10 Examples using the STAR interview method

Behavioural interview questions are designed to understand how you have handled various work situations. Many job interview questions require candidates to provide specific examples of past experiences rather than hypothetical answers.

• What is the STAR method?
• Why do employers use behavioural interview questions?
• Examples of behavioural interview questions
• Why use the STAR method?
• Benefits of using the STAR method
• How to use the STAR method in your job interview
• Common mistakes to avoid
• Advantages of Using the STAR Method
• Disadvantages of Using the STAR Method
• 8 sample STAR method responses
• Alternatives to the STAR method
• Summary
• FAQs

Behavioural interview questions assess your problem-solving skills, communication abilities, decision-making, and overall work style. The STAR method can help you answer behavioural questions in interviews

What is the STAR method?

The STAR method is a logical way to answer behavioural interview questions in a structured and consistent way. The acronym STAR stands for Status, Task, Action, and Result. Using the STAR technique, you can provide detailed and appropriate responses to behavioural interview questions, highlight your knowledge and experience, and demonstrate your ability to communicate effectively. The components of the STAR method are

S - Situation

Set the situation to provide context for your condition or challenge. This can include time, location, and other relevant details. 

This is where you set the scene for the interviewer, so they can imagine the specific scenario and understand it.

T - Task

Describe your specific task or goal in the given situation. It comprises what you should expect to accomplish and what you hope to achieve.

This is where you are clear about what you were setting out to do, and should involve your specific role in the scenario.

A - Action

Describe your steps to complete the task or overcome the challenge. 

It’s important to speak specifically about what you did, not just the broader group. Speak in specifics, not generalities.

R - Results

Share the results of your actions, including accomplishments and lessons learned. Highlight the impact of your activities and results or achievements.

This is a reallly important place to conclude, so your story has an end and can show what meaningful change you brought.

Why do employers use behavioural interview questions?

Companies use behavioural questions as past behaviour is a good predictor of future behaviour.

By asking candidates to describe specific situations they've faced, employers can better understand how a candidate thinks, behaves, and reacts. Using the STAR method to answer such questions ensures your answers are clear and correctly understood.

Behavioural interview questions can also help employers assess whether your values ​​and behaviours align with the company's culture and values. They are also assessingwhether you have the necessary skills and experience to perform well. Behavioural interviews are intended to reduce bias and increase fairness in the hiring process, as the interviewer evaluates all applicants using the same questions and criteria.

Examples of behavioural interview questions

1. Have you ever been faced with a demanding customer? How did you handle the situation, and what did you do to resolve their issue?
2. Describe when you had to work under pressure to meet a tight deadline. What strategies did you employ to guarantee the completion of the project on time?
3. Give me an example of how you have demonstrated leadership in a work setting. For example, what actions did you take to motivate and inspire your colleagues?
4. Tell me about a time you had to admit to making a mistake and how you handled the situation? What did you learn from the experience?
5. Describe a time when you had to collaborate with others to complete a project. How did you communicate with your colleagues and ensure everyone worked towards the same goal?
6. Give me an example of a situation where you had to use your problem-solving skills to resolve a complicated issue. What action did you take to arrive at a solution?
7. Tell me about a time when you had to make a difficult decision with limited information. What factors did you consider in your decision-making process?
8. Tell me about when you had to adapt to a new technology or software system. How did you learn to use the latest tools, and what challenges did you face?
9. Give me an example of how you have demonstrated creativity in your work. What steps did you take to generate new ideas, and how did you implement them?
10. Describe a situation where you had to negotiate with a colleague or client. How did you prepare for the negotiation, and what strategies did you use to achieve a successful outcome?

Why use the STAR method?

Using the STAR method makes it easier to communicate your accomplishments, making you more attractive to potential employers. 

Using the STAR method can help you answer a behavioural interview question logically and comprehensively by formulating a complete yet concise response. 

This will help you share important information about your skills, experience, and achievements whilst allowing you to demonstrate your ability to think critically, problem-solve and communicate effectively.

Benefits of using the STAR method

Provides a clear and structured answer

The STAR method organises your answer into four parts, allowing you to be more focused on articulating your thoughts, feelings, and actions in each of them. This makes it easier to understand your response.  

