Recently, I consulted with a young professional who had completed a job interview, and was informed by
the company that they were interested in meeting with her, once again, for a
second interview. The good news: the company was now considering the interviewee
for a management position rather than the
initial technician position. The bad news: the young professional was unsure
what to expect during the second interview. Obviously, she had appropriately
prepared for the first interview. What she wasn’t prepared for was an interview
that focused on a different set of skills. However, if you learn the STAR method
of interviewing, you’ll realize that most job interviews are pretty much the
same…and you can be successful each and every time.
What I will share with
you are the five key steps to being a STAR in the interview. These five steps
are appropriate for behavioral interviews, group interviews, phone interviews,
second interviews - - it doesn’t matter the interview format. If you’re familiar
with the way most interviewers attempt to learn about applicants during an
interview, then you’re one step ahead of the rest.
Most interviewers need to
be able to walk away from each interview with measurable details regarding the
applicants they’ve met. It’s not enough to merely say “this is a good candidate
for the position because he works well with people.” An interviewer has to be
able to explain the exact reasons why this candidate matches the position
qualifications. If it’s difficult for you to explain your work-related results
and tie them to the reasons why you’re the right person for the job during an
interview, then the interviewer will mark your candidacy as “not a good fit.”
During job interviews, the interviewer is trying to “screen in” your candidacy
and wants information that backs up, or confirms, your fit with the
position.
If you’re familiar with the STAR method of interviewing, then
you’re moving in the right path towards successful interviews. The STAR method
is outlined briefly below:
STAR = Situation — Task — Action — Results

Situation / Task: Describe a specific event or situation that you
handled
Action: Detail the action or steps you took related to the
situation
Results: Based on your action steps, what results were achieved? If
the results can be measured (”client base increased by 25%”), then you’ve
successfully answered the question.
The STAR method is a well-known
interviewing technique. However, there is one step that’s missing within this
method and should be added. This additional step explains how the results you’ve
achieved in one company will transfer easily to another company. You want the
interviewer to think, “yes, I can see how her management skills will work in our
company.”
Here’s the way to use the STAR technique in any type of
interview:
1) Provide a brief description of the situation: “One of my
customers was unhappy with our XYZ widgets.”
2) Add some detail to describe
the specific task or role you were assigned to deal with the situation: “I was
responsible for dealing directly with our department’s major clients and so, I
was charged with turning the situation around for this unhappy customer.”
3)
Provide one or two key action steps you took to handle the situation: “I
contacted the customer directly and requested feedback. I authorized a refund or
future discounts to this particular customer.”
4) As a result of your action
steps, what happened? “As a result of the refund and discount, the customer
increased their orders by 25%.”
5) Then explain how you will be able to
achieve similar results within the interviewer’s company: “I understand that
your company values customer satisfaction, and I believe that I have the
necessary skills to succeed in your company.
The situation that I just described provides a good picture of my customer
service capabilities.”
The 5th step completely answers the question of how
you will fit within a new company. An additional benefit lies in the fact that
you’re showing how well you know the demands of the position, or how well you
know the company. Of course, the best way to use this technique is to make sure
you have fully researched the company prior to the interview.
The five steps
may be interchangeable - - you describe step 4 (the results) prior to step 1
(the situation), however, the key is to be able to list specific results that
were gained. Most importantly, the results have to be tied directly to your
action steps. Interviewers are looking for RESULTS, not just general statements
(”I’m good with clients because I enjoy talking to others”). They need specific
facts about your capabilities. If you’re prepared and focused, you’re more
likely to be a STAR in the interview…and get the job.

About the Author:

Pamela Watson is offering affordable E-Consultation Reports for all job
seekers who need advice, recommendations, and support. Your E-Consultation
Report will evaluate your resume and job search plans — and then give you
step-by-step directions to succeed. Visit www.beaconcareermgmt.com and receive a Free Interview Guide.
For 18+ years, Pamela Watson has provided career and job search advice to
numerous professionals and college graduates. She has a Master’s degree in HR
Development (Columbia University), and is a member of Coachville, Association of
Coaching & Consulting Professionals, and Electronic Recruiting Exchange
Network.

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