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.

Outlines

00:00

🚀 Introduction to STAR and CARL Interview Methods

The video script begins by addressing the limitations of the widely-used STAR method for behavioral interviews, which include excessive focus on background information and a tendency to sound robotic. The speaker, Jeff, introduces the CARL method as an alternative, emphasizing its ability to streamline background information and integrate learnings into the interviewee's responses. The script promises a comparison of the two methods and practical examples to illustrate their application in interview scenarios.

05:01

🔑 The CARL Method: Context, Action, Results, and Learnings

This paragraph delves into the specifics of the CARL method, highlighting its structure of Context, Action, Results, and Learnings. It contrasts CARL with STAR by explaining how the 'Context' in CARL combines the 'Situation' and 'Task' from STAR, leading to a more concise presentation. The speaker provides a personal example of how to reframe a response using CARL, emphasizing the importance of discussing learnings to differentiate oneself from other candidates. The paragraph also touches on how to effectively answer the 'learnings' part of an interview question by reflecting on the implications of one's actions, identifying strengths, and considering what could be done differently in similar situations.

Keywords

💡STAR method

The STAR method is a structured approach to answering behavioral interview questions by discussing a Situation, Task, Action, and Result. It is designed to provide a clear and concise narrative of one's experiences. In the video, the STAR method is critiqued for being too time-consuming for background information and for potentially leading candidates to sound robotic. The video script uses the STAR method as a point of comparison to introduce the CARL method.

💡CARL method

The CARL method stands for Context, Action, Results, and Learnings. It is an alternative to the STAR method, focusing on providing a more concise background (context) and emphasizing the importance of reflecting on learnings from an experience. The video highlights CARL as a way to stand out in interviews by showcasing personal growth and adaptability, as opposed to just listing actions and results.

💡Behavioral interview

A behavioral interview is a type of interview where the interviewer asks questions about past experiences to predict future performance. The video script discusses how both the STAR and CARL methods are used in this context to help candidates effectively communicate their experiences and learnings, which is crucial for behavioral interviews.

💡Takeaways and learnings

Takeaways and learnings refer to the insights and lessons gained from a particular experience or situation. The video emphasizes the importance of including these elements in interview answers to demonstrate personal growth and reflection. The CARL method specifically incorporates a 'learnings' section to address this aspect.

💡Robotic responses

The term 'robotic responses' in the video refers to answers that sound rehearsed and lack authenticity. The speaker warns against relying too heavily on the STAR method, as it might lead to candidates sounding robotic, which can be a disadvantage in interviews where authenticity and genuine reflection are valued.

💡Context

In the CARL method, 'context' combines the situation and task from the STAR method, providing a more streamlined and focused background for the interviewee's story. The video script illustrates how starting with context can help candidates quickly set the scene for their actions and results, as seen in the example of designing a training program for new hires.

💡Action

The 'action' component of both the STAR and CARL methods refers to the steps taken by the interviewee in response to the situation or context. The video script uses the example of creating home workout videos to demonstrate the action part of the narrative, showing what the interviewee did to address the task at hand.

💡Results

Results are the outcomes or consequences of the actions taken. In the video, results are used to measure the effectiveness of the actions and to provide evidence of the interviewee's capabilities. The script contrasts the results of using the STAR method with those of the CARL method, highlighting the importance of results in both.

💡Learnings

Learnings are the insights gained from reflecting on one's actions and results. The video script emphasizes that including learnings in interview answers can differentiate candidates and show their ability to grow and adapt. The CARL method specifically includes a 'learnings' section to encourage candidates to discuss this aspect.

💡Resume bullet points

In the context of the video, 'resume bullet points' are short, concise statements on a resume that highlight an individual's experiences using the STAR method. The video suggests that while learnings are important in interviews, they are typically not included in resume bullet points to keep them results-oriented and data-backed.

💡Authenticity

Authenticity in the video refers to the genuineness and originality of a candidate's responses in an interview. The speaker advises against sounding too rehearsed and encourages the use of the CARL method to convey authenticity, which can help candidates make a more positive impression on interviewers.

