Behavioral Interview Questions and Answers Examples from a REAL Google Hiring Manager
Summary
TLDRIn this interview preparation video, a Google hiring manager and professional interview coach shares proven strategies for acing behavioral interview questions. The video covers five common types of questions, including conflict, adaptability, prioritization, communication, and values. Each section provides a response strategy, an ideal answer framework, and examples. The coach emphasizes the importance of aligning personal values with the company's, demonstrating flexibility, and effectively communicating with various stakeholders.
Takeaways
- 😀 The speaker is a Google hiring manager and professional interview coach with extensive experience.
- 🔍 The channel focuses on sharing effective interview tips to help viewers secure their dream jobs.
- 🗣️ The video covers five main types of behavioral interview questions and provides strategies for answering them.
- 💡 Behavioral questions aim to understand how candidates have responded to past workplace situations to predict future behavior.
- 🙅♀️ For conflict questions, avoid drama and speak poorly of no one; instead, demonstrate maturity in handling conflict.
- 🤝 Show the ability to create win-win situations that benefit all parties involved, not just internal teams.
- 🔄 Adaptability questions assess the candidate's willingness and ability to adapt work approaches to meet business needs.
- ⏳ Prioritization questions gauge how well candidates manage their time and effort to achieve company goals.
- 🗣️ Communication questions aim to identify candidates who are skilled at sharing ideas and collaborating effectively.
- 🏆 Values questions help companies hire individuals whose values align with the organization's culture and goals.
Q & A
What is the main focus of the 'Interview Prep Guru' channel?
-The 'Interview Prep Guru' channel focuses on sharing the best interview tips to help viewers ace job interviews and land their dream jobs.
What types of companies have the interview coaching clients landed jobs at?
-The interview coaching clients have landed jobs at big tech companies like Facebook, Google, and Amazon.
What are the five main types of behavioral interview questions covered in the video?
-The five main types of behavioral interview questions covered are conflict, adaptability, prioritization, communication, and values questions.
How does the speaker suggest handling conflict in a professional setting?
-The speaker suggests handling conflict by avoiding drama, showing the ability to maturely handle conflict, and demonstrating the creation of win-win situations.
What is the key to answering behavioral interview questions correctly according to the video?
-The key to answering behavioral interview questions correctly is to give context, explain what was done, and articulate what was learned and how one would handle a similar situation differently in the future.
How does the speaker demonstrate flexibility in the face of changes during an interview?
-The speaker demonstrates flexibility by showing how they can adapt their approaches to meet evolving situations and connect the dots to drive positive change.
What strategy does the speaker use to show their ability to prioritize work?
-The speaker shows their ability to prioritize work by tying their efforts back to the company's goals and explaining the trade-offs they made in their decision-making process.
Why is communication important in the workplace according to the video?
-Communication is important in the workplace because employees spend more than half of their time communicating, and being effective at collaboration and communication is half of the job.
How does the speaker approach a situation where they need to communicate a company-wide change?
-The speaker approaches communicating a company-wide change by mapping out key stakeholders, creating a communication strategy for each, and ensuring the message is delivered multiple times in different formats.
What does the speaker suggest as a strategy for answering values-based behavioral questions?
-The speaker suggests knowing one's own values, aligning them with the company's values, and being honest and vulnerable when expressing them in response to values-based questions.
What is the 'secret proven formula' mentioned for structuring responses to behavioral questions?
-The 'secret proven formula' refers to a future video content where the speaker will provide a detailed framework for structuring responses to behavioral questions, which includes knowing the strategy and learning the response framework.
Outlines
😀 Introduction to Interview Prep Guru
The speaker introduces themselves as a Google hiring manager and professional interview coach, emphasizing their extensive experience in interviewing candidates. They mention their coaching services, which cost $200 an hour, and highlight the success of their clients in landing jobs at top tech companies. The video's focus is on teaching viewers how to handle five common types of behavioral interview questions. The speaker outlines a strategy for answering conflict questions, emphasizing the importance of professionalism, maturity in handling conflict, and creating win-win situations. They provide an example of how to answer a conflict question by describing a real-life scenario involving a hardware prototype project where two engineering teams were in conflict, and how they resolved it by focusing on the user and involving both teams in a collaborative problem-solving session.
