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Glossary – STAR Method

STAR Method

Nikiforov Alexander
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STAR Method

The STAR method is an approach to conducting interviews where the recruiter asks the candidate questions about specific situations from their professional or everyday life. This method allows for the analysis of a candidate's behavioral patterns, which is an important aspect of assessing their competencies. In such an interview, the recruiter focuses on obtaining answers to four key questions:

  1. What happened? (Situation)
  2. What needed to be done? (Task)
  3. What was done? (Action)
  4. What was the result? (Result)

Thus, the interviewer can better understand how the candidate reacts to various situations, how they think, and what actions they take in response to challenges.

Difference Between STAR Method and Standard Interview

Unlike a traditional interview, where the recruiter asks questions about the candidate's biography and skills, the STAR method aims for a deeper exploration of specific examples from the interviewee's life. Here are some examples of comparative questions:

  • Standard question: "Do you know C++?"
  • STAR method question: "Tell me about the difficulties you faced when writing programs in C++?"

This approach not only helps to identify the candidate's knowledge but also checks their sincerity. If the candidate cannot provide specific examples or responds with vague statements, it may indicate that they have embellished their resume.

Alternative PARLA Algorithm

There are other methodologies, such as the PARLA algorithm, which is also used for candidate evaluation. It includes the following steps:

  1. P (Problem): What task did you have to solve, and what was its complexity?
  2. A (Action): What actions did you take to solve this task?
  3. R (Result): How did the situation change as a result of your actions?
  4. L (Learned): What did you learn from this situation?
  5. A (Applied): How do you apply the knowledge gained in practice?

While this approach shares a similar logic with the STAR method, it places greater emphasis on the candidate's reflection on their experience.

How a STAR Interview is Conducted

During the preparation stage for the interview, the employer creates a job description that outlines the necessary skills and competencies. The recruiter prepares questions aimed at assessing these qualities. Questions typically start with phrases such as:

  • What do you do when…
  • Have you ever had to…
  • Provide an example of…
  • Describe a situation where…
  • Tell me about a time when…

Modern technologies, such as neural networks, can be helpful for interview preparation, allowing for the generation of questions based on the job description using the STAR framework.

Analysis of Candidate Responses

During the interview, the recruiter asks the candidate to discuss several events that confirm the required skills. It is important to pay attention to the details of the candidate's responses, their ability to mention specific facts and details. If the candidate cannot clearly articulate their thoughts or gets confused with the details, it may indicate that they are not being truthful.

The recruiter asks clarifying questions to obtain a complete picture and ensure that the candidate truly possesses the stated skills. For example, if a candidate claims they increased sales by 10%, the recruiter may ask how this was achieved by requesting specific examples.

Advantages and Disadvantages of the Method

The STAR method has its advantages and disadvantages. The advantages include:

  • Brevity: Allows for a focus on the candidate's relevant experience, avoiding unnecessary details.
  • Specificity: Helps to uncover specific examples of the necessary qualities manifesting.
  • Truth: Encourages attention to detail and reveals the true level of the candidate's competence.

However, there are also disadvantages:

  • Candidate's memory: Stress can negatively affect the ability to recall important details.
  • Possible manipulation: Candidates may prepare and fabricate information if they know the interview format in advance.

For the candidate, the STAR method can be an excellent tool for interview preparation, as it helps structure information and present their achievements in the most favorable light.