STAR Method: Interview Questions, Answers and Examples
Your hard work eventually paid off, and you're about to crush your 2023 career goals. You have a bulletproof resume, crafted a cover letter, and confirmed your interview. It leads to another significant hurdle in your job application: nailing the job interview.
The job interview is a make or break step in your job application. According to 2023 hiring trends, 54% of companies consider interview performance as their top criterion for hiring fresh graduates.
Whether you are a fresh graduate or someone who has work experience, you still need to prepare for a job interview. According to the Singapore Business Review, 84% of professionals spend more than 30 minutes preparing for an interview. Of that proportion, 43% spend over two hours on pre-interview preparation.
When you're unprepared for a job interview, you will feel anxious, and your performance during may become unsatisfactory. In a study on interview anxiety, Psychology Professors Leann Schneider, Deborah Powell, and Silvia Bonaccio state, "Anxious interviewees typically receive lower interview scores than their less anxious counterparts."
Even if there are different kinds of interviews, you can still make a good impression on your potential employer. Use the STAR method to give complete and concise answers during your next interview.
- What is the STAR method?
- Why use the STAR method?
- How to use the STAR method in your job interview
- Best practices for the STAR method
- 5 STAR method examples
- 20 examples of STAR interview questions
- Conclusion
- FAQs
What is the STAR method?
STAR is an acronym for Situation, Task, Action, and Result. The STAR approach allows you to talk about experiences using a concrete framework:
- Situation - Details of circumstances that will lend context to the example you will be talking about during the interview.
- Task - What your responsibilities were and what you were expected to accomplish.
- Action - An outline of the steps you took to complete the assignment or achieve the goal.
- Result - Details of the positive and successful outcome which resulted from your efforts. It is highly recommended to give quantifiable and measurable information.
The STAR interview technique may seem deceptively simple, but it can give a fair assessment of whether you are a good fit for the job you are applying for. New and old job seekers use this method, and companies have patterned their interviews using the STAR model. Practising the STAR method can help you stand out in the competitive job market.
Why use the STAR method?
Hiring managers use their interview process to get to know their applicants and decide if they will be a good match. Because past behaviours are considered reliable indicators of future conduct, companies use behavioural interview questions to evaluate prospective employees.
Recruitment veteran Chris Mead describes behavioural interview questions as "Questions [that] are asked to establish various core competencies relevant to the role, such as teamwork, creativity and innovation, decision-making ability, business awareness, customer relationship management or conflict resolution."
Examples of behavioural questions include:
Have you ever been a leader through a difficult time? How did you manage the project's goal with the team's needs?
How would you typically deal with workplace conflict? Describe an experience when you had to do this with a client.
Describe an instance where you made something new for your company. How did it improve your team's performance and the work they did?
You can't answer these questions with a simple "yes" or "no". When you use the STAR format, you give specific examples demonstrating your knowledge. To do that, you should also describe a relevant event where you applied your competencies as well as the transferable skills you used to resolve the issues.
How to use the STAR method in your job interview
Consider this ratio when using the STAR method during your interview. The S(situation) will take 20% of your response, followed by the T(task), using up 10%. Use 60% of your answer to focus on the A(action), and then wrap up with the R(result), which will contribute only 10%.
To further boost your confidence, create a practice script for your upcoming interview, using the STAR tech to answer the questions.
Here's an example of a behavioural question about your leadership skills and how the STAR methodology can help.
Have you ever dealt with conflict within your team? How did you resolve that conflict?
Situation. Provide enough information for good answer so your interviewer will have the proper context about what you will share. Giving too many details, like names or irrelevant information, can distract from your answer. Your answer could look something like this:
"While working on a marketing campaign, there was a disagreement between two of my teammates regarding the distribution of project responsibilities. This created tension because they each thought the other's work was substandard."
Task. What was expected of you in this situation? In explaining your task, talk about your role and why it was necessary for you to resolve the conflict. Show your ability to understand objectives and what was needed to achieve those objectives.
Describe your task as an actionable goal. In the sample interview question above, you shouldn't just explain it as something vague like "keeping the peace" in the workplace. Instead, frame your task as a role to achieve a specific result. A suitable sample answer here would be:
"My team lead assigned me to handle the situation since I was one of the more senior members. My task was to find an amicable solution for both parties and ensure the project's workflow would go more smoothly."
Action. What was your step-by-step process to accomplish this task? Talk about the steps you took to address the situation and highlight the skills you used to address the issue. Your interviewer wants to know your conflict-resolution abilities, so focus on what you did to resolve the issue. Here's an example:
"I scheduled a meeting with both team members and served as a mediator. I emphasised that it was a safe space and would help us all if we heard their perspectives. I reiterated that we need to address the root causes of their conflict to resolve it and keep the same thing from happening again. From there, we were able to restructure and revise our workflow so we could better coordinate with one another."
