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Answering Behavioral Questions: The STAR FormulaFiled Under: General

TIP

Some candidates may lack on-the-job experience. In those instances, ask behavioral questions that explore real life experiences from school or from volunteer service.

Behavioral evidence of skills used in these settings is also a valid indicator of a candidate’s likelihood of success on the job.
Behavioral questions are intended to make candidates think. Responses should tell a complete story with a beginning, a middle, and an end. You should expect stories of this nature to convey a considerable amount of factual detail. In fact, it’s the lack of detail that often betrays those who attempt to fabricate behavioral stories.

I recommend using the STAR technique to ensure that a candidate’s story is fully probed. Here’s how the STAR technique works:

• S and T = situation or task A candidate should talk about a specific situation or task in which they had to use certain skills and abilities to deal with a real problem or concern.
• A = action Find out what actions the candidate took to resolve the situation or perform the task. Actions are important because they reveal the extent of the candidate’s ability to use many of the skills required in a new employee. This area requires thorough exploration through the use of follow-up probes.
• R = results Don’t forget to find out the result of the candidate’s actions. Were the results those that were intended? What could the candidate have done differently or better?

This simple formula will help you explore behavioral situations completely and obtain valuable information about a candidate’s ability to use key skills in practical ways. The formula also helps keep interviews focused and on track.

TIP

Limit your interviews to the very best candidates. Also limit the number of candidates (six to eight is optimal) who will be offered an interview. Remember, the shorter the short list, the quicker you’ll be able to fill the position.

Taken From: 10 Minute Guide to Conducting a Job Interview