Demonstrates your skills and experiences

Employers need you to  demonstrate skills and experiences that are relevant to their industry and complementary to the organisation’s goals. If you use the STAR method, your abilities, accomplishments, and expertise are easily understoodfrom your responses. 

Shows your value to the organisation

You can demonstrate situations you’ve navigated, challenges you’ve overcome, and consequent accomplishments brought by things you have done in past jobs. Doing this in ain a clear and engaging manner let the interviewer know that you can provide the same value to their organisation if they bring you on board.

How to use the STAR method in your job interview

To most effectively use the STAR method in your job interview, it is ideal that you use what you know about the organisation and industry you are applying for. A job seeker primed for success researches the company as part of their preparation. It helps to know the culture, their goals, what they value, and what accomplishments and milestones they are most proud of. 

That information is a great guide in preparing your STAR responses. Before the actual interview, you should be able to jog your memory and dig up past experiences where one or more of the following is true:

• The situation and the specific task it called for are relevant to the organisation you’re interviewing with.
  ⁠What happened?
• The action you had chosen to take exhibits the skills, attributes, and character that are highly valued by the prospective employer.
  ⁠What did you do?
• The results of your efforts are something that they also want to achieve as part of their company goals.
  ⁠What positive change happened as a result of what you did?

Look at common interview questions to help trigger relevant examples for you for your STAR responses. Making sure you can anticipate questions and have pre-prepared STAR answers will help you be confident, clear and impressive.

(Read more: How to Get Your Ideal Job: 8 Practical Tips You Can Easily Follow)

Common mistakes to avoid

Common interviewee mistake: Not providing enough detail

The STAR response is especially compelling and effective if the four parts are fleshed out with ample detail for the interviewer to visualize and appreciate what was accomplished. 

Common interviewee mistake: Being caught unprepared and unable to come up with a suitable example

Not providing a particular example may make you feel inadequately prepared, and give the impression that you’re not as motivated to vie for the job. Avoid this mistake by researching common interview questions and taking the time to plan what your responses would be.

Common interviewee mistake: Putting too much focus on the situation or task, and not enough on the action and results

If the first two parts get way more emphasis in your STAR response than the latter two, it doesn’t evoke the confidence that you were able to handle the situation or task. It may even cast doubt on the significance of the role you played in resolving the problem. Make sure you give the same level of detail on the actions and results, as that would further drive the message that you’re taking ownership of that accomplishment.

Common interviewee mistake: Not highlighting your specific role in the narrative

Some personality types may make it a challenge to put the spotlight on yourself. You may be shy and not used to tooting your own horn. Or certain scenarios that you want to use with the STAR approach may involve the action of multiple people, and you don’t want to hog all the credit. You can avoid this mistake by focusing on which task was specific to you. 

You can still acknowledge the contribution of others in passing, but you’re the one being interviewed, so focus on the actions you took. if it helps to include context, mention how it complemented or impacted the works of others.

Common interviewee mistake: Omitting the data or measurable results that would stress the impact of your actions.

Of all the moments where it’s appropriate to flex your accomplishments, a job interview would make the top of the list. Did your actions benefit the project a 40% increase in ROI, cut turnaround time by half, improve user engagement? 

The STAR methodology gives you the chance to mention those impressive numbers and other measurable wins. It’s also the time to mention relevant recognition or awards you’ve received.

Common interviewee mistake: Not listening carefully to the question before answering

Make sure you fully understand what the interviewer is asking instead of going in headfirst when it’s your turn to speak. Short and thoughtful pauses to decide what you’re going to say make for a considered and strategic job interview. 

Common interviewee mistake: Being dishonest

Experienced interviewers can sense it when you are lying or exaggerating your accomplishments. Being realistic, down-to-earth, and sincere would give you a better chance at getting and keeping a job than any dishonest tactics.

(Read more: How to Answer the Question "What is Your Ideal Career Path?")

Advantages of Using the STAR Method

Demonstrates your problem-solving skills 

You can highlight your problem-solving skills to potential employers by providing specific examples where you ran into challenges and explaining how you worked towards a resolution.

