Job Search Job Alerts Search
RPG - Placement Experts

RPG Recruitment specialise in recruiting professional people for roles up to Senior Executive level in Engineering, Quality, Accounting, Financial Services, Human Resources and Training, Operations management and Marketing.

Whether you're a client or a candidate, we are big believers in treating people like people – not business units. We know you are our business, and your experience of your dealings with us is very important to us. With RPG Recruitment you will be guaranteed the best recruitment service.

follow us on:

Follow us on Facebook Follow us on Twitter Join Us on Linked In
-->

STAR Competency based Interviews are a must know now if you are interviewing on roles!

Most companies are now commonly using competency based interview techniques to assess Professionals suitability for roles.  This style of interviewing is set so each question asked in interview targets a specific skill or competency. Candidates are asked questions relating to their behaviour in specific circumstances, which they then need to back up with concrete examples from a situation in the past. This enables employers to assess more accurately future performance using past examples. 

The most common competency technique is the STAR technique. These letters stand for:-

S – Situation

T – Task 

A – Action 

R – Result  

 

The questions will usually start along the lines of “tell me about a time when you”. This will be followed by those competencies that have been listed on the job specification, so it is important to be familiar with these so that you can prepare.  Asking about soft skills such as teamwork, negotiation and communication is especially popular for graduate job interviews.

 

A lot of the questions will require you to think about past work experiences you’ve had. For those who are applying for internships, apprenticeships or have no previous work experience, you can still talk about extra-curricular activities, what you achieved while being a member of a university society, or school projects you have been involved in, as an example.

 

The answer to these questions will usually be between a minute and three minutes long. 

 

Situation: - This is about setting the scene, giving a context and background to the situation. 

 

Task :- This is more specific to your exact role in the situation. 

 

Action:- This allows you to highlight what your response was. Remember, you need to talk about what you specifically did, so using ‘I’ rather than team actions.  Give detail. 

 

Result:- The result should ideally be a positive one and ideally one that can be quantified

 

The key to a good STAR interview is preparation, preparation and preparation….

Reviewing the job spec, looking at competencies and identifying your best examples of experiences that demonstrate your experience of dealing with situations