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The STAR Method is a structured approach to answering behavioral interview questions. The candidate describes a previous experience that demonstrates a specific competency. The interviewer wants to know specifics, not generalities.
The STAR Method is a structured approach to answering behavioral interview questions. The candidate describes a previous experience that demonstrates a specific competency. The interviewer wants to know specifics, not generalities.
The STAR Method is a structured approach to answering behavioral interview questions. The candidate describes a previous experience that demonstrates a specific competency. The interviewer wants to know specifics, not generalities.
WHAT is STAR? WHEN do I use it? WHY should I use it? HOW do I use it? Activity Wrap-up Questions Intro to STAR Method Introduction to the STAR Method Presenter: Amy Bentley Agenda BEFORE the interview WHAT is STAR? WHEN do I use it? WHY should I use it? HOW do I use it? Activity Wrap-up Questions Intro to STAR Method BEFORE the interview Know your brand! What are you selling? 3 specific descriptors of you as a professional Establish your brand through your positioning statement, cover letter, resume, and THE INTERVIEW Intro to STAR Method BEFORE the interview What is an open job? An unmet need. Look at it from the companys point of view. What can you do for them? Research the job What are the qualifications? What are the day to day functions? Where does it fit within the organization? Try to tailor your answers to the position. Research the company Whats going on with the company? Financially? Strategically? Whats important to them? PRACTICE!!! Intro to STAR Method WHAT is the STAR Method? The STAR Method is a structured approach to answering behavioral interview questions in which the candidate describes a previous experience that demonstrates a specific competency. SITUATION TASK ACTION RESULT Intro to STAR Method WHEN do I use it? What is a behavioral interview? Behavioral interviewing asserts that "the most accurate predictor of future performance is past performance in a similar situation. The interviewer will be asking himself/herself: Has this person done this type of work before? Can this person hit the ground running? Could I put this person in front of a client? Will they congratulate me on this hiring decision 3 years from now? The interviewer wants to know specifics, not generalities Tell me about a time when Intro to STAR Method WHY should I use it? Demonstrate competency in specific areas Leadership, Teamwork, etc. Past actions should predict future behavior Demonstrate your ability to clearly articulate the competency and contributions you have made to an organization Keep response brief and concise while addressing the key points that illustrate the competency. WHY do I use it? HOW do I use it? Telling Your Story S / T = Situation / Task (20%) Situation provides the context and gets the interviewer engaged Task describes the high level strategy to address the problem A = Action (60%) Your specific action linked to the strategy. Opportunity here to describe your actions vs. the task requested R = Result (20%) Specific outcomes/solution resulting from actions Be as specific as possible Unique, Compelling and Credible Intro to STAR Method Provide necessary background information and context to lay the foundation for your answer Ask yourself: What was the situation you found yourself in? What was the problem the organization / project faced? Ex: A brand was losing market share rapidly What was the question the organization was trying to answer? Ex: How do we enter into marketplace strategically? Introduce the complication or problem that needed to be addressed and/or you had to resolve Intro to STAR Method Step 1: Situation Stress the high-level strategy that you took to deal with the complication set forth in the Situation Ask yourself: What was the specific task you had to achieve? What was success to look like? What was the goal? Was it a recommendation? Analysis? Implementation? Ex: Did you fulfill one part of a process or everything from analysis to decision to implementation Opportunity to possibly show your problem solving / structuring abilities Make sure to use I not we to ensure that they understand what you specifically were tasked to do Recruiters are hiring you, not your old team or company Intro to STAR Method Step 2: Task Outline the specific tactics taken that link to the high level strategy outlined in the Task Ask yourself: What actions did you take to accomplish your task? How did you create the solution and what did you do? What process did you take? How did you approach solving the problem? How did you collect and filter data? Ex: Created spreadsheets to filter current financials based on XYZ variables Audited files Conducted interviews, focus groups, etc How did you approach analysis? Ex: Created decision-making model How did you ensure buy-in / success? Ex: Maintained frequent contact with Sr. Management to ensure agreement and buy-in Intro to STAR Method Step 3: Action Be as specific as possible, providing precise metrics and outcomes delivered (quantifiable if possible) that resolved the complication set forth in the Situation Ask yourself: What was the result of your action? What happened? What was the outcome of your work? What were the metrics? Did it address the problem / objective the organization was trying to address? What did you learn? Intro to STAR Method Step 4: Result Intro to STAR Method Story buckets Be prepared for specific competencies and have stories for each: Teamwork Learning from failure Conflict resolution Initiative Intro to STAR Method Story buckets Each story can also demonstrate more than one competency. Story #1 Story #2 Story #3 Story #4 Intro to STAR Method Map i t ! Competency or Skill Story S T A R Leadership through difficult time Story #1 . . . . . . . . . . Story #2 . . . . . . . . . . Dealing with ambiguity Story #1 . . . . . . . . . . Story #3 . . . . . . . . . .
