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• Behavioral Interviews

The STAR Interview Method: How to Answer + Examples

STAR stands for Situation, Task, Action, and Result, and this method will help you create structured, concise, and engaging responses to behavioral interview questions. Whenever you need to tell a story to demonstrate your skills, STAR is your go-to.

If “telling a story” sounds intimidating, don’t worry. We wrote this guide with the help of career coach Pamela Skillings, recognized as “A guru in the world of interviewing” by the Wall Street Journal. Her insights and tips will help you learn the STAR method and quickly create engaging answers to increase your chances of landing a job.

After reading this article, you’ll know:

• What is the STAR method and how to use it for the greatest impact
• How to make your STAR answers shine bright (samples included)
• How to easily prepare your answers before the interview

Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.

What Is the STAR Method?

The STAR (Situation-Task-Action-Result) method, a.k.a. the STAR format, is a way to answer behavioral interview questions and other common questions that require storytelling. It proves you’ve got the skills needed to excel in the position you applied for — based on a story about how you used those skills in the past.

Usually, you’ll need to use the STAR technique when answering behavioral interview questions , that is, questions that begin with:

• Tell me about a time when…
• Can you recall a situation in which…
• Give me an example of a time when you…

The STAR method can be useful in answering any question, whenever you’d like to use a story or illustrate something with an example. For instance, questions about:

• Your proudest accomplishments
• Times you failed
• Your strengths
• Your weaknesses
• Situational questions – questions about a hypothetical situation

“I recommend that when it’s possible, candidates add a short STAR example to the hypothetical. Like: ‘Here’s a description of how I would generally respond. For example, I recently had a situation…’ Not always possible but definitely helpful. A real example is much more memorable and convincing than theorizing.” — says Skillings.

For more information on behavioral interviewing and how to answer these questions using the STAR method, check out the video:

If you want to learn more about how to answer the most common interview questions, how to sell yourself in an interview, or negotiate your salary, sign up for our free course .

How to Create Answers Using the STAR Method

Let’s break down each component of the STAR method and learn the best way to craft compelling stories.

We’ll use an example of a retail sales associate being asked the following question: “Tell me about a time when you initiated a successful project or an idea.”

Describe the situation so that your interviewer understands the context. There’s no need to be too detailed. Providing a general context with the most important facts should be enough. This should take around 15% of the total answer time.

For example:

Briefly describe your specific task or responsibility in that situation. No need to go into detail here either, just make sure to highlight what your role was.

This is usually the shortest part and should account for 10% of the whole answer.

The main part of your STAR answer. You need to be as detailed as possible when describing what actions you took to achieve something. The Action part should take up around 60% of your answer (it might seem a lot, but remember, you have to describe what you did — step by step).

Here, interviewers will look for clues about your experience and skills. Depending on the skill the question is supposed to assess, this bit will show them:

• How you think.
• How you organize work.
• How well you work with others.
• If you have an analytical mind.

✅ Pro tip: The question hints about what skills you’ll need to highlight in the Action part. For example, in our case, the question “Tell me about a time when you initiated a successful project or an idea,” will look to assess:

• Your ability to take initiative (because you initiated a project)
• Your analytical skills (because you spotted potential areas of improvement)
• Your problem-solving skills (how you completed that project or idea)
• Your communication skills (because you had to successfully present an idea and get approval for its realization)

Here, you should mention the tangible results of your actions. Ideally, these will be quantifiable data (%, $), but you can also include qualitative things (bonuses, positive feedback, promotions, awards).

✅ Pro tip: You can also touch upon lessons learned from your experiences. This is especially important for questions about less flattering experiences you had, like the ones about your failures or weaknesses.

Here’s what the entire answer would sound like.

Sample answer using the STAR method

Interviewer: “Tell me about a time when you initiated a successful project or an idea.”

STAR Method in Action: Sample Questions and Answers

Sample star answer to a question about teamwork, industry: it consulting.

Interviewer: “Share an example of when you had to adapt to a team member’s working style.”

Situation: A few months ago, I was assigned to work on a project with a coworker from another department.

Task: Our task was to develop processes for several new services our agency introduced to our clients. After the initial meeting, I noticed big differences in how he and I approach work. I’m flexible and tend to focus on the big picture. He’s detail-oriented and prefers a structured approach.

Action: We decided to split the work accordingly. I focused on the goals of these new services and how to best follow them through procedures. I also worked on identifying key milestones and major project components. He, in turn, worked on granular steps, created structured plans for each project phase, and developed in-depth documentation and manuals explaining the processes.

Result: We ended up completing the project a week before the deadline and with minimal reiterations from the management team. The experience taught me that such a big difference in working styles is not a disadvantage: on the contrary, it’s a complementary strength that helps us contribute to the team and the company in the best possible way.

Why we like it: The candidate saw a way to turn a potentially difficult clash into a productive experience, displaying positivity and great interpersonal skills. They also proved their problem-solving skills by devising a plan where both people could contribute to the project through their unique strengths.

For a detailed guide on all behavioral questions related to teamwork, check out How to Answer Teamwork Interview Questions (Tips and Examples) .

Sample STAR answer to a question about problem-solving

Industry: hr.

Interviewer: “How did you approach a situation where you had multiple problems to solve at the same time?”

Situation: In my last position where I worked as a recruiter, we got into a high-demand hiring season where we had to fill in several key positions across several departments simultaneously.

Task: At first, I didn’t know what to focus on, as I was in charge of managing open positions and moving candidates through the hiring process effectively.

Action: I decided to structure my approach and began by researching each position thoroughly to gauge the urgency and criticality of the role. It helped me prioritize and allocate resources accordingly. I made strategic use of our applicant tracking system to streamline the sourcing and screening processes to filter out only the best, relevant candidates. I also used industry-specific platforms and forums to track people.

Result: This helped me meet the hiring goals and decrease the time needed for hiring. 2 years later, all the people I hired then are still in the company, which proves they were a good fit.

Why we like it: The candidate explained in detail their process for solving the problem, which gives the interviewer insight into their approach, problem-solving skills, prioritization, and analytical thinking.

If you want to learn all about how to answer problem-solving skills, we’ve got a super detailed guide for you: Answering Problem-Solving Interview Questions: Tips and Examples .

Sample STAR answer to a question about leadership

Industry: email marketing.

Interviewer: “Tell me about a time when you had to lead under pressure or a tight deadline.”

Situation: Last year, my team got a big ad-hoc project from one of our main clients.

Task: The deadline was tight, and we had to conceptualize and create 30+ BFCM promo emails.

Action: As soon as we got the brief, I scheduled a meeting to organize and divide the workload and set clear timelines. I prioritized tasks based on the email’s scheduling date and offer importance. I established the order of operations, and we had a clear process on who was doing what and when. Still, there were times when we had to improvise but transparent communication made it easy. Each person was like a piece of a puzzle and we worked tirelessly.

Result: It was like watching a well-organized sports team — their efficiency was admirable. We finished all emails on time and generated $850K in revenue from them. The client was thrilled.

Why we like it : The candidate kept their cool in a high-pressure situation and relied on their leadership and organizational skills to set an efficient process and inspire their team to give their best.

If you want to learn more about how to answer leadership questions, check out Behavioral Interview Questions: Leadership [How to Answer + Examples] .

