{"id":1689,"date":"2026-08-02T11:00:00","date_gmt":"2026-08-02T09:00:00","guid":{"rendered":"https:\/\/fosfor.nl\/?p=1689"},"modified":"2026-07-29T17:13:09","modified_gmt":"2026-07-29T15:13:09","slug":"star-method-pitfalls-common-mistakes-and-solutions","status":"publish","type":"post","link":"https:\/\/fosfor.nl\/en\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\/","title":{"rendered":"Pitfalls of the STAR method: common mistakes and solutions"},"content":{"rendered":"<p>You use the STAR method to make interviews more objective, but you\u2019re still left with the same frustration afterwards: great stories, but little evidence. This is rarely down to the STAR format itself, but rather to how you ask follow-up questions, take notes and assess candidates.<\/p>\n<h2>Why STAR often goes wrong in practice<\/h2>\n<p>STAR (Situation, Task, Action, Result) is designed to replace vagueness with specific behaviour. It works well in structured interviews, provided you actually steer the conversation towards evidence.<\/p>\n<p>Many interviewers ask a single STAR question, hear a plausible story and move on to the next question. This results in an interview that appears well-structured, but which, in terms of substance, still relies on making a good impression and being persuasive.<\/p>\n<p>The risk is particularly high with commercial profiles and candidates who are strong communicators. In blue-collar roles, the opposite is true: someone may well be good at their job, but they don\u2019t present themselves as \u201cmarketable\u201d, which means you can\u2019t get the evidence to back it up.<\/p>\n<h2>The 7 biggest pitfalls of the STAR method (and what to do about them)<\/h2>\n\t\t<div data-elementor-type=\"section\" data-elementor-id=\"1639\" class=\"elementor elementor-1639\" data-elementor-post-type=\"elementor_library\">\n\t\t\t<div class=\"elementor-element elementor-element-4065d5a2 e-flex e-con-boxed e-con e-parent\" data-id=\"4065d5a2\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-277b3773 e-con-full e-flex e-con e-child\" data-id=\"277b3773\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-41efeb83 elementor-widget elementor-widget-spacer\" data-id=\"41efeb83\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5c1764e3 e-con-full e-flex e-con e-child\" data-id=\"5c1764e3\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-452cd4f2 elementor-widget__width-initial blok elementor-widget elementor-widget-heading\" data-id=\"452cd4f2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h6 class=\"elementor-heading-title elementor-size-default\">Would you like to find out more about data-driven recruitment?<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-58bedf5 elementor-widget__width-initial blok elementor-widget elementor-widget-heading\" data-id=\"58bedf5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<span class=\"elementor-heading-title elementor-size-default\">Discover how AI, target audience data and labour market insights can help you attract the right candidates. Download our white paper for practical insights, or feel free to get in touch for advice tailored to your organisation.<\/span>\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-56eceb25 e-con-full e-flex e-con e-child\" data-id=\"56eceb25\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-685d44d2 elementor-invisible elementor-widget elementor-widget-button\" data-id=\"685d44d2\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_animation&quot;:&quot;fadeInUp&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#elementor-action%3Aaction%3Dpopup%3Aopen%26settings%3DeyJpZCI6IjkwOCIsInRvZ2dsZSI6ZmFsc2V9\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-download\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M216 0h80c13.3 0 24 10.7 24 24v168h87.7c17.8 0 26.7 21.5 14.1 34.1L269.7 378.3c-7.5 7.5-19.8 7.5-27.3 0L90.1 226.1c-12.6-12.6-3.7-34.1 14.1-34.1H192V24c0-13.3 10.7-24 24-24zm296 376v112c0 13.3-10.7 24-24 24H24c-13.3 0-24-10.7-24-24V376c0-13.3 10.7-24 24-24h146.7l49 49c20.1 20.1 52.5 20.1 72.6 0l49-49H488c13.3 0 24 10.7 24 24zm-124 88c0-11-9-20-20-20s-20 9-20 20 9 20 20 20 20-9 20-20zm64 0c0-11-9-20-20-20s-20 9-20 20 9 20 20 20 20-9 20-20z\"><\/path><\/svg>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Download white paper<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f5ed50f elementor-invisible elementor-widget elementor-widget-button\" data-id=\"f5ed50f\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_animation&quot;:&quot;fadeInUp&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"tel:0752012945\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-phone-alt\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M497.39 361.8l-112-48a24 24 0 0 0-28 6.9l-49.6 60.6A370.66 370.66 0 0 1 130.6 204.11l60.6-49.6a23.94 23.94 0 0 0 6.9-28l-48-112A24.16 24.16 0 0 0 122.6.61l-104 24A24 24 0 0 0 0 48c0 256.5 207.9 464 464 464a24 24 0 0 0 23.4-18.6l24-104a24.29 24.29 0 0 