STAR Interview Method
What is the STAR Interview Method?
The STAR interview method is a structured approach used in behavioral interviews to help candidates provide clear and concise answers. STAR stands for:
- Situation: Describe the context or background of the scenario.
- Task: Explain the task or challenge you were faced with in that scenario.
- Action: Detail the specific actions you took to address the task or challenge.
- Result: Share the outcome of your actions and how it impacted the situation.
During behavioral or competency-based interviews, the STAR method helps candidates provide focused, well-rounded answers that highlight their skills and experiences. It is a response format that interviewers review to effectively assess a candidate's suitability for the role.
Common STAR Interview Questions
Common STAR interview questions typically focus on past experiences to predict how you might handle similar situations in the future. These questions often revolve around specific traits like problem-solving, leadership, teamwork, and adaptability. Interviewers may ask:
- Can you describe a time when you failed to perform a task to standards, and what did you do to improve?
- When and how did you go above and beyond for a client?
- Give an example of when you’ve shown initiative. What were the results?
Here's a sample response to Can you give me an example of a time you had to manage multiple priorities? using the STAR method:
Situation: In my previous role as a marketing coordinator, I once managed three major projects with overlapping deadlines: a product launch, monthly content updates, and a customer webinar.
Task: I needed to balance all projects to ensure they were completed on time without compromising quality.
Action: I created a detailed schedule, tracked tasks using project management software, and participated in regular team updates.
Result: All projects were delivered on time. The product launch exceeded sales by 15%, and the webinar attendance increased by 25%.
Related Terms
Behavioral-Based Interview
refers to an interview in which hiring managers ask candidates behavioral-based interview questions. The aim of a behavioral-based interview is to reveal a candidate’s character traits, skills, and likely future performance. The term behavior-based interview is used interchangeably with competency-based interview.
One-Way Video Interview
a structured interview that invites candidates to record short video responses to predetermined interview questions on any device.
Situational Interview Questions
is a term used interchangeably with behavioral-based interview questions, but these types of questions are usually hypothetical and related to future scenarios.
Competency-Based Interview
in this type of interview, hiring managers ask candidates questions that give a clear idea of how well the candidates may handle circumstances that arise on the job.
Frequently Asked Questions
What do interviewers ask during interviews that require STAR method answers?
Keeping STAR interview method patterns in mind, candidates are typically asked behavioral questions that require them to give examples of past work experience, such as:
- Tell me about a time when you had to deal with a difficult colleague.
- Describe a situation where you had to meet a tight deadline. What steps did you take?
- Can you give an example of how you handled a challenging customer?
- Tell me about a time when you solved a problem creatively.
How can a candidate prepare their STAR responses before their interview?
To prepare STAR responses, think of several examples from past experiences that demonstrate your skills and competencies. Focus on scenarios where you made a positive impact. Review the job description and identify key competencies interviewers are seeking, and tailor your examples to show how you possess those qualities.
Why do employers consider the STAR method in interviews?
The STAR method makes it easier for employers to assess how candidates approach job-related situations and handle challenges. It helps interviewers get a clearer understanding of a candidate’s skills, problem-solving abilities, and decision-making process.
Can candidates use personal examples for STAR questions?
While STAR interview questions usually focus on professional experience, it’s possible to share personal examples when appropriate. Try to focus on transferable skills and keep your descriptions relevant to the skills the employer is looking for.