If you’re applying for your first leadership position, head here: 20+ First-Time Manager Interview Questions and Answers + Tips

Sample STAR answer to a question about communication

Industry: education.

Interviewer: “Tell me about a situation when you persuaded someone to see things your way at work.”

Situation: Two years ago, I wanted to integrate some practical, real-world examples into classes and courses.

Task : I especially wanted to do this in my lessons and I wanted my students to get some hands-on experience in marketing.

Action: For this, I thought about involving a local retail business. So I had to convince my coworkers, teachers, and school administration to apply this unconventional approach. To make it convincing and enjoyable, I created a mini-game where teachers would play the role of students engaging in a simulated marketing project. Before the game, during the presentation, I put a lot of emphasis on how students could benefit from this and apply their theoretical knowledge to real-world situations.

Result: They appreciated my efforts and ideas and agreed to explore the possibility of collaborating with one of our local businesses. Eventually, we did manage to make it happen, and I learned how important it is to be relatable, creative, and fun when pitching new ideas.

Why we like it: The candidate found a new angle for persuading someone to see things their way — they were relatable and used humor and entertainment as their main weaponry.

If you want to learn more about how to answer questions about communication and working in diverse teams, check out Answering Behavioral Interview Questions: Intercultural Fluency .

Sample STAR answer to a question about initiative and ownership

Industry: marketing.

Interviewer: “Tell me about a time when you worked with little to no supervision.”

Situation: I worked in an internal marketing department in a marketing agency. We used to launch quarterly reports about industry trends and events that shaped the previous quarter.

Task: During a particularly busy season, the entire company was focused on client work. My coworker and Iwere left to write, design, publish, and promote the report without any help.

Action: We decided to split the tasks: I wrote the report, she edited it and added insights from industry experts we got in touch with. She designed the report, and I wrote the copy for the landing page and other promotional materials. Finally, we found a simple drag-and-drop page builder and created the landing page, connected it to our website and email service provider, and tested everything. Everything went pretty smoothly, and we managed to publish the report on time, as if nothing had happened.

Result: We got a lot of positive feedback from the readers. I realized I wouldn’t have been able to do it all by myself, and this experience taught me how important it is to work with someone you trust.

Why we like it: The candidate displayed resourcefulness and the ability to do the work independently. They also showed they can get along with others in high-pressure situations, and that they’re a reliable person who can deliver the work even if the circumstances are not ideal.

How to Prepare STAR Answers Before the Interview

Research the job.

You can’t properly prepare unless you know what exactly you’re preparing for. So you’ll need to research the job to understand what skills and competencies the position requires, and what kind of experience an ideal candidate would have.

Your best bet is the job ad itself. Read it carefully, and pay special attention to sections like “What you’ll be responsible for” or “Your duties.”

You can also check the company website — perhaps you can find the company structure there, and details about the team your potential position is in, as well as how it’s connected to other teams internally.

Check out the company’s social media and website for clues about company culture, as that can help you gauge what soft skills might be a nice addition to your experience and existing skills.

Reflect on your past

Think about your achievements that might be similar (or identical) to what’s expected of you in the job you’re interviewing for.

Think about:

• Things you achieved on your own
• Things you achieved with your coworkers
• Your failures and weaknesses
• Your strengths and interests
• Lessons you learned from certain experiences

Then, think about typical skills that behavioral questions tend to explore. These are usually:

• Communication
• Problem-solving
• Decision-making
• Initiative and ownership

Then, connect the dots. What is your proudest accomplishment, and what’s the skill that helped you achieve it? What’s your biggest failure? What caused it?

Write down these ideas and details and include them in the final version of your answer.

Finally, connect your past achievements or duties to potential interview questions. Draw parallels between the skills and experiences you have and the ones they need. Find a way to illustrate how you can contribute to their company.

More tips below:

Practicing for interviews is key, but especially so when it comes to delivering STAR-based answers.

If you don’t practice, here’s what will happen:

• You won’t have relevant stories to illustrate your skills.
• Even if you manage to think of something on the spot, you won’t provide all the relevant details.
• You won’t figure out the key skill they’re looking to assess.
• You’ll be nervous and scramble to find the right words.
• Your delivery will be a mess.

Practicing will prevent all of these problems and make sure both your answer and your delivery are perfect — it takes some time, yes, but it also makes all the difference between “we’ll call you” and “you’re hired!”

You can use an Interview Simulator to practice for just about any behavioral question. The tool will assess the quality of your answer and suggest how to make it better by adding more power words, improving your pace of speech or vocabulary, reducing filler words, and much more.

You can have as many takes as you like, until you feel confident and excited about that interview.

Common Mistakes to Avoid

Being too general.

Get specific in all the components of your STAR answer! Sure, you already know that the Action part needs to be the longest and most detailed, but don’t skip over important info in other components.

If a piece of information is relevant to the story, contributes to the context, and illustrates your experience or skills, include it.

Missing the point

If a piece of info doesn’t contribute to your point in any way — drop it. There’s no need to use irrelevant details. Although there’s no fixed limit to the length of a STAR answer, it should be long enough to provide only key details that illustrate your point.

If you’re having doubts about whether or not to include a detail, ask yourself “So what?” If you can’t find a direct connection to the story, skip it.

Focusing on the wrong story

A story that doesn’t connect to the job you’re applying for or that doesn’t illustrate the right skill is useless, no matter how fun.

Anticipate common behavioral interview questions, research them, and think about what skill(s) they’re trying to assess.

The situation from the question will reveal what skill they’re trying to assess (usually what goes after “Tell me about a time when”). Once you discover what it is, you can think of additional, complementary skills that would be nice to have.

Below is a list of common behavioral questions and skills they’re seeking to uncover. The bolded elements are the main skill the question is targeting, the rest are complementary, desirable skills to display.

• Describe a time when you had to handle a conflict between two team members ( Conflict resolution , teamwork, interpersonal relations, communication, leadership)
• Can you share an instance where you went over and above to help a team member? ( Teamwork , taking initiative)
• Can you give an example of a time when your team disagreed with your decision, and how did you manage it? ( Conflict resolution , leadership, persuasion, communication)
• Describe a situation where you had to make a tough decision with limited information ( Decision-making , resourcefulness, analytical thinking, calculating risk)
• Discuss a situation where you implemented a creative solution to a problem ( Problem-solving , analytical thinking, creativity)
• Share an experience of leading a team through a major organizational change ( Leadership , problem-solving, interpersonal relationships, communication)
• How have you handled a non-performing team member? ( Interpersonal relationships , handling feedback, leadership, problem-solving)
• How have you persuaded someone to see things your way at work? ( Persuasion , communication, interpersonal relationships, teamwork)
• How have you handled communicating with a diverse group of individuals? ( Communication , teamwork, creativity)
• Talk about a project or task you started on your initiative ( Taking initiative , task ownership, problem-solving, analytical thinking)

Not preparing ahead of time

As we already said, preparation is key. Not preparing your stories and STAR answers in advance will seriously mess up your chances of landing that job for all the reasons discussed in the headings above: your answer will be messy, you’ll miss the point and tell the wrong story, you’ll sound unconvincing, you won’t be able to provide relevant detail, and you’ll probably get confused and start stuttering.

