When technical skills are no longer enough to decide between candidates, recruiters are relying more and more on behavioral maintenance methods. The Star method, widely used in large groups as in specialized recruitment firms, has established itself as a rigorous analysis grid to objectify the evaluation of soft skills.
A four -step structure
The principle is simple: push the candidate to illustrate his skills by facts. Star is the acronym of Situation,, Stain,, Action And Result. Four components that structure the answer to any behavioral question.
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- Situation : The candidate describes the context in which he found himself.
- Stain : He specifies his role and the objectives assigned.
- Action : He details the decisions taken and the concrete initiatives implemented.
- Result : he exposes the measurable effects of his intervention.
This structure makes it possible to validate several dimensions in a single answer: analysis, initiative, execution capacity and impact.
An objectification tool in the context of uncertainty
The interest of the Star method is based on its ability to produce evidence. Unlike an intuitive or printing approach, it forces the candidate to get out of generality. For recruiters, it is a way to compare profiles on comparable criteria, without being limited to the evaluation of a “potential” difficult to quantify.
It is also used in the context of internal processes (mobility, promotion, talent journals), where the company seeks to support its decisions with factual elements.
Calibrated, but revealing responses
Unlike a spontaneous storytelling, the Star method imposes a certain narrative discipline. It values profiles capable of clearly formulating their contribution, quantifying their results, and connecting their actions to concrete objectives. This framework often reveals more than it forces: it highlights operational profiles, aware of performance issues and capable of precise professional introspection.
Examples of standard questions
Interviews structured according to Star mobilize open questions of the type:
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- “Give an example of a situation where you had to manage a strong disagreement within your team. »»
- “Describe a personal initiative that has had a measurable impact on a project. »»
- “Talk about a moment when you failed. What actions have you taken next? »»
These questions aim for transversal skills: leadership, stress management, collaboration, ability to solve complex problems or adapt quickly.
Towards generalization in HR processes
Long confined to interviews with high level of responsibility or career committees, the Star method has become more democratic. Many companies today form their recruiters at this approach, including for junior profiles. Its effectiveness is based on its reproducibility and its ability to structure the exchange, for the sake of neutrality and transparency.
