What is the STAR Method for answering difficult job interview questions?

The STAR method is :-

S – Situation, background set the scene For example, “Yes; a relevant example being at my last company, where I was initially a software developer, in a team of 6 developing a new finance module for our core accounting product.” 

T – Task or Target, specifics of what's required, when, where, who “The project was critical as launch dates had been set with a lot of sales and marketing investment riding on the product being ready. However the project was behind schedule, when our team leader unfortunately became ill, and had to leave."

A – Action, what you did, skills used, behaviours, characteristics "I spoke to the event organisers to find out if they could change the running order. They agreed so we bought ourselves some time. I contacted Susan, another member of the team, who at a push could step in. She agreed to drop what she was doing and head to the event."

R – Result – Outcome, what happened?  "Though this took us 1.5% over budget the software was delivered on time with a better than target fault tolerance. The project was seen as a great success as the additional project cost was minimal compared to the costs of delaying the launch, and the negative affect on our product branding. The team where delighted with the extra bonus and I have now been officially promoted to team leader as a result."

Interview Ex

example, a candidate for a customer services role is asked: "Describe a situation when you had to deliver excellent customer service following a complaint"

• Situation: "A customer rang up complaining that they'd waited more than two weeks for a reply from our sales team regarding a product query."

Task: "I needed to address the client's immediate query and find out what went wrong in the normal process."

• Activity: "I apologised, got the details and passed them to our head salesperson, who contacted the client within the hour. I investigated why the query hadn't been answered. I discovered that it was a combination of a wrong mobile number and a generic email address that wasn't being checked. I let the client know and we offered a goodwill discount on her next order."

• Result: "The client not only continued to order from us but posted a positive customer service tweet."

star is a shortcut

S: Situation describes the general situation and the data from which it originates

T: Task describes the function that should be done in order to address the issue

A: Action Describe the steps and means used to achieve the goal

R: Results give final results

This abbreviation translates the subject (status), function or issue to be addressed and the way in which a problem will be addressed until we finally reach the results.

The consultant of the company sometimes asks the applicants for a job issue that may be encountered during their work or a product they wish to manufacture. They should imagine the situation and provide sequential steps in their answers. So Starr's method is also a tool for the candidates if they are used without being identified by the company consultant or One of the staff of the Human Resources Department (HR). It is also possible to ask about a problem the applicant faced and how to solve it

Situation: Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event. Task: What goal were you working toward? Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your particular contribution? Be careful that you don’t describe what the team or group did when talking about a project, but what you actually did. Use the word “I,” not “we” when describing actions. Result: Describe the outcome of your actions and don’t be shy about taking credit for your behavior. What happened? How did the event end? What did you accomplish? What did you learn? Make sure your answer contains multiple positive results. 

The STAR method is a structured manner of responding to a behavioral-basedinterview question by discussing the specific situation, task, action, and result of the situation you are describing. Situation: Describe the situation that you were in or the task that you needed to accomplish.

Situation, Task, Action, Result.

Using this strategy is particularly helpful in  competency-focused questions, which typically start out with phrases such as "Tell about a time when..." and "Share an example of a situation where..."

STAR stands for:

Situation/Task (that you faced)

Actions (that you took)

Results (or changes caused by these actions)

S.T.A.R

ü  Situation - An event, project, or challenge faced

ü  Task - Your responsibilities and assignments for the situation

ü  Action - Steps or procedure taken to relieve or rectify situation

ü  Result - Results of actions taken.

Most important? Your behavior. 

Ah! The almost superior S.T.A.R method. It is merely a quantifying formula of how your viewpoints are actively measured addressing the candidates suitability for the applied position.

Its case study base structured interview where a situation can be developed to evaluate the response i.e. what can be your strategy to cope with a tough situation, what was major challange, what was your option or wayforward and what was final outcome.

STAR:

Situation

Task

Action

Result

It is a method used to answer a question in a behavioral job interview by describing a Situation, identifying your Tasks in that situation, explaining your Actions conducted to meet the goals of your tasks and then describing the Result achieved as an outcome from that situation.

The STAR METHOD :-

S – Situation or  background that set the scene to make company good

T – Task or Target, specifics of what's required,or to achieve for the company 

A – Action, what you did, with skills, behaviours, characteristics and also the decisions.

R – Result – Outcome or Production of an Employee that makes into the company Profit.