An essential function of the HRI system is conducting interviews with potential new hires, which takes a lot of effort and recruiting expertise.
Therefore, Humanica would like to introduce you to the “STAR Technique” job interview technique in order to aid the recruiting department in screening candidates at the interview stage.
With the help of these questions, you may more quickly learn about the candidate’s behavior and determine whether their potential matches what the company is looking for.
Get to Know the “STAR” Techniques
In an interview, the STAR Technique is a way of responding to behavioral questions by having candidates discuss their prior employment or creative endeavors.
As such, the interviewer can determine if the candidate is qualified for entrance to the company. Let’s examine the acronym for STAR Technique.
S – Situation
Select questions about the applicant’s past employment experiences or difficulties they have faced that are compelling. Then, ask about work related to the position they are applying for is the best course of action.
You can also ask the applicant for examples of previous teamwork. For instance, if you want to determine whether they can work well with others. As a result, the applicant won’t respond to queries that aren’t relevant to the topic at hand.
T – Task
The next question should focus on the specifics and ask about the candidate’s work in an actual workplace scenario. Not only problems that emerged, but also how he handled the issue or how he handled the situation.
Furthermore, have them describe their duties in that circumstance with specificity.
A – Action
It is a question that focuses on the position for which the applicant is applying. For example, investigate the applicant’s motivation for taking the action. By doing so, the interviewer can determine whether the applicant meets the assessment criteria or not.
This would be in accordance with the behavioral skills required by the organization by looking at how they respond to the situation they are given.
R – Result
What is the end result of the action the applicants found when they have done something? With that, job applicants have a chance to discuss their accomplishments and failures, as well as the lessons they have learned.
Besides, it helps the interviewer determine whether they have taken any steps to ensure their success or if they simply have a method. Or, how do they handle situations that don’t turn out as planned?
Examples of STAR Technique Questions
Lastly, here are the examples of STAR Technique questions you can use.
S : Please give an example of a task that your manager has given you. What modifications or upgrades have you made that you haven’t before?
T : What is that job, and what part do you play in it – solo or in a team?
A : Please provide more details. How do you fix the issue, upgrade the system, and identify areas for improvement?
R : Is the work that you were given successful in terms of KPI?
Through direct experience, the interviewer can learn more about the candidate via the STAR Technique.
Because these professional experiences highlight a candidate’s strengths and help determine whether they are a good fit for your organization and what it actually seeks.