Choose an example where you were sincerely grounded and receptive to the feedback offered. Most people give off subconscious behavioral cues, revealing the emotions associated with a recalled memory. Your goal is to come across as emotionally mature. If the example you choose does not allow for this, choose another. Also, avoid trying to posture yourself as tough or as a strong figure. It is more likely the algorithm will interpret such behavior, such as holding your chin high and crossing your arms, as aggressive or defensive behavior, and interpret your response as insecure, closed-off, unapproachable, hostile, or disinterested. Instead, you want to come across as comfortable with a growth mindset and be confident and relaxed while relaying your example. Exhibit empathy when you can. 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. Posture yourself in a relaxed and comfortable position. Focus on the positives and how the overall outcome benefitted the team.

Never go into a HireVue interview unprepared. One WTW employee recommends, "Make sure to take your time and reread the questions being asked." You want to be ready and well-equipped to answer any questions asked of you. When concentrating, confused, or trying to come up with an example on the spot, we tend to furrow our brow or redirect our gaze. This could easily be misinterpreted by the algorithm.

"I received some unkind feedback from an underperforming employee recently who had clearly been experiencing some insecurity surrounding their job. They were quite unhappy with my presence as a consultant and made some general statements about me and their perceptions of me. This happens on occasion, and it is importance to be receptive and to look deeper at what they are saying. Looking beyond their words, I realized this person probably wasn't the only employee who felt this way. So I asked questions, learned what I could from the feedback, and examined the more systemic problems that resulted in this situation. I quickly realized that the company's messaging was messy and not effectively communicated to many of their employees. So I asked this employee to sit down in a meeting with me in a few hours and to invite anyone who felt the same way that they did. This created a great opportunity to clarify the company's messaging, answer questions, ask questions, and ask for suggestions on how to motivate them moving forward. They felt supported and heard, and this strengthened my positioning and ability to do my job."