Be a STAR! How to shine at applications and interviews

Be a STAR! How to shine at applications and interviews Whether you are completing an application form or preparing for an interview, the STAR approach can help you structure your answers and focus on the evidence. Its a good way to optimise your responses and use the space or time available to persuade the employer you have what it takes. What is STAR? The STAR acronym stands for Situation, Task, Action and Result but you may have seen it expressed as CARE, which develops the process further by introducing an evaluation stage (Context, Action, Result and Evaluation). STAR has gained real currency as employers continue to use competency and criteria based approaches to both applications and interviews. Most of you will be familiar with the STAR approach but if employer feedback is anything to go by many applicants are still failing to translate knowledge into action. Theres often too much emphasis on scene-setting which tells the employer very little about past achievements or future potential.  Recruiters are far too busy to spend their time joining the dots, so the onus is on you to tell them. To avoid these application and interview pitfalls remind yourself what STAR means and how to apply it effectively: Situation explain (briefly) where you were, both physically and chronologically (i.e. during my work placement at X company) Task what you set out to achieve; what you were tasked to (think purpose and objective) Action the meat of your answer. Describe your specific actions. How did you achieve or contribute to the outcome. Think how/why/what but always related the answer to YOUR input. Result what was the outcome? Most application forms will have a strict word count, so aim for economy of language. If you have to evidence your team working capabilities or problem solving skills in 150 words or less, you cant afford to waffle. How to do it Students often worry that they dont have sufficient evidence to impress, or feel their examples lack the clout of more experienced, better networked peers but theres little point dwelling on the ifs, buts and maybes. And you can make a little go a long way. This is purely anecdotal, but I remember a recruiter from Goldman Sachs stating that the best response to their team work questions came from a student whod worked as a barista at Starbucks. Its not where youve worked that wins the day, but what you did. Make sure you use relevant and recent examples. You may be really proud of that Young Enterprise project in Year 12  but if this is your only example of team work, you could be in trouble. Emphasise your role and input, but dont amplify your contribution beyond reason. Dont be tempted to stretch the truth. Try to exemplify desirable behaviours, attributes and attitude in your answers. If you use an example that demonstrates strong problem-solving but poor interpersonal skills, you wont hit the right notes. If you can end on a positive note with a tangible or quantifiable results, so much the better. I increased turnover by 15% or negotiated a change to the societys terms and conditions has greater impact than,we reached our goal. During an interview, you will have more scope to expand on your experiences, so dont panic if you have to use an example with a negative or ambiguous outcome. You can use this as a vehicle to showcase your reflective learning and critical faculties by specifying what you would change (and why) next time around. Remember: recruiters are looking for candidates with good self-awareness and potential for growth, not the finished article. A STAR example I have included the example below to highlight the various stages of the STAR approach its also helpful to note the allocation of space to each stage. This answer has real versatility and STAR power, as it can be used to demonstrate a range of competencies from initiative, to problem solving and communication. I worked in the HR department at Y (situation) during summer 2013 and was asked to complete a performance review project (task). I was keen to use my research skills, but knew that I needed to define the scope of the project before proceeding. I approached the auditors and arranged individual meetings with them to secure the relevant information and history.I analysed the data and used SPSS to help me collate and chart the information. At one stage, I noticed a discrepancy in the data so referred back to auditors who helped me identify the source of the error. I successfully delivered the report within timescale and also presented my findings to a group of senior colleagues (action). The senior manager was impressed with my initiative, efficiency and delivery.  My recommendations have since been implemented and the performance review manual guidelines updated accordingly (result).                                                                                                   By keeping to the STAR format in both applications and interviews, youre less likely to veer off track and its wonderfully self limiting for those with a more verbose style!