The S.T.A.R. approach is a commonly used interviewing technique to evaluate whether your interviewed candidates are a suitable fit for hire for your company.
But did you know, you can also apply the S.T.A.R. approach in other aspects of your working environment as part of your company culture?
What does S.T.A.R. stand for?
S: Situation - Circumstances? Background? Context?
T: Task - Role? Responsibilities? Challenges faced?
A: Action - What was done? Why?
R: Result - Outcome of actions? Achievements? Learnings?
Example of S.T.A.R. in practice:
Example scenario: Evaluating ability to learn and use new tech systems and tools for work
S-ituation: Work issue that prompted need to learn new software
T-ask: New software that was needed to be learnt
A-ction: Steps taken to learn new software
R-esult: Outcome and reflections
Workplace situations you can apply S.T.A.R.:
1. Interviewing and selecting candidates for hire
A widely recognised application of the S.T.A.R. is interviewing candidates and evaluating whether they are a suitable fit for hire.
You can integrate this into your interview questioning to better evaluate candidates and better understand a more complete overview of their interview responses and sharings of past experiences, notably with specific examples of how they responded to specific situations in the past.
2. Workplace performance appraisal
Similar to when interviewing and selecting candidates for hire, you can also apply S.T.A.R. when evaluating your people's workplace performances in the company.
Not only can this assist to better evaluate how your people performed their workplace tasks and responsibilities, this can also help in identifying areas of improvement for them as part of your performance management conversations and feedback sharing.
3. Workplace problem solving
You can also apply the S.T.A.R. to better frame your workplace problems as part of your attempts to solve them.
From the solution planning, executing and monitoring its progress, it can look something like this:
S-ituation: What is the problem at hand?
T-ask: What needs to be done?
A-ction: What is the best action to take and why?
R-esult: What is the desired outcome? How to monitor progress and determine success?
Concluding remarks
You can maximise the S.T.A.R. approach beyond just interviewing and selecting candidates for hire, applying them in other aspects of your company culture such as problem solving and performance appraisals.
The S.T.A.R. can be a simple, yet effective approach to implement as part of your company culture to better guide your assessment of your workplace issues and improve your decision-making on how best to resolve them.
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