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What are the best ways to provide concise feedback after using the STAR method?

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The STAR method is a popular technique for answering behavioral questions in interviews, where you describe a Situation, Task, Action, and Result that demonstrate your skills and achievements. But how do you give effective feedback to someone who uses the STAR method? Here are some tips to help you provide concise and constructive feedback that can help the interviewee improve their performance.

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1 Identify the skill

The first step is to identify the skill or competency that the interviewee is trying to showcase with their STAR answer. For example, if the question is about teamwork, you want to focus on how they collaborated, communicated, and resolved conflicts with others. If the question is about problem-solving, you want to look at how they analyzed, implemented, and evaluated solutions. By naming the skill, you can set clear expectations and criteria for the feedback.

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2 Evaluate the situation and task

The next step is to evaluate how well the interviewee described the situation and task that they faced in their STAR answer. The situation and task should be relevant, specific, and realistic, and provide enough context and details for the interviewer to understand the challenge and the goal. You can give feedback on how the interviewee selected and presented the situation and task, and suggest ways to make them more clear, concise, or compelling.

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3 Assess the action and result

The third step is to assess how effectively the interviewee explained the action and result that they achieved in their STAR answer. The action and result should be aligned with the skill and the task, and demonstrate the interviewee's contribution, impact, and learning. You can give feedback on how the interviewee described the action and result, and recommend ways to make them more specific, measurable, or relevant.

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Kamil L.

Human Resources, Employer Brand & Talent Management | Diversity, Equity, Inclusion & Belonging Change Advocate | Professional coach working towards ICF certification
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When a candidate is discussing results, explore the depth of their answer. Different stakeholders could have different results, e.g.: there may be a result for a client or customer, and a different one for your business unit or company. Finally there is also a personal and professional result. These results can be expressed qualitatively or quantitatively, and the latter is always more impactful if it is tied to a a KPI, OKR or Smart Goal that can show progress over time.

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Sunetra Sen

Hiring Technical Product Managers and Software Development Engineers for Amazon Entertainment! #reachout
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When an interviewee is sharing their story in a STAR format, they should provide data - anecdotal or quantitative - to make their stories strong. So, when you are evaluating certain competencies, be on the lookout for the data, which helps to back up the results that the interviewee is describing.

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????♂? Raul De la Mota (DevRev)

US & LATAM Sr. Talent Sourcer | Recruiter (GTM | Engineering) "Creating the earth’s most customer-centric companies"
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As an interviewer you need to be able to visualize or identify each bullet point in the conversation with the candidate for example - Was the Situation vividly described? Was their Task clear and distinct? Did their Actions directly address the Task, detailing their specific involvement? Lastly, was the Result impactful and quantifiable, illustrating the outcome of their efforts? Then, offer constructive guidance. It's essential to highlight one or two key areas for improvement ( if any) ensuring they walk away with actionable insights to better help them in future interviews.

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4 Use positive and negative examples

The fourth step is to use positive and negative examples to illustrate your feedback. Positive examples are instances where the interviewee did something well or showed a strength in their STAR answer. Negative examples are areas where the interviewee could improve or avoid a mistake in their STAR answer. You can use positive examples to praise, reinforce, or encourage the interviewee, and negative examples to critique, correct, or challenge the interviewee.

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5 Provide suggestions and questions

The fifth step is to provide suggestions and questions to help the interviewee improve their STAR answer. Suggestions are practical and actionable tips that the interviewee can apply to their future answers, such as using more numbers, stories, or keywords. Questions are open-ended and reflective prompts that the interviewee can use to think deeper about their answer, such as what they learned, what they would do differently, or what feedback they received.

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6 Balance the feedback

The sixth and final step is to balance the feedback by giving both positive and negative comments, and by using a respectful and supportive tone. You want to avoid giving too much or too little feedback, as well as being too harsh or too soft. You want to give feedback that is honest, constructive, and helpful, and that motivates the interviewee to improve their skills and performance.

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Tenesha Wells

Early and Emerging Talent Recruiter | Connecting Service Members & MilSpouses with Career Opportunities at Lowe’s! ?? Let's Connect and Collaborate!
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When using the STAR method in the interview process, you are seeking examples of the candidate work experience. When the interviewers use the this technique to give candidates feedback, they’re clear and specific. Even if a candidate seems nervous, when we are honest and transparent, this allows the candidate to improve and better understand that the interview process is truly a conversation between employer and potential employee.

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7 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?

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What are the best ways to provide concise feedback after using the STAR method?

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1 Identify the skill

2 Evaluate the situation and task

3 Assess the action and result

4 Use positive and negative examples

5 Provide suggestions and questions

6 Balance the feedback

7 Here’s what else to consider

Interviewing

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What are the best ways to provide concise feedback after using the STAR method?

1

2

3

4

5

6

7

1 Identify the skill

2 Evaluate the situation and task

3 Assess the action and result

4 Use positive and negative examples

5 Provide suggestions and questions

6 Balance the feedback

7 Here’s what else to consider

Interviewing

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