one of three children. Her sisters are named May and June. What’s the third child’s name?” is meaningless.

Whether the candidate answers “Jo” correctly or says “probably April” tells you nothing about their critical thinking abilities or anything else.

Apart from potentially making a candidate feel confused and uncomfortable, you could have them questioning how genuine you are.

Plan every step in the recruitment process before the interviews start. If a role needs rational decision-making, a list of critical thinking interview questions must be compiled, preferably by the hiring team rather than just the hiring manager. Collaborative thinking and inclusive staff recruitment allow for different opinions and perspectives of the same role and its requirements.

Ensure that your interview questions are challenging

These questions aren’t intended to be easy. Questions must be thought-provoking. Make the candidate think about how they would respond to and react in specific, tricky situations. You’re not necessarily looking for the right or wrong answers or solutions. Instead, you’re evaluating the candidate’s response rather than skill.

Virtually every department has positions that profoundly impact outcomes for other team members, customers, production, sales, your company brand, etc. Staff who hold these positions require well-developed critical thinking skills.

When compiling your list of interview questions, go way beyond the job skills or experience needed. Analyze what the impact of poor decision making in this role will have on existing staff, customers, your brand, and your business as a whole.

Once you’ve isolated the areas of influence connected to the role, you can start compiling your list of questions. We’re splitting the question examples into technical roles and roles that involve people skills. Your vacancy might be a combination of both. There can never be a template for critical thinking interview questions because each position and company differs, so use these as a guide to inspire you.

Critical thinking interview questions for hard skills

• What would you do if you had a looming project/production deadline, but you didn’t yet have all the information/components to deliver on time?
• If you’ve figured out a quicker or more cost-effective solution to a problem, but your manager doesn’t get what you’re saying, what would you do?
• If there’s a weak link in your team or supply chain that’s impacting productivity, how would you approach the problem?
• What would you do if a customer or manager was trying to push a project through at the expense of other projects that already have confirmed delivery dates?
• When you’re in a team of specialists, you can easily find differences of opinions on what direction projects should take. How do you find consensus?
• Have you ever had to convince a manager to try out a different solution to solve a problem?

Critical thinking interview questions for soft skills

•  An order hasn’t been delivered to a customer on time, and they’re furious. They want you to cancel the order and close their account immediately. How would you repair the damage and keep the customer?
•  Business has slowed, and you’re in a sales brainstorming session. Someone suggests lowering prices and focusing more on customer satisfaction. What’s your reaction?
•  You have an employee who’s excellent at their job, but is blunt and abrasive with colleagues and that’s causing friction in your department. How do you resolve the matter?
•  You’re in a meeting, and your manager misquotes pricing or a process that can have a significant impact on your department or a project. What do you do?
•  You notice that your manager (or a colleague) is inclined to shift blame and not accept responsibility when under pressure. How do you approach the subject?
• If you had to make a decision based on incomplete information, how would you approach this?
• How would you handle a situation where you and your teammates disagree on how to move forward on a project?

What are you looking for when asking critical thinking interview questions?

You’ll notice that the issues listed above are very broad and there’s no right or wrong answer or outcome.

• What you’re looking for is how the candidate responds. Each question is a hypothetical situation that has the potential to become a big issue if not resolved properly.
• People who have high emotional intelligence and developed critical thinking skills won’t give you any old answer. Faced with a complicated situation, their critical thinking will kick in, and they’ll most likely ask you some questions for more clarity. Don’t be surprised if you get an “mmm, I’ll have to think about that…” response initially — people with developed critical thinking process information before reacting or responding.
• People who don’t ask for more details, and don’t think before responding, likely don’t have developed analytical skills. They’re also more inclined to poor, emotional decision making.

8 benefits of critical thinkers

Critical thinkers who are capable of unbiased and fair judgment all have the following abilities:

• Developed analytical skills: They analyze situations carefully.
• Good reasoning skills: They reason in a logical and fact-based way.
• Solid emotional perception: They can separate truths from lies and point them out.
• Social experience: They conduct further research or fall back on past experiences for reference. They apply known and accepted standards and limit bias.
• Comparative analysis: They distinguish between variances and make comparisons.
• Solution-oriented thinking: They envision a solution and its potential consequences.
• Calculating actions: They quantify their conclusions and take decisive action.
• Creative thinking: They convert the situation from a negative to a positive.

This process may be gradual, developing as a situation evolves, or decisions may be made quickly depending on their skill level. Whether they have to think on their feet or address long-standing problems, people with well-developed critical-thinking skills can face a given situation and resolve it in the best way possible. They also don’t hesitate to make unpopular decisions if it’s in the best interest of the company or people involved.

Use all interview and assessment tools available

For crucial positions, you’ll need more than just a list of critical thinking interview questions to establish if a candidate is a good fit for the role. Psychometric assessments can give you more insight into a candidate’s personality.

Past employment references are also an excellent tool to establish how a candidate has handled pressures in similar situations previously. Past behavior can be a predictor of future behavior, but is not foolproof either. As people mature and environments change, so can their attitude and their aptitude in the workplace.

Tania is the Head of SEO and Content at Tellent. She's been a hiring manager for over 8 years and enjoys learning about recruitment and people management topics, in addition to solving user pain points through content.

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12 critical thinking interview questions and scenarios with sample answers  .

As a job applicant, you can expect critical thinking interview questions and you must be prepared with logical answers. Matt Plummer, writing for the  Harvard Business Review,  cites one survey of nearly 64,000 managers who felt “critical thinking is the number one soft skill” managers feel new applicants are lacking.

Critical-thinking skills are what enable you to use reasoning to reach logical conclusions when dealing with problem-solving, conflicts, and contributing to a group effort. Interviewers typically evaluate applicants’ critical thinking skills by asking critical thinking interview questions related to the applicant’s on-the-job experience.

Applicants can also expect to react to hypothetical critical thinking scenarios with answers or to create ideas for interview presentation.

While brainteasers and  fun critical thinking interview questions  are popular with some organizations, most prefer to challenge candidates with more complex, job-related critical thinking questions.

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Table of Contents

Here are 12 critical thinking interview questions examples with answers, or suggested approaches to crafting responses:

1. what does the term “critical thinking” mean to you.

This is a challenging question, because there is no universal consensus on what critical thinking actually is. Critical thinking is best defined by its differentiation between emotion and logic and the ability of the critical thinker to eliminate bias through self-knowledge and avoidance of group thinking.

Sample answer to Question 1:

“I believe critical thinking is arriving at answers and solutions to difficult questions and problems in a methodical way that removes bias and uncovers every aspect of the problem.

“Critical thinking, to me, is the opposite of emotional and biased judgment. It is asking the right questions by always questioning assumptions, using reasoning and logic, and respecting the collaboration process without getting stuck in an echo-chamber of group thinking.”

2. How would you describe your decision-making process?

You can expect this question because decision making and critical thinking are directly related. The interviewer wants to have an understanding of how you make decisions, so answer this question step-by-step, showing how you make thoughtful and smart decisions based on information and data.

Sample answer to Question 2:

“My first step in making a decision is to seek and gather information relating to my decision. I want multiple perspectives and I like to anticipate a variety of possible outcomes.

“Next, I think about how my decision will impact my workgroup and the company. If necessary, and depending on the situation, I often seek a second opinion so that I didn’t miss something I may have overlooked.”

Read More: 25 Valuable Informal Interview Questions and Answers to Learn More About the Job

3. How do you process new ideas and approaches?

This question evaluates your open-mindedness, which is also central to critical thinking. Critical thinkers are not afraid of abandoning traditional methods when something better turns up. Likewise, critical thinkers exercise judgment and evaluate the veracity and reliability of new information.

Sample answer to Question 3:

“I know that new ideas drive innovation in any organization, and I always try to be receptive. If something can be improved, I know that solutions are out there and have probably been tested and evaluated. If those ideas have applicability and potential, I test them on a limited trial basis before recommending they be applied on a large scale.”

4. Describe a time you had to use critical thinking to solve a problem.

Here is where the employer wants to find out if you have actually had to use critical thinking to find a solution to some problem or challenge. This is an ideal way to bring up examples of past accomplishments you have already  documented on your résumé.

How to answer Question 4:

State the problem, and how it may have been an unexpected challenge. What were the obstacles that you overcame with critical-thinking, rather than knee-jerk responses? Describe how effective teamwork and communication made it possible to arrive at a solution.

