RSAR

Guideline

RSAR is a document designed to prepare evidence for the interview while shaping the candidate’s professional identity.

Interview is not a place to express opinions. It is a setting in which the candidate must demonstrate how the candidate thinks and acts. Hence, the purpose of RSAR is not to recall experiences and present them. The purpose is to prepare and demonstrate the candidate’s perspective and actions in a structured manner.

That is, RSAR is a methodology that enables the candidate to prove that the candidate acts logically based on a defined way of thinking.

1. Basic structure of RSAR

Element	Description
R — Real problem	The core is not the event itself, but the recognition of a problem. The candidate must clarify : What was the situation?
S — Stakeholders	Every problem is connected to people. The candidate must explain :
A — Action (two or three key decisions)	Action does not mean listing activities. It means demonstrating selected decisions and behaviors made after considering the problem and the stakeholders.
R — Result (quantitative data and impact)	Results are not limited to numerical metrics. They include qualitative change, organizational impact, value delivered, and even strategic redirection. The candidate must present business-related outcomes supported by evidence.

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