Martha Gage - The Power of STAR Method: How to Succeed at Behavioral Job Interview

Martha Gage

Dear Reader,

As a way of saying thanks for your purchase, I'm offering the "STAR Interview Practice Worksheet", alongside a set of valuable resource lists. These extras are a great complementary addition to this guide and will be very helpful in your preparation process.

The road to having a job always truly begins with an interview. You have to impress the interviewer enough during the interview to start every new job. But what is an interview and what value does it hold?

An interview is a face-to-face conversation between the interviewer and the interviewee, where the interviewer seeks answers from the interviewee for choosing a potential new employee.

The interview is the most critical component of the entire selection process. It serves as the primary means of collecting additional information about an applicant, as the basis for assessing an applicants job-related knowledge, skills, and abilities. It is designed to decide if an individual should be interviewed further, hired, or eliminated from consideration.

Interviewers use many different types of interviews to evaluate interviewees. One of these types, called behavioral interviewing, has recently risen to become the worlds most widely used approach.In a behavioral interview, the candidate provides concrete examples about how they used specific behaviors or skills on the job. A candidate's answers help the interviewer get an accurate picture of not only what the candidate can do, but also how they do it. In order to present an answer in the most effective way, interviewees should use the so-called STAR method for responses, which this guide is all about.

Preparing for your interviews with this book will allow you to gain confidence as you gain knowledge. The most successful candidates get more job offers by delivering the information the interviewer is looking for with confidence. The Power of STAR Method will make your interviewing more meaningful and successful!

This comprehensive guide offers an effective way for you to handle behavioral interviews so that you will emphasize the knowledge, skills, and abilities that you have, and that employers demand.

The purpose of this guide is to provide you with all the necessary information, such as:

• common types of behavioral questions
  
• strategy for handling behavioral interviews
  
• detailed step-by-step instructions on preparing for the STAR interview (research, predicting possible questions, developing your stories, etc.)
  
• 20 most common behavioral questions, the mindset behind asking them, and advice on how to prepare winning answers to these questions
  
• the most common mistakes to avoid
  
• tips to show the best of your personality
  
• STAR resume and cover letter as a way to increase chance of invitation to interview
  

And much more.

This book may very well be your first stepping stone toward growth in your career. If you master the art of STAR response, you can win any job and take a step closer to your dream!

The interview itself is an important step in the process of selecting potential new employees and even the planning of promotions. Interviews can offer benefits to the organizing bodies that use them, including:

• being a starting opportunity for employers to meet the job candidates.
  
• giving time for people, such as those in HR and hiring managers, among others, to meet with candidates to get a feel for traits or qualities and behaviors that cant be found in applications, resumes, or even recommendations.
  
• allowing the employer to see if a candidates traits meet the job requirements.
  
• aiding the employer to determine if an applicant will be able to fit into the workplace culture.
  

The technique that many consider to be the most effective is behavioral interviewing; this interviewing technique focuses on the past experiences of the candidate being interviewed. It is done by asking candidates to give specific examples of how they have previously demonstrated their particular traits. The answers to the questions should provide evidence of the candidates suitability that should be able to be verified. The information provided often reveals to the employer the actual level of experience and ability to handle possible situations in the future that might be similar. These types of questions tend to be blunt, probing, and specific.

In addition, the behavioral method of interviewing falls under the category of structured interviews. The main point of structural interviewing is to match and compare candidates for positions by asking questions that are related to the job and using predetermined ratings to evaluate them in an objective manner. Approaching an interview this way limits the amount of potential bias on the side of the individual interviewer and makes it easier to compare applicants in a fair manner, because all applicants are asked the same questions and evaluated using the same criteria. In short, structured interviewing isnt just effective for helping to make a hiring decision, it might be crucial to defending against possible allegations of discrimination in selection and hiring.