Critical-thinking Interview Questions

Use these critical-thinking interview questions to figure out how candidates deal with complex situations and if they have the logical gene.

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Why critical-thinking skills are awesome

Critical-thinkers evaluate situations with their stellar reasoning skills to reach logical decisions. As an employer, you want critical-thinkers because their independent mindsets are always seeking ways to improve processes.

Critical-thinkers are responsible, consistent, unbiased and creative. 😍

Top tip: Critical-thinking candidates will be best at answering realistic questions related to the job. Avoid Google-style brainteasers and stick to real-life situations like “How would you explain this software to someone who’s never used it before?” 

Critical-thinking interview questions

  • Have you ever had to make a decision with incomplete info? Tell us about it. 
  • How would you handle someone else’s mistake if it impacted your work? 
  • Pretend I’m your manager and convince me to try a new approach to a task.
  • How would you steer a team who aren’t agreeing on a project? 
  • What would work better in sales: increase cost to achieve higher income or lower cost to make your customers happy?

Candidates to look for

  • Analytical thinkers: Look for a candidate who compares alternatives and weighs pros and cons.
  • Balanced approach: Employees don’t always have detailed action plans. Look for candidates who strike a balance between good vs fast decisions.
  • Innovative candidates: Look for candidates who are advocates for change and open to new procedures.
  • Problem-solvers: Candidates who show enthusiasm and see a problem out are the ones to look for.

Candidates to avoid

  • They don’t care about data: You want a candidate who backs their solutions up with fact. Otherwise how do they know it will work?
  • Lack logic: Candidates who lack logic and make rash assumptions tend to jump in too fast.
  • Low initiative: If you ask a question and they don’t answer, it shows they aren’t natural problem-solvers. Look for candidates who at least try, even asking for help is better than nothing.
  • They don’t think outside the box: No one appreciates an obvious answer. Avoid candidates who go straight to the first answer they think of. 

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