5. How do you go about completing a task without clear information?

When short-fused deadlines emerge, you often have to make decisions lacking all the information you need. Your response will be evaluated on how you demonstrate resourcefulness and perform well in the face of those limitations.

How to answer Question 5:

Say that you prefer to make decisions after taking in all the facts, but you recognize that sometimes you need to act quickly. Describe how you look critically at all the information available and use your intuition and good judgement to fill in any information gaps.

Describe how you may have relied on similar experiences in the past with successful outcomes. This is also an opportunity to demonstrate that you are not averse to asking for help.

6. If you are faced with multiple projects but only have time to complete three, how do you decide which projects to work on?

This is a way to demonstrate how you can prioritize tasks based on their importance and urgency. Critical thinking helps you distinguish what is important from the routine by applying criteria related to time, effort, and value.

Sample answer Question 6:

“If I was faced with multiple time-sensitive tasks, rather than rushing to complete any one of them, I would list the tasks in a single document according to urgency and deadline. I would farm out the less urgent tasks to subordinates or co-workers.

“Next, from the tasks remaining, I would flag those that are both important and urgent. For those tasks, I would order them based on their importance to the organization, as well as those that could cause damage to the organization if they cannot be completed. That would also include identifying the tasks that have the highest return on investment.

“After that process of elimination, I would choose three tasks that 1) bring the most value to the business, 2) are urgent, and 3) only I can complete.

“I would deal with the tasks that didn’t make the cut by either delegating them or seeking reasonable deadline extensions.”

7. How would you present a new idea or technique to your team?

In jobs that require presenting new concepts or skills to the team, employers want to know how effectively you can share information with others.

How to answer Question 7:

Think about your learning style—visual, audible, kinesthetic, verbal—and find a way to incorporate your style with the way you present information to others. Describe, for example, how presenting information to your team includes an understanding of learning styles and knowing that people can be engaged through a variety of visual presentations.

Provide specific examples of your past successful presentations.

8. How do you respond to opposing viewpoints in your workgroup?

Critical thinkers weigh both sides of any argument. Be prepared to address how you deal with opposing perspectives respectfully and constructively, even when one view is worse than the other.

How to answer question 8:

Demonstrate that you’re always open to a variety of well-meaning perspectives in the workplace. Listening to those opposing viewpoints refines your own opinions, which has the benefit of bringing opposing views to a middle ground.

Think about a time when you and a colleague disagreed on how to proceed on a project. Describe how you listened respectfully to your colleague, presented your case, and factually demonstrated how your approach could ultimately produce the best outcome.

9. How often do you ask co-workers for help?

Self-awareness is an important element of critical thinking. You need to know when to seek help from others when you encounter difficulties or obstacles on a project.

How to answer Question 9:

Your answer should demonstrate a balance between burdening busy co-workers and being stubborn to the point of freezing progress on a project.

Mention that you normally try to avoid asking co-workers for help, since they are busy with their own work.

However, you do recognize that a fresh approach and new eyes can help you overcome obstacles. Mention, too, that you are always ready to help out when asked.

10. How should friction between team members be dealt with?

Conflict resolution is a valuable critical thinking skill. Your ability to work with people who have different values and opinions is the key element in conflict resolution skills. You need to show a proactive, patient, impartial approach to defusing volatile situations.

How to answer Question 10

Mention that workplace disagreements can promote a healthy diversity of opinion. But when those disagreements become personal, they serve no purpose and can fester into grudges and long-term, toxic workplace problems .

Think about a time when you either helped deescalate a conflict or when you observed how your supervisor was successful in handling troublesome co-workers and conflict situations.

Read More: How to Handle Conflict with a Coworker in a Professional Way

11. How would you deal with a situation where a weak link in the team is affecting the quality of performance?

This is one of those critical thinking interview questions that assesses your ability to cope with a particularly sensitive workplace problem and how you tackle it proactively. You need to demonstrate that you don’t shy away from having uncomfortable conversations in a confidential and respectful way.

This is a hypothetical question you can answer either through thoughtful preparation or based on past experience—a group project in a college class, for example.

How to answer Question 11

In a job setting, you could describe how you would cope with a team member who was disrupting the delivery of a project. Your approach would be to consult with your manager in a respectful and confidential way.

Rather than pointing fingers, to offer solutions. You need to identify the cause of the colleague’s poor performance and recommend remedial action, more training or reassignment to a project where the team member could perform better.

12. What would you do if you noticed your supervisor made a mistake?

There could be a time when you will need to correct a mistake of a higher-level employee. Your challenge is to demonstrate critical thinking skills and find a professional way to correct the mistake in an ethical, professional, and polite manner.

How to answer Question 12

Say that your approach would be to meet with the senior employee privately to tactfully and kindly explain the mistake they made. You’ll need evidence and a suggestion on how to correct the problem.

Senior employees will appreciate the private meeting and the chance to consider ways to correct their mistake.

• Critical Thinking vs Problem Solving: What’s the Difference?
• Is Critical Thinking Overrated?  Disadvantages Of Critical Thinking
• 25 In-Demand Jobs That Require Critical Thinking and Problem-Solving Skills
• 11 Principles Of Critical Thinking  
• Hiring Manager Wants Me To Meet The Team: Is It A Good Sign?

Jenny Palmer

Founder of Eggcellentwork.com. With over 20 years of experience in HR and various roles in corporate world, Jenny shares tips and advice to help professionals advance in their careers. Her blog is a go-to resource for anyone looking to improve their skills, land their dream job, or make a career change.

Further Reading...

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How To Ask For A Second Chance Interview With Email Examples

How To List Skills That I Taught Myself On Resume

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Critical Thinking Interview Questions & Answers

• Updated July 13, 2023
• Published March 28, 2021

In dynamic and competitive work environments, it’s important that a business can keep up with innovations and changing demands from customers. This is why employers look for candidates who possess strong critical thinking skills and decision-making skills.

Interviewers use job interviews to assess your critical thinking skills. They do this by asking you questions that require you to demonstrate your ability to effectively and efficiently evaluate information to make a calculated decision. Your goal is to demonstrate that you are an innovative person that can provide rational advice and thought-out solutions when needed.

Critical thinking questions are commonly asked during job interviews because workers with strong critical thinking skills are important for companies to excel. Questions about your critical thinking skills are often  behavioral interview questions . These are a strategic type of interview questions that require you to provide an answer that includes an example situation that you experienced in your career and how you acted in that situation.

A basic example of a behavioral question in relation to critical thinking is ‘ describe a time you had to solve a problem at work without having all the information or resources .’ As you can see, the interviewer is looking for you to explain a situation where you had to think outside the box and justify your critical thinking process.

What Are Critical Thinking Interview Questions?

Critical thinking skills are related to your ability to analyze, evaluate and assess information effectively and make calculated decisions. Below we discuss a couple of important skills related to critical thinking. You must demonstrate that you possess these skills to convince the interviewer that you possess the right critical thinking skills to succeed in the position you’re applying for.

Examples of critical thinking skills are:

Observation & analysis.

The ability to observe and analyze a (potential) problem or data set is where a critical thinking process starts. People who possess strong analytical skills examine the information and understand what it means in order to explain the implications to others properly.

After a thoughtful observation and analysis, creative skills and innovation are required to spot patterns in the information or data. Critical thinkers are able to think outside the box to come up with a solution no one else thought of before. This requires flexibility, conceptualization, and imagination to take a different approach from other approaches.

• Communication

Critical thinkers also possess strong communication skills to share their approaches and conclusions with coworkers. It’s essential that ideas and solutions are shared effectively and efficiently with others. Furthermore, working together with others is an important part of the critical thinking process to figure out the right solution to business challenges. Skills involved are active listening, teamwork , collaboration, and interpersonal skills.

Problem-solving

Once an analysis is performed and solutions are discussed, it’s important that a solution is implemented. An essential part of critical thinking is coming up with an efficient solution and assessing the impact of this decision. This requires adaptability as well to modify the course of action as needed throughout the implementation process.

Critical Thinking Behavioral Interview Questions

Most questions interviewers will ask you about your critical thinking skills are  behavioral interview questions . These questions require you to provide specific examples of past work experiences in which you demonstrated your critical thinking skills. For interviewers, understanding your past professional behavior and performance is the best way to gauge your future job behavior and performance.

