When you are seeking a new job, throughout the process, you will need to tell stories about yourself. If you are required to respond to Key Selection Criteria, your responses will be based around stories. In an interview, you will be asked behavioural questions to which your answer will revolve around a story. The key to successful storytelling in these situations is to ensure your stories are engaging and stay on topic.
Enter, the widely used STAR method.
Situation – setting the scene, briefly providing the context
Task – the activity, what goal were you working towards?
Action – what did you do to address the situation and move towards the goal
Result – what resulted from your action? How did it end? What did you accomplish?
It is very effective and provides a solid structure for your story, but how could it be even better?
Add an ‘L’ or ‘E’ at the end, think of it as Learning, Extension or Evaluate, whatever you call it, it’s the reflection on the result. What you learnt. What you would do differently next time. What could have been improved. This allows you to demonstrate self-reflection and means that even if the story you used wasn’t 100% successful, you can show how you have grown and developed since, what you learnt from this particular situation and how you would ensure a better result in future.
So next time you need to provide an example about yourself in an interview, remember to STARE! (But not literally!)