HireVue Mock Interview

To help you prepare for your next HireVue interview, here are 30 interview questions and answer examples.

HireVue was updated by on August 17th, 2023. Learn more here.

Question 8 of 30

Talk to us about your short-term career goals.

This question aims to determine what immediate challenges you've identified within this position or company that could potentially progress your development and career advancement. How you answer stands to inform them of how career-oriented you are and whether you have composed and consistently tracked and updated your five to ten-year career plan. Your answer also will tell them how their company fits into this picture, your current experience and skill level, and whether you see this specific opportunity as a potential long-term fit.

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How to Answer: Talk to us about your short-term career goals.

  • 8. Talk to us about your short-term career goals.

      The Goal

      This question aims to determine what immediate challenges you've identified within this position or company that could potentially progress your development and career advancement. How you answer stands to inform them of how career-oriented you are and whether you have composed and consistently tracked and updated your five to ten-year career plan. Your answer also will tell them how their company fits into this picture, your current experience and skill level, and whether you see this specific opportunity as a potential long-term fit.

      Written by Kevin Downey on August 12th, 2023

      How to Answer

      Define how you weigh success across all fronts; short-term goals, long-term goals, and the big picture. Then focus on the carefully mapped-out short-term career goals that collectively assemble your carefully mapped-out progression. Describe how each goal feeds into the next, correlating them to the job opportunity and suggesting how they can keep providing you developmental opportunities while motivating you to over-perform with contributing to their organization.

      Written by Kevin Downey on August 12th, 2023

      How to Prep

      HireVue advertises that they can customize each assessment interview to a specific role with clear performance indicators. These customizations allow their assessment models to differentiate the strongest from the least promising performers. Their customizable interview guides, which were designed by their IO psychology research teams, help the assessment model ask the right questions to elicit responses which it can measure for predicting job performance while identifying the skills and characteristics that are most important for success in that particular job, and those candidates most suited to the company's goals and culture.

      The best thing you can do is research everything about the job posting, the company's culture and recruiting efforts, and how they describe their ideal candidates. This will help you determine how many of the data points the model uses to help it predict that you'd be successful in this role. Take note of everything relevant to the company, its culture, work environment, and expectations. Pay attention to their keywords, everything they say on their career's webpages, and how they say it. Approach your preparation as if you are starting to onboard now, even before you are hired, and convince yourself and the algorithm that you are already one of them.

      Written by Kevin Downey on August 6th, 2023

      Answer Example

      "My interpersonal skills come naturally to me, and I consistently develop meaningful relationships with my peers. I am interested in upskilling my mentorship and leadership abilities as a short-term goal. I've worked as a Finance Analyst for eight years and have set my sights on graduating into the Finance Manager role. While exploring Company ABC's emphasis on the growth, development, and mentorship of its team members, I was increasingly attracted to this position. I'm also taking an online course called 'Personality Types at Work,' provided by the University of Florida, which I believe will help me even more with my goal of becoming an impactful leader when the opportunity arises."

      Written by Kevin Downey on August 14th, 2023

      Anonymous Interview Answers with Professional Feedback

      Anonymous Answer

      "I have worked as a Junior SM Manager and Junior IT Talent Acquisition Consultant for four years now and have set my sights on being a Talent Sourcer and Senior Recruiter in the future. I constantly develop and improve my qualities. I ended with IT Recruiter Cours, organized by LABA company and HR in practice course. I look forward to achieving more recruitment-related goals in the new role."

      Jaymie's Feedback

      These are great goals! Well done.
  • About the Author

    In both high school and college, I served on the school newspaper. I loved those playful journalism days, especially thriving on the research, the sleuthing, and conducting interviews. Many years later, in my management career, one of my favorite aspects of the job was conducting interviews and recruiting. I developed a strong track record for finding the right person for the job and building top-performing teams.

    Anytime I interviewed a candidate, I’d put my combined journalism and leadership skills to work. I examined every detail, beginning with how well-groomed and presentable the candidate was. I’d ask myself if they fit into the culture of our company. I’d examine how prepared they seemed for the interview. Did they bring any materials, and was it just for show?

    But before the interview started, I’d do what I could to make sure they were comfortable. I’d give them the most comfortable chair, even if it was my own. I’d offer them water, a coffee, or a snack. Since there was the potential to work side by side with this person, I needed to build rapport and develop a professional relationship with them right then and there. To get them to relax, I needed to establish trust, and I had to get the banter going. The more trusting they were, the more they’d lower their guard and be honest about who they were as a candidate and as a person. The goal was to make them feel like a person. When someone feels like you, they normally like you back and feel more confident and at ease.