Behavioral questions are focused on the desired skills or competency area, such as, in this case, critical thinking. 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:

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

Examples of critical thinking behavioral interview questions:

• Give me an example of a time you had to solve a problem without having complete information or resources.
• Tell me about a time when you presented a new idea or process to your team.
• What would you do if you had a deadline coming up, but you do not have all the components to deliver a project on time?
• Describe a situation where you find a creative way to overcome a business challenge.

As you can see, the questions mentioned above require you to discuss your past behavior. For interviewers, the most accurate predictor of future performance is your past performance in similar situations.

Before making a hiring decision, interviewers are interested in discussing previous work situations. The right interview preparation will help you do the right research to prepare answers that include the critical thinking skills the interviewer is looking for. This starts with  thoroughly reviewing the job description . The job description usually tells more about the specific skills that are required for the position. You can use this information to prepare answers that include times you were successfully using the skills the employer is looking for.

To answer behavioral questions successfully, you need to provide the interviewer with specific details about a time you used your critical thinking skills. Your answer should include the situation you were in, your task in that situation, the actions you took, and the specific results you got. 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 Critical Thinking Interview Questions

For interviewers, the most effective way to reveal your critical thinking skills is by asking you to describe past work experiences or provide you with hypothetical scenarios. The main reason for asking you about situations in which you successfully used your critical thinking skills is to get an understanding of how you think and act in specific, challenging situations.

Before hiring a candidate, employers want to determine if you are:

• Responsible enough to identify, analyze, and solve problems
• Able to solve a problem without having all the required data, information, or resources
• Creative enough to come up with out-of-the-box solutions
• A strong communicator who can explain issues and involve others in the problem-solving process
• Taking responsibility for your actions

During a job interview, it’s important that you have a few examples ready to discuss times you used your critical thinking skills in different situations. A proven track record of critical thinking to tackle challenges will help you convince the interviewer. This is also the reason why it’s smart to prepare answers related to the requirements for the position, prior to your job interview.

For example, if you work as a business analyst, you should be able to deal with business challenges such as changing requirements or business needs, which require critical thinking skills. Business analysts need to identify (possible) problems and are required to come up with solutions and strategies.

What Employers Look For In A Critical Thinking Interview

During a job interview, you must convince the interviewers of your critical thinking skills. Interviewers look for candidates whose work ethic and career goals align with the company culture and what they can offer you. This is also the reason why you should relate your answers to the job requirements and what the company is looking for.

The right interview preparation will help you get there. Your goal is to demonstrate that you are a strong critical thinker that is capable of taking on the day-to-day tasks required for the position and have the potential to grow .

Critical thinking interview questions are used to reveal how you identify and approach problems, if you can evaluate a point of view to determine if it’s valid or not, and if you can provide structured reasoning to support an argument. Basically, the interviewers want to get the following questions answered:

• How do you think challenges or issues through in an objective and critical way?
• Can you identify different points of view in relation to a particular problem?
• Are you able to evaluate different points of view to determine how valid or strong they are?
• Can you identify weak points that are in possible solutions or arguments?
• How do you provide structured reasoning and support for arguments when communicating with other people?

Red Flags In Critical Thinking Skills Job Interviews

There are several things you should avoid when answering critical thinking interview questions. Below we discuss a couple of red flags that could hurt your chances of landing the job you want. Make sure you avoid these mistakes during your interview to prevent a situation where you could give the interviewer the wrong impression.

1. No clear critical thinking process

The interviewer wants you to walk them through your critical thinking process. This means that you need to explain how you tackled an issue or problem by using your critical thinking skills.

A perfect answer includes a story in which you explain how you identified a problem, how you analyzed and evaluated the situation to figure out which data, facts, or information was important. Next, tell them how you made inferences and communicated issues and possible solutions with coworkers and other stakeholders. Finally, discuss how you executed the solution you came up with.

Not being able to give the interviewer a clear example in which you walk them through the steps mentioned above could be a warning sign for them. Therefore, make sure that you have a strong answer ready that relates to the job requirements and includes you successfully using your critical thinking skills to your advantage.

2. Not providing enough critical details

When interviewers ask you about your critical thinking skills, and if you can walk them through a specific time you successfully used those skills, it’s important that you include every step of your critical reasoning process.

If you claim to be a strong critical thinker that can take on the responsibilities of the position you’re applying for, you need to make sure you can back this up through clear examples of times you used these skills. Failing to do so could lead to the elimination of your chances to land the job. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

3. Not taking responsibility

Taking responsibility is an important characteristic of a critical thinker. If a problem is identified but not addressed, this could quickly escalate into a bigger problem. If your answers indicate that you do not take responsibility or if you have left things for later, this could leave the impression on the interviews that your critical thinking skills and work engagement is not top-notch. Therefore, make sure you demonstrate that you take responsibility for your actions and that you’re a proactive worker that immediately deals with challenges as soon as they occur or when they are identified as potential problems.

To test you during your job interview, interviewers will ask you about times you failed in specific work situations . This is especially the case for positions where you deal with challenging situations and are required to deal with identifying and solve problems. Interviewers are interested in what went wrong in specific work situations, 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 for employers.

Self-awareness and being to reflect on situations that went wrong is an important characteristic to possess in the workplace – especially in work environments where critical thinking skills are important. Employers want to hire a candidate who can admit errors or who made thoughtful mistakes trying to solve problems in the past and learned from them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers demonstrate that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Common Critical Thinking Interview Questions

Below we discuss common  behavioral critical thinking interview questions . These questions are broken down into two categories; regular behavioral interview questions and hypothetical interview questions.

Learn everything you need to know about commonly asked interview questions that are frequently asked during job interviews .

Behavioral Critical Thinking Interview Questions:

• Tell me about a time you had to make a decision without having all the data, information, or resources.
• Give me an example of a time you discovered a mistake that
• What do you consider the most difficult decision you had to make at work? What results did you get?
• Describe a time you convince a colleague or supervisor to use an alternative approach to solve a problem.
• Give me an example of a time you were involved in solving a problem among team members on how to approach a project.
• Tell me about a time you came up with a new or unusual idea to deal with a challenge.
• Describe a time you anticipated a potential problem. How did you develop preventative measures?
• Give me an example of a time when 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?
• Give me an example of a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
• What do you consider your 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?
• 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?

Situational Critical Thinking Interview Questions:

• How would you go about convincing a coworker, manager, or other stakeholders to try an alternative approach to solve a problem?
• What would you do if you had a deadline coming up, but you did not yet have all the required information to deliver a project on time?
• How would you determine if you need help from others when you’re solving a problem or completing a task?
• If an order has been delayed and an angry client contacts you to cancel the order and close their account, what actions would you take?
• How would you deal with a situation where you identify a weak link in a process that’s impacting quality?
• What would be your approach if you and a colleague or teammates disagree on how to move forward on a project?

How To Answer Critical Interview Questions

Interviewers look for candidates who can demonstrate through examples that they use reason and logic to make decisions. In order to do this, it’s essential that you structure your answers in such a way that you walk the interviewer through an example situation in which you successfully used your critical thinking skills. To get started, you can consider the following steps.

Step 1: Research.

Every interview preparation starts with doing the right research. Before you can answer interview questions in a specific way you need to get to know the position and company better. Furthermore, you should thoroughly understand the job requirements to prepare strong answers.

Read the job description carefully to find specific skills that a candidate needs to possess to perform the job successfully. Think of skills such as creative thinking ,  problem-solving ,  adaptability , a strong work ethic , and  communication . 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.

Researching the job and company will help you identify the required skills, qualities, and work experience for the position you’re applying for. Your research should help you make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required job skills & competencies.

Behavioral interview questions about critical thinking skills are a perfect opportunity for you to demonstrate why you are the right candidate for the position.

The skills and competencies  you have identified in your research should be your starting point to prepare answers. Write down the required skills and rank them on importance.

Step 3: Create a list of past work experiences that relate to the required job skills.

Once you have ranked the skills on importance, you can start thinking of work experiences related to these skills. Coming up with a specific answer when you’re being put on the spot during an interview is very hard, especially when discussing critical thinking skills.

Interviewers want to hear how you evaluate and assess information objectively and how you make calculated decisions. Therefore, ensure that you 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 critical thinking skills. Highlight situations where you successfully provided rational advice, came up with thought-out solutions, and made fair assessments in your work. Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples.