0-14.01-27.6z\"><\/path><\/svg>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Give us a call<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7c4d8c9b elementor-icon-list--layout-inline elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"7c4d8c9b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items elementor-inline-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-inline-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-check-circle\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M504 256c0 136.967-111.033 248-248 248S8 392.967 8 256 119.033 8 256 8s248 111.033 248 248zM227.314 387.314l184-184c6.248-6.248 6.248-16.379 0-22.627l-22.627-22.627c-6.248-6.249-16.379-6.249-22.628 0L216 308.118l-70.059-70.059c-6.248-6.248-16.379-6.248-22.628 0l-22.627 22.627c-6.248 6.248-6.248 16.379 0 22.627l104 104c6.249 6.249 16.379 6.249 22.628.001z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Recruitment using AI and data<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-inline-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-clock\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M256,8C119,8,8,119,8,256S119,504,256,504,504,393,504,256,393,8,256,8Zm92.49,313h0l-20,25a16,16,0,0,1-22.49,2.5h0l-67-49.72a40,40,0,0,1-15-31.23V112a16,16,0,0,1,16-16h32a16,16,0,0,1,16,16V256l58,42.5A16,16,0,0,1,348.49,321Z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Takes an average of 3\u20138 weeks to complete<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\n<h3>1) The candidate tells a \u201cteam story\u201d rather than describing their own behaviour<\/h3>\n<p>Many answers tend to start with \u201cwe did this at the time\u2026\u201d or \u201cthe team decided\u2026\u201d. This makes it impossible to assess what the person actually did themselves, and therefore what you can expect in the context of your role.<\/p>\n<ul>\n<li><strong>Follow-up question:<\/strong> \u201cWhat exactly was your role, step by step?\u201d<\/li>\n<li><strong>Recovery question:<\/strong> \u201cWhich decisions did you make yourself, and which ones didn\u2019t you?\u201d<\/li>\n<li><strong>Evidence note:<\/strong> Write down the verbs in the first-person singular form (analysed, discussed, corrected, checked).<\/li>\n<\/ul>\n<h3>2) The description is too broad and ends up being a summary of someone\u2019s job<\/h3>\n<p>If \u201cSituation\u201d turns into a mini-CV, there\u2019s a good chance you\u2019ll end up with a general account that can\u2019t be verified. A useful STAR example is clearly defined in terms of time, context and objective.<\/p>\n<ul>\n<li>Send at one time: \u201cChoose one specific day or shift.\u201d<\/li>\n<li>Request for context: \u201cWhich systems, machines, customers or stakeholders were involved?\u201d<\/li>\n<li>Check relevance: \u201cWhy is this example representative of your way of working?\u201d<\/li>\n<\/ul>\n<h3>3) The task remains unclear, which means you cannot set a benchmark<\/h3>\n<p>\u201cTask\u201d refers to the problem that needed to be solved and what was expected of the candidate. Without a task, you cannot properly assess the action.<\/p>\n<ul>\n<li><strong>Follow-up question:<\/strong> \u201cWhat was the aim and what was the deadline?\u201d<\/li>\n<li><strong>Follow-up question:<\/strong> \u201cWhat were your responsibilities, and what were the conditions?\u201d<\/li>\n<li><strong>Check:<\/strong> \u201cWhat would \u2018good\u2019 have looked like, according to your manager?\u201d<\/li>\n<\/ul>\n<h3>4) Action is a list of skills (\u201cI communicated well\u201d)<\/h3>\n<p>This is one of the most common pitfalls of the STAR method. Candidates mention labels, not actions. You need examples of behaviour that you can link to success in the role.<\/p>\n<ul>\n<li>Question about sequence: \u201cWhat did you do first, then, and then?\u201d<\/li>\n<li>Ask about choices: \u201cWhich option did you deliberately not choose, and why?\u201d<\/li>\n<li>Request for resources: \u201cWhich checklist, standard, tool or data did you use?\u201d<\/li>\n<\/ul>\n<h3>5) The result sounds good, but is not measurable or does not relate to the candidate<\/h3>\n<p>\u201cIt all worked out in the end\u201d doesn\u2019t really say much. And \u201cwe met the target\u201d could just be a coincidence. You\u2019re looking for an impact that\u2019s as specific as possible and can be linked to someone\u2019s actions.<\/p>\n<ul>\n<li><strong>Hardening:<\/strong> \u201cWhat has changed in terms of time, quality, costs, output or safety?\u201d<\/li>\n<li><strong>Ownership:<\/strong> \u201cWhich part of this result can be directly attributed to your approach?\u201d<\/li>\n<li><strong>Evidence:<\/strong> \u201cHow was this measured or fed back internally?\u201d<\/li>\n<\/ul>\n<p>When it comes to figures, it helps to guide candidates towards a range. Not everyone knows the exact KPIs off by heart, but they can often give a rough estimate.