How can you give job candidates constructive feedback using the STAR model?

1 What is the STAR model?

The STAR model is a framework that helps you describe a situation or scenario, the task or goal that was involved, the action that was taken, and the result that was achieved. It is commonly used in behavioral interviews, where candidates are asked to give examples of how they handled certain situations in their previous roles. The STAR model helps candidates provide clear and concise answers that demonstrate their skills and competencies. However, the STAR model can also be used by interviewers to give feedback to candidates, by following the same steps in reverse.

2 How to use the STAR model for feedback

To use the STAR model for feedback, you need to first identify the situation or scenario that you want to give feedback on. This could be a specific question, task, or challenge that the candidate faced during the interview process. For example, you could say: "I want to give you some feedback on how you handled the case study we gave you." Next, you need to explain the task or goal that was expected from the candidate in that situation. For example, you could say: "The goal of the case study was to assess your analytical, problem-solving, and communication skills." Then, you need to describe the action that the candidate took in that situation, and highlight what they did well and what they could improve on. For example, you could say: "You did a great job of breaking down the problem into smaller parts and using data to support your recommendations. However, you could have improved your presentation by being more concise and structured, and by anticipating some of the questions we asked you." Finally, you need to summarize the result that the candidate achieved or could have achieved with their action, and link it to the feedback you gave them. For example, you could say: "By being more concise and structured, you would have been able to communicate your ideas more clearly and persuasively, and show your confidence and competence in the case study."

3 Why use the STAR model for feedback

Using the STAR model for feedback can help you deliver constructive feedback that is specific, relevant, and actionable. By being specific, you avoid vague or general statements that can confuse or demotivate the candidate. By being relevant, you focus on the skills and competencies that are important for the role and the company. By being actionable, you provide concrete suggestions and examples that can help the candidate improve their performance and learn from their experience. Using the STAR model for feedback can also help you build rapport and trust with the candidate, by showing them that you care about their development and that you respect their strengths and potential.

4 How to prepare for feedback using the STAR model

Before providing feedback to a job candidate using the STAR model, it is important to prepare yourself by reviewing the candidate's performance and pinpointing the key points you want to cover. To do so, review their resume, application, and interview notes for evidence of their skills and competencies in relation to the role and the company. Additionally, select one or two scenarios that are relevant and significant for the candidate's performance and development. Then, make sure the expected task or goal is clear and measurable. Note down the action they took in each scenario and what they did well, as well as what could be improved. Also, document the result that was achieved or could have been achieved with their action and link it to the feedback you gave them. Use positive and constructive language, rather than criticism, judgment, or blame. Lastly, be ready to listen to the candidate's response and acknowledge any feelings, perspectives, or questions they may have.

5 How to deliver feedback using the STAR model

Delivering feedback using the STAR model requires an appropriate time and place, with enough time and privacy for a meaningful conversation. Begin by thanking the candidate for their interest and participation in the interview process, expressing appreciation for their skills and efforts. Explain the purpose and format of your feedback, and use the STAR model to structure it with examples and evidence. Invite the candidate to share their thoughts and feelings, then summarize your feedback and highlight the main takeaways and action steps. Finally, follow up with the candidate, offering support and guidance for their next steps.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?