STAR Methodology: Everything you need to know about it!

Using the right techniques to secure a job is crucial! If you've never heard of the STAR Methodology, then read this article now!

What is the STAR methodology?

Here's the thing: if you're looking for an effective methodology to help you stand out in a job interview, give STAR a try.

In this way, she provides concrete examples showing that you have the necessary/required experience and skills for the position in question.

The acronym STAR comes from the English words: Situation, Task, Action, Result. In Portuguese, the acronym is the same, translating to: Situation, Task, Action, Result.

Primarily, for competency-based interviews (or behavioral interviews) – those in which the recruiter asks for examples of situations you have experienced professionally – The STAR method can be used to make answers more structured, providing the information the recruiter is asking for.

According to the recruitment company Michael Page InternationalMore than 50% of candidates who use this technique in an interview are more successful than those who do not use it.

When is the STAR methodology used?

The recruiter will present hypothetical situations that could occur in the organization's daily operations and will evaluate the candidate's response.

As mentioned earlier, the STAR methodology is very efficient in structuring responses, thus facilitating the interviewer's analysis.

The answers to the questions asked by the recruiter will serve as a situational preview regarding the candidate's behavior for the position. In other words, how they would behave in the situation they were placed in.

Those responsible for the selection process combine these answers with the candidate's professional history.

Ultimately, it's important not only to know if the presented profile aligns with the job opening, but also to learn more about the interviewee's most dominant characteristics, based on their corporate background.

How to use the STAR Methodology techniques in job interviews?

In order for us to better understand how the STAR methodology works, it is necessary to have a fundamental question that will guide the technique.

The answer given will take into account the four pillars we mentioned earlier (Situation, Task, Action, Result).

In fact, there is no "right or wrong answer." What is evaluated is what will be conveyed in this questioning, helping the company to find the candidate with the profile closest to what is desired for that open position.

Exploring each letter of the acronym, we have:

S – SITUATION

The story should be based on true facts and use clear examples of how the candidate used their skills and knowledge acquired throughout their professional career to solve a problem.

T – TASK

Having chosen and presented the situation to the interviewer, the candidate now needs to focus more on the details of their actual responsibilities.

Thus, it is possible to verify the person's level of commitment to solving the problem in question and their level of commitment to solving problems (whether routine or major) that may arise in the company's daily operations.

A- ACTION

Here, solutions related to the problems discussed earlier are presented.

For candidates, it's important to limit themselves to examples that have truly had a positive impact on their story. And, consequently, the key to solving the problem presented.

The situation must be genuine; otherwise, the recruiter will notice, and you will not pass the selection process for the position in question.

It's also important to be restrained: don't boast with every answer you give. Be as neutral as possible when telling your story.

Only include things that are actually relevant at the moment: What were his attitudes and what were the reasons that led him to believe that this should be the path to take?

Don't comment on what other people did in that situation. Other people's attitudes don't matter (only yours, since recruiters want to get to know you).

R - RESULT

The final part of the story's unfolding and the resolution of the situation presented.

Here, the candidate must summarize the results obtained through the actions, clearly and concisely showing everything that was achieved with the strategies deemed effective.

Tip: If it's possible to use numbers to show the results quantitatively, that will sound even better. Data often generates even more credibility because, after all, it's a metric verification.

Get ready to surprise, not be surprised!

If you want to avoid the most common interview mistakes, such as giving generic/random answers, it's good to... study a few days before to prepare better.

Search online for the most frequently asked questions in behavioral interviews. The STAR methodology has some standardized questions, making it easier for you to prepare at home.

Candidates who are willing to take practice tests, reading these questions beforehand, tend to perform better. So, if you want to increase your chances of success, take the practice test.

Another tip is Have the version of your resume that was sent to recruiters on hand for them to review. Reviewing all the skills mentioned there and thinking of questions for each one.

The answers should correspond to each letter of the acronym we presented earlier in this article. If you want to confirm which experiences are most relevant to mention, check the job posting and find out what professional profile the company is looking for.

Many HR experts consider the STAR methodology to be a tool that anchors the organization of responses, capable of more effectively exploring all relevant points of the resume.

Preparation is always crucial, so study this technique so it can help you achieve success!

According to MB Human Capital websiteThe questions most commonly asked using the STAR methodology are:

1) Tell me about a time when you had to deliver bad news to a manager or team member. How did you do it? What was the other person's reaction?

2) Tell me about a time when you had to deal with a difficult colleague. How did you communicate effectively?

3) How would you explain the term 'X', from the industry, to someone from a different discipline?

4) How would you react if a leader encouraged competition among team members instead of collaboration?

5) Give me an example of when you made a process more efficient. How did you do it?

6) Have you ever missed a deadline? What happened? What would you do differently next time?

7) How do you prioritize work when you have multiple projects underway at the same time?

8) What was the most stressful situation you faced in your previous job? How did you deal with it?

9) What happened when you disagreed with a colleague about how to approach a project or handle a problem at work?

10) Describe a time when you had to deal with a customer complaint. What happened and how did you manage to stay calm?

11) Tell me about a time when your team missed a goal. How did you give feedback to your team members and present the situation to your manager?

12) Have you ever been assigned a task you weren't familiar with? How did you handle it? Did you ask for help or try to find a solution on your own?

On the same website, there is also a brief explanation of the purpose of the behavioral interview:

Basically, the questions tend to reveal how the candidate behaves in the following situations:

Teamwork;
How does he/she handle problem-solving?
What are the leadership skills?
What are the communication skills?
How do you use your time management skills?

Points to consider when using this STAR Methodology technique.

1) The story to be told must have a beginning, a middle, and an end.Pay close attention to the description of the facts, as this should also include a task, an action, and a result.

2) Focus on what you accomplished, how you achieved those results. Don't waste time criticizing former colleagues, speaking ill of former leaders, and highlighting the negative aspects of each one of them.

In addition to wasting precious time that you could be using to your advantage, acting this way damages your professional image in the eyes of the interviewer.

3) If the result was not favorable or was not what you expected, Emphasize that, within the possibilities, you did what you could., based on their common sense, experience and available resources.

Good things can always be drawn from adverse situations, and that's what you should remember and focus on during the interview. It's your moment, your opportunity, so take advantage of it to show your best!

Conclusion

Today, you saw that it's possible to prepare adequately using techniques from the STAR Methodology. Use these tips to make your presentation easier. job interviews.

Bearing this in mind, we know how difficult it is to find a new job and get an opportunity, especially during this pandemic. However, don't give up!

There are still many opportunities arising every day in the job market, in whatever niche you may be. Therefore, you can use this article to stand out in the interview and finally get your YES!

Furthermore, always strive to be honest, because lies can't be sustained for long. It's not worth harming yourself, is it? So, always tell the truth.

JOB INTERVIEW ➔

Content Team The Administrator

I am a member of the O Administrador team and I produce content about career, personal finance, financial education, productivity, and professional development. My goal is to share clear and practical information to help readers with their day-to-day decisions.

September 9, 2021

Career