For this reason, anticipating the most common behavioral questions and preparing a few stories in advance is key.

Plus, a single story can serve you multiple times for multiple different questions.

Not to mention, you’ll be ready for job interviews that will come in the future. All it will take is just a bit of refreshing your memory.

The STAR Interview Method: Popular Opinion vs. Expert Advice

Assignmenthuge102 posted on Reddit :

Does anybody else feel demoralized after a STAR method interview? I can’t stand STAR method interviews (situation, task, action, result). It seems so fake and it doesn’t seem to get the most out of the candidate because of how manufactured their responses are. What are your thoughts on this method? Has anyone had success with it? What are your experience? 

Career expert comments:

Like any other framework, the STAR is the template to be adjusted and changed according to a candidate’s unique experience. If used lazily, it will produce inauthentic answers.

But if used properly, it’s just a way to create meaningful answers quicker and easier – not a tool for mass-producing manufactured answers. So it’s likely that the STAR answers this person heard from others and used themselves were not correctly made.

If a candidate has strong achievements, their STAR answers won’t be boring or predictable because it’s not likely that someone else managed to earn that amount of money, or reduced churn by that percent, and similar. So I’d say to focus on results and quantify them in the STAR answer.

From there, candidates are allowed to play around. I would say that reordering the STAR elements can be a fun way to stand out. For example, starting your answer with:

“I once saved $23K for my company simply by introducing a detailed QA checklist.” is a great way to hook the listener and make them want to hear more. From there, you can work your way back and explain how you did it and why it needed to be done in the first place.

In the same thread, Confident-Mushroom80 said:

The best way to get through them is to literally sit down with a Google Sheet and copy/paste STAR questions onto it and then methodically formulate the best possible answer for them. Format it nicely so it’s effective for your eyes. Refresh the answers in any way you see fit according to the new job you are interviewing for. If you’re on Zoom or whatever you can literally have it open on a second screen and scroll through to find things in real time in case your brain flies out your ass in mid-interview.

… and BootyMcSqueak answered:

I did this too. Until they asked questions I wasn’t prepared for and tried doing STAR on the fly. I felt flustered trying to word everything in that specific format. I did not get the job.

Career expert comments: 

Don’t do this unless you want to get flustered and ruin your chances of landing a job. Interviewers can easily spot a canned answer, doesn’t matter if you’ll read it from a Google Sheet or learn it by heart. They might not comment on it, but that doesn’t mean you’ll get away with it.

A better approach here would be to focus on the stories and how you can adjust them to answer several different questions – not on individual questions and a canned answer for each.

So prepare several strong stories that showcase your skills and then adjust them to answer the question you get in an interview. If you prepare them for the key skills relevant to pretty much any position (teamwork, problem-solving, communication, analytical skills…), you’ll be covered.

You’ll have an answer to the question, you’ll know exactly what you need to say, but you’ll do a bit of improvisation to adjust it, which will prove it’s authentic and not scripted.

Summary of the Main Points

• The STAR method stands for Situation, Task, Action, and Result.
• STAR is used to answer all behavioral interview questions, but it can be useful whenever you want to tell a story, regardless of the type of question you get.
• When using this framework, you should provide enough relevant information to set the context, describe the problem and your part in it, your action (how you solved it), and the results.
• The Action part of your answer needs to be the longest and most detailed: it needs to take up around 60% of your STAR answer.
• Always include quantifiable results. If this is not possible, mention qualitative results like bonuses, promotions, positive feedback, and similar.
• It’s best to mention the lessons learned in the Results part, especially when answering questions about your less flattering side: your failures and weaknesses.

_____________________

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What is the START method? Is it different from the STAR method?

START stands for Situation, Task, Action, Result, Takeaway. Essentially, it’s the same as STAR, with another component, Takeaway, in which you talk about lessons learned from the experience. That said, you should list lessons learned in the Result section whenever possible, so essentially, START and STAR are the same.

Can I use the STAR method when answering questions other than the behavioral ones?

Yes, you can use the STAR method whenever you want to tell a story to illustrate your point — at pretty much any time during the interview, not only when asked a behavioral question. You can also use it when answering situational questions, to add a realistic picture in addition to your hypothetical reaction.

Why do I find the “tell me about a time” questions so hard?

You might find the behavioral questions hard or challenging in case you don’t prepare in advance. In such cases, it’s hard to think of relevant stories on the spot, it’s difficult to properly describe relevant skills and experience, and your delivery will be poor because you’re nervous. This is why preparing and practicing answers for these questions is crucial for informative, engaging answers and confident delivery.

How to use the STAR method if I can’t think of an example of a specific situation?

If you haven’t experienced the exact situation that a question refers to, think of a similar one, or analyze the question, figure out which skill it seeks to assess, and provide a story where you displayed a similar skill. If this doesn’t work, think of situations that share similarities or certain aspects with the question asked. If that doesn’t work either, create a hypothetical scenario that demonstrates the skills from the question. However, you’ll need to be transparent and communicate that this is a hypothetical situation. In the Situation and Task parts of your answer, briefly describe the scenario you’re using as a basis for your response. In the Action part, describe what actions you would take in a situation, explaining why you made that particular choice. In the Result part, discuss the potential outcomes or the expected results.

Can I use the STAR interviewing technique effectively if I have no experience?

Yes, because your answers don’t need to be based solely on your work experience. You can draw upon other aspects of your life, like education, volunteering experience, internships, extracurricular activities, personal projects, hobbies, or any other situations where you demonstrated relevant skills or qualities.

Which interview questions, in particular, should I answer using the STAR format?

Primarily behavioral interview questions (the ones that begin with “Tell me about a time when” or “Can you recall a situation when”). But you can use the STAR method regardless of the type of question, whenever you want to showcase your experience and skills through storytelling.

Maja Stojanovic

Fact Checked By:

Industry Expert Contributions:

Pamela Skillings

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The STAR Method Interview Questions + Answers and Examples (2024 Guide)

Understand Competency Based Interview Questions and learn how to use the STAR Method to answer any Competency and Behaviour question like a pro!

Have you been asked STAR interview questions at a competency or behaviour style interview and failed to answer successfully?

Don’t worry you are not alone.

We have been coaching clients to success in job interviews for the past 18 years and we see so many candidates who struggle to give top scoring answers to these tough interview questions.

As we will see below there is a range of reasons for this however the most important fault is lack of structure. In this guide we will show you some tough competency STAR interview questions and we teach you all about the STAR method, a powerful and well recognised technique for answering not just competency but any interview question like an expert.

Get Your Target Job Faster With InterviewGold

Accurate questions, brilliant competency and behaviour STAR examples, expert advice and much more. 92% success.

In this article

What is the star method, star interview questions – what are they and are they different, 9 star example interview questions, what is a competency or behaviour.

• Employers Love STAR Interview Questions – Why is that?

Why do so Many People Struggle When Answering STAR Interview Questions?

What is the star method for answering interview questions.