<\/p>\n<h3>6) You ask several questions at once, which makes the answer superficial<\/h3>\n<p>A question such as \u201cWhat was the situation, what did you do, how did you communicate, and what was the outcome?\u201d encourages a quick, rounded-off account. You lose depth.<\/p>\n<ul>\n<li>Cut STAR into sections and round off each section with one check question.<\/li>\n<li>Use silence: waiting for 2 seconds after the answer often reveals further details.<\/li>\n<li>Summarise briefly and ask for correction: \u201cIf I\u2019ve understood you correctly, you did X because of Y?\u201d<\/li>\n<\/ul>\n<h3>7) You accept a \u201cperfect\u201d story without any friction or lessons to be learnt<\/h3>\n<p>In real life, things don\u2019t always go smoothly. A story without dilemmas, mistakes or resistance often comes across as too smooth, or too rehearsed. That doesn\u2019t mean someone is lying, but it does call for a reality check.<\/p>\n<ul>\n<li><strong>Counter-question:<\/strong> \u201cWhat was the most difficult moment during this process?\u201d<\/li>\n<li><strong>Learning component:<\/strong> \u201cWhat would you do differently now?\u201d<\/li>\n<li><strong>Context check:<\/strong> \u201cWho disagreed with you, and how did you resolve that?\u201d<\/li>\n<\/ul>\n<h2>Practical questioning techniques for gathering evidence<\/h2>\n<p>STAR only becomes truly valuable when you consistently gather evidence that you can later use to compare candidates. That is also the essence of a structured interview: the same yardstick, the same level of depth.<\/p>\n<p>Use fixed \u201cevidence anchors\u201d for each competence. Examples include safety, problem-solving skills, quality awareness and dealing with setbacks.<\/p>\n<h3>A brief evidence checklist (for each STAR response)<\/h3>\n<ul>\n<li><strong>Specificity:<\/strong> one moment, one context, one problem.<\/li>\n<li><strong>Roll clarity:<\/strong> How did the candidate perform individually compared to the team?<\/li>\n<li><strong>Options:<\/strong> What considerations were taken into account, and why?<\/li>\n<li><strong>Result:<\/strong> measurable or verifiable, preferably using indicators.<\/li>\n<li><strong>Reflection:<\/strong> What was learnt and put into practice afterwards?<\/li>\n<\/ul>\n<h3>Table: Common STAR answers and your best follow-up questions<\/h3>\n<p>This table will help you quickly turn vague answers into measurable behaviour.<\/p>\n<table>\n<thead>\n<tr>\n<th>Vague statement by a candidate<\/th>\n<th>What the problem is<\/th>\n<th>Follow-up questions that do yield evidence<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>\u201cI\u2019m very solution-oriented.\u201d<\/td>\n<td>Label without behaviour<\/td>\n<td>\u201cWhat were the three steps you took in that example, and in what order?\u201d<\/td>\n<\/tr>\n<tr>\n<td>\u201cWe sorted that out back then.\u201d<\/td>\n<td>Unknown proportion of candidates<\/td>\n<td>\u201cWhat changes did you make yourself, and who did you need to get on board?\u201d<\/td>\n<\/tr>\n<tr>\n<td>\u201cThe result was good.\u201d<\/td>\n<td>Not measurable<\/td>\n<td>\u201cWhat specifically changed: time, error rate, output or customer feedback?\u201d<\/td>\n<\/tr>\n<tr>\n<td>\u201cI spoke to everyone.\u201d<\/td>\n<td>Vague, poor quality of communication<\/td>\n<td>\u201cWho did you speak to first, what was the message, and what did you do when you encountered resistance?\u201d<\/td>\n<\/tr>\n<tr>\n<td>\u201cThat was the other person\u2019s fault.\u201d<\/td>\n<td>No ownership visible<\/td>\n<td>\u201cWhat was your influence, and what did you do to make it work anyway?\u201d<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2>Combining STAR with a scorecard (so you don\u2019t rely on gut feeling)<\/h2>\n<p>Asking follow-up questions is one aspect. The other aspect is how you record and assess the answer. Without a scorecard, you\u2019ll still end up comparing answers based on memory and impression.<\/p>\n<p>A practical approach is to link STAR answers directly to a selection scorecard with behavioural anchors. This allows you to define what constitutes \u201csufficient\u201d or \u201cstrong\u201d evidence, in line with the role.<\/p>\n<ul>\n<li>Let the interviewers mark the candidates independently, and only then discuss the differences.<\/li>\n<li>Make a note of the facts: what someone did and what the effect was.<\/li>\n<li>Leave some room for \u201crisks\/areas for attention\u201d so that you don\u2019t rule everything out.<\/li>\n<\/ul>\n<p>If you want to get this right on a consistent basis, it helps to use a standard interview structure and scorecard. See also <a href=\"\/en\/Gestructureerd interview opzetten in 8 stappen\/\">How to conduct a structured interview in 8 steps<\/a> and <a href=\"\/en\/Selectiescorecard maken voor hiring managers\/\">Creating a selection scorecard for hiring managers<\/a>.<\/p>\n<h2>What does the research say about structured interviews and evidence-based probing?