I Would Choose a Candidate Who Can Solve a New Problem Over One Who Can Memorise Old Answers

In an interview, it is easy to be impressed by someone who has all the right answers.
They know the terminology.
They have prepared for the common interview questions.
They can explain everything written on their resume.
But what happens when you ask them something they have never seen before?
That is where I believe problem-solving skills matter more than memorised answers.
In today’s workplace, companies are dealing with new challenges every day. Markets change. Customers change. Technology changes. Business priorities change. The perfect answer from yesterday may not work tomorrow.
As a leader involved in talent acquisition and recruitment, I would rather have someone who says, “I haven't faced this before, but here is how I would approach it,” than someone who gives a perfect answer they have simply rehearsed.
Because you cannot prepare an employee for every possible situation.
You can, however, hire someone who knows how to think.
For me, a strong candidate demonstrates curiosity, logical thinking, adaptability and the confidence to ask the right questions before jumping to a solution.
This is also why candidate assessment should go beyond resumes and years of experience. A resume can tell you what someone has done. An interview can reveal how they think when the answer isn't obvious.
And this matters across roles, whether you are hiring for leadership, technology, sales, finance, HR or customer support.
Technical knowledge can be developed. Processes can be taught. Even industry experience can sometimes be built over time.
But the ability to look at an unfamiliar problem and say, “Let me figure this out,” is incredibly valuable.
The best hiring strategy isn't always about finding the person who already knows everything.
Sometimes, it is about finding the person who can learn anything.
That is the kind of talent I would bet on.