As the interviewer, often using STAR rule to interview the candidates, choose a specific scene of the most representative, and asked him the task in which the action taken and the final result achieved, interspersed with some in-depth knowledge and asked to go can be relatively realistic assessment of whether a person's ability to match our needs. Standing on the perspective of candidates, interview preparation ahead of time if you want to do, I suggest also used STAR law, would be better than memorizing a number of interview questions.
In fact, more than the interview, the respondent promotion, personal summary of the work if you can skillfully use STAR and FAB rules, can also help you better show their strength.
STAR法则（Situation Task Action Result）
- Situation: things happen under what circumstances;
- Task :: What is your task is how clear;
- Action: For this situation analysis, you take what action mode;
- Result: what are the results, in this case what you learn.
In short, STAR rule, is a way to tell their story, or that is a clear, well-organized essay template. Whatever it is, reasonably skilled use of this rule, the interviewer can easily describe the logical way of things, show yourself analyzed and discussed the issue of clarity, clarity and logic.
FAB rule (Feature Advantage Benefit)
- Feature: What is;
- Advantage: which places than others, the good news;
- Benefit: If you're hired recruiters will be any good.
In simple terms, this law is designed to allow your interviewer know your strengths, recruited after the company was going to help you.