Results. What were the quantifiable results of your actions? When explaining your results, use factual data or metrics as much as possible. Measurable results are more valuable to your interviewer because it signifies a substantial change in the situation, project, team, or company.
Avoid using vague descriptions such as "Our team chemistry improved". While this may be true, it won't mean much to someone who wasn't involved in the situation. Data and metrics provide a clearer picture. For example:
“Thanks to our new process, we resolved the conflict without our team leader having to step in. Also, the quality of our work improved because we had better coordination. We reduced our revisions by X%, and increased our engagement by Y%.”
Best practices for the STAR method
Get to know the company. Since you can't predict the interview questions, do a pre-interview research about the organisation. For instance, find out what their corporate values are so your examples will align with these.
Review the job description. The STAR method will focus on your action steps. Look at the criteria mentioned in the job post and choose your skills that will match them. Highlight these skills when you talk about the steps you took to overcome the challenge.
Practise. You are literally auditioning to get a role in an organisation during a job interview. Practise using the STAR method when answering questions as much as you can. To interact better with your interviewer, be a storyteller as you move through each section of the various STAR method interview questions.
5 STAR method examples
Here are five examples of STAR interview questions and answers connected to a particular skill, along with some STAR interview response technique answer examples for each.
Tell me about a challenging situation at work. How did you handle it?
(Soft skill: Leadership)
Situation: In my previous job as a project manager, we had a significant setback when a team member resigned weeks before a critical deadline due to personal reasons.
Task: I had to reassign responsibilities, reorganise the workflow, and ensure the project stayed on track.
Action: I identified the gaps left behind by the team member who resigned and how each remaining team member could fill in those gaps. Based on that, I redistributed the responsibilities to ensure we could still satisfy project deadlines. I also met with my boss and clients to explain the situation and manage expectations.
Result: We accomplished the project on time with minimal revisions due to my proactive approach and delegation. Despite the challenges, my team received positive feedback from our stakeholders.
Were you ever forced to adapt to a sudden project or work environment change? How did you handle it?
(Soft skill: Problem-solving)
Situation: I once worked with a team for a product video that required significant coordination among different entities. But after establishing a plan and timeline for the project, the client's requirements had to change because of location problems.
Task: I had to help the team revise our strategies, reallocate resources, and restructure our calendar to meet our client's needs.
Action: We had to revise our direction in the following team meetings. I initially suggested our new creative approach while retaining some of the work we had already done. Since the studio we initially contacted wasn't available for the latest shooting schedule, I got and hired a new studio for our shoot.
Result: We met our client's demands despite the sudden changes. My team leader and the client praised the new creative approach I suggested. The new studio I got also executed our vision on a lower budget.
Have you ever had to provide feedback or criticism to a coworker? How did you approach the conversation, and what was the result?
(Soft skill: Teamwork and Collaboration)
Situation: I was a team leader for a group of writers in my previous role. One of my team members, Z, consistently missed deadlines, and his performance interrupted our overall workflow.
Task: I had to provide constructive feedback to Z and guide him towards making an action plan that he could stick to.
Action: I compiled the relevant information and data that backed my feedback before our meeting. These included Z's missed deadlines and how they impacted our team's outputs. During our one-on-one session, I used the sandwich method of bookending my feedback with positive comments. After presenting the input and data, Z and I collaborated to make a personalised action plan he could follow.
Result: I was open to constructive criticism because I approached the feedback session with empathy and focused on finding solutions. And by collaborating on his action plan, he was more engaged in sticking to it. He has since improved considerably. He's been able to meet all his deadlines, and the content hasn't suffered.
Can you discuss a situation in which you had to handle a dissatisfied or upset customer? How did you manage their concerns and resolve them?
(Soft skill: Communication)
Situation: When I was working as a customer service representative, a customer came in, visibly upset, because he was dissatisfied with the product's quality.
Task: I had to address the customer's concerns and find an amicable solution to them and the store's policies and guidelines.
Action: I met with the customer in a space in the store where we could have privacy. Since the customer was agitated, I practised active listening, empathy, and validation to ensure his emotions didn't escalate. As part of my investigation, I asked specific questions about the product and the service to ensure we could find a solution. Then, after consulting with company policies, I laid out several explanations and offered solutions for the customer. Offering multiple solutions allowed the customer to have agency in the decision-making process.
Result: We were able to reach a resolution that was satisfactory to both the customer and the store. And according to my supervisor, the customer praised my approach.
Describe a situation where you had to handle multiple responsibilities simultaneously. How did you prioritise and manage your workload?