• How to Use the STAR Method to Make Your Answers Really Stand Out
• 2 Key Factors That Make a Good Answer Great
• Tips on Choosing Examples for Your STAR Answer
• Sample STAR Answer to Inspire Your Interview Success

STAR Method Example for Problem Solving Competency

• Remember: You Must Include the Correct Behaviours in Your STAR Answer

7 Key Strategies to Keep in Mind When Answering STAR Interview Questions

• How to Answer Any STAR Interview Question With 100% Confidence

The STAR Method is a simple way to structure answers to competency and behavioural interview questions. It stands for Situation, Task, Action and Result and is a widely accepted format to present your examples and stories when being interviewed. We go into this in more detail below.

You may come across the phrase STAR interview questions however in practice these are the same as competency based or behaviour questions and are phrased in the same way. They simply ask you to provide details of a past action, task or performance and your interviewing panel will listen for phrases and keywords to demonstrate what they call ‘positive behaviours’.

Here is a selection of some difficult STAR interview questions taken from the InterviewGold online training system. Take a few moments and see how you would answer, what examples would you use?

1. Describe a time when your leadership skills made a difference. (Leadership Get Answer )

2. Tell us about a change you made which resulted in an improved customer experience. (Changing and Improving Get Answer )

3. Talk me through a time when you had to communicate to a large group. Tell me how did you get your message across effectively? (Communication Get Answer )

4. Give me an example of a time when you showed initiative at work. (Achieving Results Get Answer )

5. Describe a time when you had to make rapid changes to your plans so as to complete an important task on time. (Planning and Organising Get Answer )

6. Tell me about a time you used your political know how and expertise to initiate a difficult project. (Delivering at Pace Get Answer )

7. Talk me through a situation which shows your ability to make optimum use of the resources available to you while delivering top quality service to your clients. (Managing a Quality Service Get Answer )

8. Tell me about a coaching or mentoring strategy you designed and introduced. What part did you play and what was the outcome? (Leadership Get Answer )

9. Describe a time when you successfully challenged someone whose views you knew were incorrect. Tell me what happened and how you convinced them to accept your opinion. (Accountability and Professionalism Get Answer )

These STAR interview questions explore whether you bring the correct positive behaviours to the role, whether you have demonstrated them before or if not if you have taken steps to acquire them.

You may typically be asked follow up questions such as ‘ What have you learned from this experience? ’ or ‘ What would you do differently next time ?’

In terms of answers to STAR interview questions, you must use the STAR method and below you will learn more about it and how this powerful formula can bring professional structure to your interview answers.

Expert STAR Examples Created For You in Minutes

With InterviewGold you get accurate interview questions, brilliant STAR examples created for you in minutes and expert advice, all tailored to your target job. 92% of members felt better prepared, more confident and got jobs.

A competency or behaviour is a skill or ability that is required in order to carry out the role and forms the Person Specification, which will accompany the Job Description. Many will be the same across various levels within an organisation but the depth of experience required and complexity within each will increase the higher the role. There are a limited number of these although they may be called different names by different organisations.

For example, in the Civil Service Success Profiles framework you will come across a behaviour / competency called Making Effective Decisions. This may be referred to as simply Decision Making by other organisations however it is the same thing.

Other common competencies are Leadership, Communicating, Collaborating and Partnering (Team Work), Managing a Quality Service, Managing Successful Relationships, Delivering at Pace, Changing and Improving.

Employers Love STAR Competency Interview Questions – Why is that?

Put simply they remove the risk of bias.

In the past managers would often hire based on gut-feeling . They might give the job to someone based on how they looked or dressed or how they spoke. While there still remains a risk of human bias Competency Interviewing reduces this dramatically.

In addition, past behaviour is taken as an indicator of future performance . In other words, if you have successfully done it once, you can do it again. Employers believe that they get more qualified candidates who will perform better in the role.

There is so much advice out there now both online and offline; videos, blogs, books etc.

And yet why do so many people get answering these questions wrong?

We constantly see clients who come to us for interview coaching and who have had poor experiences in a competency interview.

Quite often a client will have had feedback saying that their answers were not detailed enough . They are surprised by this because they will have talked and talked in the interview so how can they not have given enough detail?

Other will have prepared and yet are stumped because the questions they prepared for don’t come up exactly as they planned. They get asked the question in a different format and just go blank.

However the top problem we see is poor structure and this is where the STAR method comes into play.

Put simply the STAR technique is a way to structure your answer. It is recommended for use by most organisations including Government, Civil Service, banks and the NHS.

S.T.A.R. stands for Situation + Task + Action + Result

Start by describing the SITUATION you were involved in. You can use an example from your current or previous job, education, personal experience or any relevant event. Always choose the most appropriate and business orientated example you have and one that best fits the role for which you are being interviewed. Choose an example that allows you to demonstrate the significance of your experience, the most difficult, complex, largest and successful problem, situation or task that you then successfully resolved. Give enough detail for the interviewer to understand what was involved but no more than a few sentences. Include your role, the organisation and when the example took place.

Briefly describe what you were tasked with, your responsibilities and assignments for the situation, the objectives and desired outcomes. Once again a sentence or two is sufficient.

This will be the section that the interviewer is most interested in and you should detail the actions you took to resolve the problem, situation or task. Describe all of the actions, detailing each stage and in the correct, logical order showing your thought processes, how you reached your conclusions and the steps you completed.

This is the most important part of your answer, because it allows you to highlight in detail what your response was and to clearly show your skills in a real-life scenario.

Remember they want to know about the actions you took , so if you are discussing a group project or task, describe what you did rather than the achievements of the team.

You may feel as if you are being overly descriptive but this is necessary in order to demonstrate that you have the experience of the action you are describing; do not assume that the interviewer will guess or infer what you did merely from your describing the context.

The Result is the second most important part of your answer as a successful outcome proves that your actions were effective. Refer back to the Task, making sure that the intended outcomes match the actual Result. Talk about what you accomplished, what you delivered in terms of benefit, what you learnt and if appropriate, what you would do differently next time.

Give evidence to prove success and this can be in the form of figures or numbers, anything that will show just what a winning outcome you delivered. Third party feedback is another great token of evidence so mention positive feedback you received from your manager, team or others.

Finally, talk about what you learned and how this learning will help you in the job being recruited for.

Get Expert STAR Interview Answers Written For You With InterviewGold

How to use the star method to make your interview answers really stand out.

Here’s a secret – it’s all in the Story!

Would you read a book that was boring? No, probably not and you would not recommend it to your friends.

And how many pages would you read before you concluded it was boring? Some might persevere to the end, but most would give up after maybe 20 or 30 pages.

The point I am trying to make is that your answer, your story must be gripping and it must grab the attention of the Interviewers in the first few sentences.

2 Key Factors That Make a Good Interview Answer Great

Almost all Competency Based and Behavioural Interview Questions ask you to provide an example that details a situation you have taken part in.

As straightforward a request as this is, not being prepared with a solid example may cause you to ramble, which could result in a poor score.

The best and most effective way to deliver a high scoring competency interview answer depends on:

• Choosing the right structure
• Choosing the right example

As regards the right structure we have looked at using the STAR method above. In the InterviewGold online training system we teach two other formulas, the IPAR and CARL methods, both of which are powerful techniques which you an use an an alternative to STAR.

Tips on Choosing Examples for Your STAR Interview Answer

Choosing the right example is vital. It must be relevant and real and here are our top tips:

Relevant: Make sure that the example is relevant to the role for which you are being interviewed and clearly relates to the competency being explored. For example, if talking about Making Effective Decisions you should make specific reference to what the decision was, what data you gathered and used, what process you followed and how you met the objectives successfully while dealing with obstacles.

