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In fact we we wanted to let you know that we created an amazing free checklist for behavioral questions that covers all the critical info you need when dealing with these tricky types of job interview questions!ĬLICK HERE TO GET THE BEHAVIORAL INTERVIEW CHECKLIST Common Mistakes While Answering STAR Questions 1. Once you have those skills identified, go through your own personal history and background and find success stories that align with those skills. And as mentioned above, if you don't have a work-related experience to help illustrate the behavior, try to fall back on another situation from your past, whether it be from school, athletics, charitable work, or something similar! Make sure that the behavior you are demonstrating is relevant to the behavior the hiring manager is asking about. In other words, they show that you are capable! Here is one important thing to remember: choosing the best success story for the situation is very important. These are important because they allow you to show the hiring manager that you possess the skill or ability needed to complete a relevant task in the future. MIKE'S TIP: What is a success story? Well, it's basically exactly as it sounds! A success story is a story from your past that clearly demonstrates you accomplishing a task that you were faced with. By picking out what skills the company is specifically looking for or are required for the job, it will help you target your success stories. Prior to going in for your interview, make sure you take a hard look at the job you’re applying for and use clues from that to prepare your STAR answers. While there is literally an unlimited amount of possible behavioral questions a hiring manager could ask you, there are several specific categories they all fall into: What did you accomplish? What did you learn? What were the results of your actions? When to Use the STAR Method Share what the outcome of the situation was and how you specifically contributed to that outcome. You’re discussing what happened after you were given the task and took action. The “result” is functionally a closing to the story. That way, you come across as a stronger match. Remember to focus on skills and characteristics the hiring manager will find desirable, primarily by choosing ones that align with the job and company culture. How did you complete the task you were assigned? What skills did you use? How did you collaborate with? What traits helped you during the journey? The “action” is the part where you describe exactly what you did. Make sure to highlight any challenges you faced. You outline the work that was laid before you, giving the hiring manager insights about your role in the equation.ĭescribe the task you were responsible for in that situation. The “task” is the aspect of the situation you had to manage. Remember to include the who, what, where, when, and how. It doesn’t necessarily have to be work-related as long as it’s relevant. Think of a situation similar to what the interviewer is asking you about that had a successful outcome. Essentially, you’re setting the stage with the situation part of the strategy. The same goes for encountering an obstacle. For example, getting an assignment from a manager is a situation. The “situation” is the initiating event that launched the scenario you’re about to discuss. Let’s take a second to break down exactly what each letter means. So, STAR stands for Situation, Task, Action, Result. STAR Stands for Situation, Task, Action & Result Each letter outlines a component of a great answer, effectively giving you a framework to follow when creating responses to behavioral interview questions. “STAR” is actually an acronym in this case. You “show” the hiring manager how you’d handle a situation using examples with a clear beginning, middle, and end for the scenario you present.
The STAR method interview approach relies heavily on story-telling strategies. In the simplest sense, the STAR interview method is a technique for answering behavioral interview questions. That’s where the STAR method comes into play. What Is the STAR Method?Ĭonsidering that behavioral interviews are the second-most popular format, having a strategy is essential. Luckily, we’re here to teach you about the STAR method and how, with a little preparation, you can provide answers that are on-point. That’s why you need an effective approach to create great answers.
As Monster puts it, it gives hiring managers an “honest glimpse behind the resume.” Behavioral questions help a hiring manager determine if a candidate also has the skills, experience, and traits to do the job effectively. Job interviews are stressful, especially when faced with the dreaded behavioral-style interview.