(Soft skill: Prioritisation and Delegation)
Situation: In my first job as a manager, I handled several clients while managing a team of five creatives.
Task: My task was prioritising our workloads while ensuring that our team completed our campaigns on time without sacrificing quality.
Action: Since it was my first time as a manager, I had to organise the big picture. I first assessed each campaign's deadlines, dependencies, and criticalities to figure out which to prioritise. I created a detailed list of tasks and scheduled milestones for each campaign to ensure we had a comprehensive overview of our assignments. From there, I delegated specific tasks based on each team member's expertise, responsibilities, and skill sets. My team and I had regular team meetings to provide updates, discuss challenges, and make any necessary adjustments.
Results: By following this process, I managed multiple responsibilities. Our team launched the campaigns within their specified timeframes. And according to our clients, we exceeded their expectations. Since then, they have consistently tapped us for their campaign needs.
20 examples of STAR interview questions
If you're having trouble formulating your STAR interview questions, here are 20 examples that you can use. Feel free to adjust or rephrase these questions to fit your needs better.
Describe a time when you encountered a problem or obstacle during a project. How did you identify the issue, and how did you overcome it?
Can you discuss a situation in which you had to persuade others to accept your ideas or proposals?
Have you ever had a project that required you to take the initiative and lead others?
Tell me about a challenging situation at work. How did you handle it?
Can you discuss a time when you had to meet a tight deadline? How did you prioritise tasks?
Have you ever dealt with conflict within your team? How did you resolve that conflict?
Were you ever forced to adapt to a sudden project or work environment change? How did you handle it?
Do you have an experience where you had to learn a new skill or technology to complete a project? How did you train and teach yourself?
Describe a situation where you had to work with a team to accomplish a goal. What was your role, and how did you contribute?
Have you ever had to coordinate with a problematic client? What actions did you take to foster a better working relationship?
Explain a time when you had to make a difficult decision. What factors did you consider, and how did you decide?
Can you discuss a situation in which you had to work with a challenging colleague or supervisor? How did you handle it?
Do you have an experience when you identified a problem or inefficiency in a work process and suggested improvements? What was your approach to addressing the issue, and what was the result?
Describe a situation where you had to take a risk to achieve a positive outcome. How did you take to minimise the risks involved?
Describe a situation where you had to handle multiple responsibilities simultaneously. How did you prioritise and manage your workload?
Can you discuss a situation in which you had to handle a dissatisfied or upset customer? How did you manage their concerns and resolve them?
Tell me about when you had to manage competing priorities or demands. Were you able to complete your tasks on time?
Talk about an experience where you motivated a team to achieve a common goal. What were your actions, and what were the outcomes?
Explain how you work under pressure or in a high-stress environment. How do you maintain your composure and productivity?
Have you ever had to provide feedback or criticism to a coworker? How did you approach the conversation, and what was the result?
Conclusion
There is no one formula for a great interview. After all, an interview is just a short interaction between people, with you competing with other possible candidates for that one job. Because the STAR interview method helps you give complete yet in clear and concise manner answers, you will stand out from the other applicants.
FAQs
- What are some common behavioural interview questions?
Behavioural interview questions focus on soft skills like decision-making, problem-solving, and communication. Typically, these questions require you to talk about concrete situations or experiences that showcase how you work. Here are some examples of common behavioural interview questions:
Describe a time when you encountered a problem or obstacle during a project. How did you identify the issue, and how did you overcome it?
Can you discuss a situation in which you had to work with a challenging colleague or supervisor? How did you handle it?
Explain a time when you had to make a difficult decision. What factors did you consider, and how did you decide?
- How do I prepare for a job interview using the STAR method?
Do your research and practise answering interview questions. Find out about the company and job you're applying for because this will help you prepare for questions you might be asked. Think about possible questions and practise answering these by using the STAR Method.
- Can I use the STAR method for technical job interviews?
Yes. The STAR Method can answer questions during job interviews in technical fields. It will make your answers organised and complete but brief. The situation gives context, and the task provides an idea of what to expect from you. The action steps will identify your competencies, and the quantifiable results will show how you applied your skills effectively.
- How do I avoid sounding rehearsed when using the STAR method?
Prepare an outline of your answers and practise talking about your experiences, like telling a story. Even if you're rehearsing how to use the STAR Method, do not memorise your answers like a script. Remember that an interview is a conversation, not a monologue.
- What if I can't think of an excellent example to use with the STAR method?
You can use a variety of experiences when giving examples when you use the STAR Method. Suppose you cannot think of an example in the workplace. In that case, you can use examples from real life situations when you simultaneously used hard and soft skills.