Focuses on your ability to work under pressure 

A job interview can be stressful to many people, and coming up with strategic and structured answers to the make-or-break questions conveys that you are confident and in control. The STAR framework also gives you a chance to recount the high-pressure work environments and high-stakes tasks you’ve handled previously. 

It shows how you can learn from past experiences. 

Being able to recall relevant past experiences and break them down into four parts: situation, task, action, and result, exhibits your capacity for retrospection, which is an important soft skill to have in any workplace. The prospective employer will get the sense that you are able to draw from all your past setbacks and know what to do if those difficulties arise again.

(Read more: 12 Good Personality Traits to Have at Work)

Disadvantages of Using the STAR Method

Time-consuming

The STAR method's comprehensive approach necessitates providing a detailed response, lengthening and slowing down the interview process.

Restrictive

Using the STAR method may restrict a candidate's ability to offer more personalised and nuanced responses to interview questions.

Formulaic

The STAR method can impede candidates' ability to display their personalities and unique characteristics.

Focused on the past

The STAR method concentrates on past experiences, which may not be the most efficient method for determining a candidate's potential for future success.

Inflexible

Not all interview questions or candidates may be suitable for the rigid structure of the STAR method.

8 sample STAR method responses

Example Behavioural Question 1: Give us an example of how you used your #1 strength at work, and what kind of results did it drive?

Situation

As a marketing manager at my previous company, I was responsible for launching a new product line in a highly competitive market.

Task

My #1 strength is strategic thinking. I used this strength to analyse market trends and consumer behaviours to develop a comprehensive marketing strategy for the new product line.

Action

I conducted extensive market research and analysed data from surveys and focus groups. Based on my findings, I recommended a targeted advertising campaign that highlighted the unique features of our product line and appealed to our target demographic.

Result

I developed a marketing strategy and advertising campaign that significantly increased brand awareness and sales for the new product line. As a result, our market share increased by 10 percent within the first quarter of the product launch. Our senior leadership team also recognised the campaign's success, which promoted me to a higher-level position within the company.

Example Behavioural Question 2: Have you ever faced conflict or disagreement with a coworker? What happened, and how did you resolve it?

Situation

While working on a project, a colleague and I disagreed about the best approach for completing a crucial task.

Task

To address the disagreement, find a resolution to meet our project goals, and maintain a positive working relationship with my colleague.

Action

I arranged a one-on-one meeting with my colleague to discuss our opinions and find common ground. During the meeting, I actively listened to their perspective, shared my own, and ensured that we understood each other's reasoning.

Result

Through open communication and a willingness to compromise, we found a solution that incorporated the best aspects of our approaches, leading to a more comprehensive and successful project outcome and strengthening my working relationship with my colleague. In addition, we continued to communicate effectively and collaborate successfully on future projects.

Example Behavioural Question 3: Have you ever been in a situation when the client was wrong, and you had to correct them? Give me an example.

Situation

I encountered a problem when a new client misunderstood a section of the terms of their subscription and was expecting a service that wasn’t covered in their service plan.

Task

To correct the client's error while preserving a positive and professional relationship with them.

Action

During a meeting with the client, I respectfully asked that we go through the agreed upon terms of her subscription plan. We were able to find the section that was unclear, and I then presented the correct information clearly and concisely. I also provided additional context to help the client understand why the correction was necessary.

Result

Despite initial resistance from the client, they ultimately recognised and accepted the correction. As a result, I maintained a positive and professional relationship with the client. They appreciate my honesty and attention to detail in ensuring their needs are met accurately.

Example Behavioural Question 4: Can you detail your mistake and how you reacted?

Situation

During my previous job as a customer service representative, I received a customer complaint about a misplaced order. I realised I had made a mistake while entering the order number, causing it to be sent to the wrong address.

Task

My task was to resolve the issue and ensure the customer received their order immediately.

Action

I immediately apologised to the customer for the mistake and took full responsibility. I then checked the tracking information and realised the package was still in transit. So, I contacted the shipping department and arranged for the parcel to be re-routed to the correct address. I communicated the updated tracking details to the customer and followed up with them regularly via email and phone until they received the package.

