Rank: Super forum user 
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Hi I am aware of this type of interview technique; I went for a job recently and they wanted me to answer in this style I only found this out after not getting the job, when the company concerned kindly offered me feedback. However, I don't think the door is completely closed though as they seemed impressed with everything else through the selection process - it was just the interview and lack of practice/usage of the STAR method.
If I am lucky enough to get a second bite of the cherry; has anyone got any good ideas about how to gain some valuable practice in using it; some example questions maybe?
I have obviously looked on the interweb but that all seems so one sided - 'spose I could ask Mrs Stuie to help.
Any advice anyone can offer would be most appreciated.
Thanks.
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Rank: Forum user 
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This is very popular in the public services! Once you understand this is simply an opportunity to blow your own trumpet, using "I did", "I ran", "I organised", "I decided" becomes a lot easier than the more self-effacing "We did", etc.
If you think about this beforehand and your scruples were sufficiently suppressed, you can remember/fabricate/conflate events from your life outside work and no-one can prove differently. That being said, if using examples from your work, "over-claiming" credit can be found out: I say this because there was one set of interviews when it was alleged, in the wash-up, that 15 people had claimed to run a charity event when, in truth, the individual who did wasn't at the interview! Soon afterwards, portfolios of evidence for work activities were required. It is noteworthy that they are still not required for out-of-work activities.
In one round, I was asked for an example of how I coordinated and controlled the running of an extended, 5-figure-budget project. I used the household finances: it was accepted as being valid. If you apply this approach to your life, I am sure you could find many other examples that defy checking.
These interviews can be entertaining - if only for the fact that you can gauge your success by the 2nd interviewer's frantic scribbling when you hit the points they are interested in.
You'll have to excuse my cynicism about this process: in my experience, were exclusively used for managerial assessment - technical ability counted for nought as it wasn't checked in (e.g.) a second round of interviews.
Good luck.
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Rank: Super forum user
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Thats the problem today with the UK; its all 'I' and not 'we' - where has team spirit & real team leadership gone?
Time and time again I hear the words; 'I organised', 'I managed', 'I did this that and the other' and on most occasions the person stating the 'I' did noting much except be in the righ place at the right time
I [Sometimes U have to use the word 'I'] chaired a large and successful event recently and the people interviewing me were not bothered about when all I talked about what 'we' the organising team had accomplished as they were only interested in the 'I' did this, I did that and I did the other areas
'I' is an area to consider in CV's and interviews but so is teamwork
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Rank: Super forum user
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Thanks for that Bob; however much I dis/agree with your comments - the organisation in the interview process wanted me to answer in a particular way and that is why I did not get the job - it was me and not my colleagues or other members of the organisation/team they were interviewing. Ultimately they are in the box seat so can demand what they want from people such as myself.
Incidentally - going through the IPD process it is all focused on ones self - all about me and what I have done!!
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Rank: Forum user
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Rank: Super forum user
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Thanks Cooper103721; it seems as if I may be lucky enough to get a second chance. At least this time I will not be able to claim I had never heard of the STAR technique.
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Rank: Super forum user 
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I think some people make a lot of nothing about interviewing techniques, CVs, etc. Basically you have either got what the prospective employer is looking for or you aint - simples. There of course many different situations. I recall one internal interview many years ago where the HR person used a 'browny point' system where they ticked off key words, so if you have good diction you are more likely to get the role. I did not get the role. However, the employing manager said to me some time later that he wanted me for the role but the HR person preferred another candidate - so be it.
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Rank: Forum user
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umm helllo just came across this and was curious .. what is the STAR interview technique? :)
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Rank: Super forum user
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Always thought these type of interviews were full of 'bluff and bluster', to satisfy HR departments and to make them feel an important element of the recruitment process.
I find HR usually know little of a particular job demand but do like to hear the latest 'buzz' words.
Its much easier securing work being self-employed and dealing direct with other engineers and technical staff. They stick to the facts and don't talk rubbish.
I think the mindset for HR types etc and engineers/safety people/science types will simply never be on the same level and are not likely to understand each other.
HR types are nearly as bas as sales and marketing people.
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Rank: Super forum user
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Situation; Task; Action; Result.
Basically they want you to frame your answers to the question in this type of format. Must say I have to agree with JJ P somewhat. I did not get a second chance if you refer to my OP. Their loss not mine!!
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Rank: Super forum user
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Quote: This is very popular in the public services! Once you understand this is simply an opportunity to blow your own trumpet, using "I did", "I ran", "I organised", "I decided" becomes a lot easier than the more self-effacing "We did", etc.
Its a little discerning to go overboard on what I did as in many types of business senior managers are looking for 'team players' .
Individual goals and achievements are good but there has to be some element in how projects were born, managed and successful outcomes that require a great deal of inter-department involvement.
Unless this is not the popular way of working inside the public service industry?
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Rank: Super forum user
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Interesting thread,
The IOSH Peer review expects candidates to use the "I" rather than "We".
My experience is akin to MB 1 and the majority of my work inviolves working with others to achieve outcomes. I might well concieve an idea, but therafter it is largely about teamwork. The one thing I do undertake alone is reviewing management systems, carrying out audits and the like. How would you advise approaching this at the Peer review?
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Rank: Super forum user 
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One general point is that you can ask when selected for interview, what the format will be.
If "Stars" or other competency type interviewing is being done, then you can legitimately ask for the competencies which will be asked about - in fact this may well yield a job description / person description which will state clearly which areas of competencies are wanted, hence what types of questions are likely.
Clearly people who do this research are going to have a head start on candidates who go in "blind".
Step back a minute folks and think about this. Who would you rather employ, the candidate who can ask questions and plan and think ahead, or the candidate that didn't and just turns up and"wings it"?
This all may seem a bit woolly, but this type of selection process is common, and not just in the public sector.
Also bear in mind that your ability to do the job may be only part of the issue - what about fitting in with the team / corporate culture? Can you progress to the next level? Whay are your communication skills like? etc.....................
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Rank: Super forum user 
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Just a quick comment. The terms 'I' and 'we' are not mutually exclusive in a work situation. 'I' put together a team so 'we' could.....because.....
OR 'I' was very pleased to be selected to join a team that.... 'I' acheived the following in that team and as a result 'we' had the following successes.........
OR 'I' planned to get H&S on the senior mgmt meeting agenda by..... as 'we' needed to.....
The interviewers want to understand what 'you' did, why you did it and how you did it, not what anyone else did.
Easy, peasy
p48
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