use Star to succeed in the application process

STAR! If you adopt this concept and apply it, then my work here is done!

Situation, Task, Action, Result. Apply this to you application process when answering the selection criteria or when presenting your skills in your cover letter.

The STAR application process:

Applying for a job can be stressful, hard work and time consuming. It is one of those tasks that really needs your full attention and to really understand what the recruiter is asking and how you can best demonstrate your skills and experience.

You may be the best candidate for the role but if you don’t answer the job specification questions correctly, then you can be overseen. It is cut throat out there… scary but true.

Today I want to introduce you (or remind you) to a method of application writing that will forever change the way you present your applications, as it has done for me. 

STAR – you may have already been exposed to it as some organisations (especially government) actually request you address the selection criteria by using the STAR method. This method will assist you in writing clear, succinct and professional applications. It will assist you in getting started (often the hardest part) and enable you to build an application that you feel really proud of. 

Situation. Task. Action. Result.

You apply this to each question when looking at the selection criteria. Remember when writing it to stay to the point and be clear as it is easy to get off track and ‘mumberly’.

1. Situation: Use an example of a situation that you have been in that has demonstrated the task either at the level or higher demonstrating a project or task that achieved high results.

2. Task: Keep focused on the task at hand and what YOU did. And why. 

3. Action: What action did you play in the project, highlight your actions and responsibilities (there is nothing wrong with saying you did a good job at a high level) be proud and passionate. How did you do this? What tools did you use? 

4. Result: what was the result? How did this affect business or the outcome? This about how you measured the success and why you deemed it successful – tangible benefits is key.

Start by breaking it down. Write a simple answer to each of the points and map it out. Make sure you are not repeating yourself for each of the selection criteria answers. If you do not have a direct example for a question, look at your transferable skills and ways in which you have presented these tasks in a different form. Transferable skills are where you do not have an exact match of skills or experience but you have skills in other areas that can transfer to that job. It is always great, where appropriate to highlight these as it shows your adaptability and forward thinking. 

Once you have broken it down and mapped out your answers to each of the selection criteria (or keys skills, or job requirements) you can then pull it together in sentence form. This is not a place to be modest. Consider the language you use and remove all passive words. This is the time to really present yourself as an expert and confident to take on the role. It is simply putting yourself forward to take on the role in a professional manner - when you use fluffy words, it doesn't present at professional. 

Example:

Ability to liaise with senior business people

I have extensive experience in maintaining client relationships.  (Situation) In my current role, each Retail store has different partners, managing directors and key stakeholders. (Task) It is important that I identify the various needs and expectations of each relationship. (Action) To ensure this, I am in constant communication with them to meet not only their needs but the needs for the retail store and brand. (Result) By working with a variety of people I have gained confidence and enhanced my negotiation skills as I understand the importance for effective liaison and communication.

Well-developed organisational skills including the ability to innovate in a frequently changing environment. 

(Introduction / overview) I organise and prioritise multiple tasks on a daily basis. As the nature of my role is extremely busy, it is imperative to understand the requirements for the day and week ahead and be innovative in improving standards and productivity. 

(Situation) In my current role, I am part of the Customer Service Team. We experienced poor customer satisfaction levels as the level of customer service was inconsistent and staff where feeling stressed and unorganized.

(Task) As I am the most senior member, I was tasked with developing ideas and creating better systems to help rectify the customer satisfaction levels and build morale. 

(Action) I started by reviewing the results of the customer reviews as I felt it was important to get a true understanding of the data and what the dissatisfaction was about. I then called a meeting with all staff members to gain their feedback and brainstorm ideas on how we can improve this. I felt this exercise was imperative to gain by-in for each staff member and so they feel they have contributed to the project. Finally I developed various ideas on how we can improve customer satisfaction, this included creating a standard to which we approach customers and implementing a staff challenge to build friendly competition and improve staff morale.

(Result) After implementation of these ideas, the number of complaints decreased by 50% and staff morale increased significantly. 

How to use it in an Interview?

Once you have nailed the application and been invited to interview. You can use the same process in answering the interview questions. Just add an L 

Situation. Task. Action. Result. Learnings

When you get asked a behavioral question in an interview, they will often ask you to give an example of when you performed that task or when you where in a situation that can transfer to the role you are applying for. Behavioral questions are questions about how you performed a task (behaved) in the past. This is a good indication, for the recruiter, to understand how you will respond, perform and behave in certain work situations. Using this technique can define the skills and qualities you have to be able to perform that role.

Example of behavioral questions include:

• tell me about a situation when you had to complete a task under a tight deadline

• can you give me an example of a time where you had a difficult situation or faced a challenge and how you overcome that

• tell me about a time where you took the initiative on a project

If you go over these 5 steps in your head when answering it will ensure you are clear, to the point and demonstrating your actual skills and abilities. 

An example can include something like - - a time you demonstrated these skills, how you did it, what the outcomes where and what you learnt from the process. Is there anything you would do differently next time? 

Use the same sequence as above in how you articulate your answer. Prepare and practice.

Give it a go – it is all about the experience and practice makes perfect. Remember to use specific examples and it is best represented with tangible results (where possible).

Has anyone used the STAR Application Method previously? Has it worked for you?