Step 4: Using STAR Method
Author: Chantal Haynes- Curley
The STAR methodology is recommended for most types of interview and is used to demonstrate competencies, knowledge, skills and/or behaviours. It works by structuring your answer in the following way;
Situation – What was the scenario? This provides context
Task - What was required of you? This illustrates your role in the scenario
Action - How did you do it? This demonstrates your applied skills, knowledge etc.
Result - What was the outcome? This outlines your capability to succeed
Using this technique allows you to demonstrate how you have successfully applied your knowledge and/or skills in real-life situations.Always prepare at least two STAR examples ahead of your interview – these examples should demonstrate competencies, knowledge and/ or skills that you hold.
Example Question - “What is your greatest strength?”
Here the interviewer will expect you to discuss your competency across one or more areas that relate to the nature of the role, such as teamwork, communication, time management etc.
Example response - “One of my greatest strengths is coordination”.
Situation – “When I was volunteering at Y organisation there was an absence in the committee which meant there was no acting Treasurer, this would have a serious impact on coordinating operations”
Task – “I realised that resources were already stretched and nobody was willing to take on the role, so I stepped up to the task by offering myself as Treasurer”
Action- “I maintained a register of active members, reaching out via phone and email. I also coordinated and arranged the travel, accommodation, and reimbursements for students on several occasions”.
Result- By effectively sourcing and costing, I was able to put proposals to the committee for board approval- meaning the trips were approved on time and budget.
This example demonstrates skills in coordination, initiative, communication, time management, resource management, etc. all of which are important across most roles