STAR Interview Method
Use the STAR Interview Technique in Your Interviews
Candidates frequently flub their answers to interview questions – even very senior candidates – but it doesn’t have to be that way.
There are several types of interviewing questions, but for the purpose of this article, we’re going to focus on how to provide a star interview answer when answering questions in and interview. The star method can be used effectively no matter what style of job interview you find yourself in.[private]
The star interview technique is a great way to add punch to your interview answers and create more interest to the interviewer. This will help strengthen your job interview candidacy as well as positively separate you from your competitors.
How to start using the STAR interview method
You start by having a job interview communication strategy…and putting key phrases into your stories.
To appreciate a communication strategy, consider the “platform” of a presidential candidate. Their strategy anticipates questions on relevant issues and formulates statements to guide the candidate’s answers. Now, when employer’s recruit, they have a concept in mind. This means you need to have a solid idea of the best questions and answers for interviews.
I provide extensive training on this concept in my computer based training video by explaining how you can can connect with the “message playing inside the recruiter’s head.” In the final analysis, they hire you for the skills and abilities that certain key descriptive phrases imply.
To expand your marketability, you must develop stories that incorporate those phrases to create maximum interest. Without stories, most people will forget what you say in a matter of minutes. We all remember good stories.
To ensure your points are memorable, I recommend using a method for creating interesting stories. SOAR is an acronym that stands for Situation, Opportunities, Actions and Results. It offers a process for describing your past experience.
You may also have heard of the STAR process (Situation, Task, Action and Results).
The STAR process… and how it works
Situation. Describe a job by outlining the situation when you began, making it interesting.
Task. Then describe the tasks that you performed, both on a routine basis as well as special projects. For example, “When I joined the firm, sales had been declining for three years. I developed and executed a different strategy to target new areas.”
Actions. Next, move to actions taken by you and others (the team). We believe that these actions are the most important part of the STAR process, and a great place for the descriptive phrases.
Results. Then relate what results occurred. For the “R” in STAR, try to quantify the results. For example, you cut costs by S100,000 or 20%. In many administrative situations, you can measure results using statements like “I did it in half the time” or “The system I developed was adopted throughout the company” or “I won an award.”
Indicate positive things you did to help your organizations. Describe how you helped your management team meet their goals, and also the results they achieved. You can also show how you demonstrated a skill or a personal quality.
Create stories in your answers to interview questions that demonstrate benefits you can bring. If you successfully managed the integration of two teams following a merger, and the new business gained market share and/or costs were reduced-by all means say so. Wherever possible, quantify with dollar amounts, percentages, etc.
Here’s some examples of STAR interview stories
Situation / Task: When I joined MBC Sales, the company had lost nearly $7.5 million on a new product release. I recognized an opportunity to utilize my Procter & Gamble experience in marketing.
Action: With the help of the Y & R agency, I re-launched the brand, created a new television advertising campaign, and re-focused all marketing efforts.
Result: Within a year, we turned an $8 million loss to a $4 million gain-30% of the firm’s profits.
Situation / Task: The company recruited 5,000 people a year, but never had a sales training program.
Action: I created the firm’s first national sales training course. With a staff of 20, we introduced it in 57 markets throughout the US.
Result: For the first time, the company was able to bring in recruits who began produced sales within four weeks. In the following year, sales by newcomers accounted for $3,000,000.
Think of key accomplishments, i.e. the things you’re most proud of. Do this for each job and put it in writing using the STAR interview question answer format and then internalize it so you can deliver it naturally during a job interview.
Get even more impact when providing STAR answers to interview questions
For even greater impact, include these accomplishments in your resume so they will naturally come up during your interview. I recommend a Power Accomplishment Resume Format which is presented in the eLearning CBT modules where I discuss the STAR interview answer technique.[/private]
