What are your biggest achievements till date?

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Interviewers ask this question to gain insight about your proven work and what achievements you view as most valuable and important.

The best way to describe your greatest accomplishment while only including relevant information is to use the STAR technique. The acronym works as follows:

What are your biggest achievements till date?

  • S = Situation. In what context did your greatest accomplishment occur?
  • T = Task. What challenges did you face or what goal did you want to achieve?
  • A = Action. What action did you take? What skills did you use?
  • R = Result. What was the result? What did you learn from the experience?
  • In my last position, our technology development team lost a colleague due to relocation. He was the lead developer for the iOS version of the app. Unfortunately, no one else on the team had worked with iOS to develop apps. Since I had experience developing an iOS app, I volunteered to take on the lead role of development of the app. I worked with the other team members to create and troubleshoot the new app. I was able to finish the development 60 days ahead of schedule. It’s currently available in the iTunes Store and already has over 350 positive reviews and has offered an additional revenue stream for the company.
  • My supervisor asked me to investigate a bottleneck in the production line. I did some research and suggested some measures like redesigning of the layout to ensure more efficient functioning of the production units. It worked well, increased production by up to 20% and the design was adopted by all our branches.
  • My greatest achievement occurred in my current marketing position. I joined as a marketing executive and was keen to progress internally from the outset. So, I proved my abilities by discovering profitable new markets and increasing brand awareness, and I was later promoted to marketing manager.
  • In my most recent job I was responsible for managing the training programs for our new hires. Unfortunately, the content was not engaging. While it was necessary information for our new hires to have, we found that only 35% of new hires did not complete the training. I decided to rework the training program to make it more relevant and interesting based on industry best practices and feedback on the evaluation forms. Today, 93% of participants complete the training and provide positive feedback about their experience. My manager was so pleased with the improvements that she asked me to lead a training seminar in our Head office.

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