“Tell about a time when when you solved a problem”.
“Tell about a time when you improved a product or service”. It’s all about saying you have certains skills, then describing situations in your past that demonstrate your claims are true.Įxamples competency-based interview questions include: However, the idea behind using it is the same for other types of interview questions and writing about tasks you completed for your job application. The STAR technique is best known as a way of answering competency-based interview questions and behavioural interview questions. Writing your work experience on your LinkedIn profile. You can use the technique to sell yourself in various way: It’s a communication framework for describing scenarios in your life that demonstrate you possess certain skills that you can use to convince a potential employer that you’d do the job they’re hiring for well. It’s a memory-jogging exercise for recalling times in your previous jobs (and other areas of your life) which show that you possess one or more skills. The terms ‘STAR method’, ‘STAR approach’ and ‘STAR technique’ all mean the same thing. STAR is an acronym for ‘ Situation’, ‘ Task’, ‘ Action’, ‘ Result’. The ‘STAR technique’ gives you a proven four-step framework for remembering and telling a story in a clear, powerful and structured way, detailing how you successfully handled a situation in your past, and the outcomes resulting from your actions. “What is the ‘STAR interview technique’?”. If you want a stellar résumé – one that really conveys your unique selling proposition (USP), take the time to share examples of your STARs and let your résumé work for you.You’re in the right place if you’re wondering… Thoroughly reflect upon your history to recall examples of how you improved operations, resolved a problem, or saved money. Brainstorm to think about your key accomplishments. To shine like a star, you must use the STAR method. The bottom line is that the onus is yours to prove you are qualified. Actual numbers are best, but if you don’t recall the precise number, an estimate will suffice. Those results are more compelling with dollar amounts, numbers, and percentages. What was the impact to the bottom line? Quantify a time savings, monetary savings, revenue increase, quality improvement, or service improvement. You are off to a great start when you draft a STAR statement. R – What were the measured results of your effort? (Improved system performance 14% and decreased annual networking costs 37%.) #RESUME STAR METHOD UPDATE#
(Project to update network hardware nearing end of life.)Ī – What action did you take? (Analyzed virtualization solutions, selected hardware and software, led implementation and migration.) It could be a problem, an opportunity you identified, or a major project. What is the work setting? (Network operations center supporting 34,000 users spanning five states.) The STAR model is a behavioral model that describes your accomplishments in a way that validates your work strengths through examples of measured successes. The impact of your contributions will demonstrate your skills. You must illustrate the results of your work. Your job functions only tell a part of your story a listing of your job functions does not prove that you are qualified. Reflect upon your career history and make notes of accomplishments that prove you meet those requirements.įor your accomplishment statement to achieve STAR status, you must go beyond your job description. Your résumé should show exactly how you meet those requirements. Make a list of the specific requirements, including experience, knowledge, and education.
Study the entire job announcement, including any questionnaires and KSA essay questions. You can meet that standard, if you count your lucky “STARs.” Simply use the “STAR” (Situation, Task, Action, and Result) method to describe your achievements. The federal résumé has a higher standard to meet. (In other words, you must demonstrate that you meet the basic job requirements.) On the other hand, a résumé for a corporate job’s purpose is to capture the interest of the human resources manager and compel them to invite you to an interview. Not true! Actually, a résumé for a position in the federal government must show your qualifications to warrant that you meet eligibility requirements. Some candidates believe that listing accomplishments is only done on résumés in the corporate world. One of the biggest mistakes federal job candidates make is failing to sell themselves through accomplishments.
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