The STAR Method: Answering Behavioral Questions | វិធីសាស្ត្រ STAR៖ ឆ្លើយសំណួរផ្អែកលើអាកប្បកិរិយា

Sopheak Pich •

Have you ever been in an interview and heard a question like, "Tell me about a time when..." or "Describe a situation where..."? These are called behavioral questions, and they are one of the most common types of interview questions. តើអ្នកធ្លាប់នៅក្នុងការសម្ភាសន៍ ហើយបានឮសំណួរដូចជា "សូមរៀបរាប់អំពីពេលមួយដែល..." ឬ "ពិពណ៌នាអំពីស្ថានភាពមួយដែល..." ដែរឬទេ? ទាំងនេះត្រូវបានហៅថាសំណួរផ្អែកលើអាកប្បកិរិយា ហើយវាជាប្រភេទសំណួរសម្ភាសន៍មួយที่พบบ่อยที่สุด។

Interviewers ask these questions because they believe that your past behavior is the best predictor of your future performance. The best way to answer them is by using the **STAR Method**. អ្នកសម្ភាសន៍សួរសំណួរទាំងនេះព្រោះពួកគេជឿជាក់ថាអាកប្បកិរិយាកន្លងមករបស់អ្នក គឺជាเครื่องทำนายที่ดีที่สุดនៃผลการปฏิบัติงานในอนาคตของคุณ។ វិធីល្អបំផុតដើម្បីឆ្លើយសំណួរទាំងនេះគឺដោយใช้ វិធីសាស្ត្រ STAR។

What is the STAR Method? តើវិធីសាស្ត្រ STAR ជាអ្វី?

STAR is an acronym that helps you structure your answer into a clear and compelling story. It stands for: STAR គឺជាពាក្យកាត់ដែលជួយអ្នករៀបចំចម្លើយរបស់អ្នកให้เป็นเรื่องราวที่ชัดเจนและน่าสนใจ។ វាមានន័យថា៖

  • S - Situation:S - ស្ថានភាព (Situation)៖ Briefly describe the context of the story. Where were you working? What was the project?រៀបរាប់ពីបរិបទនៃរឿងដោយសង្ខេប។ តើអ្នកកំពុងធ្វើការនៅឯណា? តើគម្រោងនោះជាអ្វី?
  • T - Task:T - ភារកិច្ច (Task)៖ What was your specific goal or responsibility in that situation? What needed to be done?តើអ្វីជាគោលដៅ ឬការទទួលខុសត្រូវជាក់លាក់របស់អ្នកនៅក្នុងស្ថានភាពនោះ? តើអ្វីដែលត្រូវធ្វើ?
  • A - Action:A - សកម្មភាព (Action)៖ Describe the specific steps you took to address the task. This should be the longest part of your answer. Use "I" statements (e.g., "I analyzed," "I proposed," "I collaborated").ពិពណ៌នាអំពីជំហានជាក់លាក់ដែល អ្នក បានធ្វើដើម្បីដោះស្រាយភារកិច្ច។ នេះគួរតែជាផ្នែកที่ยาวที่สุดនៃចម្លើយរបស់អ្នក។ ប្រើប្រយោគ "ខ្ញុំ" (ឧ. "ខ្ញុំបានវិភាគ" "ខ្ញុំបានเสนอ" "ខ្ញុំបានសហការ")។
  • R - Result:R - លទ្ធផល (Result)៖ What was the positive outcome of your actions? Quantify it with numbers if possible (e.g., "Increased sales by 15%," "Reduced customer complaints by 25%").តើអ្វីជាលទ្ធផលវិជ្ជមាននៃសកម្មភាពរបស់អ្នក? សូមបង្ហាញជាตัวเลขប្រសិនបើអាច (ឧ. "បង្កើនការលក់បាន ១៥%" "កាត់បន្ថយការតវ៉ារបស់អតិថិជនបាន ២៥%")។

An Example in Action ឧទាហរណ៍ជាក់ស្តែង

Question:សំណួរ៖ "Tell me about a time you had to deal with a difficult customer.""សូមរៀបរាប់អំពីពេលមួយដែលអ្នកត្រូវដោះស្រាយជាមួយអតិថិជនที่ពិបាក។"