    So, to create a reciprocal atmosphere, I’d open things up by volunteering a little anecdote about me, my workday, a coworker, or something that might make them laugh or smile and put them more at ease. I’d trust them with a glimpse of the behind-the-scenes work-life or culture and what it’s like to be on the inside looking out. This didn’t mean I would hire them, but it aided me in making a more informed decision. Typically, once a person feels more at ease and less guarded, their true colors shine through, and the better of an idea you’ll have of their conduct as a professional. Once the interview was underway, I would put my attention to detail to work. I would listen carefully to what they were saying, how consistent their answers were from question to question. I paid equal attention to what they weren’t saying. If I felt they were holding something back, my curiosity would be piqued, and I’d get more creative with my questions. I’d pay attention to their body language as well. If they felt heard, they’d smile, tilt their head, and scratch behind their ear. If they felt exposed, they’d ride up their shoulders and rub the back of their neck to protect themselves.

    Now, as things come full circle, and I manage my own business as a professional writer, I regularly perform the same kind of research as from my journalism days. And as luck would have it, I still enjoy composing interviews as a regularly contributing writer to When I first became familiar with assessment vendors through my work here, such as HireVue and Modern Hire, my initial assumption of the technology was that it served a similar purpose as AI-driven Resume and CV software, which parses, eliminates, matches, and tracks applicants. Yet, I learned firsthand long ago that this type of software has a margin of error. Many “misplace” resumes when encountering unusual characters, uncommon formatting, and separating bars or graphics on a document. They frequently misidentify them as inconsistencies or grammatical errors and eliminate those candidates from the pool. This translates to talent never getting in front of the hiring authority.

    So, when I started learning more about assessment vendors, I wondered how effective these algorithms were and if they had similar design flaws. So, I started asking questions. I learned more about how these AI models assessed each candidate. Understanding that AI is imperfect and just as capable of making mistakes as the people it is learning from, I wondered how it determined which candidates are eliminated from being passed onto the hiring authority. What was its margin of error?

    From my research, I learned that HireVue’s interview guides consist of a preset system on their platform, where each company can choose from categorized interview questions that best apply to them and narrow them down from several sub-categories. I learned their behavioral interview questions were developed by their IO Psychologists. These typically consist of the following uniform situational judgment structure: “Tell me about a time when you faced this situation. What were the steps you took? What was the impact of your decision?” I deduced that this structure assists the algorithm in making its decisions on classification.

    HireVue advertises that their assessment models are trained to mitigate bias, only evaluating skills, experience, and company culture fit. I learned that the algorithm not only studies the recorded interview for the consistency of a candidate’s answers from question to question but also examines behavioral cues, vocal cues, professional appearance, surroundings, and the consistency of a candidate’s body language with what they verbalize.

    Then, I questioned why they offered advice to candidates taking a HireVue Interview. Advice such as to relax, be more comfortable, lower your guard, and tell all. Or to enjoy the convenience of taking your interview anytime, anywhere. Or suggesting that if you can’t find a professional setting, use the background blur feature.

    When you look at the advice they offer, it serves the same purpose as the methods I employed when interviewing a candidate. Which then circled me back to what I looked for in a candidate when I performed an interview. Based on that information, I was able to separate HireVue’s good advice from the bad. I determined its margin for error - how it might eliminate you as a candidate if you’re backlit and it’s unable to read your expressions, or how it might misinterpret you looking at yourself on your computer screen as looking at your feet, signaling a lack of confidence.

    So, your goal as a candidate is to convince the algorithm to graduate you to the next stage and to get you in front of the right person. The way to do this is by understanding how it works and giving it what it wants. You want to come across as a confident and experienced professional. And lastly, you want to stand out and come across as a perfect candidate for the hiring manager who reviews the recorded video later because their opinion is the only one that matters.

    Your goal is to deliver a great interview with sincerity while putting your best foot forward. HireVue’s goal is to increase its profit margin through its platform, product development, and marketing. They aim to protect their reputation for having effective AI that will help their clients screen “unqualified candidates” from “top performers.”

    Think of HireVue as a bouncer at a club. You just want to get inside and be seen. But first, you have to stand in line, and you have the right look to get in the door. So, avoid giving HireVue’s algorithm any information it can use to parse and eliminate you from being passed onto the hiring authority. Your goal is to work the HireVue system while delivering a strong interview. This is the key to getting an in-person interview in the next round.

    Learn more about Kevin Downey