Beyond the STAR: Hiring for Potential and Attitude, Not Past Performance

I've been applying for jobs lately, and I'm starting to feel like a robot. The STAR technique, this super structured way of answering interview questions, is making me feel like I'm just spitting out answers instead of having a real conversation. It's all about past experiences, which is great, but what about my potential? What about my future?

The problem is, the STAR technique can make it hard to talk about the real stuff. If you've had a bad boss or a toxic work environment, you might not feel comfortable sharing that in an interview, especially if they're in the same company but in a different department. It's like you're being forced to pretend everything is perfect, even when it's not.

And let's not forget that the STAR technique can make you sound like a robot. It's all about giving specific examples and following a certain structure, which can make you feel like you're just reciting a script. It takes away the personality and spontaneity that can really help you connect with the interviewer.

Plus, if you're new to the workforce or changing careers, the STAR technique can be a real disadvantage. It's all about having lots of relevant experience, but what if you don't have that? It can make you feel like you're not good enough, even if you're a great candidate.

So, while the STAR technique has its place, it's important to remember that it's not the only way to assess a candidate. We need to start looking beyond the past and focusing more on a person's potential, their attitude, and their ability to learn and grow. Let's make hiring less robotic and more human.