What is the STAR Interview Technique for Human Resources?

Finding the right candidate during the recruitment process is one of the most important goals of every employer. However, traditional interview methods can sometimes fall short of accurately assessing candidates’ actual performance and fit. Therefore, the “Star Interview Technique”, a more effective approach to recruitment, is becoming increasingly popular. In this blog post, we will discuss what the Star Interview Technique is, how it is applied, and how it adds value to the recruitment process.

What is the STAR Interview Technique?

STAR consists of the initials of the words “Situation, Task, Action, Result”. This technique is used to evaluate candidates’ past experience. Essentially, candidates are expected to describe a specific situation or challenge, describe the task they undertook to solve that situation and how they accomplished that task, and describe their achievements as a result.

Star Interview Technique is an interview method that focuses on predicting candidates’ future performance based on their past experiences and behavior. Unlike traditional interviews, the Star Interview Technique uses structured questions to understand how candidates perform in a particular skill or talent area. These questions are aimed at evaluating how candidates behave in certain situations, how they react and what results they achieve.

How to Apply?

The STAR Interview Technique requires employers to ask candidates structured questions that focus on “situations,” “behaviors,” and “results.” These questions allow candidates to give examples of their past experiences and describe how they behaved. For example, “How did you handle a conflict situation?” or “How did you take the lead on a difficult project?” Questions like these can help evaluate candidates’ problem-solving skills, communication abilities, and leadership potential.

This method provides employers with the opportunity to make a more accurate and reliable decision by objectively evaluating the past behavior and performance of candidates. Additionally, using structured questions makes interviews more consistent and ensures fair evaluation among candidates.

Stages of the STAR Interview Technique

1. Situation: The interviewer asks the candidate to choose one of their past experiences and describe that experience. This could be a workplace scenario or project issue the candidate has encountered before.
2. Task: The candidate states what he or she should do in that situation. When defining the role, the candidate’s role and responsibilities are clarified.
3. Action: The candidate creates a specific action plan and describes the steps he/she took to resolve the situation. This shows what kind of strategies the candidate used, what kind of planning they did, and what decisions they made.
4. Result: Finally, the candidate explains the consequences and accomplishments of their actions. This is important to evaluate the candidate’s problem-solving skills, leadership abilities, and ability to achieve successful results.

Advantages of the STAR Interview Technique

• Past experiences supported by concrete examples help us better evaluate the skills and abilities of candidates.
• It helps us better understand how candidates behave and what results they achieve.
• It provides an objective evaluation process and promotes fair decision-making.

Meetgate and STAR Interview Technique

Meetgate offers an AI-based platform to optimize recruitment processes. With advanced features such as the STAR interview technique, it helps companies evaluate candidates more effectively.

Meetgate helps candidates choose the most suitable candidates by objectively evaluating their past experiences. You can visit the Meetgate Recruitment Platform page for more information about Meetgate, where you can make many changes dynamically, including the STAR Interview technique.