Analysis And Decision Making Interview Questions

Employers love asking interview questions about decision-making. They want to make sure you can handle pressure and react well to tough situations.

It’s especially common when you’re applying for jobs that require you to make tough choices or work independently. It’s also common in interviews for entry-level jobs.

You need to be able to clearly describe how you make decisions, and ideally give examples of past decisions that worked out well for you. Managers want people they can trust and don’t have to keep an eye on every second. So this question is your chance to put their mind at ease.

Why ask candidates decision-making interview questions

Employees are required to make work-related decisions about either regular tasks or unexpected situations on a daily basis. For example, designers might need to choose between two logos, developers may have to decide which feature to implement first and hiring managers might need to select between two or more qualified candidates.

Decisions – both good and bad – have an impact on the entire company. Good decision-makers:

  • Evaluate circumstances, consider alternatives and weigh pros and cons.
  • Use critical-thinking skills to reach objective conclusions.
  • Are able to make decisions under pressure.
  • Opt for a “problem-solving” attitude, as opposed to a “that’s not my job” approach.
  • Help teams overcome obstacles.
  • Decision-making interview questions will help you identify potential hires with sound judgement. Test how candidates analyze data and predict the outcome of each option before making a decision. Also, keep in mind that in some cases a creative decision that breaks from the norm could prove to be innovative and more effective than a traditional approach.

  • Two employees are having regular conflicts with each other and often disturb the team’s balance. How would you handle this situation?
  • Describe a time you made an unpopular decision. How did you handle the feedback? How would you have handled the situation differently?
  • Do you usually make better decisions alone or with a group? Why? When do you ask for help?
  • In your experience, when you’re working on a team project, do you make the most decisions or do you prefer to step back and follow someone else’s guideline?
  • Describe a time when you had to make an immediate decision on a critical issue.
  • While working on a team project, you notice that some of your coworkers are falling behind. What would you do to help your team meet the deadline?
  • How would you deal with a demanding external stakeholder who keeps changing requirements about a specific project you’re working on?
  • You want your manager to buy a new software that will help your work and you’re trying to choose between two options. The first is more expensive, but has better reviews and the second has fewer features, but is within budget. Which one would you recommend and how?
  • Why you should ask candidates questions about their decision-making skills

    Employees are called on to make decisions about their work. This applies both to their usual tasks and to unexpected situations in equal measure – day in, day out. For instance, designers may have to choose between two potential logos, developers might need to decide which feature to implement first, and recruiters are likely to have to pick between two or more highly qualified candidates.

    Decisions – either good or bad – have an impact on the whole company. Good decision-makers are:

  • Prudent. They assess situations, consider alternatives, and weigh up advantages and disadvantages.
  • Objective. They apply critical thinking to achieve objective results.
  • Unflappable. Even being under pressure doesn’t affect their ability to make decisions.
  • Hands-on. They demonstrate an attitude that is focused on finding solutions and that doesn’t say “That’s not my job.”
  • Motivated. They help teams to overcome obstacles.
  • Interview questions about decision-making skills’ll help you to identify potential new members of staff that have sound judgment. Evaluate your candidates’ ability to analyse data and gauge the consequences of each option before you make a decision. Also bear in mind that a creative, out-of-the-ordinary solution sometimes turns out to be innovative and may be more effective than a traditional approach.

    Combine these interview questions with those on critical thinking and analytical skills to produce well-rounded candidate profiles and be able to make better recruitment decisions.

    Answers to “Tell Me About a Time When You Had to Make a Decision Without all the Information You Needed”

    Next, the interviewer may ask you a behavioral question like, “Tell me about a time when you had to make a decision without all the information you needed.”

    As you describe a situation, it’s important to tell a clear, concise story, starting with the basic situation, then going into the challenge or task you faced. Then, describe the solution you chose and the positive outcome you achieved.

    This is referred to as the S.T.A.R. method: Situation. Task. Action. Result.


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