🔄 Adaptability in the Face of Change
The speaker discusses the second type of behavioral question, focusing on adaptability. They stress the importance of demonstrating flexibility and the ability to connect the dots to meet business needs. The speaker shares a personal experience where they had to adapt to a change in their team's organizational structure. They adopted a three-pronged strategy: involving their team in the interview process of a new senior engineering leader, mapping team goals to the organizational strategy, and expressing support for the change. The speaker reflects on the learning from this experience, highlighting the importance of mapping changes to team goals and supporting the team through the transition. They also consider how they would handle a similar situation today, suggesting they would be more proactive in advocating for the team's needs.
📈 Prioritization and Delegation for Success
The speaker addresses prioritization questions, emphasizing the need to tie one's work to the company's goals and to discuss the trade-offs made during decision-making. They recount a situation where they managed three new product development projects simultaneously, each critical for entering new markets. When issues arose, the speaker had to prioritize, initially focusing on the nearest completion project but later delegating pricing tasks to an interested analyst, thus freeing up time to manage all projects effectively. The speaker's key learning was the power of creative problem-solving and delegation, which allowed all projects to be delivered on time, meeting the company's strategic goals. They also reflect on how they would approach a similar situation today, focusing on early delegation and maintaining capacity to avoid becoming a bottleneck.
🗣️ Effective Communication in Organizational Changes
The speaker tackles communication questions, underscoring the need to consider all stakeholders and to have a practiced approach to communication. They share an experience of communicating a significant organizational change to the company, which was met with stress and anxiety. The speaker prepared by identifying all affected stakeholders, developing a communication strategy for each group, and ensuring the message was delivered multiple times in various formats. They also involved team leaders in pre-announcement syncs and made themselves available for questions post-announcement. The presentation was well-received, and the speaker learned the value of stakeholder mapping and proactive communication. They reflect on how they would involve leaders earlier in the process today, leveraging their insights to improve communication strategies.
🎨 Aligning Personal and Company Values for Recognition
The speaker discusses values-based questions, highlighting the importance of knowing one's own values and aligning them with the company's. They share a story of creating a recognition program for the engineering team, inspired by a company value of adopting a growth mindset and their personal value of ensuring team members feel seen and heard. The speaker researched existing recognition programs, designed an engineering-specific awards program with a creative, Lego-designed trophy, and received positive feedback. They reflect on the challenge of open-ended projects and the importance of narrowing the solution space. The speaker also considers how they would ensure broader recognition for all team members in a similar situation today, emphasizing the value of one-on-one recognition in addition to peer-nominated awards.
🌟 Conclusion and Future Interview Tips
In conclusion, the speaker summarizes the strategies for answering the five common types of behavioral interview questions, emphasizing the importance of knowing the strategies and the response framework. They promise a future video that will reveal a proven formula for structuring responses to behavioral questions, enabling viewers to stand out in interviews. The speaker invites viewers to subscribe, engage with the content by commenting, and share their interview experiences using the tips provided. The overall message is one of support and preparation for job seekers, with an encouragement to continue learning and applying these strategies for successful interview outcomes.
Mindmap
Keywords
💡Behavioral Interview Questions
💡Conflict Resolution
💡Adaptability
💡Prioritization
💡Communication
💡Values Alignment
💡Stakeholder Mapping
💡Delegation
💡Growth Mindset
💡Recognition Program
💡Handling Ambiguity
Highlights
Introduction to the Interview Prep Guru channel, aimed at helping job seekers prepare for interviews and land their dream jobs.
The channel is hosted by a Google hiring manager and professional interview coach with extensive experience.
The video covers five main types of behavioral interview questions and answers.
Behavioral interview questions are designed to understand how candidates have responded to past workplace situations.
The key to answering behavioral questions is to provide context, explain actions taken, and discuss what was learned.
Conflict questions are common and aim to assess a candidate's approach to resolving workplace disputes.
When answering conflict questions, it's important to avoid drama and speak professionally about the situation.
Adaptability questions assess a candidate's ability to adjust their work approaches to meet business needs.
Demonstrate flexibility and the ability to connect the dots in response to changes for adaptability questions.
