SOAR Method: A Complete HR Guide to Behavioral Interviews

Introduction

The interview landscape continues to evolve rapidly. As organizations compete for exceptional talent, HR professionals must master effective, structured interview methods. One method standing out is the SOAR method - an approach proven to deliver deeper candidate insights and stronger hiring outcomes. In this article, you'll discover what the SOAR interview method is, explore SOAR method interview examples, and gain actionable strategies for integrating this framework to refine your hiring process.

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What Is the SOAR Method?

The SOAR method is a structured interview and storytelling framework that enables HR professionals to evaluate candidates through four essential elements:

• Situation: Provide context by describing a specific, relevant scenario.
• Obstacle: Highlight the challenges or problems encountered.
• Action: Detail the steps taken to overcome the obstacle.
• Result: Share the outcome and the value generated by your actions.

Unlike unstructured interviews or basic Q&A sessions, the SOAR interview method prompts candidates to share clear, experience-based narratives. This enables HR professionals to assess problem-solving skills, interpersonal competencies, and value alignment with greater accuracy.

Structured behavioral interview approaches like SOAR can improve predictive validity in selection decisions by up to 25% (Schmidt & Hunter, 1998).

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How the SOAR Interview Method Differs From Other Techniques

While several behavioral frameworks exist, the SOAR method stands out due to its focus on real-world obstacles and results.

SOAR vs. STAR

The STAR method (Situation, Task, Action, Result) is well-known, but SOAR differs in emphasizing “Obstacle” over “Task.” This subtle shift invites candidates to dive deeper into the real challenges they’ve faced and how they overcame them - showcasing initiative and resilience.

Recent research found that candidate responses specifying genuine obstacles are rated as more authentic and insightful, leading to more accurate hiring assessments (Rasband et al., 2023).

How Small Businesses and HR Leaders Can Apply the STAR Method of Interviewing with AI

SOAR vs. Traditional Interviews

Traditional interviews often revolve around hypotheticals or general resume overviews. The SOAR method, by focusing on structured, behavior-based questions, uncovers concrete evidence of past performance and minimizes interviewer bias (Levashina et al., 2014).

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Why HR Professionals Should Adopt the SOAR Method

For HR professionals - especially those balancing efficiency with effectiveness - the SOAR method delivers distinct advantages.

Enhances Assessment Reliability

Standardizing interview questions around the SOAR method reduces subjectivity. Behavioral interviews structured this way improve reliability of candidate evaluations by more than 30% compared to unstructured interviews (Campion et al., 1997).

Promotes Candidate Self-Reflection

SOAR-based questions encourage candidates to share meaningful experiences, bringing forward qualities like adaptability, learning agility, and emotional intelligence - traits critical for future-ready organizations (Pulakos et al., 2019).

Streamlines Documentation

By eliciting structured responses, SOAR interviews make it easier to document, compare, and present candidate evaluations to hiring committees, especially when narrowing down finalist pools.

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SOAR Method Interview Examples: Real Scenarios

Examining SOAR method interview examples is the best way to understand this framework’s impact.

Example 1: Leadership and Conflict Resolution

Question: “Can you describe a time when you faced a significant challenge working with a team?”

Candidate’s SOAR Response:

• Situation: "In my previous marketing role, our team was tasked with launching a campaign in record time."
• Obstacle: "We encountered a disagreement over the campaign's creative direction, causing progress to stall."
• Action: "I organized a structured brainstorming session, ensuring every team member could present their perspective. I facilitated the discussion to help the group reach a unified strategy."
• Result: "The campaign launched on time, generated a 25% increase in qualified leads, and fostered stronger team collaboration for future initiatives."

Example 2: Initiative and Problem-Solving

Question: “Tell me about a time you proactively addressed a business problem.”

Candidate’s SOAR Response:

• Situation: "At my last company, customer satisfaction was persistently declining."
• Obstacle: "Feedback revealed our support process was slow and frustrating for clients."
• Action: "I proposed, designed, and rolled out a new ticketing system, including comprehensive staff training."
• Result: "Within three months, customer satisfaction scores improved by 40%, and response times were reduced by half."

Example 3: Adaptability

Question: “Describe how you adapted to a major change at work.”

Candidate’s SOAR Response:

• Situation: "Midway through a product upgrade, our project deadline was moved up by four weeks."
• Obstacle: "Our resources and plans were calibrated for the original timeline, requiring swift adaptation."
• Action: "I reprioritized deliverables, negotiated scope adjustments with stakeholders, and secured support from cross-team partners."
• Result: "The upgrade was delivered on the accelerated schedule and achieved a 97% user adoption rate post-launch."

