Best Way to Answer Behavioral Interview Questions – STAR Interview Technique

Best Way to Answer Behavioral Interview Questions
– STAR Interview Questions and Answers I think most of you heard about behavioral
interviews and the competency based behavioral interviews. However not many know what exactly the behavioral
interview means. A behavioral interview is a job interviewing
technique when a candidate is being asked specific questions, which describe their past
behavior. Since yoUR past can be an indication of yoUR
future performance, it helps the recruiters to determine whether you are a fit for the
interviewed role. How about the Competency Based Behavioral
Interview? It is the same interviewing technique but
instead of focusing on a past behavior, it is directed towards evaluating A specific
competency. A competency (which is a set of behaviors,
skills and knowledges) defined as a must-have to perform the tasks successfully at the job. Which means such questions would require a
lot more effort rather than just answering “yes” or “no”. If we haven’t met before, I am Marat from
Emmotion,, Human Resources and Career Services Agency, look me up on
LinkedIn. On this channel I train and coach you to ace
your job interviews fast, to gain confidence as a professional and learn how to deal with
corporate politics, being a better person yourself first. So which is the best way to answer both behavioural
and competency based interview questions? Whenever you come across a complicated job
interview question, think of a STAR interview response technique, which we are about to
discuss. It will always give concrete examples of your
experience and skills while responding to questions. Before I proceed further I would like to remind
you to subscribe to my channel below, and hitting the little bell so you won’t miss
out on the latest career and personal growth content. And if you stick with me till the end of this
video, I’ll be sharing competency based job interview questions and answers, concrete
answers using the STAR interview response technique. Answers which you could also use during your
job interviews. What is the STAR interview response technique? It’s a method which breaks down your answer
into a coherent structure to show the interviewer why you’ve got the required competencies
and skills. The 4 stages breakdown of a STAR answer technique
corresponds to each letter as follows: Situation Task Action Result. Situation – is the first part of your answer
which should set the scene. The tone and background to the example you
are about to give. Task – is where you discuss the task which
you needed to perform, what your objectives were. So you can clearly state your goals, to be
able to quantify your results at the end of your response. Action – This part is where you should be
dedicating most of your response, explaining in detail, which actions you took. It’s important to mention what you did,
not what your team or someone else did. The interviewer needs to have zero doubts
in your capacity of performing the necessary actions by yourself. You could also mention how you decided to
perform these actions, giving the interviewer indications of your initiative and decision-making
skills. Result – Explain the results of your task. Whether the task was a success or a failure,
you need to mention the consequences of your action. You could also state what you learned along
the way, the conclusions you’ve made. STAR technique is also widely used by recruiters
and hiring managers to formulate the competency-based questions. Such questions typically start with phrases: “Describe a situation when…” “Give me an example where…” “Describe a project or idea that…” “Tell me about a time when…” Etc… The STAR response method enables you to answer
interview questions in a powerful manner. You might ask HOW, what makes it so powerful? It is powerful because it helps to turn your
answer into a story. And people like hearing stories, facts are
easier to remember when told as a story. Stories don’t get interrupted; they are
a proven way of getting your message across. A STAR story should be around 2 minutes long
or less, and delivered with energy and enthusiasm. It’s about sharing a real experience you
have had. It doesn’t always have to be a work experience,
as long as this story describes a relevant skill or behaviour. Let’s go through a few STAR questions and
answers, the first two questions are already formulated using the STAR method, it will
help us understand this technique better. STAR Question 1: “Describe a situation when
you demonstrated excellent customer service skills and what was the achieved result?” STAR Answer 1:
• Situation: “A customer rang up complaining that they waited more than two weeks for a
reply from our sales team regarding a product request.” • Task: “I needed to address the client’s
immediate request and find out what went wrong in the usual response procedure.” • Action: “I apologised to the client,
got their details and passed them to our head salesperson in charge of the product, who
contacted the client within one hour. I investigated why the request hadn’t been
responded. I discovered that it was a combination of
a wrong phone number and a generic email address provided, which was not being checked by the
client. I followed up and informed the client about
it, I also offered them a discount code on their next order.” • Result: “The client is still ordering
from us and recently posted a positive customer service review about us on Google.” You see that the result shows exactly what
the initial question requested. Another question already formulated as a STAR
Question #2: “Tell me about a time when you were in charge of a project within a deadline.” STAR Answer 2:
Situation: “In my previous role, I was put in charge of the transfer to a new customer
relationship management (CRM) system projet, which was added to my usual daily sales calls
and responsibilities.” Task: “The goal was to achieve the migration
to the new CRM database completed by end of the year, without letting any of my sales
numbers slip below my targets.” Action: “In order to do that, I had to be
very careful about how I managed all of my time. So, I blocked off an hour each day on my calendar
to dedicate solely to the CRM migration. During that time, I worked on transferring
the data, as well as cleaning out old contacts, and updating the outdated information. Doing this gave me enough time to work on
that project split in portions, while still handling my normal tasks.” Result: “As a result, the transfer was completed
two weeks ahead of the deadline and I finished the year 10% ahead of my sales goal.” Giving a response like this shows that you
not only handled a project by the deadline, but you’ve also met and exceeded your sales
