THE BEST Guide [2019]

A resume tells you that a applicant has the required skills and background for the open role, and a resume cover letter confirms their fascination with the positioning. An interview, then, is a crucial step for evaluating a candidate’s critical thinking, decision-making, and interpersonal skills — essentially, it’s an chance to dive deeper.

To evaluate each candidate you interview fairly, you’ll want to ask questions to understand how they’ll perform in the role. The STAR method (which stands for “Situation, Task, Action, Results”) is a behavioral interviewing technique you can use to gain those insights. Interview questions using the STAR method urge candidates to tell a linear story, focusing on a specific situation and providing details regarding results and tasks.

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Essentially, the STAR method takes a candidate to describe a prior work situation anecdotally, provide details regarding the tasks required, what actions the candidate took to attain those tasks, and the results of the situation. When used properly, the STAR method is incredibly effective. Here, we’ve created a comprehensive guide about how to use the STAR method, so you can learn how to get ready to interview a candidate, to check out types of questions to identify your best candidate.

Here’s a list of ten popular STAR interview questions. Ideally, you’ll tailor them for the precise role and applicant, but you may use these for initial inspiration. 4. You indicated on your resume that leadership is one of your strengths. To incorporate STAR questions into the interview strategy successfully, there are four steps you’ll need to take. Begin by making a summary of questions applicable to the precise candidate’s prior experiences, skills, and characteristics.

The list of questions above can provide as general starting factors, but to really delve into a candidate’s specific history with regards to the role, you’ll want to tailor your questions properly. If you’re using the STAR interview method, ask questions that want situation-specific answers. For instance, if you want to know in regards to a candidate’s flexibility, you might ask, “Describe a time when you put your needs aside to help a co-worker understand a task.

How do you assist them? Not everyone agrees this step is essential: some recruiters choose not to clarify that they’re looking for situation-specific answers, to see how the applicant deals with answering the question she wants however. Some hiring managers see the benefit of being vague — at the very least, you’ll get a candid answer from your candidate likely.

But other experts, like Todd Lombardi, a college relationships specialist at Kulicke & Soffa Industries Inc., believes it’s important to explain what he’s looking for before requesting a candidate any behavioral interview questions. When Lombardi starts a behavioral interview, he details the process, telling the candidate he’s looking for specific good examples, names of individuals, dates, and final results. Lombardi talks with candidates about tasks they’ve done, how their role has developed, how they’ve taken care of deadlines or unpredicted situations, and how they’ve coped with adversity.

If you don’t explain what you’re looking for upfront, you risk receiving an incomplete answer or complicated the candidate. If the applicant insufficiently answers, perhaps you want to provide her an opportunity to modify her answer. STAR interview questions are helpful for determining major characteristics in your applicant particularly, or getting more context for potential issues you observe with their curriculum vitae. When you ask STAR questions, you should know what you’re looking for in a candidate’s answer.

In the question above, it shouldn’t matter too much what the candidate’s idea was — instead, you’re looking for the applicant to display a higher level of assertiveness, confidence, and good decision-making skills. Regardless of how the candidate answers, take note of how the candidate proven — or didn’t demonstrate — those characteristics.