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.
- 10, 2010) based on my financial situation, my uncertain future income
- If ready, then it would be deployed to creation after OK from CTO
- Friends, family, and personal cost savings
- Boost sales
- What Is Business Intelligence
- Bringing in your experience with current frontend and backend technology
- Demonstrating how your value proposition pertains to your prospect’s business pain
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 …Read More