Star interview method

Star interview method, also called star interview method, is a common skill in the process of enterprise recruitment interview. "Star" is the initial combination of four English words: situation, task, action and result.

The star interview method is commonly used in Bay interview, that is, behavioral event interview. By repeatedly asking questions to the interviewee, the detailed information of the interviewee's specific behavior and psychological activities in the past representative events is collected, and then the characteristics of the interviewee are found through comparative analysis of the collected information.

Let's take a look at some problems of star:

1, s, situation:

That is, to know under what circumstances things happened.

For example:

"What was your background when you did this project?"

"Is there anyone involved?"

2, t, task:

In other words, it is clear what the task is in this situation.

For example:

"What tasks did you take part in and what goals do you want to achieve?"

3, a, action:

That is, what actions have been taken against the task objectives, which is the key part of the interview.

For example:

"What do you want to do in order to complete the task or goal? What did you actually do?"

"What is the psychological state when making these actions?"

4, r, result:

In other words, clarify what the result of the action is.

For example:

"What is the end result of this?"

"What kind of problem-solving model has been summed up from it?"

"What did you understand and learn?"

After a general understanding of the questioning methods of the star interview method, let's give an example:

For example, some candidates will say, "I was the sales champion in my previous company, and the sales volume has always been the first." Many people will be very satisfied after listening to it: "Yes, this person is a sales champion."

But for human resources experts, this answer is meaningless and employers can't get any information from it.

The applicant said, "I have been selling well."

The interviewer will ask, "under what circumstances did you do a good job in sales before?" What's the atmosphere in the company? How is the product? What is the regional demand for sales? "

Then ask: "What actions have you taken to ensure sales? How did you visit your customers at that time? How was the expert speech organized at that time? "

Finally, ask the result. If he says "I am one of the best salespeople in the company", ask him: "How many salespeople are there in your company? What is the index to judge that you are one of the best sellers? Is your sales the first or the second, and what is the specific sales? " Only by constantly asking what happened in the past can we find out the applicant's past behavior.

Star questioning seems to be no different from daily chatting, but there are actually many precautions.

The following are some precautions for asking questions:

1, avoid asking "why".

"Why" often makes candidates fall into a kind of thinking, rather than expounding the past. If you fall into thinking, it will make candidates talk too much about theory, or in fact there are more exaggerated and vague elements. Try to turn it into "What prompted you to do this at that time?" This kind of question can try not to let candidates fall into theoretical thinking. If the applicant falls into theoretical thinking or generalizations, he can politely interrupt the other party and regain the pace of the interview.

2. Avoid asking the hypothesis of "under normal circumstances".

"What do you usually do?" This kind of question is also easy to make the question invalid, the things asked will become general, or the suggestions will become similar to "at that time" questions.

3. Avoid asking future questions.

"What will you do in the future?" Such questions are meaningless in the interview of behavioral events, and the answers obtained are more hypothetical answers, at most, the embodiment of knowledge, rather than the competence shown in previous events.

4. Avoid asking leading questions.

"Will you solve this in some way?" Asking such questions may often lead to theoretical dialogues or untrue descriptions of events.

The application of star interview method can not only summarize and refine the competency characteristics of candidates, but also identify the authenticity of candidates' project experience or ability.

There are four techniques to let a recruiter know whether he is telling the truth or lying:

First, if the applicant is telling the truth, he usually uses the first person;

Second, you will look confident when you speak;

Third, his eyes will look directly at the recruiter and communicate frankly;

Fourth, the content of the speech is obviously consistent with the content on the resume, or with your understanding of his original company. At this time, it can basically be judged that what this person said is true.

On the contrary, how can we find out that the candidate is lying? Even if he answers fluently and fabricates well, there will be traces to follow.

First, the same words are always said back and forth. For example, if you say that you sell well everywhere and don't know the key points clearly, it may be a lie.

Second, there is obvious hesitation in speech and behavior. Ask him if he had any dispute with the manager last year? Is there a problem with communication? He suddenly froze, hesitated: "This, that, and …" Then he began to speak, probably making up stories.

Thirdly, candidates tend to exaggerate themselves and usually say, "I have been very careful and hard-working. I am one of the best-selling products, and I am often praised by the manager ..."

Because he has no examples to tell, he often says that he is the best. If the candidate answers too fluently, it is likely to be copied from an interview skill book. If he is interrupted halfway, he won't be able to pick it up. This is an obvious feature.

Therefore, if the star interview method is used well, it is not a problem to know the candidates.