Prioritization questions aim to understand how candidates manage their time and effort on important tasks.
Tie work back to company goals and explain trade-offs when answering prioritization questions.
Communication questions evaluate a candidate's ability to effectively share ideas and collaborate.
Show the ability to communicate with different audiences and share a personal communication framework.
Values questions help assess if a candidate's personal values align with the company's values.
Know your own values and be honest and vulnerable when discussing them in response to values questions.
A practice answer is provided for each type of behavioral question, demonstrating the application of the discussed strategies.
The video concludes with an invitation to subscribe for more interview tips and to share feedback on the content.
Transcripts
welcome to the interview prep guru where
i help you
get prepared get confident and get the
job
i'm a real google hiring manager and a
professional interview coach who has
spent thousands of hours
on the other side of the table i've
truly seen
and heard it all and this channel is all
about
sharing the best interview tips with you
so that you can ace that job interview
and land your dream job
my interview coaching clients 200 an
hour
to learn these proven interview tips
thanks to my coaching and their hard
work
many of them have landed their dream
jobs including jobs they never thought
they could get
at big tech companies like facebook
and amazon in this video i'll cover the
five main types of behavioral interview
questions and answers
these are questions that i regularly ask
in interviews including one question
that trips up almost everyone i'll teach
you a response strategy for each of
these questions
and then i'll give a short example of an
ideal answer
to a practice behavioral question in
case you aren't familiar with behavioral
interview questions
these are a type of interview question
that asks you about your past
experiences behavioral interview
questions are designed to learn how you
have responded to certain workplace
situations in the past
to get an idea of how you are likely to
respond to various workplace situations
in the future
the key to answering all behavioral
interview questions correctly
is to give context explain what you did
then tell me what you learned and how
you would do things differently if you
found yourself in the same situation in
the future
i will create a future video diving into
the specific framework for answering
these questions
but you can also see the framework in
action with all of the practice
behavioral interview
questions and answers in this video
let's get started with the first type of
behavioral question
the conflict question companies want to
hire people who understand that conflict
is normal and healthy and they want to
hire people who have
healthy approaches to understanding and
resolving conflict
this is why conflict questions are a
common behavioral
interview question the most important
strategy for answering a conflict
question
is to avoid drama this
is not real housewives and no one wants
you to spill any tea
during a job interview keep it
professional
and at all costs never speak poorly
about your manager
your company or your colleagues
my second strategy is to show that you
can maturely handle
conflict you'll want to demonstrate that
you understand that conflict is normal
and that it can be healthy you always
want to demonstrate that
you bring healthy approaches to
resolving conflict
my third strategy is to show that you
can create
win-win situations ideally in ways that
benefit
everyone involved not just the internal
team but also your users your customers
or your clients
i mean who wouldn't want to work with
someone who creates productive
positive and sustainable work
environments right
to summarize the strategy for conflict
questions
is to avoid drama to show that you can
maturely handle conflict
and to demonstrate that you create
win-win situations
now i will practice answering a conflict
question
using these three strategies the
question is
give me an example of a time you faced a
conflict while working on a team
how did you handle that absolutely
as part of my current role i manage
strategic projects that often involve
the development of new technologies and
products
that are critical to the company's
growth these projects often feature
tight deadlines and hard to predict
technical risk in a recent project we
were on a tight deadline to complete the
engineering design of a hardware
prototype
during one round of testing we found an
issue with the hardware functionality
the conflict arose because the
mechanical engineering team
blamed the electrical engineering team
for the failure and vice versa
we were at an impasse to find the
solution because we weren't sure
which of the two teams was best
positioned to solve the problem
this conflict was a major risk to our
project schedule
instead of letting the issue faster i
invited both teams to a problem-solving
session
i opened the session with an image of
our users
to re-center everyone on what we were
all working on
the product by taking the focus off of
the conflict and reminding the teams of
our responsibility to the users
their moods instantly thawed we spent
four hours redesigning the hardware
together
we came up with a creative design that
was easy and economical to manufacture
and it passed testing on the first
attempt we were able to meet the
original schedule
and all of the engineers that worked on
the solution were proud to have worked
on this innovative design
my greatest learning from this situation
was the recognition that
i played a key role in finding a win-win
for our
