What makes a good STAR?
A good STAR analysis is based on recent behavior and a reflection of an actual event. Make sure the STAR is derived from the candidate’s own words and prevent yourself from jumping into conclusions too early. Behavior, being effective or not, is depending on the context. That is why it’s necessary to gather information on all components of the STAR. In the end, a good STAR makes you able to assess the influence of the situation on the result. (To what extent is the result due to behavior or to circumstances?). Next to that, a good STAR makes you able to determine whether the actual result (the R in STAR) fits with the expected result (the assigned task: the T in STAR)
Your role as interviewer: Stimulate – Summarize – Keep on asking
Ask open questions, but keep being in control
Keep in mind that the open questions are asked for a very specific goal; to get information on a specific competence. From the moment we feel the candidate is not giving us relevant information anymore, the interviewer must bring the candidate back on track. Dare to interrupt in a polite but determined way. Notify the candidate that you would like to get into that specific question or that concrete situation since our time is limited and you also want to hear about other things.
Help your candidate to give examples of behavior and keep on asking
Not sometimes, but very often the interviewer must really help the candidate to remember and explain concrete situations. The type of questions associated with the STAR methodology go beyond the regular interview format, and therefore probably go beyond the answers the candidate prepared in advance. When this happens, you must be supportive. Perhaps ask the question in a different way, encourage, and tell the candidate to take his/her time. Dare to deal with silence. These questions are indeed not very easy.
Sometimes the example of behavior shows a negative spiral of behavior. Discuss this thoroughly and look for contrary evidence.
Have you experienced hiring mistakes due to a mis evaluation of the required competences? Do you perceive the process of competence based interviewing as challenging? Or are you curious to learn more about our experiences using this methodology?
Let’s connect! or read our other article about competence based interview techniques