Talk about a time you had to adapt to a significant change in the workplace.
In their drive to change the world through cures for the most significant of illnesses, Pfizer is continually innovating and changing. If they are to seriously consider you to join their team, Pfizer wants to know that you embrace change. The goal of your response should be to help the decision-makers feel confident in your ability to adapt to unexpected changes in the workplace.
Avoid focusing on a negative change, like getting a new manager or colleague with a bad temper. Also, avoid examples that could sound like you are blaming others. Remain positive about the change that you discuss.
Behavioral-based interview questions that begin with 'Talk about a time when...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the hiring managers with the right amount of information and detail.
Pick an example of a time you faced a change in the workplace that you can highlight how your response was constructive. Explain how the change directly impacted your job, and talk about how you maintained a positive approach during the transition. Perhaps your job duties shifted, there was a significant revision in policy, you had to welcome a new manager, or your company was acquired. These situations make excellent examples to draw on when you form your story-based response.
The average HireVue interview takes approximately 30 minutes to complete. This one-way video interview typically includes three to five questions. Depending on the hiring company's parameters, the HireVue platform will generally give you 30 seconds to prepare a response and up to two minutes to answer each question. It's important to note that HireVue stops recording as soon as your time limit is up, so it's better to run under time than overtime.
"A couple of years ago, my company shuffled around our team members in new work units. This shuffle meant that the team of 40 that I was leading became a team of 60. I had a great rapport with the original 40 and needed to develop a fast strategy for connecting with the additional 20. I chose to throw a team-wide after-work event so that everyone could get to know each other and make meaningful connections. My idea worked like a charm, and everyone clicked right away, making the best of an abrupt situation."
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