Using the STAR method to improve your HR selection process
In my last post, I described the relevance of a recruitment process. An important selection process step is interviewing candidates. Unfortunately, I have observed many poor interviewers that did not ask the right questions, had no real structure in their conversation and also failed to deliver a great candidate experience.
One of the tools to structure your interview and have a better outcome is to use the so called START methodology in interviewing. STAR is an acronym that stands for Situation, Task, Action, and Result. The STAR method interview formula can be used by interviewers to predict how a candidate will perform in a given job if hired. The STAR method of behavioral interviewing is all about gathering real-life examples of past behavior to understand a candidate’s skill set beyond their resume. The assumption is that behavior from the past is a good prediction of future bahavior.
Let me briefly explain the STAR method:
Situation
First, the candidate briefly gives context to help you understand the source of a challenge or goal. Ideally, this part of the answer provides background information about their role and responsibilities, without being overloaded with unnecessary details.
Task
This section of the candidate’s answer spells out their corresponding goal and objectives. What were they attempting to accomplish?
Action
In this portion of their answer, the candidate explains the steps they took toward reaching their goal. Rather than recount the actions of their teams, top candidates use “I” statements to pinpoint their exact contributions.
Result
Finally, the candidate tells you the outcome of the situation, and how their actions directly impacted this outcome. Strong candidates may bring in numbers and data, relay anecdotes, or cite specific feedback.
Depending on your interview experience you can also ask directly for an example for a specific competence, like adaptability, or more indirectly. Let me provide you with some examples:
- Please describe for me an example for your ability to adapt?
- Please describe a situation in which you embraced a new system, technology or process that was a major departure from the old way of working?
- In your current job, what was the biggest change that you had to deal with and how did you adopt change?
Using the STAR method for interviews is a win-win for both recruiters and candidates. On the recruiter’s end, it prevents candidates from simply saying what they think the recruiter wants to hear. Candidates must instead back their claims with evidence. The STAR method interview also helps you curate a positive interview experience for candidates. It shows them that you care about their experience beyond the list of accomplishments on their resume.