Handling False and Incomplete STARs

Identifying Deficient Responses

Not every response a candidate offers during a behavioral interview will be "complete STARs."

It is the interviewer's responsibility to identify deficient responses and know how to handle them.

Primarily, there are two types of problematic responses: the "False STAR" and the "Incomplete STAR".

A False STAR occurs when the candidate does not provide any concrete examples of a past event.

Instead of a story, the candidate speaks in theoretical terms or generalities.

For example, if asked about leadership, he or she might respond, "Leadership is very important to me and I believe that a good leader must motivate his or her team," without citing any actual situation in which he or she has done so.

An Incomplete STAR, which is more common, occurs when the candidate does tell a story, but omits one of the four critical components of the model: it lacks the Situation, Task, Action or Result.

Strategy 1: How to Handle a "False STAR" (Theoretical Answers)

When a candidate responds with theory instead of an example, the interviewer's goal is to gently redirect the candidate to a specific experience. The theoretical answer should not be accepted.

Instead, probing questions designed to trigger his memory of past events should be used. Some effective questions to accomplish this are:

• "I understand your theoretical point, but can you recall any specific occasion when something like this happened to you?".
• "Do you have any recent examples from your work that you can tell me about where you have applied that?".
• "Try to recall in one of your previous jobs, when you were faced with such a situation?".

Strategy 2: How to Handle an "Incomplete STAR" (Missing Pieces).

When a component of the STAR model is missing from the candidate's narrative, follow-up questions should be surgical and point directly to the missing element.

If the Situation (S) or Task (T) is missing: If the candidate jumps directly to the action without explaining the context or role.

Ask: "What exactly was happening at that moment?".

Ask, "What was your assigned task?" or "What specifically were you expected to do?".

If Action (A) is missing: This is the most critical error. It occurs when the candidate describes the situation and the outcome, but not what they did, or when they constantly speak in the plural ("we decided," "the team resolved"). The key is to refocus on the "I".

Ask: "What exactly did you do?".

Ask: "How did you personally act in that situation?".

If the Outcome (R) is missing: If the candidate explains what he/she did, but not the outcome.

Ask: "And how did it end?".

Ask, "What were the consequences of your actions?".

Best Practices for Obtaining the Full STAR

The fundamental objective is to obtain the best and clearest example possible. To do this, the interviewer should:

Give Time: Never push the candidate if he/she is thinking. Allow time to remember a good example.

Be empathetic with phrases such as, "Take your time" or "Don't worry, it doesn't have to be a perfect situation." If he still doesn't rememb