Tell us about a time you disagreed with a coworker. Describe the situation, your approach, and the outcome.

When asked to "Talk about a time when...," it's important to remember that the hiring managers are looking for a specific story-based example that highlights your professional behavior in challenging interpersonal situations. So communicate clearly, avoid rambling, and structure your answer using the STAR method. Focus on the positives and how the overall outcome benefitted the team while aligning your approach with their company culture. Practice in front of your computer's camera until you feel comfortable with this style of interview. Try to avoid looking at yourself on the screen. Maintain eye contact with the camera lens as if you're speaking face-to-face with a person. Pay attention to your body language, and make sure your nonverbal cues are communicating the message you want to send.

While it is good to practice answering the questions for your Baker Hughes HireVue interview, you want to avoid sounding too rehearsed. Sounding wooden and dull could be interpreted as lacking passion and being burned out or unenthusiastic. Aim to come across as natural, and posture yourself in a relaxed and comfortable position. Nonverbal cues for empathy are slightly tilting your head, nodding slowly, keeping your palms open, maintaining eye contact, smiling softly, and slightly raising your eyebrows. Integrate their language into your own. Approach your research as if you were getting a head start on your onboarding and orientation even before you are hired. You want to come across as one of them, as if you've identified them as an ideal match for what you are looking for and already embrace their culture and values.

"I was on a team being led by someone who was overly ambitious in advancing their career goals and saw this project as an opportunity to train several team members simultaneously on new skills. Although I admired them for wanting to train our teammates on some new skills, the deadline for this project was somewhat tight. Having a strong sense of time management, I felt strongly that training our teammates on these skills alone, before actually embarking on this project, would exceed the allotted time to accomplish our goals. Although I admired their intent, this approach was not conducive to accomplishing our goals. So I expressed this, and instead suggested we place everyone on the team in accordance with their strengths and aim to come in as far ahead of our deadline as possible, and if we met this goal, we could use the additional time on the tail end to offer some training, that is, once our priorities were met. They resisted at first, and I asked that they simply consider it. So they did and got a second opinion which was in alignment with mine, and they ultimately adopted my approach."