Difficult Co-Worker Interview Question and Answer

[@jeffhsipepi]

There are a few nuances to this question that you want to look out for during the interview. In this video I provide two sample answers, one behavioral and one open-ended. Thanks for watching!

[@taylornash6724]

As a fellow technical recruiter, I really appreciate these videos. I send them to my candidates lol

[@jeffhsipepi]

Taylor, thanks for the positive feedback and yes, send them to everyone 😎

[@JenKumar]

These are great examples. I love how you are turning the interview into a conversation, which essentially what an interview is. I think most of us don’t even think to ask clarifying questions as we don’t want to “offend” the interviewer. I’m pretty sure I missed answering a question properly because it didn’t occur to me that I could ask clarifying questions.

[@jeffhsipepi]

Jen, yes! And remember not all interviewers like clarifying questions. If your interviewer ever shuts you down and does not allow you to ask clarifying questions, you can simply turn those questions into thought process.

[@addisonchan5994]

Thanks for sharing this, Jeff. With regards to clarifying an open ended question (whether the colleague is a manager, same level, same team, other team) - what if Su tells you that the difficult coworker is someone who is on a leadership role from a cross functional team? Will your answer differ? I’d like to get some tips on how to go about answering that example. Thanks!

[@jeffhsipepi]

@addisonchan5994, great question. It is always tricky when trying to deal with difficult leadership or cross-functional team members. The biggest item to keep in mind when trying to deal with these stakeholders is getting help from others. Specifically, if you are dealing with a difficult lead, you may bring someone else from leadership into the conversation. For Cross-Functional stakeholder maybe you involve a trusted colleague of theirs or their lead. This could be a good concept you could focus on when solving. I hope that helps!

[@ArunSingh-bb5rn]

Hi Jeff. For this question, the first time you answered without using CFS method (entirely based on your experience). But in the second part of this video, you are asking clarifying questions (CFS). Which approach should we follow? Sharing your prior experience seems like a good idea.

[@jeffhsipepi]

Arun, the most important item is to make sure you really listen to the question, if the interviewer says Tell me about a time when, give me an example of, or what did you do in this instance, use the STARLF method. Any other form of this question, use the CFAS method, I hope this helps!

[@rameshmaddali3864]

@@jeffhsipepi Do you have a image or slide on STARLF and CFAS ?

[@AdriansArt]

Thank you Jeff! I think having watched this one will help me become a more effective employee as well as helping with interviews.

[@jeffhsipepi]

Kai, yes! This is a piece of feedback I often get from my clients, that some of these talking points can help with the communication on the job. Glad this video helped!

[@CathlineMarshall]

lol

[@hannnah689]

Thanks for posting these amazing videos and they really help.

[@jeffhsipepi]

Hanna, thanks!!

[@alexharlan]

Hey Jeff - What are your thoughts on thank you emails? How long (or not long) do they need to be? Your videos have been an amazing resource for my upcoming interviews so thank you for the content!

[@jeffhsipepi]

Alex, thanks for the positive feedback. In big tech thank you letters are not necessary, but you can send them, I did a video on it - kzbin.info/www/bejne/lWmopmSLe51ofck

[@elieabinader7659]

Great video Jeff !! I just have a question related to the framework you provided for the Open-ended example. Could you give some examples of the "resources" or the "problem-solving items" in case Sue had asked you to dive in to those concepts ? Thanks !

[@jeffhsipepi]

Elie, diving deeper on resources can be covered from both a people, tools, and technology perspective. All three could go into greater detail, I hope this helps!

[@HarryMcGuire1738]

Sometimes I don't understand the point of the clarifying questions. The solutions you propose is broad enough to apply to most scenarios. I wonder if clarifying questions is just something we "need" to do in order to appear thoughtful.

