Message from the Board Chair

Good Day Fellow Chamber Members!

May is here and it’s that time again for spring cleaning.  I personally love this time of year! Time for sandals and flip flops and lighter clothing and the colors of the clothes change too. In Florida we don’t get the color changes so much in our trees and leaves so we have to find it in other places, clothes and shoes and for us women, our makeup changes too!!! Come on guys, you know you do it as well!!!

Sometimes in our business we have spring cleaning too with our employees.

Sometimes it our choice and sometimes the students we hired graduate and move on to go to college or they graduate from college and get their dream job or just because it’s time to move on. Other times we have to make the difficult decision of letting someone go for various reasons. When we hire them, we think they will be perfect for the job and then somewhere between the interviews, the 90 day probation period, 1 year anniversary or 5 years down the road, they are not the employee you thought they would be. I was talking with my husband the other night about how his job hires and he mentioned they use the STAR Interviewing Response Technique for Success in Behavioral Job Interviews. I decided to do a breakdown of this technique and although it is geared towards the employee being hired, all we have to do is gear our interviewing to go along this line of questioning.
 
SITUATION / TASK:  Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not generalized description of what you have done in the past. This can be from a volunteer position, past job, or any relevant event.

ACTION:  Describe the action you took and be sure to keep the focus on you. Even if you are discussing a group project effort, describe what you did… not the efforts of the team. Don’t tell what you might do, tell what you did.

Results: What happened? How did the event end? What did you accomplish? What did you learn?

Questions along this line can be driven towards the framework required for the job at hand: a marketing position may require problem solving skills whereas customer services may require conflict management skills.

http://www.caseinterview.com/star-method


http://www.theguardian.com/careers/careers-blog/star-technique-competency-based-interview

http://www.quintcareers.com/star_interviewing.html

If you are “spring cleaning” at your job, hope this comes in handy!

 

Charlee Hall

SerenBe Day Spa

6402 E. Fowler Ave

813-899-2999 office

813-732-2577 cell
charleehall@verizon.net