The STAR method is a time-honoured technique for job hunters. Whether you’re filling out an application form or trying to shine in an interview, the STAR method has long been promoted as the best method to convey your suitability for the role. But wait! There’s a new kid on the block and his name is CARL.
CARL is the job search technique taking over from STAR – and for a good reason. This article takes a look at both methods and examines why CARL might be a better friend to drive your
job hunt forward.
What is the STAR method?
STAR is commonly seen as the ideal way to promote your candidature. It stands for SITUATION, TASK, ACTION, RESULT. If you can tick off those points in order, it’s pretty certain that you’ve given a strong and comprehensive reply to whatever question has been thrown at you. Let’s take a look at a STAR method example answer using the question “Tell me about a time you’ve solved a problem”. Your response could look something like this:
(SITUATION)
We had had an increase in products returned to the factory with defects, which was having a cost impact and also caused
customers to have a negative perception of our brand.
(TASK) I was asked to investigate the sudden increase in defects and put a solution in place.
(ACTION)
I analysed the defects to see if there was one underlying cause and found that there was a common problem with the circuit boards. I then visited the factory, where I carried out observations on the circuit board fabrication and fitting processes. I identified that damage was being caused after fabrication, which led me to implement additional training for the new staff working on the production line and additional quality checks before the product left the factory. (RESULT)
Within a month, defects had reduced by 87% and customer perception had returned to its previous level.
As you can see, most of the response is dedicated to explaining the actions taken, which helps the hiring manager to understand the applicant’s approach to problem solving. It also finishes with a positive result, showing that the applicant is able to positively impact a business.
That all sounds well and good then – what’s wrong with that approach? Well, nothing, and it’s served jobseekers well for many years. But what if you could go one better? Enter… CARL.
What is the CARL method?
Much like the STAR method, CARL is a technique that helps you to set out your response in a clearly structured way. It has a lot of overlap with the STAR method, with the addition of a secret weapon. CARL stands for CONTEXT, ACTION, RESULT, LEARNING. As you can see, it retains the key Action and Result parts of the STAR method, but condenses the Situation and Task into one snappy sentence about the context. The killer move is in the L – the Learning.
Let’s have a look at the CARL method in action, using the question “Tell me about a time you managed change”.
(CONTEXT) I noticed that there was a lot of time wasted within the team duplicating documentation, which also led to avoidable errors.
(ACTION)
I raised my concerns at a
team meeting and asked for suggestions on how we could reduce duplication. My colleagues were happy with the existing way of working, so I made it my personal mission to streamline the process. I created a standard form using Excel, which had common fields pre-filled and drop-down menus for other details. Only project-specific information had to be manually input.
(RESULT) I found that human errors were reduced to almost zero and the documentation process was significantly sped up. There was less duplication, freeing team members to concentrate on more important tasks, but colleagues were still hesitant about changing the process. I realised that this was because they had been working the same way for years and were resistant to change.
(LEARNING)
I learnt that, in order to effect positive change across the whole team, I needed to take more time to explain the benefits of changes and provide formal training on how to use the new system. When I had done this, my colleagues started to use the new form regularly and our team now works much more efficiently and accurately. This is certainly something that I will bear in mind during future changes.
The Learning part of the answer elevates the response and turns it into a forward-looking reply that shows self-awareness, a willingness to learn and a commitment to improvement. What more could an employer want?
Take CARL into your next interview and land that new job!
As you can see, both methods are great for showcasing
the value you can add to a business. While the STAR method is certainly still more than acceptable, using CARL for some of your answers will take your response to the next level. It allows you to present yourself as an open-minded professional who is continually improving yourself and the business.
Not getting the interviews you want in the first place? Maybe your CV is the problem. Send it to CV Shed for a
CV evaluation or a rewrite and you’ll soon be putting the CARL method into practice as you bag your next role!
