The STAR method is a recognized way to structure interview questions. It is used as a technique to assess talent during a recruitment process. Further, the same STAR method can also be used to answer interview questions clearly.
What is a STAR Method?
The acronym stands for Situation, Task, Action and Result. The STAR model focuses on behavioral and situational type questions broken into four key elements. This method allows you to identify the way people adapt, take charge, influence an outcome, and learn from the challenges that they are faced with.
An example STAR Method Interview Question,
“Can you give me an example of a project that was behind schedule (situation) – how you decided to bring it back to fruition (task) – what you did (action) – what lessons were learnt from this and how this impacted future projects (result)?”
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STAR Method Explained
Situation
As this suggests, the first element requires an interviewee to outline a real-life example or situation that demonstrates a particular skill or capability.
Task
The task that the answerer highlights should refer to the outcome that was required in response to the situation.
Action
This tackles what the candidate did to follow through with the required tasks, highlighting the key skills used, demonstrating their behaviors and personal characteristics in the workplace.
Result
This section could actually be split into two parts. The first being, what happened once the action was taken to rectify the problem; and Secondly, what the interviewee learnt from this situation.
How to Use STAR Method?
Use the STAR method to focus on the key areas ultimately letting the interviewee share about their experience. Shape your questions around the core abilities you are looking for in a candidate. Be sure to ask for specific details on results and for any figures supporting their examples.
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If an interviewee can demonstrate clear and specific examples of when they have fulfilled similar tasks, then that is a good starting point. The approach you take to test a candidate’s technical ability is completely role specific. However, any sort of case study where they would have to assess a similar task would be useful.
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