It is common for employers to initiate more structured interviews with potential candidates as a way to include behavioral questions. These are meant to get a better understanding about a candidate's past actions and how they would potentially react to problems in the future (Bangerter et al., 2014). The most commonly used method is the STAR (situation-task-action-result) format, a highly useful approach for gathering information about potential employees values, skills and competence (Tomasson Goodwin et al., 2019). Not only can it assess how well a candidate would fit in a new work environment and team but it can also help identify their ethical standpoint.

The Star format excels at showcasing the thought process of an individual, while they provide a clear overview of their perception of their situation. “Using this four-step process you help the individual better understand the situation that they are in, the changes in behavior they wish to make, how they will make these and when they will review them (Cook, 2009).” By getting the perspective of the situation from the interviewee the employer can analyze their ethical point of view, and put themselves in the context. This gives a better understanding about their decision making skills and ethical considerations within the given circumstances. Furthermore, by listening to Interviewee’s reflection it is possible to analyze their retrospective abilities and capacity for growth.

Employers look for different values, skills and components that can contribute to their organization’s ethical practices as they want to foster a culture of integrity and accountability. Employees who are more sensitive to perceived inequities in the workplace are better equipped to navigate ethical dilemmas (Reilly et al., 2012). Also, individuals who demonstrate empathy and compassion towards their colleagues are less likely to engage in behavior that may cause distress in the workspace. Another key factor that plays a pivotal role in shaping an organization and its culture, is ethical leadership (Sama & Shoaf, 2008). Leaders with these skills guide other employees, setting a standard for others to follow and uphold ethical standards at work.

Using the STAR format serves as a valuable tool that helps interviewers assess the values, skills and ethical competencies of a potential employee. By prompting candidates to answer questions about past experiences and problem-solving situations, employers can gain better insight into their thought process and ethical standpoint. They can also assess how the candidate will integrate into the work environment and team dynamics. It is clear that most employers seek individuals who demonstrate empathy towards others and ethical leadership qualities that can help foster a culture of integrity and accountability within the organization.

References

Cook, S. (2009). Coaching for high performance: how to develop exceptional results through coaching. IT Governance Pub

Bangerter, A., Corvalan, P., & Cavin, C. (2014). Storytelling in the Selection Interview? How Applicants Respond to Past Behavior Questions. Journal of Business and Psychology, 29(4), 593–604. https://doi.org/10.1007/s10869-014-9350-0

Reilly, N. P., Sirgy, M. J., & Gorman, C. A. (Eds.). (2012). Work and Quality of Life: Ethical Practices in Organizations. Springer Netherlands. https://doi.org/10.1007/978-94-007-4059-4

Sama, L. M., & Shoaf, V. (2008). Ethical Leadership for the Professions: Fostering a Moral Community. Journal of Business Ethics, 78(1–2), 39–46. https://doi.org/10.1007/s10551-006-9309-9

Tomasson Goodwin, J., Goh, J., Verkoeyen, S., & Lithgow, K. (2019). Can students be taught to articulate employability skills? Education + Training, 61(4), 445–460. https://doi.org/10.1108/ET-08-2018-0186