Studies have shown that Structured Interviewing is second only to work sample tests in their accuracy of predicting on-the-job-performance of job seekers.
The S.T.A.R (Situation, Task, Action, Result) format of interviewing is a recognised structured interviewing format used by many Corporates and Government departments.
It is relatively easy to use and allows for behavioural and competence based questioning.

Key benefits cited are:

• Able to quickly spot if the applicant has had the experience needed

• Able to see how the applicant approaches problems

• Ability to compare all applicants

• Improved respect for your brand by job seekers

Almost any question can be asked using this format. The interviewer’s task is to ask questions that direct the applicant to answer each of the STAR responses in very specific terms.

Situation
“Tell me about a time when you had to go the extra mile to complete a project? Why were you in that situation?”
“Tell me about a time when you came across a problem you didn’t immediately know how to solve.”
“Tell me about a time when you dealt effectively with conflict?”
“Describe the most significant written document, report or presentation that you have completed?”
“Describe the last time you did something at work that went well beyond expectations?”

Task
“What was your exact part to play in this situation?”
“What was your assigned role?”
“How were you able to turn this situation into an opportunity?”

Action
“What were the steps you took to solve this challenge?”
“How did you overcome roadblocks and follow the situation through to get results?”
“Was there anything unique about your actions or your method worth mentioning?”

Results
“How were things better off because of what you did?”
“What lessons did you learn? “

Here is an example:

Situation
Q: “Tell me about a time when you recognised a problem and took steps to address it?”
A: “When I started working at ACME I had noticed in previous reports we had not hit our target in the past 6 months and wanted to find a way to make sure we hit the next one.”

Task:
Q: “What role did you play?”
A: “I was team leader and responsible for hitting our targets each month.”

Action:
Q: “What were the steps you took to solve this challenge?
A: “I decided it might be time that my team need some further training on our products and selling methods. Each week I spent half an hour going through different sales techniques and new products that we had to sell.”

Result:
Q: What was the outcome?
A: “Team members felt more confident when selling and had more knowledge of each of our products. As a result we sold more than we had in the previous 6 months and smashed our target.”

Good candidates appreciate a structured interview.
Not only do they get the opportunity to answer relevant questions, they also feel that the employer is professional and won’t settle for average staff in their team.