How to Use the Star Method When Writing Selection Criteria
The STAR method (or STAR model) has always been a popular way of structuring statements
against selection criteria. By using STAR (or similar methods
such as CAR, PAR or SAO) it is easy to see a link between your tasks,
actions and results. It can be a helpful way to get your thoughts
flowing and document your claims against the selection criteria in a
way that makes sense.
STAR stands for Situation, Task, Action, Result and applicants are told that they should write their selection criteria as follows:
Situation: describe a work
situation that you were faced with.
Task: describe the task that
you had to complete.
Action: describe the action
that you took to complete the task.
Result: describe the result of
your action.
Other models include CAR, PAR or SAO, as mentioned above.
CAR Method:
Context: describe the work
context.
Action: describe the action
that you took.
Result: describe the result of
your action.
PAR Method (remembered by the saying "PAR on the golf course"):
Problem: describe the problem you were confronted with.
Action/activities: describe the action or activities
that you took to solve the problem.
Result: describe the result of
your action.
SAO Method:
Situation: describe a work
situation that required your action.
Action/activities: describe the action or activities that you took to solve the problem.
Outcome: describe the outcome of
your activities and action.
As you can see, these models are all very similar and will point you in a very similar direction. Because the STAR method is the most popular, this article will focus on this method.
Example of Using the STAR Selection Criteria Method
Following is an example of a job applicant following the STAR method and answering the questions in the box below. You can follow along using the colour coding.
-
S - Situation
What is the context for the example?
What are the requirements of your role?
What is expected of you in your position?
How does this fit into the broader goals of the organisation? -
T - Task
What was the task or problem?
What made this task unusual or difficult?
What are the implications of not "getting it right"? -
A - Action
How did you decide what action to take?
What steps were involved in the action?
What did you have to consider along the way? -
R - Results
What happened?
What were the immediate results and broader results for the organisation?
Was there any feedback?
Ability
to achieve high levels of
customer satisfaction in an environment with high work volume, strict
deadlines and competing client priorities.
I often come across competing client priorities in my work.
For example, most clients have
deadlines for the procurement of items
for their organisation and require advice regarding procurement options
and legislative requirements within a certain time frame so they can
complete their procurement. In these instances I have to make
a well informed decision as to the priority of clients based on their
deadlines and the importance of the procurement.
For example, on one occasion the Department of Defence required advice regarding the procurement of an item for an overseas operation. My task was to provide this advice however I also had three other clients who had submitted requests before the Department of Defence. While these other departments thought that I should attend to their queries first I assessed that the operational requirements of the Department of Defence was considered a higher priority than the Department of Foreign Affairs and Trade requiring advice about the procurement of a new photocopier.
Once
I made a determination regarding client
priority, I informed all clients of my turnaround time, explained the
delays and higher priority issues that may affect the timeliness of
advice. I continued to research and provide advice to the
Department of Defence which resulted in a successful procurement for
their overseas operation.
In this instance, all four clients
received the advice they required within an adequate time frame and I
received praise for the assistance I provided.
The Drawbacks of Using STAR When Addressing Selection Criteria
Writing as a government recruiter who sits on panels on a regular basis and reads
selection criteria statements all the time... it can't escape my attention that the best statements hardly appear to use this method at all. If they do, it's very rare.
While this method might help you
to write your statements addressing selection criteria and it might help some people get an interview, this method generally
only produces mediocre statements. And, when 80% of all applicants
use the STAR model, the selection panel ends up with a pile of
mediocre applications.
If you use the STAR method to write your selection criteria it is not
going to doom you to failure. However, it is the small percentage
who break free from the restrictive STAR method and whose applications
shine, that end up with an interview.
If you are new to government job applications using STAR can really
help you get started. Writing about yourself is hard and time
consuming. But once you've got the knack, I would suggest investing a
little more time and effort into your criteria to really make them
stand out.
What's Wrong With STAR?
Why doesn't the STAR method work?
The main reason is that it is too restrictive, and most applicants
follow this model by outlining one instance
where they have applied the selection criteria in their employment (see
the above example).
