S.T.A.R. Story
January 21, 2008 by Darlene McDaniel
Filed under Jobs
I was visiting Linkedin this afternoon and saw a link to this site iHispano.com. This site is focused on Connecting Latinos to great jobs. There is a tremendous amount of information on this site, from job boards, to career advice, and interview tips. “Since 1999, iHispano is commited to promoting Hispanic Employment and networking opportunities through its partnerships with leading Hispanic organizations and corporate clients.”
One of the resources on the site is a S.T.A.R. Story Worksheet.
S.T.A.R. Story Worksheet
| S = Situation | T = Task | A = Actions you took | R = Results delivered |
| Situation: | |
| Where: | |
| When: | |
| Who else was involved from your team or people who were impacted: | |
| One problem I had to overcome was: | |
| Task: | |
| One specific issue I addressed was: | |
| Action: | |
| To solve the problem, I: | |
| Results: | |
| The end result was: | |
This worksheet was found on the iHispano website. The information in my opinion is useful for any jobseeker who is willing to invest time preparing for their next interview. This model of S.T.A.R. is not unique however. It is a behavior-based interview model. Something I have talked about here at Interview Chatter. Many organizations use behavior-based interview techniques to identify new employees in the hiring process. This is a great tool. Use it to help you prepare for your next interview!
Hi, Darlene
Great tool! I passed it on to my daughter who is a Recruiting Officer for an insurance company. Although she already includes behavior-based interviewing in her routine, this form makes it more succinct and clearer to the interviewee.
Hi Ren, Thank you for sharing this with your daughter. I like this tool and I will be using it with my clients.
If there is anything else I can help your daughter with, please have her contact me. I am happy to be a resource!
I have used behavior-based interviewing in the past, usually as directed by an HR department. Many, many years ago, I interviewed people for factory jobs. No behavior-based interviewing there. I struggle to find the value of this approach in selecting the best applicant (I know, I’m way behind the times). Any thoughts?
Jean
Hi Jean! Thanks for stopping by Interview Chatter. Good question.
Behavior-based interviews is only one component of the interview process when evaluating candidates to determine the best for a given position. Let me give you a short answer here, but I will write a post based on your question. You have sparked a thought…
The best way to use behavior-based questions as a component of the interview process is to create a profile of the position. In doing so, hiring managers have an idea of what they are looking for when interviewing candidates. Behavior-based interviews should help identify candidates with the core competencies necessary to do the job. Each candidate should be asked the same questions and each question should have a “good”, “better”, “best” metric that identifies your strong candidates versus adequate candidates, versus candidates who are not “competent” to perform basic responsibilities.
Even in the example you give of factory jobs. There are core competencies you can identify in those jobs. Frame questions from the core competencies to identify candidates with past experience that will help to identify candidates that should have success performing the jobs. Hope that helps in the short term.