The STAR format is a commonly used method for conducting behavioral interviews, where the interviewer wants to gain insight into the candidate's past behavior in order to predict their future performance. It allows the interviewer to gain a deeper understanding of how the candidate approached a specific situation and what they did to resolve it.
The STAR format is made up of four key components:
Situation: This is the context in which the situation took place. It should include details such as the location, date, and background information.
Task: The task component describes the challenge that the candidate faced and the expectations they had to meet. It should also include why the task was important and what had to be done.
Action: This component describes the specific actions that the candidate took to address the challenge. It should include details on what the candidate did, how they did it, and what tools or resources they used.
Result: The result component should describe the outcome of the candidate's actions, in a measurable way if possible. It should also include any feedback received from customers or colleagues and any lessons learned from the experience.
By using the STAR format, the interviewer can gain a more complete picture of the candidate's past behavior and assess whether they have the skills and experience needed for the role.
Example STAR Questionnaire:
Situation: Can you describe a time when you had to handle a difficult customer?
Task: What were the customer's expectations and how did you handle the situation?
Action: How did you address the customer's concerns and resolve the issue?
Result: What was the outcome and how did it impact the customer?
By using the STAR format, interviewers can ask more structured and focused questions that allow the candidate to provide specific examples of their past behavior and results, giving the interviewer a clearer understanding of their skills and experience.