Seesnote #300 – Interviewing and Recruitment | Communication
Why is it important?
In a job interview, without a structured approach, it is easy to become unfocused and fail to deliver a convincing response to a behavioral question.
The traditional STAR method helps candidates convey a clear and concise message, demonstrating structured thinking and thorough preparation—qualities highly valued by employers.
Adding a Reflection step allows candidates to show their ability to critically evaluate their experiences, which is essential for continuous improvement and reflects a growth mindset.
What to do
Prepare responses to common behavioral questions. Memorize key points for each STARR-step rather than script to deliver answers naturally and remain flexible.
Prioritize real experience over theory – however, if you really have not addressed a similar situation, be honest and explain how you would handle it.
Highlight your personal actions and contributions, avoiding generalizations about what the team did.
Emphasize the skills that are most relevant to the job in your story and quantify results as much as possible to provide tangible evidence of your impact.
Notes
A behavioral interview question asks a candidate to describe past experiences to demonstrate how they have handled specific situations. It differs from other types of interviews (”traditional”, technical, case, etc.) by relying on the assumption that past behavior is a predictor of future behavior, focusing on real examples rather than hypothetical scenarios.
Bibliography
- MIT Career Advising & Professional Development. (n.d.). The STAR method for behavioral interviews. Massachusetts Institute of Technology.
- Bangerter, A., Corvalan, P. & Cavin, C. (2014). Storytelling in the Selection Interview? How Applicants Respond to Past Behavior Questions. Journal of Business and Psychology 29, 593–604.
- Birt, J. (2024). How to use the STAR interview response technique. Indeed.
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