STAR Interview Technique Explained

We are frequently asked by our candidates what to expect in an interview and interview preparation is a part of our service. To ensure that within an interview you are able to demonstrate your skills and experience in the best way possible, we would like to share our knowledge of the STAR interview technique.
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The STAR interview technique is a common interview format and is a great recruitment tool for employers to gain a lot of knowledge about a candidate’s abilities within the interview. Alongside this, a candidate is able to use the technique and be thoroughly prepared for a competency based interview.

Competency Based Interviews

Competency based interview questions are situational questions that require an example from the candidate’s previous work experience. A STAR technique response to the question will provide an easy to follow story of what happened in the role, how tasks were approached and the successful completion of the tasks.

From a candidate’s perspective it isn’t easy to guess the questions that might come up in an interview, by being asked to prepare using the STAR technique they will feel better able to answer anything that might be asked about their work history.

Below is an explanation of the STAR technique structure and an example response. The example answer is in response to the scenario question ‘Give an example of completing a recruitment process within deadline’. The response should demonstrate the competency of delivering tasks at pace.

Example Answer

For this answer we will be using example from when a Recruitment Consultant needed to hit a deadline.

SITUATION – In my most recent role I was responsible for project recruitment. Shortly after joining the company there were three open vacancies for a project.

TASK – The time frame to complete the recruitment from advertisement through to on-boarding was four weeks. This would ensure that the new starters could join the project before work commenced.

APPROACH – To begin with I mapped out the recruitment process and assigned internal deadlines to each stage. I led weekly team meetings in order to keep up to date on progress and communicate effectively regarding interview and induction schedules.

RESULTS – All three positions were recruited within the four week time frame and the project was also successful. One of the team members was offered a permanent position at the end of the project, which they were delighted with.

For further information on interview preparation and the STAR technique watch our recent webinar – Perfect Your Interview Technique – STAR Technique Guidance and More:

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