Behavioural competencies, of an employee, can influence the work culture in which the workplace thrives. Employee merits aside, these tendencies determine whether everyday situations are going to be successfully resolved or get enveloped in inefficiency and inadequacy.
That’s precisely why the inclusion of behavioural interview questions has become an integral part of employee selection and recruitment. According to the Society for Human Resource Management’s published work titled ‘Behavioral Interview Guide’ (link), such questions are aimed to elicit honest responses that can help organizations determine the following targeted skills;
Here is a list of key skills needed to have a healthy workplace.
How can behavioural questions act in accomplishing the above, or more, desirable qualities in candidates? The answer is in a framework that is being widely used to understand candidates in the context of trying and challenging situations.
One such framework is the STAR method that we will be describing in this article – What is the STAR method? How do you respond to STAR interview questions? And finally, how can the STAR method be used to make your resume more potent?
One of the biggest concerns of supporters of behavioural competency is finding a valid window into a candidate’s behavioural skillset. This is where the STAR approach comes in. STAR – Situation, Task, Action, Results – is a four-step framework. Recruiters use this framework to pose interview questions that take care of creating a comprehensive picture of the candidate’s competencies. Candidates use the framework to not just respond to said interview questions but also highlight their accomplishments in their resumes. A shallow dive into the method is listed below.
Let us find out how this method is usually employed.
STAR Method of Interview – Examples and how to respond
The concern of the recruiter is to peek into the mind of the candidate and understand his natural response to various situations. A STAR question allows that perspective.
Here are some examples of STAR questions:
Here’s how you can attempt such questions to make a successful impression on the recruiters.
While used as an interviewing tool by the recruiters, the STAR method can also come in quite handy in framing an effective and interesting resume. This kind of resume is different from the usual fact based, bullet point one. Such a resume is designed to highlight your strengths and accomplishments with solid examples, instead of idle claims of greatness.
A resume, inspired by the STAR approach is aimed to satisfactorily demonstrate a skill. For instance, if “leadership” is your strong suit, then you can describe a past leadership situation, task, action, and result,while summarizing your previous educational or work experiences.
Here’s an example. If you are laying out your work experience, describe your role in the company and bullet out a few STAR patterned achievements to give the recruiters an insight.
While it needn’t always be such grand achievements, your attempt to collate your accomplishments will serve to create recruiter confidence in your abilities. And remember, know your resume well, ‘coz chances are you will be quizzed on them for more details.
Read Resume Writing Skills
In conclusion, know your doings in the past and be prepared to answer questions that dive into your behaviour in the face of adversities, challenges, tough deadlines, working relationships, and what have you. ‘Coz these are the qualities that will be most definitely tested in every place you end up.