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Decision-Making Interview Questions And Answers

In the 21st century, decision-making skills are the hiring industry’s ‘tour de force’. A candidate with solid decision-making competencies can devise solutions for even the most complex professional challenges. Decisions – both good and bad – influence a company’s entire operations. Thus, hiring managers must prepare decision-making interview questions to evaluate how sharp, intuitive, and thoughtful a candidate is when compelled to make a tough choice.

 

Besides making work operations easier, a good decision-maker brings multiple benefits to a company. The candidate reasons with themselves to make the right decision for the company.

 

  • Analytical Abilities: The candidate skillfully analyzes and interprets the given situation to draw meaningful conclusions.

  • Problem-solving Capabilities: A candidate with stellar decision-making skills can weigh in all options to find the optimal solution to a problem.

  • Leadership Skills: A good decision-maker is empathetic and can guide others in the workspace.

  • Creativity: Lastly, a candidate with sound decision-making abilities can observe a situation from different viewpoints and offer unique solutions.

Simply put, evaluating the decision-making skills of a candidate is indispensable, irrespective of the job role. Hiring Managers and Recruiters must prepare a questionnaire that can efficiently analyze how ‘decisive’ the job seeker is.

Top 12 interview Questions to evaluate a candidate’s decision-making skills

1. How do you balance multiple responsibilities?

 No job in 2023 is one-dimensional. Multi-tasking and prioritizing duties are part and parcel of every profession. Thus by enquiring about how the candidate balances multiple responsibilities, the hiring manager gets an insight into how they co-opt their decision-making skills in prioritizing one task over the other. While examining the candidate’s answer, the hiring manager should look for critical thinking skills, willingness to work as a team player, and multi-tasking abilities.

 

2. What are the common challenges while taking decisions?

Decision-making is a subjective process where there is no one-size-fits-all approach. Thus the question enables the hiring manager to gauge how reflexive and self-aware the candidate is. An open individual who is upfront about the ‘humane’ challenges they face while deciding among things reveals their willingness to accept and learn from their mistakes. In addition, the question helps to understand the individual’s decision-making style and the steps they take to avoid common mistakes.

 

3. Are you an intuitive decision-maker?

How a candidate answers this question can help the hiring manager understand if the person thinks of the best solutions when making a decision. Of course, intuitive decision-making does not mean the importance of logical reasoning is shunned. Some professional choices require rigorous and careful weighing of options. However, when a candidate can make decisions based on their gut, it shows that they trust their intuition and instinct which are indispensable to thrive in any workspace. When evaluating the answer, the hiring manager should look for confidence, communication skills, and critical thinking.

 

4. What decisions did you take in your previous job?

It is a question that a hiring manager can ask for all job roles that require feasible decision-making competencies. The candidate’s answer should be compatible with the company ethos they are applying for. In addition, the Hiring Manager should ensure that the job seeker’s decision-making process blends well with the position they are applying for. Openness to novel ideas, stellar critical thinking skills and a team player mentality is what the hiring manager should be looking for.

 

5. Describe an instance where you had to delay making a decision.

The applicant’s response can help the Hiring Manager get an insight into how the individual analyzes the pros and cons of a situation before making the final call. In addition, the question enables the recruiter to assess whether or not the candidate is analytical enough in their approach and if they listen to their gut before concluding. In a nutshell, the hiring manager should look for reflective abilities, strong analytical skills, and a company-oriented thought process while evaluating the candidate’s answer.

 

6. Can you cite an example of a situation when you felt that you had made a poor decision?

The question is an excellent way to understand whether a candidate shows the ability to learn from their previous mistakes. Furthermore, the applicant’s answer would also illustrate how meticulous they are of their erstwhile professional experiences. An individual who accepts their mistakes display self-critical, introspective and courageous qualities. Thus honesty, willingness to learn, and a contemplative nature are traits the hiring manager should be looking for while evaluating the applicant’s answers.

