highmatch Aptitude Assessment

Problem-Solving Test

Problem-solving is the process of finding a solution to an issue. A problem-solving test assesses rapid problem-solving by measuring a candidate’s ability to think through large, complex problems in a linear, step-by-step way.

Problem-Solving in the Workplace

Problem-solving tests help employers evaluate potential candidates’ abilities to overcome obstacles. 

In the workplace, this translates to the ability to successfully solve problems by identifying the core issue, developing multiple solutions, evaluating and selecting and gaining consensus on a solution path.

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People with strong problem-solving skills are:

  • Observant
  • Action-Oriented
  • Good Collaborators
  • Able to Remain Objective
  • Likely to Become Leaders

HighMatch creates custom job profiles which identify the personality traits, cognitive abilities and the skills required for success in the role and at your company, using straightforward language to ensure high adoption and usage by your teams. 

Role Applicability

Problem-solving is a universal job skill. Every work environment demands that one be able to solve problems, from simple to complex.

A person’s problem-solving skills impact their job performance, so you want problem-solving abilities to align with the requirements of the job.

All jobs require some level of problem-solving, however certain jobs require higher levels.

those include:

  • Medical Professionals: Medical professionals deal with life and death situations that are rarely formulaic and require fast solutions
  • Judges & Magistrates: Judges often have discretion when it comes to sentencing, which requires defining quick solutions to unique circumstances
  • Chief Executives: CEO’s and other C-Suite executives need to be able to solve abstract problems, often based on a limited data set
  • Air Traffic Controllers: A high stress occupation, Controllers must be able to quickly solve problems to avoid catastrophic disasters

HighMatch candidate reports make it crystal clear if candidates possess the innate talents, defined by you based on the needs of the role and the organization, to succeed in the job.

Employees whose talents fit the job are more productive, happier and stay longer.

Related Skills

Rapid Problem-Solving is closely tied to other abilities, including:

  • Creativity
  • Critical Thinking
  • Analytical Skills

How to Assess Problem-Solving
in an Interview

During the interview, you have the opportunity to get to know candidates beyond the resume. Conversations with the candidate help you conceptualize how their thinking style would manifest on the job.

When thinking about what types of questions to ask, here are some tips:

  • Create scenarios that are likely to occur on the job. It wouldn’t be as beneficial to ask about non job-related scenarios since you are assessing their ability to excel in the job.
  • Ask them about a time they were challenged at work and how they responded. If their answer is brief and they don’t demonstrate much will or determination, that’s a red flag.
  • Ask them about a time they failed. You want someone who can accept responsibility seeks answers to what caused the failure.

HighMatch provides interview guides tailored to each candidate. Each guide offers questions based on each person’s personality and skills, making it easy for you to ask thought-provoking questions to help you get to know the candidate beyond their resume and experience.


The Highmatch Assessment

HighMatch tests for rapid problem-solving by measuring a candidate’s ability to think through large, complex problems in a linear, step-by-step way.

The HighMatch Services team typically conducts a benchmark study to understand what qualities are most critical for the role, analyzes the qualities that top performers share, and then develops a customized Hiring Profile inclusive of traits, abilities like logical reasoning and skills.

That Hiring Profile is used to develop the scoring and weighting mechanism for the assessment, helping to identify whether the person is a high, medium or low fit for the job.

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