STAR Method: The rising star in recruiting

1 - What is the STAR method?

Let's start with a definition: the STAR method, in human resources, refers to a structured and systemic approach Who allows to assess skills and abilities of candidates during a job interview. Its acronym stands for Situation, Task, Action, and Result, with each letter representing a key step in the method.

Here are the 4 steps in question:

• Situation : During the interview, the candidate is asked to describe a professional situation that he has faced in the past (it may be a challenge to take up, or an opportunity to seize). The objective of this step is to put the example into context and to provide the information needed to fully understand the situation.

• Task : Here, no one must define the mission or the objective that they were responsible for accomplishing during this past situation. The purpose of this step is to clarify the issues and responsibilities that the candidate had to face.

• Action : During this stage, the candidate must describe the specific actions he has taken to resolve his situation and/or achieve his objective. The objective of the candidate is to give an oral demonstration of his skills and to show his potential for initiative.

• Result : Finally, the candidate must present the results and the concrete consequences of the actions he has undertaken. He must explain how his actions influenced the situation and the impact they had on the company or the projects concerned through numerical data.

In this article, we will review the various advantages offered by the STAR method, then we will detail its implementation during a job interview. Finally, we will give you 5 tips you should know today if you want to use it to decide between candidates looking for work.

2 - The benefits of the STAR method

Used for a few years now, the STAR method has established itself as a reference in the field of recruitment and job interviews.

Invented in the 1980s by the Canadian psychologist Tom Janz, this method seems to have only recently been successful, as the climate of trust in our society has never been so tense. Recruiters need to be reassured about the real potential of their candidates. This method is precisely the ideal tool to respond to this problem.

The advantage of the STAR method is that it allows a recruiter to obtain and analyze professional history of a candidate: depending on the answers that the latter will provide to him, the recruiter will be able to assess his skills, his behavioral skills (soft skills) and his way of managing professional situations. If you are interested in the subject, we have written a comprehensive article on skills assessment.

The STAR method also makes it possible to offer a similar maintenance procedure to all candidates since they will be asked specific questions for each stage of the method. This makes the results comparable, and equal opportunities is therefore respected. Les structured interviews also allow for a more objective assessment.

3 - The advantages of the method

3.1 - For recruiters

Objectivity and standardization : We were talking about this above, but first of all, the STAR method contributes to an objective and standardized evaluation of all candidates: the evaluation criteria are clearly defined from the start, and this allows the results of different candidates to be compared without any prior bias.

In-depth assessment : By encouraging candidates to provide concrete examples of their professional experiences, recruiters can better understand and identify their skills, their decision-making potential but also their working methods.

Informed recruitment : By thoroughly evaluating candidate skills and past experiences, recruiters are better able to make informed hiring decisions. This point is vital since limiting recruitment mistakes also helps to reduce your turnover rate.

3.2 - For candidates

Valorization of skills : The STAR method is an opportunity for candidates to value their professional achievements and skills in a structured way. It also gives them the opportunity to show their potential to recruiters.

Preparing for the interview : If candidates know that they will be dealing with the STAR method during an interview, they will be able to prepare better beforehand since the questions asked will always be more or less the same. This preparation is a determining factor, it makes it possible to drastically reduce the stress of candidates. The less stressed your candidates are, the more they will be able to prove themselves during the interview.

Mutual understanding : Candidates and recruiters both have a mutual understanding of the assessment criteria. This makes it possible to create transparent communication during the interview, which builds trust between the two parties.

4 - How to apply the STAR method in interviews?

Now, we are going to give you the technique to conduct your job interviews well and Succeed in all your recruitment sessions using the STAR method:

• First of all, you are going to have to prepare behavioral questions to ask your candidates. Before even starting the interview, you will need to identify the skills needed for the position to be filled and prepare your questions accordingly: these questions should allow candidates to share situations they have experienced.

• Then you will have to Ask specific questions on each element: Situation, Task, Action, and Result. For example, you can ask them to describe situations where they had to demonstrate leadership, resolve a team conflict, manage stress, etc. Ask them about issues of their situations, how did they go about the solve, and what scores they got it. It is important to structure your speech in order to properly dissect the interview, and thus apply a similar schedule to all candidates.

• Once you get your answers, don't just nod and smile; you need to participate actively to interviews and promote exchange with your candidates. Bounce on different points in the story and ask follow-up questions to learn more about their professional skills. You will thus be able to obtain additional details but also to find out who is trying to trick you.

• Finally, a final golden rule that is summed up in three words: Take notes. In addition to showing your interlocutors that you are interested in their stories, you will gather valuable information that will be very useful for sorting out later. Good note taking is essential during an interview, in addition to being a A sign of professionalism. This will make a good impression on your candidates, which can also be an opportunity to strengthen your employer brand.

If, despite these explanations, you are still not convinced by the quality of the STAR method, you can always use it in addition to a Digital assessment center to revolutionize the career of your candidates: in fact, these assessment centers offer the same advantages as the STAR method, by being much more reliable and usable remotely.

5 - The Yuzu solution: assess your candidates accurately

After several years of R&D with researchers in Occupational Psychology and Neuroscience, we came up with Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (essential for many jobs, including managers).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Evaluate your candidates with Yuzu!

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

To remember

In conclusion, we can say that the STAR method is a simple, practical and effective solution to assess the potential of your candidates. With one hand, it gives recruiters new thinking and allows them to benefit from a structured and objective assessment process. Candidates, on the other hand, have the opportunity to prove their worth and highlight their achievements.

This technique makes it possible to facilitate the exchange between recruiters and candidates, and the resulting balance sheets allow to inform future recruitment decisions. By using the STAR method, businesses can therefore strengthen and improve their selection process while attracting talent that matches the positions to be filled.

On the other hand, in case you do not like the STAR method, you will always have Yuzu at your disposal. Indeed, with this tool, say goodbye to complex evaluations and Make your interviews fun through gamification.

By making your recruitments more stimulating and fun, you will earn points on your employer brand and you will be able to attract talent that meets your expectations.

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