How can you assess a candidate's problem solving skills for analytical competency?

1 Define the problem

The first step to assess a candidate's problem solving skills is to define the problem that you want them to solve. This should be relevant to the role and the industry, and reflect a realistic scenario that they might encounter on the job. You can use a case study, a simulation, a data set, or a logic puzzle, depending on the level and nature of the role. The problem should be clear, specific, and measurable, and have a defined goal and criteria for success.

5 Incorporate multiple methods

One way to enhance the validity and reliability of your assessment is to incorporate multiple methods to measure a candidate's problem solving skills. This means using different types of problems, formats, and situations to test the candidate's ability to apply their analytical skills in various contexts and scenarios. For example, you can use a written test, a group discussion, a presentation, and a role play to assess different aspects of the problem solving process, such as data analysis, critical thinking, collaboration, and communication.

6 Seek feedback

Another way to improve your assessment is to seek feedback from other sources, such as colleagues, managers, or customers, who have relevant expertise or experience in the role or the industry. You can ask them to review the candidate's problem solving process and outcome, and provide their opinions and insights on their performance. You can also ask them to suggest additional questions or criteria that you might have missed or overlooked. Seeking feedback can help you to validate your assessment and reduce bias and subjectivity.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?