teams our business and our users simply
by reminding the teams
that our ultimate goal was to make great
products for our users
i had always taken for granted that this
was a key role on the team
but in this case it really saved our
project and it allowed us to turn a
failure
into an innovation while keeping team
morale high
today i keep this role in mind at all
times
and i ensure that the team is always
focused on the user which really helps
us focus on what matters
if i were faced with the same situation
today
i'd probably choose to call in just the
team leads for the two teams that were
in conflict
it happened that we were able to get to
a wonderful solution with both
teams present but it did take a lot of
time from the whole team and not
everyone participated
as heavily in that first session i
believe that we could have resolved the
immediate issue more quickly with the
small and focused group
and then we could have invited the
broader team in at just the right time
so they could all contribute
in their own ways okay let's talk
through what i did there
you notice that when i talked about the
conflict between the two engineering
teams i used
neutral professional language i didn't
take sides
and i focus on the fact that the
conflict was a risk to the project
rather than ruminating on the conflict
dynamics in detail
the interviewer doesn't need to know
that one of the engineers threatened to
quit
or that the mechanical engineering
manager was refusing to speak to the
electrical engineering manager
the interviewer just needs to know there
was a conflict and that i
resolved it no drama and it's clear that
i can maturely handle conflict
next you'll notice that when i discuss
the outcome i highlight the multiple
wins
the wins for the company the wins for
the project schedule
the wins for the individual team members
getting to work on something innovative
and the ultimate win for the user i
definitely showed that i
create win-win situations in the
workplace
after hearing this answer i want to hire
me so you should use these same
strategies as you practice your
responses to conflict questions
let's get started with the second type
of behavioral question
the adaptability question companies want
to hire people who have the ability to
connect the dots
and decide when to make changes to their
work approaches
so that they can achieve the optimal
outcomes for the business
these types of behavioral questions try
to assess your willingness
and ability to adapt your work to meet
the business needs
my first strategy for answering an
adaptability question
is to demonstrate your flexibility in
the face of changes happening around you
you need to show how you can be
responsive to a changing situation
and how you use your flexibility to
adapt your approaches
so that you can meet the needs of any
evolving situation
and look it's not enough to be willing
to change direction when someone tells
you to
you need to be analyzing the data and
the signals at all times
so that you can understand when a change
of direction is needed
companies want to hear not just that
you're flexible when they tell you to
make a change
but that you can be an agent of positive
change when it's needed
to summarize the strategies for
adaptability questions are to
demonstrate flexibility
and to explain how you connected the
dots
next i will practice answering an
adaptability question
the question is describe a time when
your team or company was undergoing some
change
how did you adapt in my most recent
company
we had really outgrown our organization
structure as the company had grown
really quickly
the leadership team decided that we
needed to add another senior engineering
leader to work alongside me
and share some of the loads so that we
could ensure that the engineering team
was focused
and that everyone on the team had the
right amount of management support
the engineers on my team were nervous
about the change so i took a
three-pronged
strategy to ensure that they could
better understand and be part of the
change
first i invited all of the candidates
for the role to meet with my team as
their final step in the interview
process
this would allow the team to understand
the candidates goals and experience and
it also turned out to be a big selling
point and attracted a great leader
second i mapped out our team's goals
back to the larger organizational
strategy
this reminded the team that these
changes were going to help us grow and
help us achieve our goals
lastly i made it clear that i supported
the change
and i was looking forward to having a
new leader to work with and to learn
from
in the end we hired an experienced
leader who actually leveled me up as
well as the entire engineering team
my greatest learning from this situation
was really the empowering feeling
that i could map this change back to the
team's goals in a way that would really
help them
understand and ultimately support the
change
seeing everyone on my team rally behind
the candidate that we ultimately hired
showed me that that my efforts really
helped bring them along and that they
had worked
if i were faced with the same problem
today i would
probably take my engagement a step
further i feel like i did a great job
reacting to the change that had been
decided above my level
but after i got involved i was surprised
how open the leadership team was to
hearing my feedback
i had known for some time that i was
overstretched and that we needed more
support for the team
but i had been nervous to raise my hand
and to ask for help
so in many ways i actually doubt that i
would face this situation today because
i probably would not have hesitated to
raise my hand and
actually be the one proactively pitching
the leadership team
