When I was a recruiter with big pharma back in the 90′s, the Star Interview Method was the big push.  One of the reasons it came into being was in order to create a system hiring managers would use to interview candidates.  This “system” had a goal and that was to reduce the number of subjective hiring that was done.  This was during a time when many companies were being encouraged (strongly I might add) to bring diversity into their company ranks.  We did not use quotas per se but we were strongly encouraged to be more open-minded with our hiring and seek out diverse candidates more effectively.

The Star Interview Method was used to evaluate candidates based on their responses to interview questions.  In addition, this method attempted to begin to remove the “gut feeling” that is a very important part of the interview.  The four letters S-T-A-R represented the best way to evaluate the interview question that was asked.  The questions were to be behavioral-type questions which helped to uncover a person’s behavior for a given situation.  The “star” letters represented:

S – Situation

T – Task

A – Action

R – Result

If the interviewee answers the questions by using this method, they are given values for each of the letters.  Now each interviewer did this differently.  Some would just write down whatever they felt like to get the info on paper and still make their decision based on their gut.  Others would use this method (and only this method) to evaluate candidates.  They would take very detailed notes which would be left in the candidates file for future scrutiny.

When an interviewer used the Star Interview Method, most of the interview questions started out with the phrase:  “Tell me about a time when…”  These questions were actually very good at uncovering how a person would react to real-life situations they would be put in given they got the job.  At the end of the day, the questions and method were helpful especially to new manager or those who didn’t have much experience at interviewing.

If you are going to participate in a behavioral interview, you will probably be subjected to some form of the Star Method.  Be prepared to describe how you would handle a variety of situations.  Be prepared to describe similar situations you have been in and how you reacted in them.  Be honest with your answers but be careful.  Be careful to add some real emotional honesty to the mix.  It is important that you appear to be answering honestly and not seem like you were coached.  Letting the interviewer know you have had a struggle with a certain element of your job can either help your candidacy tremendously or harm it.

Take your time answering these questions.  Think of stories that describe you at your best.  The post on Thursday will provide the top 10 behavioral questions and how to answer them.

Let’s Get Started!

Jeff