Strong critical thinkers are essential in the workplace. Critical thinkers use their skills to evaluate and assess information in order to make decisions effectively. During your interview, it’s therefore important that your answers demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution.

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 when it comes to making decisions.

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

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 of why you had to use your critical thinking skills in that particular situation.

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 detailed 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 Critical Thinking 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 when answering critical thinking interview questions.

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! This means that you need to tailor your answer to the specific skills required for the position you’re applying for.

Critical Thinking Question 1 : ‘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 out that our event attendance dropped 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 have to get our attendance levels back up 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 traction online, which led 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 increase attendance at our events did not go unnoticed. My department director asked me to make a presentation about how I tackled this problem and present this to the board.’

Why this is a strong critical thinking answer:

• This example shows that you’re able to identify issues and that you 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, which gives more weight to the situation.

Critical Thinking Question 2: ‘ Tell Me About a Time You Had To Make a Decision Without Complete Information.’

Situation & task.

‘In my current positions as a market research analyst, I have dealt with several situations where I had to make a decision without complete information. Even though it’s important to have all relevant and complete information, in this position, this just isn’t possible at times.

A recent example is when I had to make a sales prediction of a new innovative product feature we were about to launch. However, the product was new in the market in our area, which made it challenging to assess the expected market conditions to make an accurate forecast. 

In a situation where I do not have complete information, I start with analyzing the information that I do have and start working from there.   In this case, I researched information, documentation, and sales results of comparable markets outside of our region for comparison purposes. Furthermore, I called in expert advice of specialists of these comparable markets to get more accurate market knowledge. 

Based on the available information, additional research of comparable markets, and conversations with the experts, I developed a new spreadsheet with more adjustable parameters than normal because there were more uncertainties. Also,  I broke the sales forecast down into monthly, quarterly, half-annually, and annual figures. Breaking the forecast down into smaller timelines made it easier to make adjustments based on actual sales to make the calculations more accurate over time. 

I initiated a brainstorming session with my team leader to discuss my research findings and spreadsheet proposal. I value different points of view, especially from colleagues with more work experience that have dealt with these circumstances before . Based on the feedback I got, I made final adjustments to the report before turning it in.

Even though I did not have all the information required to make a solid prediction like I wanted to, it allowed me to provide my manager with a report with as few assumptions as possible. The product feature launch was a success, and the forecast turned out to be accurate within the set range. My manager asked me to make a presentation about how I approached this situation and explain the new forecast model to my colleagues.’ 

Why this is a strong answer:

• The provided example is to the point and demonstrates critical thinking skills.
• This answer shows other important skills such as problem-solving skills  and  adaptability .
• The answer shows that you’re a team player and that you involve others for the better of a project’s result.

Note : This is a basic example of how to structure a critical thinking answer. However, there’s a chance the interviewer wants you to go into more detail about which specific steps you took to deal with the situation of not having complete information.

Critical Thinking Question 3: ‘ Tell me about a time you convinced a coworker to implement a different process for better results.’

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

Task & Action

As a management consultant, I encountered a situation where I had to convince a coworker to implement a different process. 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 how we felt like how the project should be approached, we quickly concluded 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 in the method I proposed. His insights gave me a good suggestion which we incorporated into the project as well. After that, we successfully worked together and finalized the project in time, and according to the quality level we both were proud of.’

• 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 skills , persuasion skills, and adaptability .
• The answer shows that you’re a team player 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 can answer those questions as well.

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The Ultimate 10 Critical-Thinking Interview Questions for Evaluating Genuine Problem-Solvers

June 17, 2022

Reem Al-Tamimi

Content Writer

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Ever wondered why hiring a problem solver is crucial for employers? 

In the quest to build an exceptional team, recruiters possess the amazing ability to unlock minds and uncover extraordinary talents. According to a recent AACU report , 93% of employers prioritize critical thinking skills over an undergraduate degree. By carefully crafting the interview process, they embark on a captivating journey to identify candidates with the sought-after skill of critical thinking. These remarkable individuals possess the rare talent to navigate uncharted territories, solve complex puzzles, and connect ideas in profound ways.

Join us as we embark on an exciting exploration of the top 10 interview questions designed to test candidates’ critical thinking skills. Get ready to unlock minds and discover the next generation of innovative thinkers. Let’s dive in and uncover the secrets of exceptional problem solvers.

Discover the 10 Best Interview Questions for Critical Thinking Skill

The interview is a golden opportunity to evaluate a candidate’s critical thinking skills. It provides hiring managers with a window into their individual thinking processes, allowing for a tailored assessment that aligns with the role’s specific situational needs. 

By asking thought-provoking critical-thinking interview questions, recruiters can gauge candidates’ problem-solving abilities and make informed hiring decisions. 

Let’s dive into some of the best critical-thinking interview questions examples to uncover the brightest minds in the candidate pool.

Question #1: Can you share an experience where you successfully convinced your manager or team to adopt a different approach in order to resolve a problem?

This question is crucial during the interview process as it evaluates a candidate’s persuasive abilities and critical thinking skills. What you can expect from candidates is their ability to share an example where they successfully convinced their manager or team to embrace a different approach to solving a problem. 

This is one of the critical-thinking interview questions that you need to look at in its answer for candidates who demonstrate strong communication skills and logical reasoning. Plus, look for the ability to think outside the box.

Also, you need to pay attention to their ability to present compelling arguments, adapt their approach, and address any objections. A candidate’s response will provide insights into their leadership potential and their capability to drive positive outcomes through persuasive abilities. 

Question #2: Can you share an experience where you had to make a rapid decision?

With this important question from our collection of critical-thinking interview questions, recruiters have the opportunity to assess a candidate’s ability to make quick decisions. This question holds immense value as it allows candidates to demonstrate their critical thinking skills in real-time.

When candidates respond, recruiters can expect them to share a specific instance where they had to make a rapid decision. Look for candidates who can effectively communicate the context, factors considered and the reasoning behind their choice. A strong answer will showcase their quick thinking, problem-solving abilities, and the positive outcomes resulting from their swift decision-making.

Question #3: If you discovered an error in your supervisor’s report or presentation, how would you approach the situation?

This is one of the critical-thinking interview questions that are of utmost importance as it evaluates a candidate’s ability to think critically and professionally when faced with inaccuracies in their supervisor’s report or presentation. Candidates should articulate their approach to addressing such situations, highlighting attention to detail, problem-solving abilities, and effective communication.

Emphasize the importance of maintaining a positive work environment, fostering collaboration, and privately discussing the issue with the supervisor. A strong answer will showcase integrity, commitment to accuracy, and a proactive mindset in finding solutions. This thought-provoking question reveals candidates’ critical-thinking skills and their capacity to handle sensitive situations.

Question #4: Describe one of the most challenging workplace decisions you’ve had to make.

When candidates respond to this critical-thinking interview question, providing examples of challenging workplace decisions they’ve made, recruiters gain valuable insights into their problem-solving abilities. Look for candidates who can share specific instances where they faced difficult choices.

Pay attention to their ability to provide clear context, outline the factors they considered, and describe their decision-making process. A strong response will showcase their critical thinking skills, resilience, and the positive outcomes resulting from their decisions. This question allows recruiters to assess candidates’ problem-solving prowess and their potential to thrive in complex work environments. Get ready to uncover the true decision-making capabilities of candidates with this thought-provoking interview question.

Question #5: How would you react if a teammate presented you with a different or odd idea?

Diverse ideas, collaboration skills, and adaptability are key aspects evaluated in this example of critical-thinking interview questions. Candidates are asked to describe how they would respond when presented with a different or odd idea by a teammate. Look for candidates who exhibit a positive and inclusive attitude, recognizing the value of diverse perspectives.

They should demonstrate active listening, thoughtful questioning, and an open-minded approach. A strong answer will highlight their ability to foster creativity and teamwork and explore alternative solutions. Assess their communication and interpersonal skills as they navigate differing viewpoints.

Question #6: How would you handle a team member’s disagreement over how to approach a project?

Creating a harmonious and productive team environment is essential, making this one of the most important critical-thinking interview questions. Candidates are asked how they would handle a disagreement with a team member over the approach to a project. Look for candidates who demonstrate strong communication skills, active listening, and an open mindset.

