![]() Note that the STAR method is also useful for responding to situational interview questions. It’s easy to pick out a behavioral interview question. as long as your answer addresses the heart of the interviewer’s question. That means you can talk about experiences from school, volunteering, extracurriculars, etc. There are no right or wrong answers to behavioral interview questions, but there is a correct way of approaching them: the STAR method.Įven if you don’t have a lot of formal experience in the field, a lot of these questions leave the specific topic up to you. ![]() An interviewer asks behavioral interview questions because learning about how you’ve approached things in the past gives them insight into how you’re likely to handle situations in the future. Use the STAR method to answer situational interview questions.Ī situational or behavioral interview question asks for an example of how you’ve approached a situation in the past.īehavioral interview questions are questions about how you’ve handled work situations in the past. The STAR method stands for situation, task, action, and result. We’ll also give you plenty of examples of the STAR method in action, so you can start preparing your own interview answers. We’ll cover what the STAR method is, how to use it in a job interview, and how to recognize behavioral interview questions that the method is designed to answer. The best you can do is come up with the major talking points that you want to be sure to hit and then use the STAR method as a formula for forming your answers on the spot. There’s an endless list of questions a hiring manager can ask and not knowing which ones to prepare for can make the situation even more nerve-racking. ![]() To use it, explain the situation you were facing, your task in the situation, what you did to complete that task, and the result of your actions. The STAR method stands for situation, task, action, and result, and it’s a great structure for answering behavioral interview questions. ![]()
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