Two common methods used in interviews are:
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The Traditional Method, based on open-ended or general questions.
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The STAR Method, a structured behavioral interview technique used to assess past performance. But which works better—and why?
🎤 What is the Traditional Interview Method?
The traditional approach involves broad, open-ended questions like:
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“Tell me about yourself.”
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“What are your strengths and weaknesses?”
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“Where do you see yourself in 5 years?”
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“Why should we hire you?”
🔍 Pros:
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Easy to conduct
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Allows for open conversation
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Good for assessing personality or communication style
⚠️ Cons:
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Responses are often rehearsed or vague
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Lacks evidence of actual performance
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Bias and gut-feeling can drive decisions
Example: A candidate says they are “a team player,” but offers no real proof. The interviewer feels they’re a good fit—based on instinct, not evidence.
🌟 What is the STAR Interview Method?
STAR stands for:
Situation – What was the context?
Task – What was your responsibility?
Action – What did you do?
Result – What happened as a result?
This method is designed to elicit specific, behavioral examples of how a candidate handled real situations in the past.
🎯 STAR Questions Look Like:
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“Tell me about a time you had to meet a tight deadline. What was the situation, and what steps did you take?”
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“Describe a conflict with a team member. How did you handle it, and what was the result?”
✅ Pros:
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Focuses on real past behavior, which is a strong predictor of future performance
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Promotes fairness and consistency
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Reduces bias and overreliance on intuition
⚠️ Cons:
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Requires training for interviewers to execute well
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May feel rigid if overused
Example: When asked about handling deadlines, the candidate walks through a real project where they re-prioritized tasks, involved the team, and delivered on time. Clear, measurable, and impressive.
📊 Traditional vs. STAR Method: At a Glance
|
Criteria |
Traditional |
STAR |
|
Style |
Conversational |
Structured |
|
Focus |
General traits, aspirations |
Past behaviors, real outcomes |
|
Consistency |
Low |
High |
|
Bias Risk |
High |
Low |
|
Evidence of Skill |
Weak |
Strong |
|
Best for |
Entry-level screening, cultural conversations |
Final interviews, technical/behavioral roles |
🧠 When Should You Use the STAR Method?
The STAR method works best for:
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Roles requiring problem-solving, teamwork, or decision-making
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Mid to senior-level positions
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Interviews where objectivity is crucial
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Situations where hiring mistakes are costly
🛠️ Real-Life Example: Quality Control Supervisor
Traditional Question:
“Are you good at handling pressure?”
Candidate Answer:
“Yes, I work well under pressure. It motivates me.”
STAR-Based Question:
“Tell me about a time when you had to inspect and approve a large batch of parts with tight delivery timelines. How did you handle it?”
Candidate STAR Answer: (Similar responses for other methods)
“At my previous job, we had a last-minute shipment of 5,000 units for export. (Situation)
I was in charge of final quality inspection before dispatch. (Task)
I reorganized my team into two shifts, prioritized high-risk checks, and cross-verified the most critical parameters myself. (Action)
We completed the inspection 4 hours before the deadline, and the shipment passed customs without a single quality complaint. (Result)”
✔️ That’s the kind of detail traditional questions don’t get you.
🔚 Conclusion: Structure Wins
While the traditional method may still have a place for casual chats or cultural fit checks, the STAR method brings clarity, consistency, and confidence to hiring decisions.
If you're serious about hiring right the first time, training your team on STAR interviewing is a smart move.
💬 Your Turn:
💡 Have you tried the STAR method in your interviews? How did it compare with traditional approaches?
💬 Which interview question gave you the most unexpected insight? Share your experience in the comments below!
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