Compendium admissions 2023-25
STAR → Situation, Task, Action, Result
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| STAR → Situation, Task, Action, Result • Situation refers to a specific event, challenge, or project you have faced. It is the context in which your actions took place and should be described in detail for the interviewer to understand the background and scope of the situation. It should include information such as when and where the problem occurred, who was involved, and the goal or objective. For example, you could describe a situation in which you led a team on a tight-deadline projector had to resolve a customer complaint. • Task refers to the specific responsibilities or objectives you were assigned to accomplish in the described situation. It's the focus of the case, what you had to do, your role, and the goals you had to achieve. It should clearly state what was expected of you, what you had to accomplish, the challenges you faced, and the objectives you were trying to reach. In some cases, the task and the situation can be very similar in that case, it would be OK to use them interchangeably while describing. • Action component of the STAR approach refers to the specific steps or actions you took to address the situation or task. It should detail the strategies and methods you used to accomplish your objectives and overcome challenges. It is essential to be specific and provide examples of your actions and how you implemented them. For instance, you could describe how you delegated responsibilities to team members, communicated with stakeholders, or used specific tools or resources to solve a problem. It is also essential to explain how you overcame obstacles or challenges. • Result component of the STAR approach refers to the outcome or impact of your actions in the situation or task described. It should demonstrate the tangible results you achieved and be specific and measurable. It should show how your efforts have made a difference in the situation and the impact of your actions. For example, you could describe how you increased sales by a certain percentage, reduced response time to customer complaints, or completed a project within budget and ahead of schedule. The result should highlight your accomplishments and demonstrate your value as a candidate. 47 NOTE: When answering behavioural interview questions, you must provide recent and relevant examples of the position or role you are applying for. This will help to demonstrate your current skills and abilities and show the interviewer how you have used your experience in a similar context. Also, it is an excellent idea to prioritize the most current and impactful situations to give abetter impression. In some cases, the task maybe complex, and it maybe more effective to use the R-S-T-A-R (Result- Situation-Task-Action-Result) approach. This approach allows you to lead with the result and the impact you had and then provide the context and details of the situation, task, and actions taken to achieve that result. Emphasizing the development twice can leave a lasting impact on the interviewer and help them better understand the value you can bring to the organization. Download 4.08 Mb. Share with your friends:
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