Highlights

The STAR method, while popular for behavioral interviews, has limitations including excessive time spent on background information and candidates forgetting to add takeaways and learnings.

The CARL method is introduced as an alternative to STAR, focusing on context, action, results, and learnings to make a stronger impression in interviews.

CARL's 'context' combines situation and task from STAR, keeping background information concise and focused.

The CARL method prompts candidates to reflect on their experiences, leading to a takeaway that influences future actions.

Candidates who rely heavily on the STAR method may come across as robotic, repeating memorized answers.

A simple example demonstrates how to answer a behavioral interview question using both the STAR and CARL methods.

The CARL method allows for a more concise setup before diving into the important parts of the story.

Learnings are crucial as they differentiate candidates and show reflection on experiences.

Three key questions are suggested to formulate learnings in a behavioral interview answer: implications of actions, what was done well, and what would be done differently.

A practical example is given to show how to apply the CARL method to a common interview question about failure.

The CARL method emphasizes the importance of including learnings in interview answers to stand out.

The STAR method is still useful for resume bullet points, which should be results-oriented and data-backed.

The transcript suggests that while the STAR method has its place, the CARL method offers a fresh approach to behavioral interviews.

The transcript provides a direct comparison between STAR and CARL, showing the CARL method in action with a sample interview answer.

The CARL method is recommended for those willing to experiment and improve their interview techniques.

The transcript concludes by emphasizing the importance of incorporating learnings into interview answers to demonstrate reflection and growth.

Transcripts

>>The extremely popular STAR method

for behavioral interview questions

actually suffers from two major limitations.

Number one, it allocates too much time

for background information,

where more the answer should focus on your accomplishments.

Number two, by the hearing religiously

to the STAR interview format, situation, task, action,

and result, many candidates forget or simply don't know

when to add takeaways and learnings in their answers.

In this video, I'll show you the major differences

between the STAR and CARL interview methods

and when to use each technique.

I'll also walk you through two behavioral interview answers,

so you can see a side-by-side comparison

of the two formats in action.

So let's get started.

Hi friends, welcome back.

If you're new here, my name is Jeff

and this channel is all about practical, career,

and interview tips.

So if you're a current student or young professional,

consider subscribing for more actionable content.

Other than the two limitations I mentioned in the beginning,

I've heard from interviewers

that candidates who are rely too heavily on the STAR method

end up sounding too robotic,

like they're just repeating memorized answers.

So if you really want to make an impression

on the interviewer,

try using the CARL method the next time

you're answering behavioral interview questions

to truly stand out from the crowd, diving right into it.

CARL simply stands for context, action, results,

and learnings.

At first clients, it doesn't seem all that different

from STAR.

The A and R even represent the same concepts,

action and results.

But if we dive a bit further,

we realize that the C context,

combines both the situation and task from the STAR method,

and this keeps the background information you share

concise and to the point.

To prompt your brain to think context first,

simply ask yourself,

what was I hoping to accomplish in this experience?

And you often find your answer,

will naturally include both the situation and the task.

Let's take a simple example.

Imagine if I were asked

a common behavioral interview question,

tell me about a time you went above and beyond at work.

If I were preparing strictly with the STAR method in mind,

my answer might start off looking like this.

When I was a management consultant with EY,

I worked primarily on finance and supply chain projects.

Usually when a project ended,

I would help out on other business development work

to pitch additional engagements.

One time I just rolled off a project

and I realized we didn't have a consistent

onboarding program for new hires.

And so I took the initiative to design a training plan

aimed at decreasing new hire wrap-up time.

If I were using the car format

and primed myself to think context first,

I would instead start off by saying something like this.

When I was a management consultant with EY,

I decided to make use of some downtime in between projects

to design a training program for new hires,

and then launch right into the action

and say exactly what I did to make that happen.

So I basically used a few words to lay groundwork

for the more important parts of the story.

