Two team members are arguing about who should cover an extra shift. How would you settle it fairly?

What the interviewer is looking for

• This question tests people leadership. Gives examples of coaching, fair scheduling and conflict resolution, developing leads and keeping morale up.
• What to bring out: Listens to both, applies a clear and consistent rule or rotation, explains the decision and prevents repeat conflict with a transparent system.
• Expect a follow-up like: What if one of them keeps refusing extra shifts?

Another way it may be asked: Nobody wants the Saturday shift and two people are fighting about it. What do you do?

A structure to follow: STAR, with the weight on Action and Result

1. Step 1

   Situation

   One or two sentences: where, when and what was at stake. Pick a real example you were close to.

2. Step 2

   Task

   What you personally were responsible for. Say "I", not only "we", so the people leadership you showed is visible.

3. Step 3

   Action

   The two or three things you did and why you chose them over the alternatives. This should be about half your answer.

4. Step 4

   Result

   What changed, in your own measure of it, and what you would do differently. Only use numbers you can stand behind.

This is guidance on shape, not a script. Use your own real experience and facts; never invent details to fill a gap. See the STAR guide and answer frameworks.

Common slips

• Describing what the team did without saying what you did.
• Choosing an example with no clear outcome, or one you cannot answer detailed questions about.
• Ending on the action and skipping the result and what you learned.

How to practise it

Write two bullet points for each STAR letter, then say the answer aloud in about two minutes.

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