How SHARE and STAR Models Can Enhance Interview Performance

Behavioural questions often pop up during interviews, and it’s important to be prepared for them.

They are designed to encourage candidates to talk in detail rather than just give simple one-word or one-sentence answers revealing little about their job suitability.

Behavioural questions are open questions – eliciting longer, more thoughtful responses – rather than closed questions, which allow the candidate to shut down further discussion.

The SHARE and STAR models can help you prepare to answer behavioural questions at your next health job interview.

Here’s how.

Answering interview questions using the SHARE model

The SHARE model involves breaking down each behavioural question into smaller chunks, as follows:

• Situation.
• Hindrance, or challenge.
• Action taken.
• Results achieved.
• Evaluation, or assessment.

The interview question might be “Can you tell me about a time you found an innovative solution to a tricky problem?”

This can be broken down into –

Situation: Manual reception rosters were causing confusion and mix-ups in our practice.

Hindrance: The other receptionists wanted to keep the paper rosters because they weren’t confident using the computer.

Action taken: I consulted the practice manager, explained the problem and suggested extra computer training for all receptionists.

Results achieved: The new computerised system got underway, saving time and reducing frustration for both staff and patients.

Evaluation: Overall practice efficiency was improved, staff started using the computer for other work tasks and patients started recommending our practice to family and friends.

Answering interview questions using the STAR model

A similar breakdown of questions can be made using the STAR model, as follows:

• Situation.
• Task in hand.
• Action taken.
• Results achieved.

This simpler version of the SHARE model can be used if SHARE feels a little overwhelming.

How to prepare for behavioural questions

It’s a good idea to map out answers to common behavioural questions using whichever model you’re most comfortable with.

When researching your response, consider:

• What is the company trying to find out about me?
• What particular qualities does the company want?
• What problems is the company trying to solve?

This will help you craft the kind of answers the health recruiter is seeking.

Examples of behavioural questions

The questions a company asks will depend on the qualities they are looking for within both the organisation and the role. Examples include:

• Can you tell me about a time when you took the lead on a project?
• How did you manage to resolve conflict within your team?
• Can you give an instance of using collaboration to solve a problem?
• Could you tell me how you found a creative solution to an entrenched problem?

Frame answers based on the following attributes:

• Good problem-solving ability.
• Creative thinking under pressure.
• Collaborative team player.
• Display of leadership potential.
• Good communication.
• Solid interpersonal skills.

With a little practice and these interview tips, you can be prepared for the most challenging health interview.

If you are currently seeking a new opportunity, please contact one of our dedicated consultants.