Complex: The task or project must be sufficiently complex for the role. It should also have been long enough in duration and complex enough in terms of actions completed to adequately demonstrate the skills required at this level. Choose one where you had to use other competencies at the same time. In addition make sure that you can talk about problems or obstacles overcome.

Impact: Choose an example with impact in terms of scale, reach, growth, results delivered or improvement made.

Not sure what examples to talk about in your STAR interview answers? InterviewGold gives you detailed lessons with lots of ideas of examples to choose.

Sample STAR Interview Answer to Inspire Your Interview Success

So let’s look at how to use the STAR method in a practical example. We will choose the Problem Solving competency however the method can be used for any competency or skill. Use this example to inspire your own interview answers; think about your own situation and the role you are being interview for and search for relevant and real examples you can use.

How would you answer the question? Can you think of any examples of when you used these skills successfully?

Keep in mind that your answer should be told in a story format to keep the interviewer’s interest. Here is an example situation forming part of an answer using the STAR method.

Competency Question: Tell me about a time when you used your initiative to resolve a complex problem. What was involved and what actions did you take?

Last year while working as Customer Focus Manager with ABC Products Ltd in London, I successfully implemented a new process which reduced the time taken to process customer refunds from 14 days to 2 days, saving over £100,000 annually in agent time and gaining a 50% uplift in customer approval ratings.

In that single opening they are hooked, they know what your story is about, they know you have done something great and they want to hear more.

The next part of the answer is the Task and this should be summarised in no more than 1 or 2 sentences.

Our customer refund process was taking 14 days and was using up an excessive amount of agent time and resources. I was tasked with reducing this to 2 days with the added benefit of saving time and resources.

That’s all they need to know – no more.

I initiated the project by firstly clearly defining the objectives and the procedures.

I completed a walk-through of the existing system and identified where problems were occurring.

I interviewed the agents involved to gather their input into both the current system and their ideas of what they thought would work well. I believed this to be vital as I knew I needed to get them on my side in order to implement the new process.

With all that knowledge, I designed a new process and created a brief that both analysed the problem and outlined the potential benefits of the new process. I then forwarded this to four software companies who specialise in the system we needed.

I considered their alternative approaches and compared each in terms of cost and ease of functionality, discussing with the agents. After having a demonstration and on hands testing, I selected our preferred supplier.

After presentation and consultation with my management team I organised a project team tasked with implementing this new system.

I set up a process for internal and external feedback and communication, ensuring that everyone involved was on board and up to speed.

Throughout, I successfully managed the team members, updated and revised project milestones as necessary and in the end delivered a system that performed superbly.

We always like to see some numbers which demonstrate the scale of the project. So you can simply repeat the outcome that you used in your Introduction as this emphasis the great success you had.

I was very pleased with the outcome. I reduced the time taken to process customer refunds from 14 days to 2 days, saving over £100,000 annually in agent time. It was also a great result from the customers point of view and we gained a 50% uplift in customer approval ratings for the team. Even more pleasing was the fact that the Board of Directors awarded me a prize for top performing team leader as a result of this project.

As you can see this answer is punchy, exciting and demonstrates more clearly the actions completed in a step by step way.

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Remember: You Must Include the Correct Behaviours in Your STAR Interview Answer

When creating interview answers using the STAR method keep in mind that the other key feature of Competency Based Interviews is that your answers will be scored against pre–determined results. These are called Behaviours and can be positive and negative. For example, looking at Communication skills, the positive behaviours the interviewer will look for may include:

• Develops messages using structure and logical order
• Tailors content of messages to meet the needs and interests of the audience
• Conveys messages in a clear and concise manner in language appropriate to the receiver
• Checks understanding of the audience and adapts messages and tone accordingly
• Uses most effective channels as appropriate to the situation

STAR method behaviours for Leadership for example will require you to show an ability to be a role model, to engage with your team effectively and to promote inclusivity and diversity. Ultimately you will need to show that you have inspired and motivated those around you to achieve goals both within your department and outside.

1. Use Real Examples

When considering how to answer, I strongly recommend using authentic examples from your past experiences, as opposed to giving a fabricated or made up account.

2. Avoid Stock Answers

It is tempting to use a competency answer from a book or online and pass it off as your own. I strongly recommend against this. Instead, use the methods and advice outlined here to develop your own personal answers. This will help you avoid a potentially awkward situation during your interview, should you be asked to elaborate on a particular point.

3. Keep it Relevant

You should also take great care to ensure that your answers are relevant to the question being asked. They need to contain a sufficient amount of detail. Show a strong command of the core competency and clearly demonstrate that you are skilled at using it.

4. Check the Job Description and Person Specification

Study the job description and person specification thoroughly so that you completely grasp exactly what core competencies are essential to the position. Use this information to develop and rehearse relevant examples of past situations where you applied these skills.

5. It’s all about I

Always make liberal use of ‘I’. In fact, every one of your answers should be in the first person; always choose ‘I’ over ‘we,’ even in cases where you are discussing a past team collaboration.

6. Review your CV

Carefully examine your resume / curriculum vitae to fully prepare your responses, and devise competency interview answers which correspond to your highlights and achievements. Doing this will provide you with plenty of useful information that you can then use effectively no matter what type of competency question you are asked.

7. Get Jotting

Even making a bulleted list in advance as opposed to devising full answers can be helpful. This will ensure your examples will be fresh and at the forefront of your thoughts during the interview.

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STAR Method Finally Explained (The Only Guide You Need)

If you’ve ever found yourself in a job interview, wracking your brain to deliver concise yet compelling responses, then this guide is for you.

We’re about to dive deep into the STAR Method – a tried and tested technique that’s your secret weapon to ace any interview.

The STAR method is a structured technique used to answer behavioral interview questions. It stands for Situation, Task, Action, and Result. This approach allows the interviewee to provide clear, concise, and thoughtful answers based on real-life examples from their own experiences.

Let’s dive in and discover how this powerful technique can transform your interviewing skills.

Understanding the STAR Method: The Basics

The STAR method is not just an interview response strategy; it’s a structured approach that helps you present your experiences and skills in a way that leaves a lasting impression on your potential employer.

Here are some key aspects of the STAR method that further illuminate its importance:

• Specificity : The STAR method encourages you to focus on specific situations rather than generalities. This allows interviewers to see exactly how you apply your skills in real-world scenarios.
• Structure : By following the Situation, Task, Action, Result framework, you ensure your responses are organized and coherent. It also ensures you don’t miss out on any critical details.
• Relevance : With STAR, you can tailor your answers to demonstrate how your past experiences directly align with the job requirements.
• Evidence-Based : Rather than simply stating that you have certain skills, the STAR method enables you to provide concrete examples where these skills have been put into action.

However, while the STAR method is an excellent tool for answering behavioral interview questions effectively, it’s not always applicable.

For instance:

• Not all interview questions require a detailed story or example. Some may simply need direct answers.
• In some instances, there might be more emphasis on future actions (e.g., “How would you handle…?”) rather than past situations.

Historical Origins: The Genesis Of The STAR Method

The STAR technique, a renowned method for answering behavioral interview questions, didn’t just appear out of the blue.