on the need to hire an additional leader
to support the growth of the business
okay let's talk through what i did there
you noticed that i demonstrated a great
deal of leadership
humility and accountability in my
response
you might be asking yourself these
aren't really part of the formula you
gave me
but any time you can sprinkle hirable
characteristics into your response
please do i showed my flexibility
by talking about the many pronged
strategy i used to meet the team
where they were and i showed that i know
how to connect the dots
when the business grows the team grows
and that means we need more managers
overall this response hits the two main
strategies for the adaptability question
and it incorporates other great
characteristics of people
i'd want to hire so feel free to
introduce other characteristics as long
as you hit the two main strategies
as well let's get started with the next
type of behavioral question
the prioritization question companies
want to hire good problem solvers who
are
always working on the most important
problems
so these questions are meant to
understand how well you prioritize your
time
and your effort to ensure that the
company's top goals are achieved
the most important strategy for
answering a prioritization question
is to tie your work to the company's
goals
you need to demonstrate that you
understand how your work
drives the company's success because
this shows that you understand
how to think strategically about your
work
i mean who wouldn't want to hire someone
who is able to articulate how their work
drives the success of the company
right another way to demonstrate your
ability to think strategically as you
prioritize your work
is to discuss the trade-offs that you
had to make in your decision-making
process
explaining these trade-offs exposes your
assumptions
and your strategic thought process which
reinforces that you have an approach to
prioritization
that you can bring to this new company
to ensure that you're
always working on the most important
work
to summarize the two strategies for
prioritization questions
are first tie your work back to the
company's goals
and second explain the trade-offs
now i will practice answering a
prioritization question
the question is give me an example of a
time when you are working on multiple
projects
how did you handle that sure i was once
responsible for three different
new product development projects all of
which that were at different stages of
development
each of the projects had a strategic
importance to the company
because each of them allowed us to enter
into a new market
when things went as planned i was able
to manage the load of all three projects
at once
but anytime there was an issue on one of
the projects i would quickly become a
bottleneck
the first time that i realized i was a
bottleneck i sat down and looked at the
three projects
while all of them had strategic impact
to the company it was clear that when we
had multiple issues going on at once i
should have to prioritize one of the
projects
that was nearest to completion this
trade-off was great at helping with
prioritization but it was a painful
trade-off for everyone and it really
wasn't the optimal solution for the
company
i was also responsible for some of the
individual contributor work for each of
the projects
for example i was in charge of
establishing pricing for the products
i was able to find an analyst on the
team who had an interest in learning
pricing techniques
and they had the bandwidth to do the
work under my supervision
by training the analysts to take on the
pricing work i freed up much of my time
to focus on the highest value work
keeping all these projects on track and
whenever we had multiple issues
happening at once on multiple projects
we didn't have to choose one project or
the other now i have sufficient
bandwidth to help with all of the issues
on all of the projects
my greatest learning from this situation
was really the power of
creative problem solving i was
overwhelmed with too much work but
not everything on my plate was actually
the highest value work for me to do
so rather than sacrificing my focus as
the project manager
i found someone who was looking for a
growth opportunity and could take on one
of my most
time-consuming tasks they were able to
grow in their role
and they even earned a promotion and all
three of my projects were delivered on
time
which allowed the company to enter three
new strategic markets with three new
products
if i were faced with this same situation
today i would immediately look for ways
to delegate some of the individual
contributor work that i was doing
rather than my first attempt which was
trying to prioritize amongst three
critical strategic projects
in my projects that i own today i try to
have a regular sync with each team
member so i can learn more about their
interests and bandwidth
so that we can optimally balance work
across the team
and in particular i am vigilant about
ensuring that i have enough capacity
to ensure the strategic projects are
delivered on time
without me becoming a bottleneck okay
let's talk through what i did there
you notice that i immediately talked in
the context section
about how my work fits into the
company's goals
generally i suggest doing this in the
context when possible since it really
sets the stage for the rest of your
response
i described a sub-optimal solution only
working on the nearest term project when
there was an issue on any project
to highlight some trade-offs that i
faced and my ability to seek out a
better solution
lastly you'll notice that i created a
win-win situation through delegation of
the pricing work
and that is an expert move note that all
the strategies i'm teaching you can be
