Describe a time you faced a conflict with a member of your team.
"Recently, a team member suggested they were going to abandon me on a project we were working on together, saying they were planning on quitting soon. This was upsetting to hear, but I asked them why they were considering quitting, and they replied by saying our work environment was toxic. I naturally disagreed, and I thoroughly enjoyed working with everyone on our teams. I suggested that this person's attitude was likely the real source of the problem, and it was the disapproving responses of others that they viewed as toxic. I suggested that they stick around and put their all into the work they plan on leaving behind so that they could shore up some solid references. They took this advice and changed their attitude to land a better job. In the end, everyone started responding more positively to them and their more positive attitude, and eventually, they became employee of the month. After inadvertently turning their performance around, and how they gained in popularity at work, they never did quit."
"I was checking in with a team member whose performance was slipping a bit as of late. I was concerned and thought I could help. But when I offered to help, they lashed out at me, accusing me of throwing them under the bus. I paused and asked them why they would assume that. I kept asking clarifying questions and calmly listened to the reasons they'd felt a bit victimized. I empathized with them and explained my motive for trying to help them. After a moment, they apologized. I then asked why they would've instantly assumed the worst of me, and they apologized and told me they had recently gone through a volatile relationship breakup. I suggested that their performance was hurting their reputation and that taking a little time off to recenter themselves would be less damaging than showing up while not being at the top of their game with their performance or attitude. They took my advice, and when they returned to work, they were their old self again."
This question focuses on your sense of teamwork, communication skills, mediation skills, and interpersonal skills. Anytime you discuss conflict situations at work, remember that the word 'conflict' can have many meanings, and how you interpret the question can be telling. It could refer to a scheduling conflict, a conflict of interest, or a conflict of ethics. Any time you explore a personality conflict in an interview, be careful with how you answer the question. The last thing you want to do is inadvertently suggest the problem employee in this scenario was you.
When showcasing how you embrace their culture and values, highlight your sense of empathy, how you treat others with respect, how emotionally intelligent you are, and how enhanced your communication skills are. For example, here are some of the expectations Wells Fargo has of their employees; "Make sure that people feel included, valued, supported, and heard. Engage in courageous conversations. Know what's right and do what's right; if you don't know, ask. Be open, honest, and transparent. Raise concerns and escalate early. Take accountability for all actions and decisions made."
Remember, the HireVue algorithm will evaluate your body language throughout your interview. Therefore, you'll want to be highly self-aware and try not to revert to the emotional state of the conflict as you recount it. It is not uncommon for emotional recall to occur when discussing traumatic experiences. The algorithm may pick up defensive cues such as narrowing of the eyes, folded arms, or furrowing one's eyebrows. Avoid any posture that could be viewed as insecure, closed-off, unapproachable, hostile, or disinterested. Try to come across as open, confident, friendly, and relaxed.
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