jdconsulting

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The STAR technique is an invaluable technique when it comes to answering competency based interview questions. It takes a bit of practice but once you’ve got it, you’ll never look back.

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STAR is an acronym which stands for Situation, Task, Action and Result. Let’s break it down:

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Situation

This is the introduction where you set the scene and put the specific example of the competency that you are about to give into context. This should be clear and succinct and if it’s an external interview, it should be jargon-free.

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Task

This is where you describe what your objective was in the example that you’re providing i.e. what it was that you set out to achieve. This again should be brief and to the point. The Situation and Task are simply providing the background so that your example of the competency makes sense.

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Action

This is the critical part of your answer, this is where you are actually providing evidence of how you demonstrated the competency. This should be the most detailed part of your answer (about 70% of your total answer) and should break down step by step what you did. You should use the word “I” as much as possible to show that you effectively demonstrated the competency. Try not to fall into the trap of assuming that your interviewer will know what you did, unless you tell them, they don’t know whether or not you can fully demonstrate the competency therefore make sure that you go into relevant detail.

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Result

This should tie back to the task in terms of what you set out to do and what you actually achieved. In some examples this will be quantifiable (e.g. as a result we increased market share by 1.5%) or you may be able to qualify the results (e.g. resulting in outstanding feedback from the Project Manager.) Like the Situation and the Task, the Result should be brief and clear.

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It is very helpful to prepare several examples of your competencies in the STAR format and then practice them with a friend or career coach prior to any interview. To find out more about competency based interviews have a look at this blog post.

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This entry was written by Judith Drysdale, Director at jdconsulting, www.jdconsulting.uk.com