Doing something well once doesn't mean
that you are consistently good at it!
The selection panel do not want to know about an example of a
situation, task, action and result that you have that you have
encountered once in your day to day work. They want to know that you have
consistently good knowledge, skills and abilities.
Example of Re-Writing After Using STAR
The example we saw above (the coloured one) was written by a lady
called Sue who was having trouble securing an interview. I worked with
her on re-writing her selection criteria and she got an interview (and
subsequently, the job) on her next try.
Below is the re-written selection criteria so you can see the
difference. In this example Sue not only gives an example, but she:
Ability
to achieve high levels of
customer satisfaction in an environment with high work volume, strict
deadlines and competing client priorities.
I currently work for the Department
of X, whose mandate is to provide
procurement information services to other Commonwealth
agencies. My customer contact comes primarily via phone but I
also spend approximately 20% of my time meeting with customers
face-to-face to provide training or more comprehensive advice that
isn’t as effectively delivered over the phone. My customer
contact is high volume and the Department’s charter stipulates strict
turnaround times that are documented and measured.
I often come across competing client
priorities in my work.
For example, most clients have deadlines for the procurement of items
for their organisation and require advice regarding procurement options
and legislative requirements within a certain time frame so they can
complete their procurement. In these instances I have to make
a well informed decision as to the priority of clients based on their
deadlines and the importance of the procurement. For example,
if the Department of Defence require advice regarding the procurement
of an item for an overseas operation, this would be considered a higher
priority than the Department of Foreign Affairs and Trade requiring
advice about the procurement of a new photocopier. Once I
have made a determination regarding client priority, I inform them of
my turnaround time, explain any delays or higher priority issues that
may affect the timeliness of advice, and then make an appointment with
them at a later date to discuss the issue either over the phone or in
person.
As a customer care consultant I
recognise the importance of my role in
business partnering, as I have access to a large cross-section of staff
and agencies. I use this exposure to gain an awareness of
current issues of importance and arising issues, and communicate this
knowledge to my business unit so that we can prepare for effective
future service delivery. When communicating with customers I
focus on listening to their needs, and respond appropriately.
I believe strongly in educating myself in the business of my customers,
as I believe this individual approach assists in developing appropriate
solutions, and I demonstrate to the customer that their needs are
important and that they come first.
While partnering with current
customers, I also form networks with
potential customers. I believe this represents a tremendous
opportunity to form solid working relationships, improve the image of
my organisation, and present as an organisation with a high customer
service focus. By discovering untapped areas, needs, and
opportunities to deliver our products and services, not only are our
image and perceived effectiveness improved, but outputs and
deliverables across the organisation are maximised. I have
had incredible success in this area of partnering and have high levels
of customer satisfaction as measured by feedback surveys. I
would be happy to provide copies of these surveys for your perusal at
an interview.
How You Can Apply This
Using STAR can be a great way to get started, particularly if you
struggle with writing or selling your skills and abilities. After
your first draft however, expand and refine to include:
- A brief explanation of your exact role and how it fits into the organisation.
- A brief explanation of how your role relates to the selection criteria.
- Give a specific example that relates to the criterion.
- Demonstrate that you recognise the importance of your role / consequences of your role.
- Demonstrate that you are proactive and not just reactive (this could include how you keep up to date or training that you attend).
- Explain your 'wins' in the business and long term results (not just results from one instance).
I urge you to consider the damage you may be doing if you just follow the masses and do what they do. The selection panel do not want to know about one situation, task, action and result from your day to day work, they want to know why you are the best person for the job!
More Selection Criteria Examples
Our ebook Selection Criteria Exposed contains 200 examples of statements addressing selection criteria . It has been produced for applicants in a hurry, and without the time to spend writing lengthy selection criteria statements. Take a look!
More Resources
A quick explainer video from workskills.org.au
The Australian Public Service Commission also briefly outlines the STAR model and how it can be used in government job applications.
More Help With Your Job Application:
Our top 5 selection criteria
Your government job application at a glance
What to expect at a government interview