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Both of these - even if they are unintentional - could be used as a way to assess how you approach something that is unforeseen.If you know that you are likely to face problem solving questions in the application process, it’s good practice to research the typical questions and scenarios that candidates are presented with.Even if it doesn't prove as successful as you had hoped, resilience is important, so you can reassess the situation and try an alternative.
These types of questions usually begin with the recruiter asking how you would deal with a specific situation followed by some kind of challenge.
For example, how you would deal with a colleague who was relying on you to do all of the work or falling short of a target.
Although these aren't questions as such, they may be used by some recruiters to see how you handle unexpected changes.
This could be rearranging the time of your interview or sending an email without attaching something important.
Without suitable processes in place, your solutions may fail or they could even create additional problems.
A good problem-solving process involves four fundamental stages: problem definition, devising alternatives, evaluating alternatives and then implementing the most viable solutions.
As a team leader/project manager, make sure everyone knows and implements their part of the solution.
Identify miscommunications and unexpected complications early – before they create drama and further setbacks.
Therefore the best way to understand how someone would respond to a specific scenario is to ask a question such as 'explain an occasion when…’ As the employer wants to assess your problem solving skills, they may ask you to outline a situation where something went wrong and what happened.
This could be an example of a time when you faced something unexpected, or you were approached by a client about a concern.