Recruiters’ use of the STAR Method to assess Cultural Competence in Candidates : A Qualitative Case Study within a Global Company

The aim of this master’s thesis is to examine how recruiters in a globally operating company assess candidates within a competency-based recruitment strategy and their actions in identifying cultural competence among candidates. The aim is also to assess what impacts cultural competence may have on productivity and collaboration. This study is relevant within the field of Business Administration and International Human Resource Management (IHRM) research, as there is limited research on how recruiters define and assess cultural competence within recruitment processes, indicating a knowledge gap in this area. The study adopts an organisational perspective, in which cultural competence incorporates both individual and organisational adjustments, thereby making a global organisational perspective appropriate. The study was conducted as a qualitative case study. Empirical data were collected through seven interviews and triangulated with the analysis of an internal policy document from the global company. The findings demonstrate that the recruiters assess preferred competencies using a competencybased recruitment strategy, guided by semi-structured questions aligned with the STAR method. It is evident that the recruiters identify cultural competence through the elements of cultural awareness, cultural knowledge, and cultural adaptability by asking interview questions related to frequently sought competencies such as collaboration skills, communication ability, flexibility, and adaptability. Cultural fit emerges as a natural outcome when both organisations and individuals demonstrate cultural competence, which may, in turn, lead to increased productivity, enhanced collaboration, and overall business success. The study offers a theoretical contribution to IHRM research by presenting a model developed by the author to illustrate how recruiters assess cultural competence in candidates. In this model, cultural fit, productivity, and collaboration are viewed as outcomes that may contribute to business success. The author therefore argues that the study provides both an empirically grounded and a theoretically informed contribution to future research.