S (Situation):S (ស្ថានភាព)៖ "While working as a customer service agent at a local telecom company, a customer was very angry because their internet had been down for two days." "ពេលកំពុងធ្វើការជាตัวแทนบริการลูกค้าที่บริษัทទូរគមនាគមន៍ក្នុងស្រុកមួយ អតិថិជនម្នាក់ខឹងខ្លាំងណាស់ព្រោះអ៊ីនធឺណិតរបស់គាត់បានដាច់រយៈពេលពីរថ្ងៃ។"

T (Task):T (ភារកិច្ច)៖ "My task was to calm the customer down, diagnose the problem, and find a solution that restored their service and their confidence in our company." "ភារកិច្ចរបស់ខ្ញុំគឺធ្វើឱ្យអតិថិជនស្ងប់អារម្មណ៍ វិនិច្ឆ័យបញ្ហា និងរកដំណោះស្រាយដើម្បីស្តារសេវាកម្ម និងความมั่นใจរបស់ពួកគេต่อบริษัทของเราឡើងវិញ។"

A (Action):A (សកម្មភាព)៖ "I listened patiently to their complaint without interrupting and apologized for the inconvenience. I then checked the network status and discovered a local outage had just been resolved. I clearly explained the situation to the customer and, as a gesture of goodwill, I offered a discount on their next bill." "ខ្ញុំបានស្តាប់ការតវ៉ារបស់គាត់ដោយอดทนโดยไม่ขัดจังหวะ และបានសុំទោសចំពោះความไม่สะดวก។ បន្ទាប់មកខ្ញុំបានពិនិត្យស្ថានភាពបណ្តាញ ហើយបានរកឃើញថាការដាច់ក្នុងតំបន់ទើបតែត្រូវបានแก้ไข។ ខ្ញុំបានពន្យល់สถานการณ์យ៉ាងច្បាស់ដល់អតិថិជន ហើយเพื่อแสดงน้ำใจ ខ្ញុំបានเสนอការបញ្ចុះតម្លៃលើវិក្កយបត្របន្ទាប់របស់គាត់។"

R (Result):R (លទ្ធផល)៖ "The customer calmed down and thanked me for the clear explanation and the discount. They remained a loyal customer, and this approach was later used as a training example for new staff." "អតិថិជនបានស្ងប់អារម្មណ៍ ហើយបានអរគុណខ្ញុំសម្រាប់ការពន្យល់ที่ชัดเจนและการបញ្ចុះតម្លៃ។ គាត់នៅតែជាអតិថិជនที่ภักดี ហើយแนวทางนี้ត្រូវបានนำไปใช้ជាឧទាហរណ៍បណ្តុះបណ្តាលสำหรับพนักงานใหม่ในเวลาต่อมา។"

Tips for Using the STAR Method គន្លឹះសម្រាប់ការប្រើប្រាស់វិធីសាស្ត្រ STAR

  • Be Specific:និយាយឱ្យជាក់លាក់៖ Don't give general answers. Tell a real, specific story.កុំផ្តល់ចម្លើយទូទៅ។ សូមเล่าរឿងពិតที่ជាក់លាក់។
  • Focus on "I":ផ្តោតលើ "ខ្ញុំ"៖ Even if it was a team project, the interviewer wants to know what your specific contribution was.ទោះបីជាវាជាគម្រោងជាក្រុមក៏ដោយ អ្នកសម្ភាសន៍ចង់ដឹងថាអ្វីជាការរួមចំណែកជាក់លាក់ของคุณ។
  • Prepare Your Stories:ត្រៀមរឿងរបស់អ្នក៖ Before the interview, think of 3-5 strong examples from your past that demonstrate key skills like teamwork, problem-solving, and leadership.មុនពេលសម្ភាសន៍ សូមគិតអំពីឧទាហរណ៍ខ្លាំងៗ ៣-៥ ពីអតីតកាលរបស់អ្នកដែលបង្ហាញពីជំនាញសំខាន់ៗដូចជា ការងារជាក្រុម ការដោះស្រាយបញ្ហា និងភាពជាអ្នកដឹកនាំ។

By practicing the STAR method, you will be able to answer behavioral questions clearly, confidently, and professionally, making a much stronger impression in your next interview. តាមរយៈការអនុវត្តវិធីសាស្ត្រ STAR អ្នកនឹងสามารถឆ្លើយសំណួរផ្អែកលើអាកប្បកិរិយាបានอย่างชัดเจน มั่นใจ และเป็นมืออาชีพ ដែលจะสร้างความประทับใจที่แข็งแกร่งยิ่งขึ้นในการសម្ភាសន៍ครั้งต่อไปของคุณ។