They should showcase their ability to foster open discussions, find common ground, and reach a resolution while considering the project objectives. A strong answer will highlight their diplomacy, critical thinking, and problem-solving abilities in navigating conflicts. Pay attention to their capacity to promote collaboration, maintain a positive team dynamic, and achieve successful project outcomes. Assess candidates’ ability to handle conflicts constructively with this engaging interview question.

Question #7: Have you ever foreseen an issue and prepared a plan to avoid it?

Proactive problem-solving abilities are key when evaluating candidates, making this critical-thinking interview question highly valuable. Candidates are asked to share a specific example where they anticipated a potential issue and developed a plan to prevent it. Look for candidates who exhibit critical thinking skills, attention to detail, and the ability to assess risks.

They should demonstrate initiative, effective communication, and the implementation of preventive measures. A strong answer will highlight their ability to think ahead, plan strategically, and their commitment to achieving successful outcomes by avoiding potential obstacles. Get ready to uncover candidates’ proactive problem-solving skills with this one of the thought-provoking critical-thinking interview questions.

Question #8: How do you make a decision when you don’t have all the necessary information on hand?

This is one of the critical-thinking interview questions to ask candidates to assess their ability to make decisions in uncertain or incomplete information scenarios. When candidates respond, expect them to describe their approach when faced with such situations. Look for candidates who demonstrate adaptability, critical thinking, and a systematic decision-making process.

They should emphasize the importance of gathering relevant information, seeking input from others, and considering potential risks or consequences. A strong answer will highlight their ability to make informed decisions based on available data, prioritize key factors, and demonstrate confidence in their choices. Pay attention to their problem-solving skills, analytical thinking, and their ability to handle ambiguity effectively.

Question #9: How do you know when you need help from others while solving an issue or completing a task?

Self-awareness, collaboration skills, and the ability to recognize when help is needed from others are key attributes assessed by this critical-thinking interview question. Candidates are asked to describe how they identify the need for assistance in problem-solving or completing tasks. Look for candidates who demonstrate humility, effective communication, and the ability to assess their own limitations.

They should emphasize the value of seeking expertise, leveraging the strengths of others, and fostering a collaborative work environment. A strong answer will highlight their ability to balance independence with recognizing when collaboration is necessary, contributing to successful outcomes, and promoting teamwork . 

Question #10: How would you manage a situation where a teammate does not understand your approach or solution?

When candidates respond to this question, expect them to provide insights into their communication skills, adaptability, and ability to collaborate effectively. They will describe how they would manage a situation where a teammate doesn’t understand their approach or solution. Look for candidates who demonstrate patience, active listening, and the ability to explain complex ideas clearly and concisely.

They should emphasize their willingness to seek common ground, encourage open dialogue, and explore alternative methods of communication. A strong answer will showcase their ability to foster understanding, promote teamwork, and find a resolution that aligns with the team’s objectives. This is one of the critical-thinking interview questions that provide valuable insights into candidates’ problem-solving and communication abilities, making it an engaging part of the interview process.

Unleashing the Power: Assessing Critical-Thinking Skills in Interviews

In today’s fast-paced and complex work environment, the ability to think critically is highly valued. It enables employees to make informed decisions, solve problems, and drive innovation. Assessing candidates’ critical-thinking skills during interviews is essential to identify those who possess the analytical mindset and problem-solving abilities necessary for success. By understanding their mindsets, problem-solving orientation, and capacity to challenge the status quo, recruiters can select individuals who will thrive in challenging roles and contribute to the organization’s growth.

Key points to consider when assessing critical-thinking skills in interviews

Hypothetical scenarios and past examples:.

• Evaluate candidates’ problem-solving abilities using hypothetical scenarios.
• Gather examples from their prior experiences to assess their critical-thinking skills.

Quick Decision-Making:

• Look for candidates who can make solid decisions while working efficiently.
• Assess their ability to think on their feet and make rational choices under time constraints.

Innovation and Improvement:

• Identify candidates who have demonstrated a willingness to challenge existing procedures and improve processes.
• Seek individuals who actively explore ways to enhance efficiency and effectiveness.

Problem-Solving Orientation:

• Observe candidates’ enthusiasm for problem-solving.
• Look for signs of motivation and persistence when faced with challenging situations.

By incorporating these strategies into the interview process, recruiters can effectively assess critical-thinking skills and select candidates who possess the necessary mindset and abilities to excel in today’s dynamic workplace.

Last Few Words

Transforming your company into a team of critical thinkers is within reach, and it starts with making simple adjustments to your recruitment process and utilizing the right tools. By integrating interview questions to determine critical thinking skills into your recruitment solutions alongside other skill assessments, you can effectively shortlist top talent. 

Our carefully curated collection of interview questions can serve as a valuable resource to measure candidates’ critical thinking abilities, enabling you to make informed hiring choices. Embracing critical thinking throughout your organization will empower your team to tackle complex challenges, think creatively, and drive innovation.

Choose wisely, assess thoroughly, and assemble a team of exceptional critical thinkers who will shape the future of your organization. With the right interview questions, you can unlock the full potential of your candidates and pave the way for success.

Unleash the talent revolution: join 200+ leading companies to supercharge your assessment process with eva-assess today!

EVA-SSESS is an on-demand and unbiased video interviewing software that helps enterprises identify, evaluate, develop, and hire top talent in record time. Where they can assess a large pool of applicants quickly, with structured and automated video assessments that save more than 90% of their time. 200+ leading companies across the globe are relying on EVA-SSESS to build customizable assessments, get in-depth psychometric reports, detect ideal keywords, rank applicants, and create an exclusive and memorable applicant experience. Request a free demo today! 

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What Are Critical Thinking Skills? (Example List Included)

Mike Simpson 0 Comments

By Mike Simpson

Ah, critical thinking skills. As a candidate, it’s vital to understand that pretty much all employers are on the hunt for job seekers with critical thinking skills. Why? Because it’s universally helpful on the job.

When employees know how to think critically, they are more effective in their positions. They’ll be more productive and self-sufficient. In the eyes of employers, that matters a ton.

But what are critical thinking skills exactly? And, if you don’t have them, what can you do to improve your ability to think critically?

If you’re asking yourself questions like those, you’re in luck. After all, you’re here, and we’re about to tell you all about the characteristics of critical thinking and how to get better at it. So, if you’re ready to dig in, here’s what you need to know.

What Are Critical Thinking Skills?

If we’re going to talk about critical thinking skills, it’s best to begin by answering a crucial question: what are critical thinking skills?

Well, to figure that out, it’s helpful to know what critical thinking means. According to the Cambridge Dictionary , critical thinking is “the process of thinking carefully about a subject or idea, without allowing feelings or opinions to affect you.” That’s actually a pretty solid place to start.

In many ways, critical thinking is a two-fold process. First, it focuses on information-gathering and fact-analysis. It’s all about understanding a subject thoroughly.

Second, it’s about setting your feelings aside. With critical thinking, it isn’t about what you want the facts to say; it’s about the reality of the situation. It’s a very Vulcans-from-Star-Trek approach to topics. Emotions and personal preference simply aren’t part of the equation in the vast majority of cases. Instead, objectivity reigns.

Alright, so what are critical thinking skills then? Well, critical thinking skills are the soft skills and hard skills that help you assess situations, collect data, analyze information, identify solutions, determine the viability of solutions, and make decisions without letting your emotions run the show. Any capability or trait that makes it easier to do those things can qualify.

In many cases, thinking critically plays a bigger role in your day-to-day than you’d expect. When you approach any task, you usually spend a moment analyzing it. That way, you can find the best path toward success.

When a task is simple, it doesn’t take much time to do a quick critical thinking once over, so you probably don’t even notice you’re doing it. It’s only when an activity is challenging or when something unexpected occurs that your thought process really stands out. As a result, you probably spend far more time thinking critically than you realize.

How Are Critical Thinking Skills Relevant to a Job Search?

Okay, we’ve given you a solid overview of what critical thinking skills are. Now it’s time to talk about the importance of critical thinking during a job search.

When you’re hunting for new opportunities, critical thinking skills are immensely valuable. For example, they can help you figure out if a job opening is genuinely a good fit for your capabilities and career.

When you find a job ad, do you just apply without seeing if it matches your skills and aligns with your goals? Of course not. Instead, you take a look at the requirements, examine the job ad for potential, and decide whether or not that opportunity really fits. That’s critical thinking.