[@jeffhsipepi]

Anthony, great question! First, because the likelihood that they leave pertinent data out of the question is 100%, so if any of your clarifying questions are answered, this will help you narrow your solution. Our interviewer likely has a preferred path in mind, let's uncover it. Second, is if no questions are asked, as your interviewer, I am going to assume that on the job you will always jump into solving without asking questions, and questions are a critical problem solving technique in a work environment. Lastly, even if your interviewer does not answer your questions, it at least allows them to see your thought process. I hope this feedback helps!

[@HarryMcGuire1738]

@@jeffhsipepi thanks for the great framed answer!

[@eiriksomerville1032]

Awesome insights! 💯😎

[@simkay]

Hello, Jeff! I have an upcoming interview (Final Onsite) with Google and have been watching your videos rigorously. I was wondering - how to establish when to use the STARL method vs the CFS method? When asked "How do you deal with difficult co-workers?", would it be more impactful if I used an example when I actually dealt with it or would it be better to problem solve to give high level solutions? Not sure about this. Would be great if you could help. Thank you and you are doing great!

[@jeffhsipepi]

Sim Eats, I always recommend utilizing CFAS when asked How questions. If it is ever unclear, simply ask your interviewer if they would like an example, good luck!!

[@anujagadisan]

Hi Jeff, would the same principles apply for a question about dealing with difficult external stakeholders or partners?

[@jeffhsipepi]

Anusha, absolutley!

[@alejandro1904]

Great content but like a subscriber mentioned in another video: Too overly elaborated. Easy to get confused and lost with so many items to consider. I would simplify a bit more, otherwise Su might get a stroke with so much details 😀

[@jeffhsipepi]

@alejandro1904, thanks for the feedback!

[@meregaming1770]

My actual approach to difficult coworkers . . . try to cut them out of the group.

[@jeffhsipepi]

Mere Gaming, you could add this in as a learning, and what I learned is that bringing people that have the same level of excitement/interest is a great way to get positive results, or something to this extent.

[@rajendramodusu5980]

your replies are good but they are super duper long ( it's of no use) practically In deloitte US interview they gave only 3 minutes to answer how you handle conflict with coworker My question to you is simple and straight answe in 2 minutes bcz u speak fast no interview last more then 25 to 30 minutes and its not only this question Even in PWC and EY they give 3 min max

[@jeffhsipepi]

rajendra, my preferred behavioral answer length is 3 to 4 minutes. Sometimes in videos my answers are longer to really demonstrate all the opportunities in an answer. I have never heard of an organization having a set time limit on the length of behavioral answer including Deloitte, EY and PWC, but sometimes specific interviewers do not prefer longer answers. If the interviewer gives you 3 minutes for your behavioral answer, take all 3 minutes.

[@rajendramodusu5980]

@@jeffhsipepi this evasive answer give to someone else I can give u evidence vaibhav shinde director consulting deloitte us Harvinder Bhatia KPMG new york Rajveer samr PWC NY So u r right they r wrong Sometimes? Al the time your answers r good but it's no use You know what If you are really a pro Remake your videos in 2min 30seconds all those behavioral Never never never big corporates will expect beyond 2min 30srcond If you do they won't stop 🛑 but Guess what You are rejected You can fool here on utube to ppl interviewing for Macdonald as burger flipper or BK or gas station clerk or daily wager Please stop fooling ppl

[@nowinusa188]

Hi Jeff, You made me feel like I know Bob for many years. 😅

[@jeffhsipepi]

Mohammed, yes, we have all had a "Bob" in your careers!

[@dipashayadav391]

Hi Jeff, I had recently appeared for a Facilities Manager Position recruiter round for India Location. Your videos are super helpful and insightful for my interview preparation. Recruiter round went well. And all my responses were very good (as per me :-) )....unfortunately HC has rejected the profile though havent received any reasons or feedback on the same. Does Google generally do not provide the feedback/reason for rejection?

[@jeffhsipepi]

Dipasha, yes, it is typical to not get specific feedback, but when you make it to the HC stage, I would hope for at least a couple of items. The good news is that based on this strong performance you should have another chance.