goals, thanks to your organization and time management skills. How about a question which isn’t formulated
as STAR question. For example, Question 3: Have you ever lead
a team before? This is a terrible closed question. You could answer “yes” or “no”, or
you could go an extra-mile, showcasing your leadership skills, and using this chance to
impress the interviewer. So let’s formulate a STAR story answer: STAR Answer #3:
(Situation) “Yes; a relevant example took place at my last company, where I was initially
a software developer in a team of 5, developing a new finance software for our main accounting
product.” (Task) “The project was critical as launch
dates had been set with a lot of sales and marketing on the product being already ready. However the project was way behind schedule,
when our team leader got sick and had to leave.” (Action) “I always loved the challenge and
responsibility of leadership. So I volunteered to stand in, and by using
my technical analysis skills, spotted a few small mistakes made in the initial coding,
these were causing errors and slowing us down. I negotiated with our Product Director a small
bonus for the team involved, and some budget for food delivery during evenings, so we did
few of late night shifts to correct the coding and catch up with the critical part of the
project.” (Result) “Though this took us 1% over budget
but the software was delivered on time with a better fault tolerance. The project was seen as a great success, the
additional project cost was minimal compared to the costs of delaying the product launch. The team was delighted with the extra bonus
and I have been officially promoted to team leader position as a result.” Such answer not only shows leadership skills,
but also negotiation and project management skills among others, which turns such terrible
question in your favor, showcasing more of your competencies and skills. You could practice your STAR ANSWER Technique
further by taking a look at my most common interview questions video which appears on
card on the right side of the screen. I hope the content of the video helped you
learn to formulate your own competency based answers using the STAR method. Make sure you like the video and subscribe
to Emmotion by Marat using the subscribe button below. And the check out my next video: Here I share more examples of STAR Interview
Questions and Answers, using STAR method: Example Question 4: Tell me about a time when
your communication skills improved a situation? Think of some examples of communication skills,
then use the discussed technique: For example, STAR Answer 4: “I was working
in the engineering department of a large manufacturing company and we were running behind on timelines
for a project. So, I arranged and led a conference call to
explain the reasons for our delay to the client. It was a case of managing their expectations,
which resulted in us over-delivering for the project. As a result, the client was much more understanding
and decided to pursue another commercial opportunity with our company.” Emphasise your leading and communication skills. Example Question 5: Tell me about a time you
showed initiative on the job. STAR Answer 5: Last winter, I was acting as
an account coordinator, supporting the account executive for a major client at an ad agency. The account executive had an accident and
was sidelined three weeks before a major campaign pitch. I volunteered to fill in and orchestrate the
presentation by coordinating the input of the creative and media teams. I called an emergency meeting and facilitated
a discussion about ad scenarios, media plans, and the roles of various team members in relation
to the presentation. I was able to achieve a consensus on two priority
ad concepts that we had to pitch, along with related media strategies. I drew up a minute-by-minute plan of how we
would present the pitch that was warmly received by the team based on our discussions. The client loved our plan and adopted the
campaign. I was promoted to account executive six months
later. Example Question 6: Give an example of a situation
where you had to deal with a conflict. STAR Answer 6: “I was working the reception
desk in my current role when an irate client came in. He was frustrated that my boss couldn’t
make an important meeting at the last minute. I listened to his concerns, got him a seat
and a drink and set about trying to put some kind of resolution in place. Away from the reception desk, I found out
that the managing director had been called away on an urgent personal matter. By speaking to colleagues, I was able to source
a head of department who had been partially involved in the project to take the meeting
in his place. The client was relieved, and personally thanked
me after the meeting, as well as apologising for his heated words when he first arrived. The client is still with us today.” Example Question 7: Tell me about a mistake
you’ve made. How did you handle it? STAR Answer 7: “I was working as an intern
for an events company, and I was responsible for ordering the floral arrangements for a
private event hosted by a high profile client. Unfortunately, I mixed up the information
from another event, and the flowers were delivered to the wrong venue on the other side of town. I admitted my mistake to my boss, took an
early lunch break, drove to the other venue, picked up the flowers and delivered them to
the appropriate venue an hour before the event. The client never knew about my mix-up, and
my boss was very grateful.” Example Question 8: Tell me about a time you
had to complete a task within a tight deadline. Describe the situation, and explain how you
handled it? STAR Answer 8: While I typically like to plan
out my work in stages and complete it piece by piece, I can also achieve high-quality
work results under tight deadlines. Once, at a former company, an employee left
days before the imminent deadline of one of his projects. I was asked to assume responsibility for it,
with only a few days to learn about and complete the project. I created a task force and delegated work,
and we all completed the assignment with a day to spare. In fact, I believe I thrive when working under
tight deadlines. Hope these helped you learn to formulate your
own competency based answers using the STAR technique. Thanks for watching. Make sure you subscribe to Emmotion by Marat
using the subscribe button below this video. And the check out my next video:

18 thoughts on “Best Way to Answer Behavioral Interview Questions – STAR Interview Technique

  1. Have you experienced competency-based behavioral interviews? Which is your strategy while answering job interview questions?

  2. this is great material to learn about interviews! thanks for useful content and for all the behavioural examples shared

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