면접 답변 구조화하기 - STAR method

STAR Method 

STAR method는 외국계 회사에서 경험을 구조화하기 위해 종종 사용되는 방식으로, 배경, 과업, 행동, 결과를 각각 면접관에게 선명하게 전달하기 위해 사용된다. 

• Situation: 구체적인 상황 - 회사 이름, 제품 성격, 비즈니스 모델, 프로젝트 배경, 나의 역할, 등을 통해 면접관이 상황을 잘 이해할 수 있게 빌드업한다
• Task: 과업 - 내가 달성해야하는 목표 (Outcome, Measuarable, Timeline, etc) 
• Action: 행동 - 내가 과업을 달성하기 위해 취한 액션들
• Result: 결과 - 과업이 달성되었는가? 어떤 학습 (Lesson Learned)을 얻었는가? 

예시 - 

• Situation: To give you some context, I started my career as a Product Owner in a B2B SaaS company. One of the initiatives I was in charge of was keeping the retention rate at 90% even after the price strike of 200%. The churn data showed that the biggest cause of churn was lack of usage because the accounts were being charged based on seats, not usage, so they were being charged even when no one in the company was using the product. 
• Task: My task was to incentivize our key accounts (with more than 300 employees) to keep the yearly subscription even after the x2 price increase. I had to discover, iterate, and refine product features to remind them why they needed to use our product year round. 
• Action: To do so, I tried to understand user pain points. What pain points do users, in my case, people heavily involved in HR activity, like direct managers and HR managers go feel year-round?
  
  1. I Looked at the data
  2. I conducted user research
  3. The team came up with product ideas to test on using Value Canvas
  4. Created Roadmaps 
• Result: 
  • The feature usage increased dramatically (120% MAU) when gave us leverage in negotiating subscription with key accounts. 
  • The satisfaction level among managers in our quarterly PMF survey increased by 3 points average. 
  • The retention rate was kept at 90%

중요한 것

• The task (goal) should be about Outcome, not Output. 
• The task (goal) should be SMART
  • Specific 
  • Measuaable
  • Achievable
  • Relevant
  • Timebound