Through these SOAR method interview examples, it’s clear how the framework prompts detailed, competency-based responses that align with organizational needs.

Implementing the SOAR Method: Best Practices for Interviews

Want to embed the SOAR interview method into your hiring strategy? Start here:

1. Curate SOAR-Aligned Questions

Compile a suite of SOAR-focused questions tailored to your roles. For instance:

• “Describe a project where you overcame unexpected obstacles. What was your approach, and what did you achieve?”
• “Share an example of resolving a team conflict. What steps did you take, and what was the outcome?”

Unlock more tools and inspiration by exploring

Interview question sets

2. Communicate Expectations to Candidates

Brief candidates about the SOAR method before interviews. Evidence shows that well-informed candidates provide richer responses and experience less anxiety (Roulin et al., 2014).

3. Train Interviewers

Equip interviewers with training and guidance for consistent application. When all panelists use the same SOAR framework, evaluation discrepancies drop (Levashina et al., 2014).

4. Score and Document Responses

Develop clear rubrics for each SOAR element. Evaluating “Situation,” “Obstacle,” “Action,” and “Result” separately streamlines calibration and supports fairer comparisons.

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Common Pitfalls and How to Avoid Them

While the SOAR method has many strengths, these potential pitfalls can diminish its impact if overlooked:

Overly Scripted Responses

Some candidates rehearse ideal answers. Address this by probing deeper: “If you faced this obstacle again, what would you do differently?” or “What broader impact did your actions have?”

Incomplete Narratives

Candidates may omit key SOAR components. Ensure completeness by prompting: “Could you elaborate on the specific challenges you faced?” or “What was the final result?”

Cultural Competency Gaps

Ensure that the obstacles and results discussed truly align with your organizational values. Ask clarifying questions like: “How did you tailor your approach to our company’s principles?”

Awareness of these pitfalls enables HR professionals to gather the most authentic and useful insights from every interview.

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Maximizing Interview Outcomes With SOAR

Consistent use of the SOAR method can significantly improve the hiring experience and outcomes:

• Enhanced Candidate Experience: Structured interviews boost candidate confidence and engagement, increasing post-interview satisfaction by 23% (Hausknecht et al., 2004).
• Stronger Predictive Validity: SOAR-based interviews provide greater accuracy in predicting job performance than traditional approaches (Schmidt & Hunter, 1998).
• Reduced Unconscious Bias: By focusing on objective, job-relevant experiences, the SOAR interview method minimizes bias and supports diversity goals (Koch et al., 2015).

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Conclusion

Today’s talent market demands more than intuition. The SOAR method empowers HR professionals to conduct interviews that are structured, fair, and insightful - delivering meaningful evaluations and positive candidate experiences. Integrate the SOAR interview method, leverage clear SOAR method interview examples, and your hiring process will become a true driver of organizational excellence.

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Streamline Your Hiring With Smart Question Sets

Ready to leverage the SOAR method? Access a comprehensive collection of structured, role-specific question sets designed to streamline your interview process and elevate hiring results. Explore effective interview question sets to strengthen your selection process:

Streamline Your Hiring With Smart Question Sets

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References

Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50(3), 655–702. https://doi.org/10.1111/j.1744-6570.1997.tb00709.x

Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta‐analysis. Personnel Psychology, 57(3), 639–683. https://doi.org/10.1111/j.1744-6570.2004.00003.x

Koch, A. J., D'Mello, S. D., & Sackett, P. R. (2015). A meta-analysis of gender stereotypes and bias in the interview process. Journal of Applied Psychology, 100(1), 128–161. https://doi.org/10.1037/a0036730

Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241–293. https://doi.org/10.1111/peps.12052

Pulakos, E. D., Kantrowitz, T. M., & Schneider, B. (2019). What does it mean to be a good judge of talent? A framework for identifying and developing talent judgment. Industrial and Organizational Psychology, 12(2), 117–142. https://doi.org/10.1017/iop.2019.19

Rasband, N. T., Wilson, M. C., & Heintzelman, K. (2023). Behavioral interview structures and their impact on candidate authenticity. International Journal of Human Resource Management, 34(2), 276–294. https://doi.org/10.1080/09585192.2022.2044413

Roulin, N., Bangerter, A., & Levashina, J. (2014). Honest and deceptive impression management in the employment interview: Can it be detected and how does it impact evaluations? Human Relations, 68(2), 355–382. https://doi.org/10.1177/0018726714535829

Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274. https://doi.org/10.1037/0033-2909.124.2.262

Society for Human Resource Management. (n.d.). Behavioral interviewing: Techniques and strategies. https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/behavioralinterviewing.aspx