为什么要考察候选人的分析能力 

分析能力是指收集数据、分解问题、权衡利弊以及做出合乎逻辑的决策的能力。拥有这些技能的员工可以帮助公司克服挑战，或者在问题成为问题之前发现问题。

每个职位都需要分析能力。对于部分岗位（例如投资银行家），有条不紊的思考是关键，而对于其他岗位（例如营销策略师），头脑风暴能力更为重要。无论他们如何处理问题，具有敏锐分析能力的员工都能自信地把问题联系起来并提出解决方案。

 以下问题将帮助你评估候选人的分析能力 

· 从各种来源收集数据

· 使用批判性思维来评估信息

· 将他们的研究结果传达给团队成员

· 做出有助于企业的判断

将这些问题与解决问题和基于能力的面试问题结合起来，以衡量候选人如何应对工作中可能发生的复杂情况。

 分析能力面试问题示例 

·  当你必须解决某个问题，但手头缺少必要信息时。你会怎么办？

· 在做出决定之前，你如何权衡利弊？

· 如果你必须在两个或三个选项之间做出选择，你会如何决定？（例如定价、绩效评估、培训）

· 逐步描述如何解决 [某个] 问题。（例如“wifi 连接问题”或“销量突然下降”）

· 你定期复盘哪些指标（例如：转化率、新客户数量、费用）？这些指标如何应用在你的复盘分析中？

· 你的经理想要购买可以提高团队生产力的新软件或硬件，并征求你的建议。你会怎么回答？

 面试中评估分析能力的技巧 

· 提出与工作相关的场景相关的假设来测试候选人的思维方式。重点是要弄清楚他们是否考虑到所有相关因素。

· 确保留给候选人足够的时间想出答案。这类问题通常需要环顾全局并结合给定的条件思考后回答。

· 注意不要把“深度分析”和“没有全局观”相混淆，企业应该寻找那些能够优先处理最重要的事情，忽略无关信息的人。

· 对挑战感兴趣的候选人更有可能有效地管理工作中的复杂情况。重点关注遇到问题时不会轻易退出的候选人，即使他们无法立即找到解决方案。

 以下类型的候选人需要注意 

· 回答问题像是预先准备好的人。求职者在简历和面试中往往会把自己描述为具有很强的分析能力、组织能力和注重细节的人。但如果他们不能用实际工作经验中的例子来证明这些能力，那可能说明他们在夸大其词。

· 回答问题只触及表面的人。不追问后续的候选人在面对挑战时很可能会仓促得出结论或错过重要事实。

· 沟通能力很差的人。全面的分析能力应该与面对同事、管理者、客户的交流能力结合起来。如果候选人很难用简单的语言解释专业细节（例如费率），他们也很难发挥自己的职责。

· 只会做假设的人。分析能力与批判性思维密切相关。那些想当然、不进行事实检验的候选人往往会做出更肤浅的决定。

 Why you should test candidates’ analytical skills 

Analytical skills refer to the ability to gather data, break down a problem, weigh pros and cons and reach logical decisions. Employees who have these skills help companies overcome challenges, or spot issues before they become problems.

Every position requires analytical skills. For some roles (e.g. Investment Banker), methodical thinking is key, while for others (e.g. Marketing Strategist) brainstorming abilities are more relevant. Regardless of how they approach problems, employees with sharp analytical skills are able to confidently connect the dots and come up with solutions.

 The following analytical interview questions will help you assess how candidates: 

· Gather data from various sources

· Use a critical thinking to evaluate information

· Communicate the findings of their research to team members

· Make judgments that help businesses

Combine these questions with problem-solving and competency-based interview questions to gauge how candidates address complex situations that are likely to occur on the job.

 Examples of analytical skills interview questions 

· Describe a time when you had to solve a problem, but didn’t have all necessary information about it in hand. What did you do?

· How do you weigh pros and cons before making a decision?

· If you had to choose between two or three options, how would you decide? (e.g. pricing, performance evaluation systems, training)

· Explain step-by-step how you troubleshoot [X] problem. (e.g. “wifi connection issues” or “a sudden drop in sales”)

· What metrics do you track on a regular basis (e.g. conversion rates, number of new customers, expenses)? What information do you research and how do you use it?

· Your manager wants to buy new software or hardware that will increase the team’s productivity and asks for your recommendation. How would you reply?

 Tips to assess analytical skills in interviews 

· Pose hypothetical but job-related scenarios to test candidates’ way of thinking. It’s important to figure whether they take all relevant factors into consideration.

· Make sure you give candidates enough time to come up with an answer. These types of questions usually require thinking through a situation and evaluating given facts.

· “Highly analytical” is often confused with “losing the big picture.” Look for people who can prioritize what’s most important and ignore irrelevant information.

· Candidates who are intrigued by challenges are more likely to effectively manage complex situations on the job. Keep an eye out for candidates who don’t easily quit when faced with problems, even if they can’t immediately find solutions.

 Red flags 

· They give canned answers. Candidates tend to describe themselves in resumes and interviews as highly analytical, organized and detail-oriented. If they can’t support these skills with examples from real work experiences, they mightn’t be honest.

· They only scratch the surface. Candidates who don’t ask follow-up questions are likely to jump to rushed conclusions or miss out on important facts when dealing with a challenge.

· They have poor communication skills. Thorough analytical skills should be paired with the ability to communicate ideas to coworkers, managers and clients. Candidates who struggle to explain technical details (e.g. rates) using simple language will find it hard to be effective in their roles.

· They make assumptions. Analytical skills go hand-in-hand with critical thinking. Candidates who take things for granted and don’t fact-check tend to make more superficial decisions.