Screen for Evidence, Not Vibes
Use STAR to turn screening notes into evidence-backed candidate submissions.
Vague praise does not survive a client review. STAR turns recruiter judgment into evidence the client can inspect. Situation and Task Situation gives context: company size, pressure, constraint, team, market, or problem. Task clarifies the candidate's responsibility. Without these two, a strong result can be misleading. "Grew revenue" means different things if the candidate owned the strategy or only supported a campaign. Action Action is the most important recruiting evidence. It shows what the candidate personally did. Push past collective language like "we improved" or "the team delivered." Ask, "What was your part? What did you change? What decision did…
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