Its roots can be traced back to the 1980s when it was developed by psychologists as part of the structured behavioral interview methodology.

The goal was to create an approach that would allow employers to objectively assess a candidate’s potential based on their past experiences and behaviors.

In its early days, the STAR concept was primarily used within large corporations with dedicated human resources departments. These organizations saw value in a standardized approach that could help them sift through numerous applicants while minimizing bias.

Over time, however, the technique gained wider acceptance beyond corporate walls. It started being adopted by small businesses, non-profit organizations, educational institutions, and even individuals preparing for job interviews. Today, it’s considered a gold standard in behavioral interviewing across industries worldwide.

While it has evolved over time with variations like STAR-L (where L stands for Learning), at its core remains the same principle: using past behavior as the best predictor of future performance .

This focus on concrete examples rather than hypothetical scenarios sets it apart from other interviewing techniques and contributes significantly to its ongoing popularity among hiring professionals around the globe.

Breaking Down The STAR Method (A Step-By-Step Guide)

At its core, the STAR method is about storytelling.

It allows you to weave together narratives from your past experiences that not only answer an interviewer’s question but also highlight relevant skills and competencies.

Let’s break down the components:

• Situation : Set the scene
• Task : Define your responsibilities
• Action : Describe what steps you took
• Result : Highlight the outcomes

This four-step framework helps ensure that every example you give during an interview is easy to follow and highlights your abilities effectively.

It’s important to note that while the STAR method may seem straightforward on paper, its real-world application requires practice and finesse.

The aim isn’t just to structure responses but also to deliver them in a compelling manner that resonates with interviewers.

Situation: Defining And Setting The Scene

Diving straight into the first element of the STAR method, let’s explore ‘ Situation ‘.

This is where you set the stage for your story. But don’t just think of it as a simple backdrop; this is your chance to draw your interviewer – into your narrative.

Start by providing context .

What was the environment like? Was it a high-pressure sales team chasing ambitious targets, or an under-resourced non-profit struggling to meet community needs?

Perhaps it was a start-up on the verge of significant expansion, or a well-established corporation navigating a challenging market downturn?

Next, identify any key players involved.

Were there colleagues who played pivotal roles? Or maybe external stakeholders like clients, suppliers, or regulatory bodies that influenced the situation?

Remember, details are crucial here but be careful not to get lost in them.

Your goal is to provide enough information so that anyone listening can understand what you were up against without getting bogged down in unnecessary specifics.

This isn’t just about painting a picture of your past work environment. You’re laying out the particular circumstances surrounding the challenge you faced. So clearly define what made this situation unique or difficult.

For example, instead of saying, “I was working as a project manager at a software company”, add more context : “I was overseeing a critical software development project at XYZ Corp., one of our biggest clients had requested an advanced feature within an extremely tight deadline.”

This gives depth and adds complexity to your situation – showing you weren’t just performing routine tasks but dealing with demanding situations.

Task: Detailing Your Specific Responsibilities

In the STAR method, the ‘Task’ component is where you’ll outline your specific responsibilities in a given situation.

When detailing your task, clarity is crucial. You want the interviewer to understand exactly what was expected of you.

Start by describing any objectives or goals that were set for you at the outset. Were there targets or KPIs (Key Performance Indicators) that you had to meet? Did you have a deadline?

These details help paint a picture of the pressure or challenges involved in your task.

Next, consider any constraints or limitations that might have been present. For instance, did you have limited resources, such as time, budget, or manpower? Were there any particular rules or regulations that needed to be adhered to?

Mentioning these elements can highlight how demanding your task was and set up a compelling narrative for how you overcame these obstacles.

Also crucial in this section is demonstrating an understanding of who benefited from your tasks – whether it was clients, colleagues, stakeholders, or even broader society.

By doing this, not only are you showing awareness of your role within a larger context but also emphasizing its significance.

Avoid being too generic or vague. Instead of saying “I managed a team,” say something like “I was responsible for leading a five-person team tasked with developing a comprehensive marketing strategy within two weeks.” The latter gives more depth and provides a clearer picture of what exactly your task entailed.

Don’t shy away from using industry-specific jargon if it helps illustrate your point better. However, ensure it doesn’t cloud comprehension for those outside your field – balance technical language with layman terms when necessary.

Action: Describing The Steps You Took

Taking action is the critical core of the STAR Method.

It’s where you get to demonstrate your problem-solving skills, initiative, and ability to adapt in real-time situations.

Here’s how you can effectively describe the steps you took:

• Be Specific: Avoid vague descriptions. Instead, delve into the exact steps you undertook to address the situation or task at hand. Did you organize a team meeting? Implement a new software system? Develop a marketing strategy? The more specific, the better.
• Showcase Your Skills: This is your chance to highlight your unique abilities and strengths. Focus on actions that underline key competencies such as leadership, teamwork, creativity, resilience, or strategic thinking.
• Use Active Language: Frame your actions with dynamic verbs like ‘spearheaded’, ‘negotiated’, ‘engineered’, or ‘orchestrated’. This makes your actions more impactful and engaging for the reader.
• Sequence Your Actions: Detailing your actions in chronological order helps provide clarity and paints a vivid picture of how events unfolded.
• Quantify Where Possible: If you can attach numbers or percentages to illustrate your action’s impact – do it! For example: “I led a team of five members,” “We increased sales by 20%,” or “I reduced project delivery time by two weeks.”
• Highlight Challenges Overcome: If any obstacles arose during this phase and you successfully navigated them, be sure to include these details too—it adds depth and demonstrates resilience.
• Include Collaborative Efforts: If your action involved others (e.g., colleagues, stakeholders), mention their involvement to show your ability to work effectively within a team.

Result: Highlighting The Outcomes Of Your Actions

In the STAR method, the Result is your shining moment, your chance to highlight the outcomes of your actions.

The key here is to quantify your success whenever possible. Numbers speak volumes in an interview setting.

Did you increase sales by 20%? Reduce customer complaints by 50%? Or perhaps you streamlined a process that saved 10 hours of work each week? These are powerful statements that can establish you as a problem-solver who gets results.

But what if your result wasn’t quantifiable or didn’t end in absolute success? That’s okay too! What matters is that you show progress, learning, and growth.

Perhaps your action led to improved team morale or better communication within the department. Maybe it paved the way for future improvements or sparked new ideas for innovation.

Remember, not all results have to be earth-shattering successes. Sometimes, they’re stepping stones towards bigger victories down the line.

Another point worth noting is that results should ideally tie back to the company’s goals or values. This shows alignment with their mission and demonstrates how you could contribute if hired.

For instance, if applying for a role in a company known for its customer service excellence, highlighting a result where you resolved a complex client issue and retained their business would resonate well with interviewers.

Lastly, ensure your result answers this question: “What was different because of what I did?” This keeps you focused on showcasing the impact of your actions rather than just listing tasks completed.

Benefits Of Using The STAR Method

The STAR method stands out for a myriad of reasons, offering a multitude of benefits that make it an indispensable tool in your interview arsenal.