But that’s not the only way these skills make a difference during your job search. They may also help you identify what points to include in your resume and cover letter to stand out to a hiring manager or what to talk about when you’re answering specific job interview questions.

How can it do all of that? Well, when you decide what to list in your resume or cover letter, or add to an interview answer, you have to do some analysis. You consider the hiring manager’s needs. Next, you find a matching accomplishment that highlights what they are after. Then, you figure out present it in an engaging way. That’s all critical thinking, too.

Plus, thinking critically can also make a difference post-interview. You’ll have an easier time assessing your own performance, allowing you to identify areas for improvement. Good stuff, right?

When it comes to why hiring managers prefer candidates with these skills, there are actually several reasons. The biggest is that employees with strong critical thinking skills tend to be more self-sufficient and productive. They are better equipped to assess situations and find their own solutions, and that matters, particularly in faster-paced environments.

Plus, workers that know how to think critically may have an easier time collaborating. They can separate their emotions from the situation, allowing them to focus on what’s best for the team and company.

So, which critical thinking skills are they after? Well, that can depend on the hiring manager. However, most want to see you possess capabilities in four core areas: information-gathering, analysis , problem-solving, and creativity. If you tap into all of those, you usually have what it takes to think critically.

How to Highlight Critical Thinking Skills for Job Search

Okay, at this point, you probably understand the importance of critical thinking skills. Now onto the next part of the equation: how to show off your capabilities during a job search.

Let’s start with the earliest part of the job search: your resume and cover letter. When you’re writing a resume or creating a cover letter , the best thing you can do is focus on achievements.

Highlighting accomplishments where you put your critical thinking skills to work lets you “show” the hiring manager you have what it takes instead of just telling them. After all, anyone can say, “I’m an excellent critical thinker,” even if they aren’t. By having examples, you prove that you have those capabilities. That matters.

How do you pick the right achievements? By using a winning strategy, like the Tailoring Method . The Tailoring Method focuses on relevancy. It helps you choose accomplishments that showcase the skills the hiring manager wants to see, increasing the odds that they’ll view you as an excellent match for their needs.

Now that your resume and cover letter are squared away, it’s time to talk about the interview. Luckily, you can use the Tailoring Method here, too. It’s a great technique for straightforward job interview questions , as well as behavioral interview questions .

When you’re dealing with behavioral interview questions, couple the Tailoring Method with the STAR Method . That way, your answers are engaging and relevant, making them even more impactful.

How to Develop Critical Thinking Skills If You Don’t Have Them

Some people may think that they don’t have any critical thinking skills. In reality, that probably isn’t true.

Nearly everyone develops some critical thinking capabilities over the course of their lives; they just may not realize it. Luckily, that’s a good thing. It means you probably have a solid foundation, even if you don’t know it.

Why does that matter? Well, it means you can focus more on developing what you have. You aren’t actually starting from scratch, which can make it easier.

Ready to take your critical thinking skills to the next level? Great! Here’s how you can.

Understand the Critical Thinking Process

When it comes to how to think critically, there is actually a core process involved. By understanding the steps, you can make sure you approach situations properly.

Usually, the critical thinking process involves:

• Observation
• Information-Gathering
• Brainstorming

Typically, you start by observing the issue at hand. Next, you do some research, helping you gather more information. After that, you focus on brainstorming ideas on how to proceed. Then, you consider each option, identifying the best one. Finally, you decide to proceed, taking actions based on what you’ve learned.

It’s a systematic way to address a range of scenarios. By learning the process, you can put it into use more often, allowing you to increase your skills.

Take Up a Hobby

Many hobbies actually require quite a bit of critical thinking. For example, if you want to have a thriving garden, you need to take several factors into account. Soil condition, water availability, the amount of sunlight, aesthetics… those are just some of the points you need to analyze if you want to succeed.

Arts and crafts can also help you boost critical thinking. When you’re making something, you have to evaluate your options for materials, techniques, and more, ensuring you choose a path that leads to the best final product.

Join a Debate Club

If you’re looking for possibly one of the best critical thinking examples around, debate is probably it. That means, if you want to take your skills up a notch, joining a debate club can be a great option.

You have to support a position – at times one that doesn’t align with your personal beliefs – and try to convince others that your side is correct. You’ll dive into unfamiliar topics, gather data to support the perspective you’re assigned, and choose how to present information in a convincing way.

While you might think that, if you aren’t in high school, that this isn’t an option, that isn’t the case. There are many meetups that focus on debate, giving people of all ages a place to boost their skills.

List of Critical Thinking Skills

There are quite a few characteristics and capabilities that support critical thinking. By knowing which skills fall into that category, you can decide what to showcase during your job search.

So, let’s dig in. Here is a quick list of critical thinking skill examples:

• Self-Reliance
• Decision-Making
• Open-Mindedness
• Deductive Reasoning
• Problem-Solving
• Communication
• Collaboration
• Attention to Detail
• Pattern Recognition
• Interpretation
• Active Listening
• Conceptualization

Now, these aren’t the only skills that can help you think critically. Practically anything that enables you to navigate the process can count.

Additionally, you don’t have to fit all of these skills on your resume to show that you know how to think critically. Instead, you want to highlight a range, demonstrating that you have what it takes to navigate situations effectively and accomplish your goals.

Spend some time reflecting on your work history or educational experiences. Then, identify moments where you used critical thinking to accomplish something noteworthy. Once you have, think about the skills that came into play, and make sure to mention them as you describe what led up to the achievement.

If you’re looking for more skills to put on a resume , we’ve actually taken a deep dive into that topic before. Along with various critical thinking skills, we tap on a ton of other areas, making it easier for you to figure out what you should feature during your job search.

Putting It All Together

In the end, critical thinking skills are essential for nearly every member of the workforce. By elevating yours as much as possible and showcasing them during your job search, you won’t just be a stronger candidate but also a more capable employee. That’s all great stuff. It’ll help you have your ideal career and, ultimately, isn’t that what it’s all about?

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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Critical Thinking job interview questions

In all areas of work the applicants have their own reasons for applying for a position, and the main aim of the interview is to find out if the applicant is a ‘good fit’ with the position offered and whether they have good critical thinking skills. So where possible use a hypothetical scenario to get what you are looking for in the interview process.

Critical Thinking Job Interview Questions

The best way to determine critical thinking during a job interview is by asking the applicant to describe past experiences and how they handled them or presenting a scenario. This way you can encourage the candidate to give a complete response to the question.

We don’t always aim to assess whether the question is right or wrong just if they are able to employ critical thinking job interview questions skills.

Critical thinkers are an asset in all roles within your team and are responsible, consistent, and creative. Here are a few questions that you might ask.

Tell me about a time you had to make a decision with incomplete information. What did you do?

When you ask this opt for the candidate who strikes a balance between fast and good decision making demonstrating critical thinking skills.

Recruitment and retention of staff are expensive, so the interviewer is looking for an applicant who will remain in the position for five years or more.

We would hope that the applicant has researched the position and will have a clear understanding of the Mission Statement of the Company and in asking them the question we are looking for clear and concise answers.

Answers to look for Critical Thinking Job Interview Questions

What interests you about this position.

·A. I am interested in the position as it is similar to my previous position where I fulfilled an education role in delivering programs to a range of community organizations and was overseeing staff training. ( Very specific and shows certain skills in critical thinking would be required).

· A. Another answered that she had worked in a similar role in London and had managed a medium-sized team of 12 people before moving to Sydney to accommodate her Partners work, this fitted exactly with our criteria, so we knew that we had had the right applicant. ( This was a clear and specific answer). It also shows that to be in this area she would require good critical thinking skills.

The applicant reflects that they have researched the company and are able to reiterate that what they have done in the past is a good fit with your company and demonstrates good critical thinking skills.

They also answer that they have a long term goal of a stable position and connect with the Mission of your company ( you don’t want someone who is planning to leave in a year).

They answer that their experience matches up with your job and they go on to discuss how they have solved problems and implemented change management in their past position how hiring them will benefit the company, thus demonstrating good critical thinking.

What you want to hear in critical thinking job interview questions

Describe a time when you convinced your manager to try a different approach to solving problems..

Look for the candidate who has implemented new procedures and made changes to various processes in their last job.

