Introduction

Applying for a new job can be an overwhelming process putting candidates on ‘pins and needles’. It is a wonderland of predictions and speculations. However, behavioural interviewing adopted recently guides them to a route easily tracked. It aims to predict future productivity of potential employees based on previous behaviour in similar situations. This is a shortcut for saving money and time spent on probations. The STAR method is an acronym representing an effective strategy for assisting interviewees in responding to behavioural interview prompts. This strategy can be fulfilled in only four steps.

Step 1: S stands for “Situation”

Candidates should make interviewers believe that they can talk the talk and also walk the walk. Experts state that 20% of candidates’ success in the interview relies on proficiency in this step. The whole context representing the situation is portrayed briefly to put the interviewer in the picture. Hence, the necessary information is presented so that the interviewer can fully comprehend the situation. Irrelevant details should be overlooked since they can be provided in the upcoming step.

Step 2: T stands for “Task”

Although only 10% of candidates’ success hinges on this step, it is a pivotal stage for explaining the required task. Responses should be as specific as possible. It is highly recommended to focus on the goal of efforts exerted at this stage, too. Candidates are encouraged to highlight their role in the whole situation. Using statements starting with the pronoun “I” emphasizes ownership of contributions to fulfilling the task. It is inadvisable to bend the truth and exaggerate efforts exerted. Employers know that the proof of the pudding is in the eating. So, they will find out the truth sooner or later.     

Step 3: A stands for “Action”

This is the indispensable step representing 60% of candidates’ success in the interview. Candidates should be specific and realistic when describing actions taken to get the task fulfilled. This helps the interviewer make reasonable judgments. Vivid examples of procedures followed by candidates to fulfil the task or achieve the required goal. Explanation here can extend to include skills and personal traits of candidates leading to fulfilling the task successfully. 

Step 4: R stands for “Result”

This is the concluding step representing 10% of candidates’ success in the STAR behavioural interview. This is ‘the cherry on top’ of all the previous steps. Here, positive outcomes resulting from the actions taken previously should be highlighted. Providing specific numeric outcomes is highly preferable since they are easy to track and evaluate. Even if outcomes are not fully satisfactory, candidates can spot lessons learned and future modifications needed. This indicates that candidates are flexible and quick learners. 

Conclusion

The STAR method is an easy-to-follow strategy documenting the professional capacity of potential employees. The acronym STAR introduces four stages of the behavioural interview, i.e. Situation, Task, Action, and Result. The goal here is to crystalize the context of a previous situation encountered, explain the task required, describe actions taken accordingly, and present numeric results achieved.