Post Interview: Assessing STAR technique answers in detail

The STAR technique also extends to assessing the interviews. It uses the STAR structure to analyze answers and interviewee performance, relative to criteria.

Post interview, the panel convenes, and evaluates the interviews. Considerations regarding assessments: The panel The panel's own performance is first evaluated, to ensure quality control.

The panel must evaluate:

• Whether questions were properly asked,
• Interviewees were given sufficient opportunity to answer and express themselves,
• Whether the interviewee was subject to any negative perceptions by the panel.
• If the interviewee was asked aggressive, or otherwise unfair, questions.

If the panel failed to properly conduct an interview in any form, the interviewee's answers have to be considered in terms of any deficiencies in the panel's performance.

Considerations regarding assessments: The candidate

The candidate's performance is now analyzed. The panel systematically goes through each candidate's performance, referring to evaluation grids and interview notes.

Assessment of answers

• Each answer is evaluated using the STAR technique for clarity and matching job criteria. Elements like good answers, contradictions, and other information are discussed by the panel.
• The relative importance of the questions is decided in context with the requirements of the job.
• Examples given during the interview are assessed for relevance to the job.
• Strengths and weaknesses are examined.
• Panel members are asked to compare ratings for the interviewee's performance.

Additional considerations regarding candidates

For quality control, the panel also addresses the following issues regarding the candidates' behavior at the interview:

• Was the candidate communicative, or not?
• Was the candidate evasive, avoiding answers?
• Did the candidate give good quality answers?
• Was the candidate confident, or defensive?
• Did the candidate show good interpersonal skills?
• Were there any particular standout characteristics of the candidate? (Negative, hostile, friendly, good interviewee, high value answers, etc.)

These assessments are used to define the candidates better, and give due emphasis to any significant characteristics shown during the interview.

After the evaluation, a candidate for appointment is selected.

References and documentation requirements are checked.

This is the critical phase of the evaluation process.

Applicants should only be selected if:

They meet all criteria for the job. They demonstrated adequate communications skills. They demonstrated required technical skills. They showed higher value potential as employees.

All references and documentation must be verified.

At this point a recommendation for appointment is written and sent to management for approval.