• Structured Responses : The STAR method offers a clear framework for detailing your experiences. By organizing your answer into the four key components – Situation, Task, Action, and Result – you give comprehensive insights into your past roles. This not only paints a full picture for the interviewer but also underscores your thorough understanding of your experiences.
• Showcase Soft Skills : Instead of merely narrating events, the STAR method emphasizes how you navigated those events. It lets you highlight vital skills such as problem-solving, leadership, initiative, and creativity—attributes employers are eager to see in potential candidates.
• Promote Specificity : With the STAR method, generic responses won’t cut it. This approach nudges you to share specific instances where you’ve demonstrated pivotal skills or achieved noteworthy results. Detailed answers are not only more memorable but also evidence your capacity to yield real-world results.
• Versatility : Its adaptability is one of the STAR method’s strongest suits. It’s effective in various interview styles, be it behavioral, competency-based, or panel interviews. Whether discussing teamwork, conflict resolution, or project management, the STAR method ensures your answers are always rooted in real-life experiences.
• Enhances Self-Awareness : Regularly using the STAR method encourages introspection. Reflecting on past events—both triumphs and missteps—helps foster a culture of continuous learning and personal growth.

By utilizing the STAR method—you’re not just recounting events; you’re showcasing problem-solving abilities under pressure (Situation), organizational skills (Task), initiative & resourcefulness (Action), and the ability to achieve desired outcomes (Result).

Tips To Craft Your STAR Responses

Crafting your own STAR responses can feel like a daunting task, but with the right strategies and practice, it’s a skill you can master.

Here are some tips and tricks to help you along the way:

• Start with Specifics : The more specific you can be about the situation or task, the better. Vague or generalized descriptions can make it harder for interviewers to understand what you did and why it mattered.
• Action is Key : This is where you get to shine! Detail every step of your action plan – from conception to execution. Show how your actions directly contributed to resolving the situation or completing the task at hand.
• Quantify Your Results : Whenever possible, try to quantify your results. Did you increase sales by 20%? Improve efficiency by 35%? Cut down project delivery time by half? Numbers provide concrete evidence of your achievements.
• Keep It Relevant : Make sure that your STAR response aligns with the job role you’re applying for. If you’re interviewing for a leadership position, highlight situations where you led a team or made crucial decisions.
• Practice Out Loud : This might seem awkward at first, but saying your responses out loud will help them sound more natural during an actual interview.
• Be Honest : Never exaggerate or fabricate elements of your story – honesty is always best in interview scenarios.
• Use Varied Examples : Don’t rely on one experience for all questions; diversify your examples from different areas of work life – projects, teamwork, leadership instances etc.
• Review Job Description : Align examples with key skills/attributes mentioned in job description for maximum impact.
• Think About Lessons Learned : Every experience comes with lessons learned – reflecting on these shows growth mindset and continuous learning attitude which employers value highly.
• Stay Calm & Composed : Interview situations can be stressful, but maintaining a calm and composed demeanor will help you articulate your responses better.

Avoiding Common Pitfalls When Using the STAR Method

For a compelling STAR response, avoid these common mistakes:

• Being too vague : When describing the Situation or Task, many individuals fail to provide enough detail. This leaves interviewers wondering about the context or importance of your actions and results. Avoid this by being specific about what was happening and why it mattered.
• Skipping steps : Each element of STAR is vital for painting a complete picture. Don’t rush through or skip any part of the process—especially Action and Result—as this can leave gaps in your story.
• Focusing on group achievements : While teamwork is important, remember that the goal here is to highlight your skills and contributions. Make sure you’re focusing on what you did, not just your team.
• Neglecting the Result : Some people concentrate so much on the Situation, Task, and Action that they forget to adequately address the Result. Remember, outcomes matter! Be clear about what changed as a result of your actions.
• Over-rehearsing : While practice is important, sounding too rehearsed can come off as insincere or robotic. Keep it natural; let your passion for what you’ve achieved shine through.
• Not aligning with job requirements : Always keep in mind what competencies or qualities the interviewer is looking for and tailor your response accordingly.
• Ignoring non-verbal cues : Body language matters! Maintain eye contact, use open body language, and show enthusiasm through your tone of voice and facial expressions.
• Not learning from past experiences : Use feedback from previous interviews to refine your responses continually.

To avoid these pitfalls:

• Practice crafting detailed yet concise responses.
• Ensure you cover all elements of STAR without neglecting any.
• Highlight personal contributions and achievements.
• Align your responses with the job requirements.
• Pay attention to non-verbal cues.
• Use feedback to improve.

Real-World Examples: STAR Method In Action

Theory is one thing, but practical application is another.

Let’s delve into some real-world examples that illustrate how the STAR method can be employed effectively.

Example 1: A Project Manager Role

Consider a scenario where you’re interviewing for a project manager role and you’re asked, “Can you describe a time when you had to manage a particularly challenging project?”

• Situation : You could start by setting the scene – “At my previous job, I was given the responsibility of managing a project that involved implementing a new software system across all departments.”
• Task : Then, detail your specific responsibilities – “As the Project Manager, it was my duty to ensure smooth coordination between all departments and complete implementation within six months.”
• Action : Next, describe your actions – “I started by conducting meetings with each department head to understand their unique needs. I then created an implementation schedule and assigned tasks to team members based on their expertise. Regular progress meetings were scheduled to address any issues promptly.”
• Result : Finally, highlight the outcomes – “The new software system was successfully implemented across all departments within five months – one month ahead of schedule.”

Example 2: A Customer Service Role

Now imagine you’re interviewing for a customer service position and are asked, “Tell me about a time when you turned around an unhappy customer.”

• Situation : Start by painting the picture – “In my previous role as Customer Service Representative at XYZ Company, I received a call from an irate customer who had received an incorrect product.”
• Task : Detail your responsibilities – “My task was not only to resolve this issue but also to regain the customer’s trust in our company.”
• Action : Describe what steps you took – “I apologized sincerely for our mistake and assured her that we would rectify it immediately. I arranged for express shipping of the correct product along with return postage for the incorrect item. Additionally, I provided a discount code for her next purchase as a gesture of goodwill.”
• Result : Highlight the outcomes – “The customer was appreciative of how we handled the situation and continued to be a loyal customer.”

Adapting STAR For Different Interview Types

The beauty of the STAR technique lies in its universal applicability.

Whether you’re facing a panel, competency-based, behavioral, or even a stress interview, STAR can be your guiding light.

• Panel Interviews : With multiple eyes and ears on you, clarity is crucial. Using the STAR method, structure your answers so that every interviewer grasps your role and its impact. Address each element of your experience, ensuring you resonate with everyone on the panel.
• Competency-Based Interviews : Here, interviewers are seeking proof of specific skills. Lean into the ‘Task’ and ‘Action’ components of STAR. For instance, when discussing leadership, detail a time you led a team, the responsibilities you shouldered, actions you took, and the team’s achievements.
• Behavioral Interviews : These look to past scenarios as indicators of future behavior. Lay out the situation, your role, your actions, and the outcomes using STAR. This structured approach offers a tangible glimpse into your problem-solving and decision-making processes.
• Stress Interviews : While these are designed to see how you fare under pressure, the ‘Action’ component of STAR lets you highlight your adeptness at navigating challenges.

Variations To STAR: STAR-L (With Learning) And Beyond

As you become more comfortable with the STAR method, you may find yourself seeking ways to add depth and nuance to your responses.

