Capturing and Communicating Accomplishments

As we move through TAP during our retirement and separation proceedings, we often hear about the STAR method.

What is the STAR method and why is it so talked about?

The STAR method (Situation, Task, Action, Result) is a widely used framework for answering behavioral interview questions.

It is not the only method out there, but it shares in the outcome focus of why these methods exist, a common goal.

If you’re looking for alternative or similar frameworks, here are some other options to explore:

1. CAR Method

? Context: Describe the situation or background.

? Action: Explain what steps you took.

? Result: Share the outcome of your actions.

? How It’s Similar: Like STAR, it focuses on breaking down the response into structured parts, but it’s slightly more streamlined.

2. PAR Method

? Problem: State the problem or challenge.

? Action: Describe the actions you took to address it.

? Result: Share the result or resolution.

? How It’s Similar: Similar to STAR, but doesn’t explicitly include the task; instead, the focus is on the problem.

3. SOAR Method

? Situation: Describe the situation or challenge.

? Objective: Explain the goal or objective you were trying to achieve.

? Action: Detail the steps you took to achieve it.

? Result: Share the outcome.

? How It’s Similar: Emphasizes objectives in addition to actions and results.

4. BAR Method

? Background: Outline the context or situation.

? Action: Explain what you did.

? Result: Summarize the outcome.

? How It’s Similar: Simpler alternative to STAR, focusing on the essentials of the story.

5. SAR Method

? Situation: Describe the scenario.

? Action: Explain what you did.

? Result: Share the results.

? How It’s Similar: A condensed version of STAR, omitting the explicit focus on the task.

6. E.A.R. Method

? Event: Describe the event or situation.

? Action: Explain the actions you took.

? Result: Share the results.

? How It’s Similar: Focused specifically on the sequence of events and actions taken.

7. AID Method

? Action: What you did.

? Impact: The impact of your actions.

? Details: Additional context or background.

? How It’s Different: This method focuses more on impact than on the result.

8. C-A-R-L Method (for Reflective Interviews)

? Context: Describe the situation.

? Action: What steps you took.

? Result: What happened as a result.

? Learning: Reflect on what you learned from the experience.

? How It’s Different: Adds a learning component to focus on growth and development.

What is the common denominators in each of these? To shake out what you specifically did and showcase what the result of those actions were. Why is this important when applying for a position or interviewing?

Because it showcases not that you were simply in charge, but that you made conscious decisions with that responsibility that drove production, efficiency, improved morale, etc...within whatever team or organization your were a part of and how those results impacted the bottom line and the big picture.

These frameworks are all designed to structure responses to behavioral questions and can be adapted depending on the situation or the interview style. You do not have to use these, but in my experience, these methods help keep communication clear, concise, and on track within an interview as well as with a resume bullet. They help prevent rambling in an answer.

Try Choosing one that aligns best with your communication style and the types of questions you’re preparing for.

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