How can you evaluate candidate skills using the STAR method?

STAR is a great method to evaluate candidates. Instead of a classroom/textbook type of approach to Q & A, it gives them an example to show how they can respond to certain situations with real-life situations. By using the STAR method, candidates can tell you how exactly they've responded in the situation presented at hand, or how pivot to how they've responded to a similar situation presented. This is a much better way to evaluate talent to bring into your organization.

From my experience, the star method provides a continuously improving framework to systematically asses my skills. The star method works better in group settings, members of a group being able to evaluate and give feedback about the STAR skills of a given person.

One really key thing with developing STAR questions is to make sure you've fully prepared and written them down in advance. Your interviewers need to understand the question and how to ask it in order to get meaningful responses from candidates, for example, knowing what is a "good" answer vs. a "bad" answer, and what kinds of details might be more important and tied to expected job performance than others. The key to this is preparation.

Conduzir um processo seletivo utilizando a metodologia STAR é praticamente conduzir um processo seletivo por competências. Você pode começar pedindo para o candidato contar alguma situação especifica que ele enfrentou relacionada à alguma competência importante que você queira validar(S). Depois peça ao candidato para explicar qual era a tarefa específica que precisava ser realizada ou o objetivo que precisava ser alcançado naquela situação (T), você pode também explorar quais ações ele tomou porque ele tomou (A) e por fim entender se o candidato foi capaz de quantificar e exemplificar seus resultados. A entrevista é um momento de conhecimento e o recrutador deve auxiliar ao candidato rumo à melhor entrega de resposta.

Generally, you should use probing questions as needed, but sparingly. It's important to keep your probing questions neutral - both in tone and in content - because you don't want the nature or phrasing of your probing question to bias the candidate's answers. As a rule, in a STAR interview the interviewer should talk as little as possible - remember that the goal is to get the candidate to talk about themself and their attitudes and experience. Too many probing questions and follow-ups runs the risk of the interviewer leading the candidate's responses, which thoroughly undermines the effectiveness of the interview.

Nesse aspecto utilizo uma ferramenta simples, tabulo um peso para respostas, por exemplo: a) Candidato conseguiu demonstrar claramente uma situação / ação / resultado atingido? vale 1 ponto b) Candidato conseguiu parcialmente responder a pergunta, pode ter descrito uma situação mas não foi claro quanto as ações ou resultados. Candidato sobre quantificar seus resultados mas não foi claro em outros requisitos? Vale 0,5 c) Candidato não conseguiu entregar valor na reposta, demonstrou: contradição confusão ou não conseguiu responder. Vale 0. Tabular e classificar o desempenho do candidato, torna o processo mais justo e imparcial!

These tips are really important. Make sure you always give the candidate enough time to respond. Resist the urge to cut them off or to interrupt. And ALWAYS take notes - you can't easily rate a candidate's responses real-time, during the interview. Taking notes (or recording the interview) will do wonders for assessing the candidate's responses after the interview has concluded. As far as providing candidates feedback is concerned, in my experience this is probably not something you should be doing in the interview AT ALL as it can give the candidate ungrounded expectations or create a perception of a biased interview.

A number of companies like to ask two questions (or more) packaged as one question. Be mindful of this - ask only one question at a time, to give the candidate enough time to think through how they will answer and then provide a response that answers the question. Candidates can feel flustered if multiple questions are asked at the same time - create an environment that helps candidates feel comfortable and at ease.

Whilst I agree the candidate needs time to answer, it is quite common for candidates to give hypothetical answers, general answers or answers about "The team" even if they have been asked specific question about their past, personal behaviour. I find it is worthwhile refocusing them if they do this. I find STAR to be a great tool to elicit evidence not only of the required behaviour but maybe more importantly the rationale for that behaviour.

The STAR method is promoted within the Civil Service contracts I work on. This is a great method but what I have seen recently with Neurodivergents, its hard to actually process them sorts of conversations or interview techniques. What I have been suggesting and the candidates, is having notes, which you are allowed in them sorts of interviews but having the hiring managers, just type the question out. We all process information differently and have our stronger areas but this makes sure, everyone has the same chance at interview and understands the same message.

As a seasoned recruiter it is important for interviewees to prepare for competency based questions using the STAR model. My advice to will be to review the person specification on a job description which will give you an indication of what questions may be asked at interviews. Preparation is key and a few answers prepared will allow you to be your best foot forward. For example, one of the skills required for a role may be to communicate with various stakeholders. Your answer should include where you worked and in what capacity, which stakeholders you were communicating with, why and how. Lastly what the positive outcome/impact you made from your interaction with the stakeholders. Following the STAR will give you structure in your answer.

It's important to keep note of details. While you are working on a project, make sure you are measuring the time, efforts, resources involved and most importantly the results. Once you are done with the task collect all the info in one place and organize them as per the STAR method. Add it to your Resume or LinkedIn profile right away so you don't forget it later on.

Where possible, provide the questions to the candidate 10-15 min before the interview starts. Or have a sheet available for them to refer to (in-person) or post the questions in the chat (for virtual interviews). This way, candidates can ensure they are providing a response that answers the question, and they don't need to ask for the question to be repeated/clarified.

By recording answers from candidates and exploring candidates with various questions and identifying each answer so that relevant information about the candidate is obtained