STAR: A method for finding the perfect employees

At TOPdesk, it is extremely important to operate based on transparent processes, as honesty is the foundation of our culture. Naturally, the same applies to our hiring process. Why would we keep secret what we are interested in during a job interview? It wouldn’t make much sense, would it? An interview usually lasts one and a half to two hours, so it’s better to play with open cards early on and spend this time in mutual collaboration.

Getting to know each other is crucial

The focus of a job interview at TOPdesk is an honest, mutual introduction. It’s important that the applicant can be themselves, just as it happens on our side. Together, we strive to create a calm, inclusive atmosphere and mutual equality.

And by getting to know each other, we mean that the questions asked by the applicant are just as important as those we ask the candidate, and we are happy to take the time to answer them.

What do we want to know about our potential new colleague? What they like, what they don’t like, what decisions they’ve made and why, their important studies, what they are good at, or what they want to be better at, and what their hobbies are. In addition, we ask questions like why the applicant finds TOPdesk interesting and what their expectations are regarding working conditions. We generally prefer to get a clearer picture through concrete examples and situations about the situation and the acquired experiences. This way of asking questions is the STAR method.

What is the STAR method?

The STAR method is a technique used during job interviews aimed at getting to know the interviewee based on behavior: what and how they do things. It’s not some kind of torture method and it’s not that complicated, but it helps us focus on the most important things very effectively.

How exactly do we do this? We could ask, for example, if the applicant is customer-oriented. Then we can only believe in the candidate’s honesty when they say, of course. However, this is not always enough. That’s why we prefer to discuss this through concrete, mostly recent examples that we delve into together. So instead, we ask the interviewee to provide a real example to substantiate that they are indeed customer-oriented. Or, what exactly did the situation look like? What was their role or task in this story? Which was the decisive point when they felt they had to prove themselves? What did they do and say exactly? What action moved the situation forward? And finally, how did the case end? Is the candidate satisfied with the result?

At TOPdesk, we don’t follow this method mechanically, so the order of the letters could be different. Our introduction remains a pleasant conversation, not a list that we must go through at all costs.

Why is STAR advantageous for the interviewee?

The STAR method allows the candidate to prepare purposefully, making the application process easier and more successful. Firstly, it’s worth going through what they have done in the past year and a half: projects, tasks, challenges, solutions… etc. Likely, the things that caused stress, frustration, euphoria, satisfaction, or pride will come to mind easily. The candidate needs to recall what exactly played out within them and what they thought about these. What is the significance of the situations? What do these situations say about their personality, talent, and what they prefer?

Is an important competency missing from the candidate’s resume? This doesn’t necessarily mean they couldn’t handle the job! It’s important to think the situation through and not bury our heads in the sand. In such cases, it can help if the candidate names the missing details in their cover letter. This way, they can show that they know themselves well, are open, and aware of their abilities.

Of course, the candidate should also consider whether they genuinely want to obtain the job and how sincerely interested they are in it. To answer these questions honestly, it is also worth clarifying within themselves what questions they would like to ask us, the interviewers.

Our HR consultants emphasize that if a certain knowledge or competency is missing, it can be compensated for with interest, the desire to develop, and motivation. However, it may also be the case that the desired position would require changes from our candidate that are closely related to their personality. In such a case, the cooperation is likely not the ideal choice for either them or us, since at TOPdesk, it is very important for us to be able to be ourselves completely in our daily work.

Questions should come from both sides

Finally, we also pay close attention to allocating adequate time and energy to answering the questions that arise from the candidate, as during the interview, it is not only up to us to decide whether we want to work together, but the candidate must also decide. If someone actively asks questions, it indicates that they are interested in our company and want to make a thorough, considered decision. All of these are important criteria.

Are you interested in seeing how STAR looks in action? In our blog post, we will show you an interview situation!