How to ACE Your Next Behavioral Interview (don't use STAR)!

Summary

This video script critiques the STAR method for behavioral interviews, highlighting its limitations in time allocation and rigid structure that can lead to robotic responses. It introduces the CARL method as an alternative, emphasizing its efficiency in conveying context, action, results, and learnings. The script provides examples to illustrate the differences between the two methods and offers tips on incorporating learnings into interview answers to stand out.

Takeaways

• 📝 The STAR method has two main limitations: it overemphasizes background information and candidates often forget to include takeaways and learnings.
• 🚀 The CARL method is introduced as an alternative to STAR, focusing on Context, Action, Results, and Learnings to provide a more holistic answer to interview questions.
• 🔑 CARL combines the Situation and Task from STAR into one 'Context', making the response more concise and leaving room for discussing learnings.
• 🤔 To begin with CARL, ask yourself what you hoped to accomplish in the experience, which naturally includes both the situation and task.
• 💡 The CARL method helps avoid sounding robotic by allowing for a more personalized and reflective answer, which can help candidates stand out.
• 📉 The STAR method can result in candidates sounding too rehearsed, which might not leave a strong impression on the interviewer.
• 📚 Learnings are crucial in differentiating candidates, as they show reflection on past experiences and the ability to apply those lessons to future actions.
• 🛠️ When formulating learnings, consider the implications of your actions, what you did well, and what you would do differently in a similar situation.
• 📈 Including learnings in your interview answers is important because it demonstrates personal growth and the ability to learn from experiences.
• 📝 Resume bullet points should follow the STAR format, focusing on results-oriented outcomes and avoiding overly wordy explanations, including learnings.
• 🌟 The choice between STAR and CARL depends on the individual's comfort and the specific context of the interview, with CARL offering a fresh approach to answering behavioral questions.

Q & A

What are the two major limitations of the STAR method for behavioral interview questions?

The two major limitations of the STAR method are that it allocates too much time for background information, where the focus should be on accomplishments, and candidates often forget or don't know when to add takeaways and learnings in their answers.

What is the CARL interview method, and how does it differ from the STAR method?

The CARL interview method stands for Context, Action, Results, and Learnings. It differs from the STAR method by combining the Situation and Task into a single 'Context' component, which keeps the background information concise and allows more time to discuss learnings and takeaways.

Why might candidates who rely heavily on the STAR method sound too robotic in interviews?

Candidates may sound too robotic when using the STAR method because they might be overly reliant on the format, leading to responses that feel like memorized scripts rather than genuine, reflective answers.

How does the CARL method help to make an impression on the interviewer?

The CARL method helps to make an impression by allowing candidates to stand out from the crowd through the incorporation of learnings and takeaways, which shows that they have reflected on their experiences and can apply those lessons to future actions.

What is the main purpose of the 'Context' component in the CARL method?

The 'Context' component in the CARL method combines the situation and task from the STAR method, ensuring that the background information shared is concise and directly related to the candidate's goals and objectives in the experience being discussed.

How can a candidate prompt their brain to think 'context first' when using the CARL method?

A candidate can prompt their brain to think 'context first' by asking themselves, 'What was I hoping to accomplish in this experience?' This question often naturally includes both the situation and the task.

What is the importance of discussing 'learnings' in a behavioral interview answer?

Discussing 'learnings' is important because it shows the interviewer that the candidate has taken the time to reflect on their experiences, which can lead to a finding or takeaway that should influence future actions and demonstrate personal growth.

How can the CARL method help a candidate to answer the behavioral interview question about a time they failed?

The CARL method helps a candidate answer the question about failure by providing a structured way to concisely present the context, action, and result, and then focusing on the learnings derived from the experience, which can highlight resilience and adaptability.

What are the three questions one should ask themselves to effectively address the 'learnings' part of a behavioral interview answer?

The three questions to ask are: 1) What are the implications of the actions taken and the results seen? 2) What did the candidate think they did well? 3) What would they do differently if faced with a similar situation?

Should the STAR method be completely abandoned in favor of the CARL method?

No, the STAR method should not be completely abandoned. It is still useful and effective in certain contexts, such as in resume bullet points, where results-oriented information is preferred and learnings are typically not included.

What is the main takeaway from the comparison between the STAR and CARL methods for behavioral interview questions?

The main takeaway is the importance of incorporating learnings into the interview answer, as it demonstrates reflection on experiences and the ability to apply those lessons to future situations, which can be a differentiating factor for the candidate.