What is a good way to conduct an interview?

- Ensure Consistency: This method ensures that all candidates are evaluated using the same criteria, making the interview process fairer and more objective.

- Example: "In my previous role as a project manager at XYZ Company, we were facing a tight deadline for a major product launch."

The STAR method helps interviewers assess candidates in a structured manner, ensuring that responses are focused and relevant. By using this approach, you provide a clear and concise answer that showcases your problem-solving skills, initiative, and ability to deliver results.

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- Be Specific: Avoid vague or general answers. Provide concrete details about what you did and the impact it had.

Why Use the STAR Method?

- Example: "I organized daily stand-up meetings to keep everyone on track, delegated tasks based on team members' strengths, and implemented a new project management software to streamline communication and tracking."

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Common STAR Method Questions

Breaking Down the STAR Method

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Tips for Using the STAR Method

INTERVIEW TRAINING FOR MANAGERS: How To Hire The Best People

- "Describe a situation where you had to adapt to a significant change at work. How did you manage it?"

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I have tried a number of methods since I began interviewing candidates in the 90s. The one that seems to be the best predictor of future work success, regardless of the type of role you are hiring for, is the STAR interview method.

- "Give an example of a goal you set and how you achieved it."

3. Action: Detail the actions you took to address the task or challenge. Focus on what you did, why you did it, and how you did it.

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The STAR interview method is a structured approach to answering behavioral interview questions in a way that clearly outlines your experiences and achievements. STAR stands for Situation, Task, Action, and Result, and it provides a framework to help you organize your thoughts and present your responses in a coherent and compelling manner. This technique is widely used by top employers like Google, JP Morgan Chase, Deloitte, and Nestle due to its effectiveness in predicting future job performance.

- Evaluate Competencies: Behavioral questions often target specific competencies such as teamwork, leadership, problem-solving, and adaptability. The STAR method helps interviewers see evidence of these skills in your past experiences.

- Prepare in Advance: Review the job description and identify the key competencies required for the role. Think of examples from your past experiences that demonstrate these competencies.

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If you are a manager who regularly need to conduct interviews, consider signing up for my online course on how to interview candidates using the STAR interview method. Here is the link…

2. Task: Explain the actual task or responsibility that you needed to accomplish. This part focuses on your specific role in the situation.

- "Tell me about a time when you faced a challenging situation at work. How did you handle it?"

Hi everybody! I have been looking at posts on narcs and narc abuse on here and if has really helped me out a lot. I am currently struggling with my situation and need some advice/support. I met a narc last year, everything seemed to good to be true. Love bombing, always texting calling and taking me on dates. Everything changed when someone warned me about him out in public in front of him and who he is. This caused a conflict with us and the love bombing seized. he would tell me that everything is okay and i can come and talk. He would set a time limit on me and kick me out after that. he would then text me like everything was fine and we hung out again and after that he completely ghosted me for one week. He came back and texted me a week later laughing about the ghosting and acting like nothing had happened. he continued to text me ( not like in the beginning) make plans with me, then on the day of the plans he would just ghost me. One day he would act interested the next silence. i contacted him a month later and he acted like nothing happened. He was on a vacation and sent me a picture of another woman ( someone he allegedly met on the trip) to strike a reaction but i never gave him one. After the trip he came to my place and was extremely rude, accusing me of going on dates with a bunch of men. The next day he accused me of being an alcoholic and that he wanted nothing to do with me but said well maybe we can be "friends" then ghosted me i assumed at this point it was over and i would never hear from him again. He contacted me on the holiday a month later acting like everything was great. We ended up hanging out a month or so later and when we hung out it went well, i thought things were going in the right direction. after we hung out.. silence. I would try to text him and if he replied it would be very short then he just stopped replying. He ghosted me for almost three months. I thought he was done this time and of course he popped up again like nothing happened. At this point i was getting sick of if so i questioned him as to why he dissapeared and always does this. Of course he had some sob story about a injury and family member dying of cancer. I felt pity for him and he gave me an apology.. so i took him back stupidly. things seemed to be going smooth for a couple months, of course until his family member died and his injury got better he never contacted me and was distant. Menawhile, i was there for him during the difficult time for him. He lied to me about the funeral and never wanted to chat. I was chasing him and he would always claim nothing was wrong but when i said i thought he used me when he was down he could not handle it and would always tell me he didnt care and to go away. I would get so upset i would try texting him to work it out he would barelt respond and if he did he would not be nice about it. we did hang out a couple times after that, he would ignore me after. One day i was like hey i think you are seeing someone else, and i was like well ixam seeing someone so no problem if you are he said " buy bye good luck with your new guy stop contacting me" i was devastated and tried to get into contact with him for weeks then i just gave up and accepted it was over. He ended up contacting me a month later acting like everything was fine. He wanted to go out and have drinks i told him i would. He and i both seemed to have a great time. He ends up ignoring me again. I kept texting him trying to figure out what was wrong. He kept saying everything was fine and i said ok can we hang out again? He said maybe i was like why? He just kept saying maybe … our last conversation we had… i said what is wrong ? He said nothing is wrong everything is fine. I asked him why he keeps saying maybe. He said " maybe but i dont want to see you right now" i said why? He saix " im just not feeling it, if i wanted to date i would" i said why did you contact me less then a week ago wanting to go out? He said i didnt.. even though he did. So i said should i just move on or what? He said whatever you want to do. So i said that he was really confusing me and asked him if he had anything more to say before i move on? My messages were turning green so i panicked he blocked me and reacted irrationally. I said " omg did you block me? My messages are not going through. Even texted him on my work phone asking what was up. And called him twice ( please dont judge me i know it is pathetic i never was this type of girl before him) so he replied and said " Ok I'll block you now" then immedietly blocked me. He has never blocked me before since I have met him he will just ghost. Is this ths final discard aka " grand finale? Did i just push him too far? this has upset me so much its hard to even function.

INTERVIEW TRAINING FOR MANAGERS: How To Hire The Best People

To help you prepare, here are a few common behavioral questions that are well-suited for the STAR method:

- Practice: Practice delivering your STAR responses to ensure they are clear and concise. Consider doing mock interviews with a friend or using online platforms to refine your answers.

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- Predict Future Performance: The underlying premise of behavioral interviews is that past behavior is the best predictor of future behavior. By examining how you handled situations in the past, interviewers can gauge how you might perform in similar circumstances in the future.

- Example: "As a result of these efforts, we launched the product on time, which led to a 15% increase in sales in the first quarter and received positive feedback from stakeholders for our efficient collaboration and high-quality deliverables."

If you would like to learn how to conduct STAR interviews, please check out my online course…

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- "Can you describe a project where you had to work with a difficult team member? What did you do to manage the situation?"

4. Result: Share the outcomes or results of your actions. Highlight what you accomplished and, if possible, quantify your success.

In conclusion, the STAR interview method is a powerful tool to help you present your experiences and achievements in a structured and impactful way. By using this approach, you can effectively demonstrate your qualifications and make a strong impression on potential employers.

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- Example: "My task was to lead a cross-functional team to ensure the project was completed on time and met all quality standards."

1. Situation: Describe the context within which you performed a task or faced a challenge at work. This sets the stage for the interviewer and provides background information.

Employers favor the STAR method because it allows them to:

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