And you might be wondering, does it really matter?

Well, yes, because it gives you more time

to talk about your learnings

and the learnings is what differentiates you

from someone who has an equally

if not more impressive story.

And this is because it shows that you took the extra step

and reflected on your experiences

leading to a finding or T takeaway

that should influence your future actions.

If you're enjoying this comparison between the STAR

and CARL method so far,

actually I have a Facebook group

where I share exclusive weekly tips.

So consider joining if you haven't already.

I'll link it down below.

This brings us to the second point of this video,

how best to come up with a behavioral interview answer

around the learnings prompt.

And they're really just three questions

you wanna ask yourself to nail this part.

Number one, what are the implications

of the actions that you took and of the results you saw?

Number two, what did you think you did well?

And number three, what would you do differently

if you were put in a similar situation?

So I'm just gonna jump right into

a behavioral interview question answer example

to show you how to apply this in practice.

I'm gonna say the prompts like situation

and learnings out loud,

just to make it very clear what I'm doing.

Please don't actually say those words

as part of your answer in a real interview.

Let's say I'll ask the common and tricky

behavioral interview question,

"Jeff, tell me about a time you failed."

Using the STAR method,

my answer might look something like this.

Situation.

A previous nutrition and finished presentation

I prepared for my colleagues was well received,

and so I wanted to take it a step further

and share my entire weekly workout routine

with a broader audience task.

I wanted to create videos on home workouts

since many of us were stuck at home

for prolonged periods of time this year,

and I also wanted to reach people outside of work.

Action.

I started feeling myself working out at home on my phone,

and I made small edits in order to share on Instagram

and other social media sites.

The result.

Engagement was minimal,

fewer than 1% of my connections liked or viewed

what I posted,

and so I felt like I wasted so much time

learning how to shoot and edit videos.

Let's pause right there,

because technically the STAR method

ends with results, right?

Even though a question like tell me about a time you failed,

you should really go on to say the lessons you learn

and how you can apply those moving forward.

And this is where the call technique really shines.

Let's go through the exact same experience

but this time use the context, action,

result, and learning prompts.

Context, following a well-received presentation

of fitness and nutrition to my colleagues.

I wanted to upload videos on home workouts

that will benefit a wider audience.

You can see right away that the background information

was a lot more concise.

The action result will stay the same,

so I'm gonna skip over those two

and go straight to my learnings.

Upon reflection, I realized my content on home workouts

was simply not in the same league

as some of the other well-established fitness coaches

out there.

So although I felt like I wasted so much time,

I didn't give up.

I decided to apply my new found expertise in video editing

to another topic.

So it took some time to really figure out the topics

I had a great deal of knowledge on,

and here we are with career interview tips

for current college students

and young working professionals.

If you found that example answer helpful,

a like and sub to the channel would be amazing.

In a situation where you're nervous like an interview,

we might overly rely on the acronyms, right?

STAR our results.

Okay, I just need to end with results.

Whereas with that good body CARL,

you will remember to end your answer with learnings.

Finally, at this point, some of you might be wondering

does this mean I should never use a STAR format again?

No, definitely not.

For example, the bullet points in your resume

should always follow the STAR format,

because the ending of your bullet points

should be results oriented,

backed up by data points.

Learnings are usually not included,

because that would make the resume too wordy.

Feel free to check out my video

on how to write an incredible resume.

I'll link that down below as well.

And finally, if you're comfortable with STAR

and has been working well for you,

by all means, stick with it.

For those of you who are willing to experiment

and switch things up,

the call technique is always gonna be here.

All right, there you have it.

A comparison between the STAR and CARL methods

for behavioral interview questions.

Just remember, the main point is to incorporate

learnings in your answer,

because that shows the interviewer

you took the time and reflected on your experiences.

Please give this video a like if you find it helpful

and let me know down the comments below,

if you have any questions.

Subscribe if you haven't already,

see you on the next video,

and the meaning, have a great one.

(upbeat music)