Story Competency or Skill S T A R Story #1 Analytical Ability . . . . . . . . . . Teamwork . . . . . . . . . . Story #2 Learning from Failure . . . . . . . . . . Executive Communication . . . . . . . . . .
Method #1: Competencies-to-Stories Method #2: Stories-to-Competencies Intro to STAR Method Map it! Do NOT actually use the words of S.T.A.R. E.g., "The situation wasThe task was My actions were The result was Remember you are telling a story, not just reading bullet points Show personality and comfort with the material. Be believable. After the results, smoothly summarize or close the answer Tie the main points of your answer back to the original purpose of the question (this should be no more than 1-2 sentences) Intro to STAR Method Structured but Authentic Avoid COMMON MISTAKES Too long Too generic (ex: too much MBA jargon) Not specific enough Not memorable Not real enough too perfect Did not follow a logical format (Ex: STAR) Intro to STAR Method REMEMBER: LISTEN TO THE QUESTION! The story/example you provide is an of the answer to the question. Make sure you are answering the question! Intro to STAR Method ALLOW US TO DEMONSTRATE Intro to STAR Method YOUR TURN! Intro to STAR Method Intro to STAR Method 2 MINUTE MAXIMUM! Question 1: Describe a situation where you needed to develop a strong relationship with someone. How did you accomplish this? S.T.A.R. Practice Intro to STAR Method Question 2: Tell me about the last problem you faced that you solved in a creative or highly imaginative way. S.T.A.R. Practice Intro to STAR Method Question 3: Give me an example of a time when you had to persuade someone to accept an idea. S.T.A.R. Practice Intro to STAR Method Use examples from varied experiences Professional School Community Personal Take ownership Use I not We Succinct is ALWAYS better than long-winded No generalizations or vague statements Watch out for filler! umuhyou knowoklike Close the sale Give clear and concrete examples for why YOU are the best person for THIS job. PRACTICE! PRACTICE! PRACTICE! Preparation differentiates! Intro to STAR Method Wait a beat (take a breath!) before you respond. Mirror the interviewers demeanor and body language. Listen for key words in the question, and use the same words in your response. Describe a situation where you needed to develop a strong relationship with someone. How did you accomplish this? Tell me about the last problem you faced that you solved in a creative or highly imaginative way. Give me an example of a time when you had to persuade someone to accept an idea. Its a good idea to begin (introduction) or end (bring it home) with a summarizing statement. S.T.A.R.Summary Tips & tricks Intro to STAR Method Top 5 Interview Mistakes Failed to show enthusiasm Failed to demonstrate a fit for the position Unable to communicate the relevance of education or experience to the job Unable to understand what the company is looking for with regard to the position Failed to present an effective resume Did not have a strong storyline Failed to articulate value of work experience or skills Rambled Did not seem well versed about the company, industry, job, interviewer Unable to demonstrate a fit for the culture Intro to STAR Method WHAT NEXT? Did we mention? PRACTICE Intro to STAR Method STAR Practice Sessions Mondays Wednesday every week Monday/Wednesday sessions: 5:30pm to 6:30pm 10 spaces in each session with one facilitator Tuesday sessions: 6:30pm to 8:00pm 15 spaces available in each session Broken into groups of 5 when possible Staff or alumni facilitators Recommend at least 3 sessions No more than 1 session per week RSVP REQUIRED Intro to STAR Method STAR Practice Sessions Intro to STAR Method STAR Practice Sessions Intro to STAR Method STAR Practice Sessions Intro to STAR Method STAR Practice Sessions Intro to STAR Method Questions? Intro to STAR Method ? ?