Q.Ask a problem-solving Question relevant to the work area and see if they can solve it: ( Invent a suitable scenario)

You are looking for enthusiasm in problem-solving, and a willingness to be up for the challenge of finding a solution.

Ask the applicant How they Handle Stress and Pressure

This can be very revealing and what you are looking for are sporting activities or gym classes. Not spending whole weekends in the pub.

Another good answer is ‘ I actually work better under pressure’, and of course many of us do and this is good in a high-pressure workplace.

Everyone feels stress and pressure, but it is how they manage it is the important thing.

The above answers all outline what you want to hear, but there are some answers that are ‘red flag’ answers and I will list examples below.

What to Worry About in Job Interview Questions

• If the applicant doesn’t answer the question, they must at least be prepared to try and solve a problem.
• An applicant who tends to jump to biased conclusions, you are looking for someone logical and clear-headed.
• An applicant who gives a glib answer without thinking through the problem.

Unfortunately, you won’t always get the right person, and sometimes you will be tricked. Some perspective employees have been to a lot of interviews and are very good actors. If possible you want an employee with good past experience in all areas of their work and once you have made a choice based on the interview check the references as soon as possible. Have a list of questions ready, and if there is excessive sick leave involved or other issues check the applicant further or do not employ them if you have any doubts about the ability to perform the role.

Once they are with you they will become either your asset or your problem. In many cases it is better to use a recruitment company as they interview as a job, meaning that they are extremely skilled in the process and will deliver a good outcome. The more that you recruit the more you realize that there is a lot of skill attached to it, and you learn to rely on the Essential Criteria more as the answer given by the applicant should be specific to the criteria in the job advertisement.

You will be structuring the interview questions to reflect critical thinking skills at the job interview.

Good critical thinking skills should be demonstrated at the interview and if you can’t handle the interview process you will not be able to do the job. From the employer’s viewpoint, carefully structured questions are the key to a good interview and to getting the right person to fill the position for a long time.

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Nov 1, 2021

20 Critical Thinking Interview Questions to Ask Candidates

Markellos Diorinos

Co-founder and CEO of Bryq, Markellos has a simple vision: to empower every organization to hire, grow and retain talent more effectively using science backed data.

Identifying critical thinking skills is essential in the recruitment process. Candidates often encounter situations where they lack complete information or data to address an issue. Moreover, solutions to problems are rarely straightforward or dichotomous. Therefore, employees must possess the ability to think creatively and tackle complex challenges. Assessing a candidate's critical thinking capabilities, however, can be a daunting task. Incorporating critical thinking questions during interviews is an effective strategy. These questions, especially when combined with Bryq's cognitive skills assessment, are instrumental in differentiating between candidates who are proactive thinkers and those who take a more passive approach to their problem-solving methods. This combined approach is particularly valuable in refining the selection process during interviews.

What is Critical Thinking...and Why is it Important?

Critical thinking means thinking reasonably without too much emotion or subjectivity. People who think critically try to push all of that aside when making decisions. Instead, these individuals rely on objectivity, reason, and logic to solve problems. These may be considered “soft skills”, but they are becoming increasingly important in the global workforce. Some jobs might require more critical thinking skills than others, but critical thinking skills will need to be utilized in every job role, no matter how straightforward a job might seem.

Take, for instance, a cashier job. It might seem that the only responsibilities a cashier might have are scanning groceries and handling money. But what if there is a price discrepancy? What if the cashier notices that a customer might be stealing merchandise? What if the customer hands over a fake note? These are all possible situations in which a cashier will need to use critical thinking skills to solve problems.

20 Critical Thinking Interview Questions

Critical thinking skills can’t be assessed by reading resumes or looking at previous work experience. Asking a candidate open-ended questions that allow them to demonstrate their ability to think outside of the box and use logic to solve problems will give you a much better idea of how sharp a candidate’s creative thinking skills are. Even asking questions that seem like riddles is a great way to get your candidates thinking! You can also use these questions to check for both hard and soft skills.

Use the following 20 questions to see which of your candidates has both the brains and logic to stand out above the rest: 

Tell us about a time when a project did not go as planned. What can be done to avoid a similar problem in the future?

Have you ever needed to make an important decision quickly?

Has there ever been a time when you needed to decide without knowing all the details of a situation?

Imagine that you are the project manager of an important project. Two of your co-workers cannot get along, delaying the project. How do you go about solving this issue?

Have you ever had to convince your manager that your way of solving a problem was the best? How did you go about convincing them that you were right?

Imagine coming to work to see you have been sent 1,000 emails overnight. If you only have time to answer 200 of them, how would you decide which 200 emails to respond to?

Have you ever foreseen a problem before it happened? What did you do to prevent this from happening?

A customer has approached you with a problem while you are talking to your manager about something very important. How would you react to this?

Describe the color green to somebody who is blind.

How would you go about putting together a 1,000-piece jigsaw puzzle?

While in a meeting, your co-worker suggests a solution to a problem you know will not work. Do you voice your concern to the team in the meeting?

Has there ever been a time when somebody suggested an idea to you that you had not considered? If so, what was your reaction to this?

What steps do you take when addressing a problem?

Describe a time when you noticed a problem at work and came up with a solution.

Have you ever had to adapt your work style for a manager? What adjustments did you make?

Tell us about a time when you set a lofty goal for yourself and achieved it. What steps did you take to make it happen?

What is the one thing you would change about your previous job? How would you go about making these changes?

Has there ever been a time when you were dealt with an unexpected situation at work that caused you to change your approach? Tell us how you handled it.

If your manager made a mistake on an important document, how would you address it?

Is it better to increase prices to gain profit or lower prices to make customers happy?

How to Assess Critical Thinking Skills

The answers to these critical thinking interview questions can and should vary across candidates. The more creative and thought-out the response is, the better the candidate should be able to solve complex problems. However, there are some common characteristics critical thinkers have that you can look for while assessing candidates.

Critical Thinkers Are Logical

They don’t let bias or their typical way of thinking get into their decision-making. They can consider a situation from every angle and use logic to develop a solution to a problem.

Critical Thinkers Are Trustworthy

They make well-reasoned decisions based on fact and logic, not emotion. This means that they make decisions that you can trust. Additionally, they use problem-solving techniques without worrying much about the opinions of others.

Critical Thinkers Are Innovative

They are true innovators at heart. They look at problems from a different perspective. Additionally, critical thinkers offer fresh solutions to your company’s problems that you might not have thought of before.

Unexpected Answers

Candidates who possess critical thinking skills typically give creative solutions to problems. If a candidate gives a typical answer to a question or presents an obvious solution to a problem, they might lack critical thinking skills. Giving “black or white” answers suggests that these candidates don’t know how to think outside the box. You should be looking for answers and solutions that are creative yet backed by logic.

Complete Answers

Some candidates might not give detailed answers to interview questions. Alternatively, some might not even answer your question at all. It’s important to note that many critical thinking interview questions don’t have “right” or “wrong” answers. When we ask questions, we are trying to figure out whether or not the candidate has the capacity to at least try to give a fully thought-out answer backed by logical reasoning that makes sense. If a candidate tells you that the sky is actually green and not blue while presenting logical explanations as to why, you have a critical thinker on your hands. A critical thinker will convince you of things based on logic.

Check Facts

In the answers the candidates gave you, did they search for more information before moving forward in their decision-making process? When solving problems, a critical thinker prefers to find out as much information as they can before making a final decision. Make sure your candidates are making decisions based on facts and not feelings.

Logical Reasoning

In their responses, do candidates use logical reasoning to solve the issues at hand? Or do they jump to conclusions and skip logic in favor of taking action right away? When interviewing candidates, seek out logical reasoning in their answers to determine if they are critical thinkers.

How Bryq Can Help

It’s obvious that looking for critical thinking skills in the interview process is important. Of course, interview questions are only as helpful as the tools you’re using alongside them to find future hires. Bryq’s talent assessment software helps you find the perfect candidate based on personality assessments and assessment questions made to test a candidate’s cognitive abilities and critical thinking skills . Our product is based on Industrial & Organizational Psychology and measures four distinct skills - numerical skills, logical reasoning, verbal skills, and attention to detail.

Hiring employees who possess critical thinking skills can benefit your company tremendously. These employees will offer new solutions to ongoing problems and innovative ideas to improve your processes and will work hard to make sure things go smoothly. Using the critical thinking interview questions above in conjunction with Bryq’s talent assessment software is a surefire way to hire a team of critical thinkers who will get the job done.

