The STAR method is the question-and-answer format for a behavioral interview to determine the culture fit. Hiring the wrong person can cost you time and your company money.
STAR method interviews help the candidate answer a direct question with context.
All of the above allows the candidate to explain, and you glean insight into their mindset and potential capabilities in the new role.
The STAR method of interviewing is relatively straightforward. Even people without a background in human resources can appreciate the simple questions that result in insightful responses.
STAR method interviews questions can include:
The candidate should then set the scene for their success or mistake, tell you about their role, explain their steps to get there, and what the results were.
Behavioral-style interviews are exactly what it sounds like—gauge the candidate’s behaviors toward everyday tasks and responsibilities.
Generally, behavioral questions fall under the following categories:
As alluded to above, STAR method interview questions help clear out the clutter of unqualified candidates. However, you are likely to encounter candidates who share information that indicates they’re not the right fit for the role or may have lied on the last parts of the interview.
Some proven reasons to implement the STAR method include reduced recruitment costs, lower turnover, increased employee retention, and fair hiring practices. You can see the best candidates by listening to their answers. Past success does not always indicate future success but is a good benchmark for potential growth and success.
Lastly, just as a candidate might prepare for a behavior-style interview, you can prepare by answering the same questions for yourself. As you become more familiar with the STAR approach, you’ll likely understand where your candidate might have difficulty.
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