'T' Task - What task was required from you to solve the issue?
'S' Situation - What’s the situation or issue you need to solve? Often, behavioural questions will begin with phrases like “Can you provide an example of…” or “Tell me about a time when…” But how should you answer behavioural questions? One technique is the STAR format which breaks your answer into four key parts: Preparation and research are key when interviewing therefore, creating and practicing answers to common behavioural questions that align to the role will demonstrate that you can articulate your responses and provide relevant examples of your experience which will assist the interviewer in understanding your point of view. By responding to these questions, you are providing insight and highlighting to the interviewer your key skills and attributes as a prospective employee. Often, you will be prompted to provide in-depth examples that demonstrate your ability to complete certain tasks or provide insight on how you would approach a scenario. One of the most common interview methods is behavioural-based interviewing, but why is this technique so pivotal to identifying the right candidate? The purpose of this technique is to ascertain your skill compatibility, cultural fit and competency for the position.
