Q. What is STAR method when interviewing?
Explain in 100 words.
DavidOtunga:
These are used in interviews, shall I answer it simply or increase the complexity of it?
As you wish
Answers
Answered by
25
Thanks for the question!
It is definitely a very interesting question to solve and do some brainstorming.
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The STAR methods are used in behavioral interviews to check the structure of response you are giving on each questions, they are derived through specifications of what situation you have been at?, what task you have got to face?, what actions are being undertaken?, and the overall result you get in the situation.
First off, Situation: This is the first basic condition to which you need to accomplish through means of description of where you have been on that task. This means you have to describe the situation or the array of events which have led you to undertake those tasks. The situation should be given in heavy detail with all possibilities of arriving at a task which was completed previously.
Second is the task, The task usually expects what goal was there to be achieved or what have you been dreaming of achieving through various actions. This will require the responsibility of the situation you have been and what have you been experiencing from that situation. This makes the understanding of the situation and how did you execute it under a small amount of time or deadline, or to dissipate some issues or problem within a team or a group, perhaps how far the company was able to complete the projects, how was your group competing with others, what's the strategy?, etc. are included into these interviewers and they are definitely going to ask it this way for a detailed response.
The next thing which is structured will be the Actions which you have undertaken or executed. This will be a brief description of how did you finished the task or how did you completed the difficulty level to meet the specifications challenged by the company or the co-workers or groups. This will make the total focus on how did you did it? rather than what was your team or manager or senior executive handed out or what they did. This will be about you and yourself. Saying "I did this to maintain the balance between our teams", not like this "Our team has did this to balance out the possibilities for an error". If done correctly then the behavioral questions move to next level. Basically it depends upon the final outcomes from which you have expressed and experienced in a first-person mode not from others view. So, when describing actions (from above said words), use it to describe "yourself" and not others.
The final and the most awaited thing, the Result. The total outcomes or the only thing which is needed for giving some negative or positive results (mostly positive to get a hard hitting impact for the interview and sure shot of a job). These are going to be the generation of outcomes to give a overall pact to the interviewers on how did you accomplished the final mission?, what have you done throughout the mission and what have you learnt from it?, When and How the problems or issues ended, how did you resolved it?, What happened throughout the event, etc.
To prepare for all the given methods make sure to remember all the things, like, statistical calculations, data analysis of the overall team, how did the sales go in the whole weekend, profits and losses faced, work experience you have gained and given, etc.
**************************************************
Hope it helps and solves your query!!
It is definitely a very interesting question to solve and do some brainstorming.
**************************************************
The STAR methods are used in behavioral interviews to check the structure of response you are giving on each questions, they are derived through specifications of what situation you have been at?, what task you have got to face?, what actions are being undertaken?, and the overall result you get in the situation.
First off, Situation: This is the first basic condition to which you need to accomplish through means of description of where you have been on that task. This means you have to describe the situation or the array of events which have led you to undertake those tasks. The situation should be given in heavy detail with all possibilities of arriving at a task which was completed previously.
Second is the task, The task usually expects what goal was there to be achieved or what have you been dreaming of achieving through various actions. This will require the responsibility of the situation you have been and what have you been experiencing from that situation. This makes the understanding of the situation and how did you execute it under a small amount of time or deadline, or to dissipate some issues or problem within a team or a group, perhaps how far the company was able to complete the projects, how was your group competing with others, what's the strategy?, etc. are included into these interviewers and they are definitely going to ask it this way for a detailed response.
The next thing which is structured will be the Actions which you have undertaken or executed. This will be a brief description of how did you finished the task or how did you completed the difficulty level to meet the specifications challenged by the company or the co-workers or groups. This will make the total focus on how did you did it? rather than what was your team or manager or senior executive handed out or what they did. This will be about you and yourself. Saying "I did this to maintain the balance between our teams", not like this "Our team has did this to balance out the possibilities for an error". If done correctly then the behavioral questions move to next level. Basically it depends upon the final outcomes from which you have expressed and experienced in a first-person mode not from others view. So, when describing actions (from above said words), use it to describe "yourself" and not others.
The final and the most awaited thing, the Result. The total outcomes or the only thing which is needed for giving some negative or positive results (mostly positive to get a hard hitting impact for the interview and sure shot of a job). These are going to be the generation of outcomes to give a overall pact to the interviewers on how did you accomplished the final mission?, what have you done throughout the mission and what have you learnt from it?, When and How the problems or issues ended, how did you resolved it?, What happened throughout the event, etc.
To prepare for all the given methods make sure to remember all the things, like, statistical calculations, data analysis of the overall team, how did the sales go in the whole weekend, profits and losses faced, work experience you have gained and given, etc.
**************************************************
Hope it helps and solves your query!!
That ans was well elaborated nd BTW u use to say that ans should be well explained
Thats wut i did
Any questions..
That too with funny quote lines.
Ohh my bad
Ok i ll not go more deep
Deepness is never calculated, great answers from you.
Dr.DaviOtunga, if you are free from duty, do message me!
excellent answer sir
!!
Answered by
49
What Is the STAR Method?
The STAR method is a technique used to structure your answers to behavioral interview questions. As a reminder, behavioral questions require you to respond with examples that demonstrate past behavior. They ask you to tell a story, including specific details. You’ll recognize many of these questions because they begin with statements like “Tell me about a time” However, most interview questions can be answered using the STAR method.
Why do interviewers love them?
Because past behavior is the best predictor of future behavior. If you did something well in the past, chances are you will do it well in the future.
STAR is an acronym, with each letter representing one component of your interview response. If you include each component, you’ll have the perfect response to any behavioral interview question.
STAR stands for:
S – Situation: Who, what, where, when, and why?
T – Task: What was your role, assignment, or goal in this situation?
A – Action: What did you do?
R – Result: What happened? What did you accomplish?
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