Do you want to see our product live in action? We’d love to show you how the magic happens. Click here to book a demo with us today!

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These Soft Skills Are What Employers Are Looking For During Your Interview

“A manager can read you the moment you walk in the door.” So said  Kathy Harris , the managing director of the firm Harris Allied. That’s enough to make any job-seeker spend a sleepless night before an important job interview planning out every detail of your entrance, including the angle of your chin and what type of smile should be on your face. If you have scored an interview with a company that you are really excited about, the good news is that your hard skills have satisfied their requirements for the job.

Now comes arguably the harder part. 

Your admirable soft skills need to take you to the finish line, and your winning personality will be the key to convincing them that they should choose you out of all other applicants. Susan Peppercorn also summarizes the importance in her book, Ditch Your Inner Critic at Wor k :

"Knowing that someone has the experience and skills to be successful in a job is paramount, but when two candidates have similar capabilities, often the soft skills are why one person gets hired over another."

What Character Traits Are Employers Looking For In Potential New-Hires?

Being aware of desirable soft skills allows you to shape your ideas before a big interview .  The goal is to give evidence through your verbal answers, while also expressing them nonverbally through your demeanor.

We have compiled a list of seven highly sought-after soft skills that interviewers look for when hiring new talent. 

Confidence is one of the most desirable soft skills, and one of the hardest for interviewees to nail. Hiring managers want to see if you can own who you are and what you have accomplished, because this reflects what kind of presence and achievements you will bring to the table if they hire you!

“The people who take ownership of responsibilities, who go to bat for the company’s goals, and who have the confidence to be honest — those people are the ones who will make a difference on any team.” - Dan Khabie , co-founder of CourtAvenue

Self-Direction And Self-Initiative

Demonstrating that you are a go-getter, can think independently, and take action into your hands, instead of waiting for delegation, is an exemplary quality.

“We talk a lot about serving the “driven” — people who, regardless of their circumstance, want to be responsible for and take charge of their own futures. And it’s something I also look for in my employees. [My team] takes pride in being self-motivated, facing challenges head-on, and continually seeking to learn and grow; a prospective team member must do the same. - Carrie Schwab-Pomerantz , President of Charles Schwab Foundation

Adaptability And Critical Thinking

Versatile team members that can handle a variety of responsibilities, are good sports about rolling with the punches, and are able to adapt well to change are very attractive candidates.

A team member may wear many hats, especially in a small company. Make yourself competitive by showcasing your adaptability in employment!

“Most jobs are actually problem-solving assignments. Things evolve, technologies change and employees have to constantly acquire new skills and solve new problems.” - Vivek Jade, Founder and CEO of MyNextHire

Collaborative Spirit

Many positions involve collaborating and working closely with a team (or even across several teams). Having the right people skills is a big part of this; interviewers are looking for assuredness of your interpersonal comfortability and professionalism , in order to build a pleasant and productive work environment within their staff.

"Employers value candidates who are flexible enough to get along well with a variety of personalities and work styles. Examples of accomplishments working on a team should be part of every job-hunter's interview repertoire." - Susan Peppercorn, author of Ditch Your Inner Critic at Work :

Passion And Enthusiasm

Employers seek to assemble a team that is passionate about what they do. They don’t just want talent and skill ; they want conviction and enthusiasm to be put toward their goals and projects.

“We want to see people who are passionate about the discoveries their unique way of thinking can lead to – the kind of enthusiasm and excitement that led to Greek scholar Archimedes to shout “Eureka” when he discovered the concept of displacement.” - Arthur Steinmetz , successful private investor

“Life-long learner” is one of those phrases interviewers are pleased to be assured of in your personality. If you are an avid learner, play that card!

“Ideas are the crux of our business, and individuals with natural curiosity are key to making the unexpected connection between opportunity and value… Someone who isn’t afraid to challenge the status quo and consider the possibilities is a force for change. Future-proofing your company starts with building that culture of curiosity.” - Dan Khabie

Ambition And Forward-Thinking

Your big dreams should not be shut up in a closet. Employers want people who have high expectations and big aspirations for themselves. These are the people who will work hard along the way to get there!

“I've met many people with great ideas but an inability to translate that into a "so-what" for the business. I need someone who can not just have ideas but also bring them to life in a meaningful way for the rest of us. I also hire talent who have a clear sense of direction when it comes to their career path; it is this motivation which drives teams forward to achieve great things.” - Alistar Cox , Chief Executive of Hays

Common Behavioral Questions In Interviews

Through behavioral questions, hiring managers are trying to get a feel for your work ethic, personal drive, job performance, and professional goals. It allows them to envision whether you will be compatible within the company’s culture and whether you are a match for the specific position.

Do yourself a favor by reviewing the following common personality questions that interviewers often ask in job interviews:

• What motivates you in your professional life?
• Tell me about a stressful scenario and how you handled it.
• What are your long-term goals? Where do you see yourself in five or ten years?
• Tell me about a time you faced conflict with a coworker. How did you deal with it?
• Tell me about a failure in the workplace, and how you overcame it.
• Tell me about one of your greatest successes in your career thus far.
• Describe your work ethic.
• What do you consider your strengths?
• What is your approach to deadlines and time management?

Your answers should be honest, enthusiastic, and most importantly, your own. Try to showcase your abilities as best you can, and demonstrate self-awareness and growth through your answers. Research the company culture before the interview, and be familiar with their core values and principles. What do they care about? What are they proud of when it comes to their employees? 

How To Convey Your Personality In An Interview

It’s best not to waste your time stating your best qualities and characteristics with no evidence to back it up. Your interviewer wants real-life examples of your claims to be a fantastic multi-tasker, hard worker, or team-player.

The following are three tips to showcase your brilliance.

USE THE STAR METHOD AS A RELIABLE FORMULA IN ANSWERING A BEHAVIORAL QUESTION

S ituation - Briefly set the scene, and share the specific context of the issue that arose so that the interviewer will understand the situation.

T ask - Describe your role in this situation. In one or two sentences, what were your responsibilities or what was your goal? What were you up against?

A ction -  This is your shining moment. How did you remedy the challenge or situation? What action did you take? Highlight your proactiveness, your adaptability, resourcefulness, hard work ethic, whatever trait it is that shines in this scenario.

R esult of the situation - Success! What was the outcome of this entire situation and what were the direct results of your actions? Right after action , this is the second most important part of the STAR method because it shows the success of your efforts.

It is also beneficial to discuss how it impacted you and made you a better coworker, employee, and/or person.

SHARE SPECIFIC EXAMPLES OF HOW YOU CRUSHED PAST PROJECTS OR SAVED THE DAY IN A PAST JOB

Be inventive in which story you tell. Dig deep in real life examples–if you do, you will be telling them something that they’ve most likely never heard before! That makes you cool and memorable. Prior to the interview, it helps to brainstorm–and maybe even write down–previous situations that make you shine.

If it is your story, it will be unique to you, and that will be evident to your interviewer. Don’t necessarily avoid bringing up previous jobs that have no relevance to the job you are currently seeking. As long as the moral of the story is relevant, it could be a powerful example! If you are asked a vague question, such as “What is success to you?” or “What is your definition of leadership?,” by the interviewer, tie it back to a relevant story. Rather than merely giving your philosophy on the subject, your answer will be more impactful and demonstrative if you bring up a real life example, either where you (or maybe a mentor) exemplified the topic in question.

“Who are you, really? That’s what I want to know when I’m hiring. I don’t want you to act and talk like the person you think I want. Be yourself. Your real self is going to come out anyway if I do hire you, sooner or later, so why not get it over with quickly so we can both figure out if you’re right for the job.” Dawn Strobel, Consider Something Radical. Be Real

If you pretend to be someone you are not just to simply score the role, you are most likely sealing your own fate. Save both you and the company a headache–be truthful. Remember, you are interviewing them just as much as they are interviewing you. If you do not particularly agree with–or like–the company culture , if you don’t feel an excitement at the prospect of working there, and don’t retain a relative certainty that this might be the right place for you, perhaps rethink your decision. Accepting a job that you really want is something that you will feel in your gut.

A new job is a fresh start, an advantageous career move, and the opportunity to do something that matters to you and your goals (whether short-term or long-term). You should be excited!