Star Method Interview Questions | How to Use the STAR Method For Your Job Interview
Star Method Interview Questions | How to Use the STAR Method For Your Job Interview. The STAR interview method is a technique you can use to prepare for behavioral and situational interview questions. STAR stands for situation, task, action and result.
Hiring managers ask behavioral interview questions to determine whether you are the right fit for a job. This method will help you prepare clear and concise responses using real-life examples.
What is the STAR method?
The STAR method is an interview technique that gives you a straightforward format you can use to tell a story by laying out the Situation, Task, Action, and Result.
What are the 4 steps in STAR?
- Situation: Set the scene and give the necessary details of your example.
- Task: Describe what your responsibility was in that situation.
- Action: Explain exactly what steps you took to address it.
- Result: Share what outcomes your actions achieved.
Sample behavioral interview questions you can answer using STAR
Here are some of the most common behavioral questions you might get in an interview and can use the STAR method for:
- How do you handle pressure at work or school?
- Tell me about your proudest professional accomplishment.
- Give me an example of a time you had a conflict with a coworker.
- Tell me about a time you went above and beyond.
- Tell me about a time you made a mistake.
- Describe a time you failed and how you dealt with it.
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What are the 5 STAR questions in an interview?
- Give me an example of a time you made a mistake at work.
- Have you ever faced conflict with a coworker?
- Tell me about a time when you were faced with a challenging situation.
- Tell me about a time when you handled the pressure well.
- Do you usually set goals at work?
How to use the STAR method to prepare for an interview
#1. Lay out the *situation.*
Firstly, set the scene for your interviewer. It’s tempting to include all sorts of unnecessary details—particularly when your nerves get the best of you. But if the hiring manager asks you to tell them about a time you didn’t meet a client’s expectations, for example, they don’t necessarily need to know the story of how you recruited the client three years earlier.
Your goal here is to paint a clear picture of the situation you were in, so the interviewer can understand the rest of your answer. Keep things concise and focus on what’s undeniably relevant to your story and the interview question you’re answering.
#2. Highlight the *task.*
This can easily get confused with the “action” portion of the response. However, this piece is dedicated to giving the specifics of what your responsibilities were in that particular scenario, as well as any objective that was set for you, before you dive into what you actually did.
#3. Share how you took *action.*
Now that you’ve given the interviewer a sense of what your role was, it’s time to explain what you did. What steps did you take to reach that goal or solve that problem? This is your chance to really showcase your contribution, and it’s worthy of some specifics. Dig in deep and make sure that you give enough information about exactly what you did. Did you work with a certain team? Use a particular piece of software? Form a detailed plan? Those are the things your interviewer wants to know.
4. Discuss the *results.*
The final portion of your response should share the results of the action you took. Remember, interviewers don’t only care about what you did—they also want to know why it mattered. So make sure you hammer home the point about any results you achieved and quantify them when you can. Numbers are always impactful. You can also add in any long-term effects of your actions—did you or your team develop a new way of communicating or completing a task? Did the contract with your client continue? Did you get great feedback on your presentation?
STAR interview question examples
Here are a few examples of common behavioral questions you might be asked during an interview:
- Share an example of a time you had to make a difficult decision. What did you do?
- Explain a situation where you used data or logic to make a recommendation.
- Tell me about a time when you disagreed with your boss. How did you resolve it?
- Describe a time when you had to deliver bad news. How did you do it?
- Tell me about a time when you set and achieved a specific goal.
- Tell me about the last time your workday ended before you were able to get everything done.
- Share an example of a time when you faced a difficult problem at work. How did you solve this problem?
- Have you ever had to make an unpopular decision? How did you handle it?
- Describe a time when you were under a lot of pressure at work. How did you react?
- Tell me about a time when you had to persuade someone to do something.
- Describe a time when you had a conflict with a colleague. How did you handle it?
- Have you ever had to motivate others? How did you do it?
- Tell me about a mistake you’ve made. How did you handle it?
- Tell me about a time you worked with other departments to complete a project.
- Share an example of a time when you failed. What did you learn from the experience?
A STAR method example answer
If the interviewer says: “Tell me about a time when you had to be very strategic in order to meet all of your top priorities.” Your response might be (just, you know, don’t actually say “situation” and so forth):
Situation:
“In my previous sales role, I was put in charge of the transition to an entirely new customer relationship management (CRM) system—on top of handling my daily sales calls and responsibilities.”
Task:
“The goal was to have the migration to the new CRM database completed by the start of Q3, without letting any of my own sales numbers slip below my targets.”
Action:
“In order to do that, I had to be very careful about how I managed my time. So I blocked off an hour on my calendar each day to dedicate solely to the CRM migration. During that time, I worked on transferring the data, as well as cleaning out old contacts and fixing outdated information. Doing this gave me enough time to chip away at that project while still handling my normal tasks.”
Result:
“As a result, the transfer was completed two weeks ahead of deadline and I finished the quarter 10% ahead of my sales goal. The new CRM has also helped us get more organized as a team, and overall our department sales are up 25% year over year.”
Steps to prepare your STAR interview response
1. Look over the job description:
Review the job description and required skills and consider what sorts of challenges might arise or what obstacles you may have to navigate in the position.
2. Review common behavioral interview questions
You should also review common behavioral interview questions similar to the list above. While the phrasing of these questions may vary from interview to interview, the general intent of the question typically remains the same so it can be helpful to prepare your answers with that in mind.
3. Choose a few strong, versatile example stories:
The STAR interview method won’t be helpful to you if you use it to structure an answer using a totally irrelevant anecdote. There’s no way for you to know ahead of time exactly what the interviewer will ask you, but you can prep a few stories about different types of experiences that you can tweak and adapt for various questions.
4. Write down key details:
Write down the various situations you’ve handled in your professional history that would display the sorts of strengths you’ll need to succeed in the role and that address some of the most common behavioral interview questions. Prepare each example using the STAR framework.
5. Practice your storytelling:
Practice talking through your answers out loud to make sure each story is as concise and coherent as possible. This will also help you feel more confident and natural when delivering the answers in an interview.
6. Don’t rush yourself:
If you’re struggling during your interview to come up with an example that fits, “It’s OK to take a few seconds,” Flowers says. “I’m always impressed when a candidate asks for a moment to think so that they can provide a good answer.”
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