<\/h2>\n<p>Research has shown for decades that structured interviews are a better predictor than unstructured interviews. The difference lies not in \u201cmore polished questions\u201d, but in consistency, scoring and the recording of specific behaviours.<\/p>\n<p>A good place to start is the summary of the <a href=\"https:\/\/www.apa.org\/ed\/accreditation\/about\/policies\/selection-procedures\" rel=\"nofollow\">The American Psychological Association on selection procedures and validity<\/a>, in which structured methods are shown to be more reliable and predictive than unstructured interviews.<\/p>\n<p>As you process personal data during interviews, it is also important to pay close attention to the storage and retention periods for notes and scorecards. The <a href=\"https:\/\/www.autoriteitpersoonsgegevens.nl\/themas\/werk-en-uitkering\/sollicitaties\" rel=\"nofollow\">The Dutch Data Protection Authority on job application data<\/a> provides practical guidance on what you should and shouldn\u2019t keep.<\/p>\n<h2>One final step that many interviewers overlook<\/h2>\n<p>Before you start the conversation, decide what evidence you need to give someone a 3 or a 5 for your core competencies. If you only think about this afterwards, you\u2019ll automatically start looking for confirmation.<\/p>\n<p>If you find that your team still tends to make snap judgements, or that candidates get through the selection process all too easily simply by \u201ctelling a good story\u201d, start by addressing the basics. The principles set out in <a href=\"\/en\/Deze 4 fouten die je beste kandidaten kosten\/\">These 4 mistakes are costing you your best candidates<\/a> tie in well with that.<\/p>\n<p>Would you like to have a chat about how to ask better STAR follow-up questions, use scorecards more effectively, and establish a process that ensures you shortlist only the very best candidates each month? In that case, a short, in-depth session is often all it takes to make your interviews more focused and consistent.<\/p>","protected":false},"excerpt":{"rendered":"<p>Je gebruikt de STAR-methode om gesprekken objectiever te maken, maar toch blijf je na afloop met dezelfde frustratie zitten: mooie verhalen, weinig bewijs. Dat ligt zelden aan het STAR-format zelf, maar aan hoe je doorvraagt, noteert en beoordeelt. Waarom STAR in de praktijk vaak misgaat STAR (Situatie, Taak, Actie, Resultaat) is bedoeld om vaagheid te [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1689","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>STAR methode valkuilen: 7 fouten die je moet voorkomen<\/title>\n<meta name=\"description\" content=\"Ontdek de grootste STAR methode valkuilen en leer hoe je met betere doorvragen objectiever kandidaten beoordeelt tijdens interviews.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fosfor.nl\/en\/star-method-pitfalls-common-mistakes-and-solutions\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"STAR methode valkuilen: 7 fouten die je moet voorkomen\" \/>\n<meta property=\"og:description\" content=\"Ontdek de grootste STAR methode valkuilen en leer hoe je met betere doorvragen objectiever kandidaten beoordeelt tijdens interviews.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/fosfor.nl\/en\/star-method-pitfalls-common-mistakes-and-solutions\/\" \/>\n<meta property=\"og:site_name\" content=\"FosFor\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/fosfor.recruitment\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-02T09:00:00+00:00\" \/>\n<meta name=\"author\" content=\"FosFor\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"FosFor\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/\"},\"author\":{\"name\":\"FosFor\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#\\\/schema\\\/person\\\/a8c6d5c221686589898b17bfd33e2060\"},\"headline\":\"STAR methode valkuilen: veelgemaakte fouten en oplossingen\",\"datePublished\":\"2026-08-02T09:00:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/\"},\"wordCount\":1282,\"publisher\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#organization\"},\"articleSection\":[\"Uncategorized\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/\",\"url\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/\",\"name\":\"STAR methode valkuilen: 7 fouten die je moet voorkomen\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#website\"},\"datePublished\":\"2026-08-02T09:00:00+00:00\",\"description\":\"Ontdek de grootste STAR methode valkuilen en leer hoe je met betere doorvragen objectiever kandidaten beoordeelt tijdens interviews.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/star-methode-valkuilen-veelgemaakte-fouten-en-oplossingen\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/fosfor.nl\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"STAR methode valkuilen: veelgemaakte fouten en oplossingen\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#website\",\"url\":\"https:\\\/\\\/fosfor.nl\\\/\",\"name\":\"FosFor - 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