What is one pitfall to look out for when answering a behavioral interview question with the STAR (Situation, Task, Actions, Results) method?
To help you avoid potential pitfalls when relying on the STAR method to answer behavioral interview questions, we asked hiring managers and career coaches this question for their best advice. From being caught off guard with follow-up questions to focusing on inaccurate details, there are several pitfalls that job candidates are advised to take into account when answering behavioral interview questions with the STAR method.
Here are nine STAR method pitfalls to avoid:
- Avoid Being Caught Off Guard With Follow-up Questions
- Don’t Put the Wrong Emphasis On The Wrong Syllable
- Do Not Overuse The STAR Method
- Do Not Project Feelings From Past Work Situations
- Avoid Coming Across Like a Robot
- Be Aware The Star Method May Not Always Apply
- Make Use of Good Examples
- Avoid Appearing and Sounding Unprepared
- Refrain From Focusing On Inaccurate Details
Avoid Being Caught Off Guard With Follow-up Questions
When answering STAR questions, it is best to anticipate follow-up. Some applicants are so focused on memorizing and perfecting a flawless formulaic answer, that they freeze when interviewers ask for more information. When designing your STAR response, think of relevant questions interviewers may ask and practice answers to these queries as well.
Carly Hill, VirtualHolidayParty.com
Don’t Put The Wrong Emphasis On The Wrong Syllable
Ever cringe at the sound of someone mispronouncing a word? They were so close and yet so far. Blindly relying on the behavioral event interview answer model can produce the same effect.
For example, when an interviewer asks, “Can you tell me about a key accomplishment?” That sounds like a “WHAT you did” question that should use the normal situation, action, and result format. The problem is, if you leave it there, you’ll stumble on a few “syllables” that will produce an awkward-sounding story.
In this case, the “WHY” is extremely important. Specifically, why you selected that example, why it matters to you, and why the potential employer should care. These whys provide insight into your values, priorities, and how you might lead. Remember a sharp interviewer is not only listening to what you say but how and when it’s said. So emphasize the right “syllable”.
Tim Toterhi, Plotline Leadership
Do Not Overuse The STAR Method
If you follow this method too closely to a tee, it could become obvious to the interviewer. As a result, your answers may seem contrived or even rehearsed. While this method can help shape strong answers to behavioral interview questions, you do not have to always follow each part of it. While you can certainly use this method for support, you should be authentic in your answers at the end of the day. This means it is okay if you do not always follow the STAR method perfectly.
Nick Shackelford, Structured Agency
Do Not Project Feelings from Past Work Situations
The STAR method trains you to tell stories about your work experiences to illustrate how you tend to behave as a professional. That being said, you need to be careful about how you discuss these situations. Remain objective and analytical, rather than putting your feelings into it. For instance, if you describe an incident in which you were badly treated, do not get too emotional, as an interview is not the time or place to do so. All you need to do is explain specific events that relate to your main point as clearly and concisely as possible.
Miles Beckett, Flossy
Avoid Coming Across Like a Robot
The issue with the STAR interview question framework is how people prepare for it. Often, interviewees will memorize a handful of situations and then repeat it during the interview following the STAR blueprint. An interviewer can tell that what you have said is deeply rehearsed when it sounds like you are reading off a teleprompter. This harms the authenticity of the answer and stifles the conversation.
In addition, if the questions are different than what you prepared for, memorized answers may not “fit”, which could harm your delivery. Be practiced, not rehearsed.
Dan Reed, Top Prospect Careers
Be Aware The Star Method May Not Always Apply
The STAR method may not apply very well to every behavioral interview question. For example, if the interviewer asks your opinion on what makes a good coworker, telling a story may not be necessary in this case. Instead, the interviewer would probably welcome a more straightforward answer with some reasoning to back up. While the STAR method can be effective, it may seem too wordy at times, so choose when to use this method carefully.
Drew Sherman, RPM
Make Use of Good Examples
One of the more prevalent pitfalls of answering this type of question is offering a bad example as your answer. Make sure the story you are going to tell is both relevant to the interviewer and suitable for the question. That means it needs to have a problem, your task, the action you took, and what happened as a result of your action. Avoid jokes or sideline information in the story. Make it clear and to the point.
Tanya Klien, Anta Plumbing
Avoid Appearing and Sounding Unprepared
Most firms are searching for evidence that you have the competencies that matter to their business when employing the STAR technique. Candidates speed through the story owing to a lack of preparation, missing an opportunity to bring up information that would demonstrate the essential competencies, resulting in a failed interview. Preparation is the key to avoiding this problem; take your time and strike a balance between being brief and informative.
Gisera Matanda, WeLoans
Refrain From Focusing On Inaccurate Details
Focusing on inaccurate details is the major pitfall with the star method. Many renowned companies use the star method to answer a behavioral question during an interview. The Star method forces you to provide evidence. It means facts and details about the organizational context, the opportunity you tried to address, and your action to achieve the goal. It makes the candidate rush through the story to get to the end.
The quality of details in a star method interview response is how well they shape their perception of you. The candidate often floods the story with facts which leads to failed interviews. Interviewers spend precious time finding the basic facts instead of double-checking high-impact details and skipping filler bits.
Shivanshi Srivastava, PaydayLoansUK
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