Interview Prep Tips

Answer any HireVue question


HireVue interviews might seem very intimidating at first and many job applicants desperately search around Google for “(company name) HireVue questions” in a futile attempt to find what’s going to be asked and then memorize answers.

Well, I’m here to tell you that is possibly the worst way to prep for a HireVue!

Questions on any companies HireVue are almost always going to follow a very predictable pattern.  Let’s find out how you can decode this pattern and answer any HireVue question.

After reading this article, if you want to practice answering HireVue questions, Voomer is a great free resource.

Step 1 – Research competencies

If you aren’t sure what competencies are, they are the skills and knowledge that you apply to certain situations.

For example, a classic competency many companies want in their hires is customer focus.  Another is thinking with data.  This website lists several competencies in case you want to look at more examples.

The best place to find out what competencies the company you are applying to is interested in, is to visit the organization’s website.  Almost all organizations have an “about us” section.  If you read between the lines you’ll find the competencies they care most about staring you right in the face.

So if a company talks a lot about how they work in a very volatile industry – a competency they will be looking for is adaptability.  If they talk a lot about people and teamwork, you’ll definitively be probed on competencies related to dealing with people – from leadership to training others.

Sometimes, an organization will be really helpful and just flat out mention on the website what are the competencies they are interested in.

To wrap up this first step – write down all the competencies you can identify in the organization you are applying to.

Step 2 – Prepare for behavioral questions

HireVue can’t read the resumes of every person that applies to a job at a given organization and ask personalized questions – they have to standardize.

The way they do that is by asking behavioral questions using the competencies you found out step 1 as a guide!

Even if you don’t know what behavioral questions are – I’m pretty sure you’ve answered a few at some point.  

For example, “tell me about a time you had to deal with an angry customer”.  Or “tell me about a time you had to train someone”.

The first question draws on the “customer service” competency and the second one draws on the “enabling others” competency.  See how step 1 was important?

So now we know what type of questions will be asked and the subject of those questions.

An important note about behavioral questions

Before we move onto step 3, notice something about those behavioral questions above: They all ask about your past behavior, require concrete examples and ask about what you did.  Not your supervisor, not your teammate, what you did.

So when shortlisting examples to use when HireVue asks you about a certain competency, make sure to think about concrete examples where you were the person driving the narrative – not someone else.

They don’t care about what your supervisor or teammate did – they are hiring you, not them!

Step 3 – Learn the CAR method

The CAR method is a great way to organize your thoughts when answering any HireVue Question.

“C” stands for “context”.  What was the situation you faced: Did a customer send you an angry email about a missed deliverable?  Did you have an underperforming teammate that affected your work?  

Layout that context in a couple of sentences so that HireVue’s AI or the person viewing your video understands the scene.

“A” stands for “action”.  What did you do to solve the issues you laid out in the previous point?  Did you go above and beyond to try and get the customer what they needed?  Did you layout a development plan for that underperforming customer?

Remember, talk about what you did – not anyone else.

“R” stands for “results”.  This is the logical conclusion to the two previous steps.  What happened to the context after you sprang to action?  Did the customer actually get what they needed?  Did your teammate improve?

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Remember that if you did not get a stellar result with your actions, you can always talk a bit about the lessons learned, and what you changed in your behavior after going through all that.  This is also very valuable on a HireVue!


If you walk through the 3 steps I outlined above, you’ll be able to confidently answer any HireVue question.  

If you want to practice answering those questions on a platform that simulates many aspects of the HireVue experience, you can start for free at Voomer, where you’ll get AI-powered feedback on your answers!

Get those reps in and get that dream job!  

Good luck with your interview!  If you have any other questions or comments, please reach me at [email protected]

By David Anderton-Yang

David Anderton-Yang is the CEO and co-founder of Voomer where AI as a force for good, helping people be more confident on video.

He is a former researcher at the MIT Media Lab, Forbes 30 Under 30 honoree.

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