Hi All,
Following on from Karen’s article about Competency vs behavioural interviews, we wanted to pop on the give you some info on the STAR method.
You may or may not have come across the STAR method previously but if not, let me give you a brief overview.
The STAR method is a structured manner of responding to a behavioural based interview question by discussing the following;
S – Specific situation.
Example: Sales revenue was falling.
T – Task.
Example: My goal was to generate new incentives, to result in a minimum 10% increase in sales.
A – Action.
Example: I arranged an event for clients who had not renewed advertising contracts.
R – Result.
Example: We re-signed contracts with 10 previous clients for advertising packages, which increased our sales by 15% over the same period the previous year.
Tips;
- Practice using the STAR Method on common behavioural interviewing questions.
- Follow all parts of the STAR method in sequence.
- Focus on You. Explain what specific steps you took and what your particular contribution was.
- Be specific at all times. Don’t generalise or amalgamate several events; give a detailed accounting of one specific occasion/event.
- Be honest. Don’t exaggerate or hide any part of your example.
- Eliminate any examples that do not paint you in a positive manner, but remember that some negative examples can be used to highlight your strengths in the face of adversity.
Occupli Recruitment specialises in the recruitment and placement of safety personnel across Environmental, Pharma, Medical Device, Fire Safety, Construction, Process Engineering and more.
If you’re interested in having a confidential chat about your career progression in EHS, contract or permanent roles please contact the Occupli Recruitment team at 0818 315 415 or careers@occupli.com
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