used on
any of these types of behavioral
questions but in order to make this
lesson bite-sized
i focus on the key strategies for each
type of behavioral question
if you see a chance to use a conflict
strategy on a prioritization question
go for it as long as you've also covered
the two main strategies for
prioritization
questions as well let's get started with
the next type of behavioral question
the communication question companies
want to hire people who are
masters of communication because at the
end of the day
employees spend more than half of their
time communicating
whether it's sharing ideas or problem
solving or sharing
updates on their work being able to do
the job
is actually only half of the job the
other half
is being effective at collaboration and
communication
this is the strategy that most people
miss in their answer so pay attention
my first strategy for communication
questions
is to demonstrate that you are able to
think of everyone
who needs to be communicated with and
they are able to ensure that they get
the right information
delivered to them in a format they can
use at the right time
to enable all of them to make the right
decisions for their work
and to drive the company's goals
secondly
you want to convey that you have a
practiced approach to communicating and
collaborating with others
in your answers you want to come across
as someone who is comfortable
communicating in written
and verbal formats and for various
purposes
to summarize the strategies for the
communication question
are to demonstrate that you can
communicate to different audiences
and to share your communication
framework
now i will practice answering a
communication question
the question is tell me about a
successful presentation you gave
and why you think it was a hit i was
once responsible for giving an
organization-wide presentation
about a structure change we were making
to the company
organizational changes are always a
source of nerves and tension for team
members
and this org change came at a time when
the team was already under stress
due to some headwinds we were
experiencing in the business
i knew it was going to be extremely
important for me to communicate
effectively
on this change my first approach when
thinking about any communication is
always to map
out all of the key stakeholders that
need to learn about the change
to do this i wrote down all the groups
of people in the organization who were
affected by the change
even if in the slightest way for each of
them i put together a communication
strategy
that ensured they would hear about the
change at least three different times
in at least three different formats for
the stakeholders that were most
impacted by the change i put together
pre-announcement syncs with the leaders
of those teams
to ensure that the leaders were equipped
to answer follow-up questions
after we made the announcement on the
day of the announcement
i gave a presentation that emphasized
the reasons for the change
and how it could improve our chances of
tackling the business headwinds that we
were experiencing
i addressed key stakeholder concerns
that i had learned from the pre-work
with the leaders of those most
impacted teams immediately after the
presentation
i made myself and other leaders
available to answer group and individual
questions
and emails were sent to everyone in the
organization with details about the
change
the feedback from the teams was that the
presentation succeeded
at being timely and empathetic and that
they felt the change was a positive
change that they were welcoming for the
business
at the time i was surprised by how much
time i was spending in preparation for
this announcement
but the lack of issues after the
announcement more than covered the time
that i had put into making it go well
i learned a lot from this experience
about the power of stakeholder mapping
and of bringing key allies into the
conversation to ensure that
all major stakeholder concerns are being
addressed proactively
to this day i follow this framework for
communicating changes at every scale
whether it's a team change all the way
up to entire organization changes
if i were faced with the same situation
today i'd probably bring in the leaders
of the impacted teams
earlier they were such a valuable source
of insights
which ended up resulting in meaningfully
positive changes to the format
and delivery of the communications
having those insights earlier would have
saved time and energy
in preparation okay let's talk about
what i did there
you notice that i talk about
stakeholders which are synonymous with
audiences
so i clearly showed that i know the
importance of communicating to different
audiences
i also expressed my personal
communication framework
people need to hear things three
different times in three different
formats
which shows that i'm a seasoned and
practiced communicator
make sure you address both of these
strategies and your communication
answers as well let's get started with
the final type of behavioral question
the values question companies want to
hire people who have values that are
aligned to the organization
and they like to hire people who know
themselves well enough
to know and articulate their own
personal values
as a manager i like to understand my
team members values so that i know how
to properly motivate them
because of this i often ask these
values-based behavioral questions in my
interviews
let's get started with the final type of
behavioral question
the values question companies want to
hire people who have values that are
aligned to the organization
and they like to hire people who know
themselves well enough to know
and articulate their own personal values
as a manager
i like to understand my team members
