Hiring managers look for evidence that a candidate has the right qualifications, will fit the company culture, and appears to be the best person for the job.
Just confirming that you have what the employer is looking for is not enough. Often they will use behavioral-based questions that go way beyond uncovering what you offer to try to assess how effective you've been. These questions often start in such ways as “Tell me about a time . . .,” “Provide an example of . . .,” “What would you do if. . .”
Be ready to respond with short success stores using the STAR (Situation – Task – Action – Result) formula. Hiring managers want facts in the form of clear examples that provide proof of performance. In your stories, provide context by briefly describing the situation, the tasks required, and the action taken to be successful. Expand upon the result so the impact and benefit to the employer is clearly understood.
We can all relate to good stories. Employers can be swayed to a candidate by seeing themselves in a success story.
Many sources exist on the Internet providing examples of typical behavioral-based questions used in interviewing. The major requirements for the job can also be a source to mine for potential questions. Part of your preparation for interviewing should include developing your success stories for areas you determine as valued by potential employers.
In summary, use the STAR method to develop your interviewing stories, but keep them brief and to the point to make the best use of your interview time.
