The STAR technique for asking interview questions

STAR is an acronym for ST Situation and Task, A Action, R Result. It's also used as a technique of answering questions.

STAR is a structured approach to asking interview questions. It's easily adapted to any interview topic.

Question types

There are a range of types of question designed to produce different results.

Open Questions

STAR uses what's called an 'open' questioning technique. It searches for information, specifically not Yes or No answers, which are considered 'closed' questions.

Closed Questions

Closed questions are designed for simple information gathering. The closed question relates to given information, requiring a Yes or No. Closed questions are usually used for basic confirmation of information at interviews.

Semi Closed Questions

Also Yes or No types of question, they relate mainly to preferences, like a menu. They are useful in isolating a series of preferences, and can go through things like a list of options quickly.

Leading Questions

Leading questions are digging for information following from a previous answer. They can be used for confirmation of implied information, or to seek explanations and better definitions of information.

Hypothetical or Situational Questions

In an interview, these are used to test knowledge or skills. They're structured to achieve an understanding of candidates' comprehension and working methods. These questions are frequently used in jobs where theoretical knowledge is a primary indicator of skills, like public contact, advisory, etc.

Positive Information Questions

This is a range of questions across the candidate's achievements, which can relate to strengths, career milestones, problem solving, sales, etc.

Negative Information Questions

These questions are designed to probe for weaknesses, and include the standard 'Tell us what are your weaknesses?' question. The lack of subtlety in that question isn't a good indicator of the value of these questions. A more effective method of asking Negative Information Questions targets specific skills, and requires the candidate to prove competencies. 'What don't you like about your current job?', for example, produces a range of indicators.

Opinion Questions

These questions are common in professional job interviews. Opinions are a strong indicator of the motivations, mindset, and methods of a candidate. In many professions, they're also an excellent reference to the knowledge base, and the underpinning skills and experience.

Quantifying And Identifying Questions

A very necessary part of the STAR technique, part of the Situation and Task segment, quantifying and identifying elements in an answer is crucial.

During interviews, it's understandable that interviewees tend to miss some information, and an otherwise good answer can be clarified with no penalty to the interviewee.

Who is involved? This is used to identify parties in a question and answer. It's necessary for clarity to establish roles of people involved.

What is involved? This is a situation descriptor, used to outline cases and to set the scene for answers. It explains the logic of a situation.

Where did the event happen? Identifying locations is another structural element, to identify different places effectively, in the course of an answer.

When did things happen? Time elements are important in structuring a clear sequence of events. The idea is to get the answer running from A to B.

Why was an action taken? Because of the strong emphasis on skills and job criteria, working logic is important. STAR questions work primarily on a logical process, so this is particularly important.

How? Describe the methods, duration, cost, etc. This is essential information, giving a correct picture of the methods and material elements like how long a process took, how much it cost, etc. Answers containing these basic facts are much stronger, and contain verifiable elements.