values so that i know how to properly
motivate them
so i often ask these values based
behavioral questions in my interviews
the first strategy for a values question
is to know your own
values you'll want to be able to
demonstrate that you know your own
values and that your values are well
aligned to the company's values
to do this first you need to know your
values and then you'll want to do some
research into the company's values
assuming that these are both aligned you
should ensure that you answer values
questions in ways that express your own
values
but also tie back to the company's
values i'll show you how to do this in
the practice question
secondly these values questions usually
give you the opportunity to just be
yourself
to be expressive and open and vulnerable
and you should take the opportunity
remember interviewers are people too and
we want to feel excited to work with you
sharing a bit more about yourself will
really help us connect to you
to summarize the strategies for a values
question
are to know your values and to be honest
and vulnerable
next i will practice answering a values
question for you
the question is give me an example of a
time you were able to be creative with
your work
what was exciting or difficult about it
in my most recent role my boss asked me
to take on a nebulous project
to address a concern from the
engineering team that there weren't
enough opportunities for recognition
this request was of course
open-ended but it was clearly important
to ensure that everyone felt seen and
heard in the engineering team
one of our company values is to adopt a
growth mindset
which means that people need feedback to
know where they should grow
one of my personal values is to ensure
that the people who work around me
feel heard and seen so this project was
very aligned with my
values i did some research into how
other teams within the company
ensured that their team members had
opportunities for recognition
what i found out was that each of these
teams had peer nominated awards programs
that were quite successful
i decided to build out an engineering
specific peer nominated awards program
i got creative when it came to the
naming of the program which i modeled
after the grammy awards
and i also had fun designing the award
trophy i hired a lego artist to design
the trophy and if you know
anything about engineering you can
imagine that this trophy was a
big hit we received hundreds of
nominations in the first few months
and in our next employee survey we heard
clear feedback that the awards program
had successfully addressed the
recognition problem my boss was very
happy
one key learning for me was that
open-ended projects are both a blessing
and a curse
they're a blessing because you can be
creative they're a curse because you
might not be able to do them very
quickly if you get lost in the
open-ended nature of the problem
i knew that i needed to create a timely
solution to resolve the team's concerns
quickly
so i tried to narrow the solution space
to make it more manageable
nailing down the solution and awards
program gave me the opportunity to get
creative with the details including the
famed
lego trophy which ultimately drove the
high level of satisfaction and the
adoption of the program
if i were faced with the same problem
today i'd spend more time thinking about
how to ensure that
all team members could be recognized one
of my personal values is to help others
be seen and heard
and while the awards program was very
successful i always felt that some of
the quieter team members are still less
likely to be recognized or nominated so
over time i worked on a manager training
program that focused on one-on-one
recognition
to ensure that everyone in the
engineering team felt recognized and was
getting clear and actionable feedback
not just those that were being nominated
for the awards
okay let's talk through what i did there
you notice that i explicitly called out
both my values and the company values as
i was setting the context
and i was open and vulnerable throughout
the answer sharing ways that i could
have done better in my initial launch
you probably took note that i also
shared a bit about my way of handling
ambiguous problem props this is not one
of the values question strategies
but as we saw in the answer debrief to
the adaptability question
you can and should sprinkle in other
hirable characteristics
into your answers to behavioral
questions whenever you can
employers always want to hire people who
can handle ambiguity
and apply good judgment so sprinkling in
your approach to handling open-ended
situations will always help you stand
out
as long as you have also covered the two
main strategies
for the values question already today i
went through the best and proven
strategies for the five most common
types of behavioral questions
along with behavioral interview
questions and answers
you now know the ideal strategies for
answering these common behavioral
interview questions
in a future video i will give you the
secret proven formula for how to
structure your responses
this will give you the entire formula to
answer behavioral questions
first you need to know the strategy
which you do now and then
you can learn the response framework so
that you can handle any type of
behavioral question and stand out
against other candidates
who don't know the full formula
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please drop a comment in this video to
give me ideas on other content you'd
like me to cover
and if you use these tips in your
interview prep drop a comment let me
know how your interviews go
best of luck and happy interview prep
you
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