The STAR method of interviewing is an annoying concept. I don’t like HR buzzwords or concepts that just seem a little fake. In fact, the involvement of HR can just make the whole interview process seem a little false. However, the STAR method of interviewing does actually work.
This can make people like myself resistant to concepts such as the STAR method of interviewing. This is mainly because things like the STAR method can make you feel like you are providing rigid and rehearsed answers.
The main caveat here is that it actually works. So I wanted to write this post not to simply outline the STAR method but how to actually use it effectively. The STAR method of interviewing stands for:
- S – Situation
- T – Task
- A – Action
- R – Reponse
I actually follow a somewhat similar writing structure for my blog posts, called Pastor:
- P – Problem
- A – Amplify
- S – Story
- T – Testimony
- O – Offer
- R – Response
It’s Not Just About The Structure
The STAR method of interviewing is not just about the structure of your answers. It’s also about the quality of the content you embed into it. Building up an understanding of what the interviewer wants from each aspect of the STAR and how to give the appropriate information is crucial.
The STAR method of interviewing is just a blueprint. You need to know how to embed relevant and engaging material within the structure. Whilst other resources and recruiters may be able to tell you to follow this method, they might not have the experience of what works when it comes to actually using it.
As I’ve mentioned, you don’t want your answers to appear staged or irrelevant but you do want to be prepared. Knowing the STAT method of interviewing is one thing, using it is another altogether.
Why The STAR Method Of Interviewing Is Important
The key takeaways of structures such as this is that it gives you a blueprint and a structure for externalising all the information in your head. So when you attempt to answer a question, you are more easily able to access and present the relevant information.
This also makes it easier for the interviewer to extract, evaluate and tick of the boxes they need to employ you. This method has helped land jobs when I was away in Australia in 2020 and also when I returned in September 2020.
Therefore, the STAR method of interviewing is highly effective, even in challenging job markets. Answering interview questions in this structure will help you stand out as a lead candidate. This is because it shows you can communicate effectively and concisely.
S – Situation
Structures such as STAR and Pastor are centred around the process of defining a problem, which is absolutely essential. If you cannot define the problem, you cannot effectively tackle and therefore demonstrate any problem-solving skills.
You should seek to outline the situation in terms of how the problem originated, the impact to the business and the people it affected. Take the opportunity to demonstrate your aptitude for commercial awareness of emotional intelligence.
You should also seek to amplify how you personally identified and took responsibility for the problem. As this will highlight independence and leadership qualities.
T – Task
The Task aspect of the STAR method of interviewing is all about laying out the roadmap for solving the problem from A to Z. You need to clearly outline the steps you planned to take to resolve the issue and solve the problem.
You should also concisely explain the logical reasons for why you needed to take these actions and how you compensated for any risk or downside.
Describe the challenges you faced and any barriers to success. This will promote your success as being even greater because of these obstacles. All of which will demonstrate persistence and ability.
A – Action
The Action part of the STAR method of interviewing is all about you explaining the action you took to resolve the problem.
What tools were involved, what people did you lead or interact with. What analytical or communication-based competencies did you use to solve the problem.
There are a number of key competencies you can choose to demonstrate depending on which experience you have chosen to highlight. These include: communication, conflict resolution, decisiveness, problem solving, organisation and teamwork.
R- Response
Highlight the benefits, rewards, cost savings and feedback of all your efforts. Explain if and how the problem was resolved by your actions and if you successfully accomplished what you set out to do when you defined the problem.
Also remember to anticipate any follow-up questions such as:
- What did you learn?
- What would you change next time?
- Did anything go wrong?
- Did you get any negative feedback?
Where relevant you need to show you can understand the feedback loop that needs to exist between defining the problem and the impact of the action you have taken to resolve it.
As importantly, it is also necessary to show that you can accept constructive criticisms and understand your mistakes, and development opportunities.
How To Use The Star Method Of Interviewing
The crucial component of the STAR method of interviewing is to recognise and embed the key competency that is required. The interview questions will be mostly based around the job specification on the job advert.
You can pre-prepare your answers to fit around this specification by using the Star method of interviewing. The quickest way to do this is by building a framework of answers mapped around the following competencies:
- adaptability
- commercial awareness
- communication
- conflict resolution
- decisiveness
- independence
- flexibility
- leadership
- problem solving
- organisation
- resilience
- teamwork.
You can then map these to the job spec to give them a tailored feel and adjust them to answer the question. I would suggest reading my post ‘How To Prepare For All Interview Questions And Answers With Confidence’ to understand more about these key competencies.
Being able to prepare your answers and rehearse them to the point they are naturally accessible to you but not mechanics is key. Ultimately, you want to have an interview answer wrapped in the STAR structure, so that when the time comes you can apply it to an interview question.
All Interview Questions Are The Same At Their Root
95% of interview questions are essentially the same, in that they have the same competency root.
You can think of this in the same way that many European languages such as French, Spanish and Italian all share a latin root. They have different vocabulary and pronunciations but they all follow the same grammatical and structural pattern.
However, if you speak in Spanish to an Italian person and pretend that there is no difference between the two, you will likely get an odd look. This is why it’s essential to speak the same language by adapting your answers to the context of the interview question.Do not just reel of a pre-prepared and recited answer.