 

7. How do you take decisions when information is limited?

Personal and professional lives warrant people to make decisions even when not all the figures and facts are bare. Of course, the candidate’s thought process could vary depending on the situation. An individual with stellar decision-making skills would put on their ‘creative hat’ and think out of the box to extract as much information as possible. Thus while evaluating the candidate’s answer, the hiring manager should look for flexibility, problem-solving skills, and communication capabilities.

 

8. Have you dealt with groupthink? How do you handle the phenomenon?

Groupthink is a phenomenon wherein a group makes poor decisions because they want to fit in with the rest of the team. The question helps the hiring manager understand how the candidate handles situations wherein their opinion contrasts with the majority. For any job role, a befitting candidate is confident to iterate their differing views, steadfast about their approach, and yet flexible enough to consider other people’s outlooks. Thus the hiring manager should look for assertiveness, adaptability, and confidence while evaluating the candidate’s answer.

 

9. Do you feel comfortable asking for help?

Independent decision-makers who can make choices without the input of others are essential for many job roles. However, simultaneously, it is also important for any kind of employee to feel comfortable in asking for assistance as and when necessary. Thus the way the candidate answers the question will show if they are open to collaboration and are comfortable working with others. Some of the things the hiring manager should look for while evaluating the application’s answer are – good communication skills, openness to novelty, and willingness to ask for help when required.

 

10. What are some of the tools available for professionals to make better decisions at work?

The question has particular pertinence while interviewing people for roles that revolve around sound decision-making, such as managerial positions. The question can help the hiring manager understand the candidate’s knowledge regarding the latest decision-making tools and how they can be applied for the specific vacancy. Thus, if the applicant can name a few decision-making techniques, such as the Pareto Analysis, SWOT Diagram, Decision Matrix etc., and the ways the tools are relevant to a specific situation, then consider it a green flag.

 

11. Have you ever made an unpopular decision on your team’s behalf?

It is an excellent and mandatory question when interviewing candidates for managerial or supervisory roles. The applicant’s answer allows the hiring manager to gain a clear insight into how they take decisions based on facts even if some team members do not agree. Thus the traits to look for while evaluating the candidate’s answer are critical thinking, confidence, and a strong ethical stance.

 

12. What is the process of choosing between two good candidates while hiring for a vacancy?

Although the question may seem geared toward managerial candidates at first glance, it has relevance for employees at all levels. The question’s answer offers insight into the candidate’s overall decision-making and critical thinking skills and how they judge other people’s professional competency and temperament. Thus the hiring manager should look for robust essential abilities of thinking, creativity, and a willingness to be fair and impartial while examining the candidate’s answer.

Now, it is time to wrap up the article by glancing through some green and red flags while choosing candidates based on their decision-making prowess.

Choosing a decisive candidate — green flags and red flags to watch out for

 

Green flags

  • Inquisitive Individuals: Candidates who ask follow-up questions, and want to gather as much data and information as possible before jumping to a conclusion is a major green flag.

  • Stellar Communicators: The applicant who concludes via analysis and logical thinking should be able to communicate and cite their reasons confidently.

  • Team Player Traits: A candidate who expresses their collaborations and partnerships with team members while taking decisions in their previous job roles is a good sign.

  • Balanced Decisions: Hiring Managers should look for candidates whose answers vis-à-vis decision-making interview questions reveal a feasible balance between time and effectiveness.

 

Red flags

  • Lack of Creativity: Candidates who do not attempt to think outside the box and go straight for the first answer they think of are red flags. It reflects a lack of creativity and a certain level of lousiness.

  • Bad Track Record: Candidates whose answers reveal recurring bad decisions imply that they are not good at learning from their mistakes, and do not realize the impact of their poor choices.

  • Does Not Care About Facts: If the candidate answers the decision-making interview questions without considering relevant facts, figures, and information, it is a major red flag.

Wrapping it up

In a nutshell, decision-making interview questions help a recruiter identify potential hires with sound judgment and stellar intuition. The key is to prepare a questionnaire that can analyze the interviewee’s critical thinking and analytical abilities and how they weigh the pros and cons of any situation before taking a decision.

The tips mentioned in the article would enable a hiring manager to adequately invigilate a candidate’s decision-making abilities and rope in the finest candidates. By making the right hire, one is assured of a company’s success and growth.

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