Result

The customer was extremely satisfied with how I handled the situation and appreciated my transparency and prompt follow-up. They even left positive feedback on the company website, which was great for its reputation. As for me, I learned to be more careful while entering order details and to take immediate action to rectify any mistakes.

Example Behavioural Question 5: Give me an example of a goal you met.

Situation

During my last job as a marketing coordinator, my team was tasked with increasing the number of social media followers by 25 percent within six months.

Task

I needed to create and execute a social media strategy to help us meet the goal.

Action

I started by analysing our current social media presence and identifying areas for improvement. I then researched and implemented different tactics to increase engagement, such as posting user-generated content, creating more visually appealing posts, and running social media contests. I also conducted A/B testing to see what kind of content performed best and adjusted our strategy accordingly. Throughout this process, I collaborated closely with my team members and regularly reported our progress to our manager.

Result

By the end of the six months, we had exceeded our target, with a 30 percent increase in social media followers. Additionally, our engagement rates had improved significantly, with more likes, comments, and shares on posts. Our increased presence on social media directly impacted the company's sales, with more leads generated through social media channels. 

Our team was recognised for our efforts and given additional responsibilities for future marketing campaigns. I felt proud of my contribution to the team's success and learned much about social media strategy and execution.

Example Behavioural Question 5: Have you ever had to make an unpopular decision? How did you handle it?

Situation

In my previous role as a team leader, we worked on a big project with a tight deadline. Unfortunately, one of our team members was consistently submitting subpar work that needed to be improved for the project.

Task

As the team leader, it falls on me to address the issue and take appropriate action.

Action

I scheduled a one-on-one meeting with the team members to discuss their performance and its impact on their progress. I provided specific examples of the subpar work and explained how it affected the project timeline. I also asked the team members for any feedback they had and listened actively to their concerns. After the meeting, I gave the team members a performance improvement plan with clear guidelines and timelines.

Result

Although the decision was unpopular, I had to do what it took to ensure the project was completed on time and to the required standards. I stood my ground while communicating it directly and respectfully with the indvidual and the rest of the team, which helped mitigate any negative impacts on their morale. In the end, each of them was able to improve the quality of their submissions and the project did not suffer any notable delays.

Example Behavioural Question 6: Tell me about when you worked with other departments to complete a project.

Situation

In my previous role as a Marketing Manager, our company launched a new product, and my team was responsible for creating the marketing campaign.

Task

My primary job was creating a product video highlighting the product's unique features and benefits. Since my team needed to gain technical knowledge to make the video, I had to work with other departments to achieve our goal.

Action

I contacted the Product Development team for in-depth knowledge and understanding of the product's technical aspects. Then, I collaborated with the Creative Services department to create a storyboard and script for the product video. I also worked with the Video Production team to ensure that the final output met the high-quality standards we had set.

Result

The teams' teamwork and collaboration resulted in a successful product video that was well-received by both internal stakeholders and external customers. The launch of the new product went smoothly, and we received positive feedback on the marketing campaign.

Example Behavioural Question 7: Describe a time when you went above and beyond

Situation

During my previous job as a customer service representative, a customer complained about a product we no longer carried in our store.

Task

Despite not having the product in stock, I aimed to find a solution and ensure the customer was satisfied.

Action

I took the initiative and looked for other stores that might carry the product and called each one until I found one in stock. Then, I offered to personally go to the other store and purchase the product for the customer, which would have taken me over an hour.

Result

The customer was extremely grateful for my efforts and left a positive review of our store. The manager also recognised my dedication to ensuring customer satisfaction, and I received praise from my colleagues for going above and beyond my duties.

(Read more: How to Show You're Passionate in a Job Interview)

Example Behavioural Question 8: Have you ever had to motivate others? How did you do it?

Situation

During a college group project, my team needed help to stay motivated and on track to meet deadlines.

Task

As the team leader, I was responsible for motivating and encouraging my team to work together and complete the project successfully.

Action

I scheduled a team meeting to discuss our challenges and brainstorm ways to overcome them. I encouraged everyone to share their ideas and thoughts. As a result, we devised a plan to break the project into smaller, manageable tasks. Additionally, I offered to schedule regular check-ins to monitor progress and provide feedback. I also praised my teammates for their contributions and kept them motivated with positive reinforcement.

