HireVue's assessment model will evaluate your responses by measuring them against the core competencies of the job and Nike's exemplary candidates. Remember, it will evaluate your verbal and nonverbal cues, with the understanding that frequently, when a person recalls a conflict situation, the emotions of that moment often rise to the surface. Cues it will be on the lookout for include a narrowing of the eyes, folding arms, and furrowing one's brow. The assessment vendor's algorithm will also study for defensive cues, examining posture or gestures interpreted as insecure, closed-off, unapproachable, hostile, or disinterested. So avoid trying to come across as strong in your posture. Rather, you want to come across as objective, confident, and relaxed.

When offering the context of how you interpret a conflict at work, clarify what it means before answering. Does a conflict mean an interpersonal conflict, a conflict of interest, or a personal conflict, such as having personal obligations which conflict with work obligations? Also, when evaluating whether you should share your example of a conflict, consider reviewing Nike's code of conduct first, and ensuring you are aligned with its brand of ethics. In its code of conduct, it asks, does your conduct, "Serve Nike's Interests? Does it serve a legitimate Nike business purpose and not just one personal to me?"

Also, consider the code of interpersonal conduct Nike expects its employees to be guided by, "Nike believes in, and will always advocate for, a culture where all employees feel respected and included. We are strongest when everyone's voice is heard; it's only in a culture of openness and honesty that we can all do our best work. Potential conflicts can often be resolved with an open and honest discussion. We believe in the inspirational power of sport to break down barriers, overcome differences and bring people together. We treat one another with respect, period."

"Well, I have had scheduling conflicts that I have resolved professionally in the past. But I assume you mean conflicts with other members of the team. I am extremely team-oriented and haven't really experienced a conflict at work. There have been times where some members of the team have been more reactive rather than responsive, or have taken their stress out on others. But I tend to be a stabilizing force, and effectively de-escalate by empathizing with them and objectifying the situation."