Why use the STAR method in interviews - interviewers and candidates

How the STAR method can help candidiates prepare for interviews and interviewers objectively assess candidates

When asked by clients how they can improve their recruitment practices to ensure fair evaluation of candidates, we advocate using the STAR method as part of an inclusive recruitment process.  

It’s also a technique that we recommend to candidates to help present their experience and skills in the best way, helping them to focus their answers, cut waffle and stay relevant.

Here, we briefly summarise what the STAR method is, the types of questions that might come up in a STAR method interview and how it can support ED&I (equity, diversity & inclusion)

What is the STAR method?

STAR stands for situation, task, action, result. It provides a structured way for candidates to give clear, concise answers backed by specific examples in a logical order. Here’s how a STAR answer should run:

• Situation. Start by describing the background and giving context. What was the issue or challenge that you faced?
• Task. Explain your role in this scenario. What was your responsibility in tackling the issue
• Action. What steps did you take to address or resolve the issue?
• Result. Explain the results of your actions, using measurable data and outlining learnings and future improvements if possible.

Each part of the answer should be delivered in a concise manner, flowing through the example in a logical, structured way, with more time given to the Action and Results parts of the answer.

The example should be taken from your past experience and highlight some of your key strengths and skills.

What are behavioural questions?

The STAR method works best when answering behavioural questions, an essential tool for an inclusive recruitment process. They focus on assessment of a candidate’s skills, problem solving and behaviour in various scenarios related to the job. Interviewers can then see how well the candidate responded to a situation in the past and infer how they would be likely to perform in the role they’re hiring for.

Examples of behavioural questions include:

Tell me about a time you had to…

Give an example of when…

Describe a situation where you had to

Do you usually…

These questions are often grouped to assess general skills, for example team management, problem solving or leadership, and skills specific to a role, such as designing dashboards, running an IT support desk or completing year-end accounts.

Interviewers should think about the type of situation that is most relevant to the job and design behavioural questions that will showcase the candidate’s ability to perform well in the role.

Boston Hale can help hiring managers to craft a set of behavioural questions for STAR method interviews.

Candidates should prepare for the interview by identifying past examples that align with the job description of the role they are applying for. The best examples will be ones where the candidate can demonstrate measurable results or outcomes based on what they’ve done.

Boston Hale can support candidates in their interview preparation by running mock STAR interviews and helping to tease out relevant examples from their experience.

How can the STAR method support your ED&I objectives?

Because the STAR method follows a structure and uses behavioural questions to focus on real-life examples, it reduces subjectivity and bias in the interview process. 

• Objective evaluation. Interviewers are evaluating specific skills and behaviours rather than relying on vague impressions or ‘gut feel’ – reducing bias. 
• A level playing field. We advocate asking the same questions, in the same order, and using a structured scoring system to ensure all candidates are assessed using the same criteria. We can advise on how to design a scoring system for your job.
• Focus on skills rather than background. Reduce subjective ‘culture fit’ unconscious bias, such as age, affinity, confirmation and ‘halo effect’, by focusing on competencies and real-life experience.

The STAR method alone doesn’t guarantee an inclusive recruitment process. Interviewers also need to consider the make-up of the interview panel, individual needs of each candidate, releasing the questions ahead of the interview and training interviewers on unconscious bias among other things. 

Ask our team how we can help to design your inclusive recruitment process. 

Why use the STAR method?

For interviewers, the STAR method can help identify the candidates who are most likely to perform well in the role. It provides a clear structure, focuses on the specific (hard) and general (soft) skills relevant to the role and can help eliminate bias.

For candidates, the structure provides a template for interview preparation, steers them towards thinking about examples from their experience and can boost confidence. Candidates less used to or less comfortable with interviews have a framework through which they can showcase their skills. Those prone to losing focus or waffling have a clear structure to keep them on track.

The STAR method is used regularly by our recruitment teams, whether advising clients around the design of their interview process and questions, or supporting candidates with their job search. 

Contact us for more on how to use the STAR method in your interview or recruitment process.

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