Result

My teammates responded positively to my leadership and encouragement, and we completed the project successfully and ahead of schedule. Overall, the project was well-received by both the professor and our peers, and my team members expressed gratitude for my motivation and support throughout the project.

(Read more: Ultimate Job Interview Tips: How to Convince Employers You're Right for the Job)

Alternatives to the STAR method

CAR Method (Context, Action, Result)

The CAR (Context Action and Result) method is a framework for formulating practical behaviour-based questions and answering them in a structured and concise manner. Interviewers can gain deeper insights into candidates' past performance and problem-solving using the CAR approach. At the same time, applicants can demonstrate their skills and show their progress in an organised manner.

Context 

Describe the situation or problem you are facing. 

Action

Describe the steps you took to address the challenge or opportunity. - 

Results

Describes the consequences of your actions, including any specific metrics or accomplishments. 

PAR Method (Problem, Action, Result)

The PAR method (Problem, Action, Result) allows applicants to present their skills and achievements in a structured and easy-to-follow format, giving interviewers a snapshot of their problem-solving abilities and past performance clearly expressed.

Problem

Describe a situation or challenge encountered that needed to be solved. 

Action

Describe the steps you took to address the challenge or opportunity. 

Results

Describes the consequences of your actions, including any specific metrics or accomplishments. 

SAR Method (Situation, Action, Result)

The SAR (Situation, Action, Result) method allows applicants to present their skills and achievements in a structured and easy-to-follow format. It enables the interviewer to develop their problem-solving abilities and past performance in a given situation with a clear picture.

Situation

Describe the problem or situation you encountered and the challenge or opportunity presented. 

Action

Describe the specific steps taken to address the challenge or opportunity. 

Results

Describes the consequences of your actions, including any specific metrics or accomplishments. 

(Read more: 7 Popular Career Personality Tests & Choosing the Best One for You)

Summary

As a job seeker, you must prepare for the behavioural-based interview questions you may be asked during the hiring process. Behavioural questions are used as past behaviour is a good predictor of future behaviour.

Using the STAR (Situation, Task, Action, Result) method, you can provide concrete and detailed examples demonstrating your strengths and qualifications for the job. 

Using the STAR stuctureshows your ability to think critically and creatively, which is highly valued by employers. It also helps you stay organised and on track during the interview, ensuring you comprehensively respond to the question but don’t ramble. 

FAQs

1. How do I prepare for a job interview using the STAR method?

   • Review the job description to determine the skills and experience needed. 

   • Look at commonly asked behavioural questions

   • Think of examples of your past experience for commonly asked questions you think might be asked based on the job description

   • Start with a brief description of the situation, including any challenges or obstacles you encountered.

   • Summarise the specific action you took to handle the situation, highlighting any skills or knowledge you used. 

   • Discuss the outcomes or consequences of your actions, and emphasise any positive impacts or accomplishments
     
     ⁠⁠(Read more: How to Respond to "So, Tell Me About Yourself" in a Job Interview)

2. How do I avoid sounding rehearsed when using the STAR method?

   • Practice, but don't memorise - Refrain from committing your answers to memory verbatim. Instead, concentrate on the critical points and rehearse, organically presenting them.

   • Be conversational - Consider the interview as a conversation rather than a scripted performance. Use natural language and tone; don't be afraid to inject personality into your answers.

   • Listen to the question carefully - Ensure that you comprehend the interviewer's inquiry before beginning your STAR response. It is smarter to take a few moments to collect your thoughts rather than speaking without clearly understanding the query.

   • Stay flexible - While the STAR Method is helpful, be relaxed with it. For example, if a question cannot fit the STAR format, adapt your response to the question asked.

   • Be genuine - Be authentic and natural in your responses rather than focusing on memorising specific answers. Tell your story and openly share your experiences.

3. What if I can't think of a good example to use with the STAR method?
   ⁠If you need help, think of an excellent example with the STAR Method, brainstorm different scenarios, and run them by someone who can give feedback. Research common questions, prepare examples, and feel comfortable discussing your qualifications in other ways if necessary.

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