The STAR interview technique is a popular HR interviewing method that is used to assess a candidate’s skills and competencies. The technique is said to be particularly effective in predicting future job success. In this article, we’ll look at the STAR interview technique and how you can use it to assess candidates during the recruitment process.
What is the STAR interview method?
The STAR interview method answers questions in a way that provides the interviewer with specific examples of candidates’ work experience.
“S” stands for situation, “T” stands for task, “A” stands for action, and “R” stands for results. For each question, you should come up with a specific example from the job seeker’s work experience that fits the question.
For instance, if the interviewer asks you to describe a time when you had to deal with a difficult customer, you might say something like this: “One time, I had a customer who was really upset because they hadn’t received their order yet. I calmed them down and explained the situation. Then I offered them a discount on their next purchase.”
This answer shows the interviewer that you have the skills to deal with difficult customers and that you are able to take actions that resolve the issue. Answering questions in the STAR format is a great way to stand out in an interview and show the interviewer that you are the best candidate for the job.
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Why is the STAR format interview that popular?
The STAR method is popular for answering interview questions. It helps the interviewee to focus on skills and experiences rather than getting bogged down in details. It allows the interviewee to provide a concise answer covering all key points. When tight deadlines are involved, the STAR method can be highly beneficial.
As a result, the interviewer can get a good overview of the candidate’s skills and experiences. In addition, the STAR (situation task action result) method can help to build rapport with the interviewer, as it demonstrates that the candidate is prepared and confident. Overall, the STAR method is a valuable tool for any job seeker.
Benefits of the STAR methodology interview
The STAR methodology is a great way for the candidate to prepare for questions during a job interview. The questions are usually about real-life scenarios and how you would handle them.
This is beneficial because it allows the candidate to show the interviewer problem-solving skills and how they would react under pressure.
It also allows highlighting any relevant experience that the candidate has. However, the star methodology can also be useful for questions that are not scenario-based questions.
For example, if the interviewer asks about a time when the candidate had to deal with a difficult customer, they can use the same framework to structure their answer.
Overall, the STAR methodology is a versatile tool that can help you with some other things:
- It is a great way to structure an interview and ensure that you are getting the most out of your candidates.
- It helps to ensure that you are asking the right questions and that the candidate is able to provide detailed, specific answers.
- Allows you to probe deeper into a candidate’s experience and skills, and get a better understanding of their qualifications.
- It can help you identify red flags or areas of concern with a candidate, and allows you to address them directly.
- It is a great way to compare candidates side-by-side, and make sure that you are making the best hiring decision for your company.
Overall, the STAR methodology is an extremely valuable tool for any employer looking to conduct a thorough and effective interview.
Disadvantages of the STAR technique interview
The star technique is a popular way to structure answers to interview questions, but it can have some disadvantages:
- It is a structured way of answering behavioral interview questions that can make candidates feel like they’re being interrogated.
- It can cause candidates to give canned, rehearsed answers that don’t really reflect their true experiences or qualities.
- It can make candidates feel nervous and uncomfortable, which can lead to them giving less than their best performance in the interview.
- It can be time-consuming for both the interviewer and the candidate, as each question must be answered in a very specific way.
- It may not be necessary for all types of behavioral interview questions, and it may not be the best way to assess a candidate’s qualifications or fit for a particular role.
- The star technique is just one tool that an interviewer can use, and it should be used in conjunction with other assessment methods to get a complete picture of a candidate.
Assess remotely with SMOWL
As you can see, the star technique is a popular way to assess whether or not a candidate would be a good fit for your company.
And thanks to SMOWL, you can now perform these assessments remotely and securely without having to leave your office.
This means that you can get candidates from all over the world and save on travel costs. All you need is an internet connection.
Contact us today to learn more about how SMOWL can help you find the real perfect candidate for your next open position.
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