An Alternative Model: ATOLLA (Action, Thoughts, Outcome, Learning, Applications)

Introduction: Beyond the STAR Model

While the STAR model is the best known methodology for competency-based interviewing, there are alternative models that seek a deeper understanding of the candidate. The ATOLLA model is one such model.

It builds on the same behavioral logic as STAR, but adds additional layers of analysis that allow for a more complete picture, not only of what the candidate did, but why they did it and what they learned.

Breakdown of the ATOLLA Acronym

The ATOLLA model is composed of five stages of inquiry:

A - Action: Similar to STAR, it refers to what the person did in a particular situation. In this model, the initial "A" encompasses the Situation, Task and Action.

T - Thoughts: This is the first major difference with STAR. Here the mental process prior to the action is investigated.

It seeks to understand what the candidate thought, felt or valued before deciding to act, revealing his or her reasoning and decision-making process.

O - Outcome: Equivalent to STAR's "R", it explores the consequences and achievements derived from the action, measuring the real impact of their behavior.

L - Learning: A unique aspect of ATOLLA. The candidate is invited to reflect on what lessons he or she learned or what new skills he or she developed from the experience.

L - Applications: The closing of the model. The candidate is asked to explain how he/she has implemented that learning in subsequent situations.

This measures their actual ability to transfer knowledge and grow professionally.

The ATOLLA Model Advantage: Assessing Potential

This approach expands the conversation beyond just "what happened."

By including the prior mental process (Thoughts), reflection (Learning) and future implementation (Applications), the ATOLLA model offers a much richer tool.

It allows the interviewer to assess not only the candidate's current competencies, but also his or her self-awareness, learning agility and future development potential, providing a more complete picture for decision making.

Example of Practical Application of the Model

Let's imagine a standard behavioral question is asked, "Tell me about a situation where you faced an unexpected problem at work and how you solved it."

The candidate will first respond with the Action (including situation/task) and the Outcome (the A and O of the model).

Once that information is obtained, the interviewer probes for additional layers:

Probing "T" (Thoughts): "What exactly did you think about or analyze before deciding how to approach that problem?".

Here the candidate is expected to explain his or her thinking, the factors he or she considered or the risks he or she assessed.

Probe for "L" (Learning): "What did you learn from that experience that has helped you in your professional development?".

The candidate is asked to identify the lesson learned or new skill acquired.

"L" (Applications) probe: "Can you give me an example of a di