I’m working on some new videos for the Global Nerdy YouTube channel, and one of them is on answering questions in the dreaded “behavioral interview.” That’s the interview where you’re asked questions like “Tell me about a time when you had to deal with a conflict on your team. How did you handle it?”
To help come up with ideas for the video about behavioral interviews, I posed some questions to LLMs. As I like to say, no matter how creative or clever you are, it is by definition impossible to make a list of ideas that you’d never come up with yourself.
So I posed this question to Claude, which for some reason, seems to know stuff about me:
How would you describe a behavioral interview, if you had to describe it in the style of Joey deVilla?
And wow, was the response snark-tastic:
Here’s the text of the response:
Joey deVilla’s Guide to Behavioral Interviews
Imagine me adjusting my accordion straps and coffee mug before dropping this knowledge bomb…
So you wanna know about behavioral interviews? Those corporate rituals where they ask you to “Tell me about a time when…” instead of just asking if you can do the damn job?
Behavioral interviews are the tech industry’s version of “Show, don’t tell” – except instead of showing your actual skills, you’re telling stories about when you supposedly used them! It’s like your professional life as fan fiction, where the hiring manager is desperately hoping you’re not writing in the genre of fantasy.
These interviews operate on the radical premise that past behavior predicts future performance. Revolutionary, I know! It’s like assuming that because I once played “Lady of Spain” on my accordion at a Tampa dev meetup, I’ll do it again given the chance and sufficient sangria.
The formula they want is STAR: Situation, Task, Action, Result. But what they’re REALLY looking for is STARBS: Situation, Task, Action, Result, Bull$#!t – that special sauce where you frame yourself as the hero who saved the project while maintaining perfect diplomatic relations with that passive-aggressive PM who kept moving the goalposts.
The trick isn’t just recounting what happened – it’s storytelling with a corporate-friendly narrative arc. You need conflict (but not TOO much conflict), challenges (that showcase your skills), and resolution (where you emerge victorious but humble).
Remember: in behavioral interviews, there are no failures – only “growth opportunities” and “valuable lessons” that conveniently transformed you into exactly the employee they’re looking for!
Adjusts glasses, takes dramatic sip of coffee
Now, if you’ll excuse me, I need to go practice my own STAR stories for when someone inevitably asks me about “a time I demonstrated adaptability in a challenging situation” – which is code for “that time I coded for 36 hours straight because someone in management promised an impossible deadline.”
My questions, after reading Claude’s output:
- Am I really that much of a smart-ass?
- “STARBS” — Situation, Task, Actions, Result, Bullshit — is pretty clever. Whose writing did Claude lift that from?
So I did some web searches using terms like starbs star situation task action result bullshit, and couldn’t find any instance of STARBS. It seems to be one of those effectively new creations that an autocomplete-on-steroids can generate.
I’m not gonna lie: I kind of like STARBS, and wish that I’d come up with it myself.
(If you’re interested, see if you can do some searches to find other instances of the term STARBS.)
