Problem-solving skills are a great indicator of how we can work under pressure. They are valuable in all aspects of life to some degree. We need an objective mindset to deal with setbacks and financial issues in our personal lives. We also need some level of problem-solving skills to handle obstacles in our careers. Engineers know this better than anyone and have perfected the problem-solving cycle. Companies hiring new engineers for their business must tap into this skill set to highlight the best candidates. So, how can you find the best problem solvers in engineering interviews? Also, what does it take to be a strong problem solver?
Understanding The Engineering Problem-Solving Process
There is a general template that engineers can employ to great success. As employers working away from the heart of the action, you might not get to see this unfold in full. You get the immediate problem, present it to the engineering team, and await their results. Managers and other senior employees who understand the process a little better can benefit. For a start, it puts you more in tune with your team and allows for a greater appreciation of how they operate. This can be particularly valuable when dealing with high-value orders and major clients. This understanding also makes it easier to hire the right people to join that team. Before we look at the hiring process further, let’s run through the 7 steps to problem-solving.
1) What is the problem?
The only way to start with problem-solving in engineering, or any other field, is to have a clear idea of what the problem is. There’s some cog in a machine causing bigger issues somewhere. Perhaps it’s been highlighted by a colleague or client. Either way, it needs to be fully identified.
2) Why is the problem occurring?
The next step is to figure out why there is a problem with this element. In-depth troubleshooting and analytics will give engineers a more complete idea of the factors at work. This can be a small hardware fault, something within the software, or something that shows a more severe design flaw with the whole system.
3) What can be done to fix it?
Then, it’s up to the team to start brainstorming ideas to see what can be done to fix it. It’s a good idea to throw several ideas at the problem and to think outside of the box, especially if the obvious solution doesn’t seem like it’s going to be of value. Openness to new ideas from young engineers can also help those stuck in a negative pattern of system failures.
4) Which is the best solution right now?
One of these solutions will appear as the best option based on the accessibility of tools, the cost of the fix, and the speed at which it will get a system back up and running. However, teams need to be aware that the obvious choice may not work and that they will need to fall back on a plan B.
5) How can your team make that solution a reality?
An effective and efficient fix relies on the whole team working together and staying on the same page. There is a balancing act between following a clear plan of action and being adaptable enough to deviate as needed.
6) How effective was the solution?
Once the solution is in place and there’s an obvious repair, it’s time to test how well it worked. Engineers can take the system through a test run and push it to its limits, monitoring the performance and any signs of weakness. If it works, they can move on. If not, it’s time for plan B.
7) How can you improve further to avoid more problems?
This final step is sometimes overlooked if the problem is resolved. It helps to look at the process and the result and evaluate what happened. What can teams learn from the experience to be more effective and build better systems in the future?
Proving Problem-Solving Skills In Engineering Interviews
Skilled engineers with years of experience in the sector will have to problem-solve down to a fine art. The question for potential employers is how to prove these skills in interviews. You can’t throw a candidate in a high-pressure situation and watch them at work. You can use the right interview questions for engineers to get to know them better.
1) Times they were successful with complex problems
Candidates need to get a chance to show off their expertise and prove why they deserve to be in a better position. Ask them about past challenges that pushed their problem-solving skills and the impact the success had on the business. Why was their input so valuable?
2) Their approach to troubleshooting and finding solutions
You can also ask about their methodology in that 7-step problem-solving process. The analysis and troubleshooting stages make a big difference. So, what tools do they use, and what examples can they offer for hypothetical situations?
3) Their ability to deal with criticism and feedback
An engineer’s soft skills and ability to communicate are also important. They can’t be a lone wolf fixing everything on their own and leaving other people out of the loop. So, ask them about how they deal with the opinions and ideas of others. Are they able to take negative feedback onboard and adjust?
4) How they would handle a failure in their new role
It’s also advantageous to throw some negative hypothetical situations into an interview. This keeps candidates on their toes and shows that they are realistic about the risks of engineering work. If a solution leads to a massive problem and they’re in damage control mode, how will they handle that? Can they assess their faults and find alternative solutions?
A Well-Rounded Interview Gets The Best Results
Interviewers looking for the best engineers for their company should take the time to plan out a comprehensive interview that covers all the bases. You can start with the general questions about their qualifications and work, but you can overlook the more complex lines of questioning, too. Go deeper into examples of problem-solving, ask them about their communication style, and quiz them on specific technical skills. This will help you separate the strongest and weakest candidates and find someone perfect for your team.
