14 examples of common analytical interview questions
Combining analytical interview questions with problem-solving and competency-based questions will effectively assist hiring managers to assess how candidates deal with complex situations that are likely to occur on the job. These questions include:
If you had to choose between two or three options, how would you decide?
What metrics do you track regularly? What information do you research and how do you use this information?
Your manager wants to buy new software or hardware that will increase the organization’s productivity and asks for your recommendation. How would you reply?
Explain how you would troubleshoot problem [X] or When you are faced with a problem, what do you do? Describe the steps you would use in your problem-solving approach.
Describe a project or situation where you successfully demonstrated your analytical skills
Describe a situation whereby you took a risk to achieve a goal. What was the outcome?
Based on your experience, would you say that developing and using a detailed procedure was always necessary to get the job done?
Imagine a situation where one of your team members wishes to tackle a problem in a certain way, but other team members have a completely different approach. They ask you for help to decide on the right strategy. How would you handle such a situation?
How do you compare and weigh the pros and cons before you make a decision?
Describe a situation where you had to put in your research skills to gather information that was necessary to solve a problem. How did you go about this?
Describe an instance where you had to analyze a situation before making a decision quickly.
Describe the most stressful work situation you’ve had to deal with and how you handled it.
Can you describe a time when you discovered a more efficient way to do a task?
Can you tell me about a situation where your analysis of a problem was deemed to be incorrect? What would you have done differently?
Tips to assess the analytical skills of candidates
Frame the questions using hypothetical job-related scenarios to assess candidates’ way of thinking. Ensure the questions you ask are relevant and will consider all factors.
Give candidates enough time to formulate their answers. Consider the fact that these types of questions require thinking through a situation and evaluating given facts.
Look for candidates who have the capability of prioritizing the vital information and ignoring irrelevant information.
Look for candidates who are intrigued with challenges since they’ll be more productive when it comes to effectively managing complex situations on the job. Look out for candidates who don’t easily give up once they’re faced with problems, even if they can’t find solutions immediately.
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