| Recently, I consulted with a job seeker who had | | | | You want the interviewer to think, "yes, I can see how |
| completed an interview, and was informed by the | | | | her management skills will work in our company." |
| company that they were interested in a second | | | | Here are the five steps to help you achieve STAR |
| interview. The good news: the company was now | | | | status during the job interview: |
| considering her for a management position rather than | | | | 1) Describe a Situation or Task you had to solve: "One |
| the initial technician position. The bad news: she was | | | | of my customers was unhappy with our XYZ |
| unsure what to expect during the second interview. | | | | widgets." |
| She didn't think she was prepared for an interview that | | | | 2) Add some detail to describe your direct |
| would focus on a different set of skills. However, if | | | | involvement: "I was responsible for dealing directly with |
| you learn the STAR method of interviewing, you'll | | | | our department's major clients and so, I was charged |
| realize that most job interviews are pretty much the | | | | with turning the situation around for this unhappy |
| same...and you can be successful each and every | | | | customer." |
| time. | | | | 3) Explain your key Action steps: "I contacted the |
| What I will share with you are the five key steps to | | | | customer directly and requested feedback. I authorized |
| being a STAR in the interview. These five steps are | | | | a refund or future discounts to this particular |
| appropriate for behavioral interviews, group interviews, | | | | customer." |
| phone interviews, second interviews - - it doesn't | | | | 4) As a Result of your action steps, what happened? |
| matter. Most interviewers want to hear the results of | | | | "As a result of the refund and discount, the customer |
| your actions. If you understand this, then you're one | | | | increased their orders by 25%." |
| step ahead of the rest. | | | | 5) Then explain how you will be able to achieve similar |
| If it's difficult for you to explain your work-related | | | | results within the interviewer's company: "I understand |
| results and tie them to the reasons why you're the | | | | that your company values customer satisfaction, and I |
| right person for the job, then the interviewer will mark | | | | believe that I have the necessary skills to succeed in |
| your candidacy as "not a good fit." | | | | your company. The situation that I just described |
| The STAR method of interviewing provides a way to | | | | provides a good picture of my customer service |
| respond to all interview questions and it's outlined | | | | capabilities." |
| below: | | | | The five steps can be switched around, if necessary; |
| STAR = Situation or Task - Action taken - Results | | | | however, the key is to be able to list specific results |
| achieved | | | | that were gained. Most importantly, the results have to |
| I recommend an additional step to the STAR method | | | | be tied directly to your action steps. If you're prepared |
| so you can explain how the results you've achieved in | | | | and focused, you're more likely to be a STAR in the |
| one company will transfer easily to another company. | | | | interview...and get the job. |