One such variation is the STAR-L method, where ‘L’ stands for ‘Learning.’ This model carries you one step further by asking you to reflect on what you learned from the situation.

In this framework, after describing the Situation, Task, Action, and Result (STAR), you elaborate on what Lessons were gleaned from that experience.

This additional step showcases your ability to engage in self-reflection and continuous learning – two assets highly valued in today’s rapidly evolving work environment.

For instance, if your original STAR response was about a project where you led a team through a challenging deadline crunch and achieved success, in the STAR-L method, you might add that the experience taught you about the importance of clear communication or how better planning could have prevented such a tight deadline.

Beyond STAR-L are other variations like STAR-AR (Action-Result) or even SAR (Situation-Action-Result).

These versions are often used when interviewers want more emphasis on actions taken and their direct outcomes rather than focusing too much on context or task details.

The choice between these methods largely depends on the nature of your role and industry.

For example, roles requiring strategic decision-making might benefit more from using STAR-L to highlight learnings from past experiences. In contrast, positions focused on immediate results might prefer SAR or STAR-AR.

Comparing STAR: Differences From PAR (Problem, Action, Result) & CAR (Challenge, Action, Result) Techniques

The STAR method stands distinct from its counterparts – PAR (Problem, Action, Result) and CAR (Challenge, Action, Result).

While they all share a common thread of structuring responses in a clear and concise manner, there are subtle differences that set them apart.

• The STAR method provides a complete narrative by including situational context.
• The PAR method focuses primarily on problem-solving abilities.
• The CAR technique emphasizes resilience in overcoming challenges.

The STAR method is comprehensive in nature as it not only focuses on the problem at hand but also delves into the context or situation that led to it. This enables you to provide a detailed background before explaining your specific role or task. You then proceed to explain your actions and finally emphasize the results achieved.

On the other hand, the PAR technique zeroes in on identifying a Problem first. The focus here is more on problem-solving skills rather than situational context. After identifying a problem, you describe your action taken to resolve it and end with discussing the result. While this approach is direct-to-the-point, it may lack depth without setting up an initial context.

Similarly, the CAR technique begins by outlining a Challenge faced. The emphasis is on overcoming adversity or challenge rather than focusing solely on problem-solving. After describing how you tackled the challenge (Action), you discuss the result achieved.

Incorporating Emotion: The Role Of Feelings In STAR Responses

Incorporating emotion into your STAR responses can be a game-changer.

Emotion, when appropriately expressed, adds a layer of authenticity and relatability that can make your narrative more compelling.

It’s not just about what you did but how you felt while doing it.

Remember that interviews are not just an evaluation of your technical skills or experiences; they’re also about understanding who you are as a person.

Your emotions can indicate passion, dedication, resilience, and empathy – qualities that often define great employees.

When setting the scene in the ‘Situation’ step of STAR, don’t shy away from expressing how the situation made you feel. Were you daunted by the challenge? Excited at the prospect? This helps paint a vivid picture and draws your interviewer into the story.

During the ‘Task’ phase, sharing your emotional state can help showcase your motivation levels and commitment to tackling challenges head-on. Did the task fill you with dread or did it spark determination?

As you move on to ‘Action’, feelings play an integral role in demonstrating your work ethic and character. Were you frustrated when things didn’t go as planned? How did overcoming obstacles make you feel? These details provide depth to your response and highlight personal growth.

Finally, in discussing ‘Results’, emotions can emphasize the significance of your achievements. Was there a sense of relief or accomplishment? Did it boost your confidence or reaffirm your abilities?

However, there’s a delicate balance to strike here. Over-emphasizing emotions might make you come across as overly dramatic or unprofessional.

Keep it genuine and relevant; every emotional reference should serve to enhance understanding of your actions and results.

Pay attention to positive emotions – they leave interviewers with an optimistic impression of both past experiences and potential future performance. Negative emotions aren’t off-limits but frame them as part of learning curves or stepping stones towards success.

Role Of Non-Verbal Cues: Enhancing STAR Responses With Body Language

Non-verbal cues are the unspoken elements of communication that can significantly influence how your STAR responses are perceived.

Here’s how you can harness them effectively:

• Eye Contact : This is a primary indicator of confidence and honesty. As you detail the Situation or Task, direct eye contact shows you’re genuinely recounting your experiences and engaging with the interviewer.
• Posture : Your posture speaks volumes. Sit upright to show attentiveness. As you delve into the Action phase of your STAR response, a slight forward lean can subtly indicate your enthusiasm and engagement.
• Hand Gestures : These can breathe life into your narratives. Used rightly, gestures can make your Actions and Results more tangible. However, moderation is key—ensure your movements are purposeful and not distracting.
• Facial Expressions : They mirror your inner emotions. A genuine, relaxed smile or a thoughtful expression during the Result phase can underscore the positive outcomes of your story.
• Tone of Voice : Though not strictly ‘body language’, it is a pivotal non-verbal cue. Introduce variations in pitch to keep the interviewer engaged.

Remember, consistency between what you say (your STAR responses) and how you say it (your non-verbal cues) is key for effective communication during interviews.

Feedback Mechanisms: How To Refine Your STAR Responses

Feedback is crucial when mastering the STAR method for interviews.

By incorporating diverse feedback mechanisms, you can refine your answers for maximum impact.

Here’s how:

• Self-Evaluation : After practicing, pause and assess. Did you address the Situation, Task, Action, and Result effectively? Were there moments you lost focus? Recognizing your own strengths and pitfalls is the first step to improvement.
• Peer Review : Invite a friend or mentor to listen to your answers. Their external viewpoint can pinpoint areas that need refinement. Ask for feedback on both content and delivery, such as maintaining eye contact and speaking confidently.
• Record and Review : Film yourself during mock interviews. Observing yourself offers insights into non-verbal cues like body language and facial expressions, helping you make necessary adjustments.
• Seek Professional Guidance : A career coach or interview expert can offer seasoned insights, enhancing the depth and delivery of your responses.
• Embrace AI Feedback Tools : Several online platforms now provide AI-driven feedback on aspects like speech clarity, emotional tone, and response coherence. They can be a unique and modern tool in your preparation arsenal.

Refinement doesn’t happen overnight; it’s a gradual process that involves constant practice and willingness to learn from feedback received.

Practice Makes Perfect: Tips For Rehearsing STAR Answers

Naturally, the best way to master the STAR method is through practice.

Here are some strategic tips to guide you in rehearsing your STAR answers.

• Identify Potential Questions: Begin by identifying common interview questions related to your field or role. These questions will serve as a basis for your STAR responses. Look for those that ask about specific situations, tasks, actions, and results.
• Draft Your Responses: Once you’ve identified potential questions, draft your answers using the STAR format. Be specific and detailed in each section—Situation, Task, Action, Result—to paint a clear picture of your experience.
• Use Real-Life Experiences: Make sure to use real-life examples from your past experiences—whether they’re from previous jobs, volunteer work, or even academic projects. This not only makes it easier for you to remember details but also adds authenticity to your response.
• Rehearse Out Loud: Practicing out loud allows you to hear how your responses sound and gives you an opportunity to refine them further. Try practicing in front of a mirror or record yourself for playback; this can help identify any areas of awkwardness or confusion in your delivery.
• Get Feedback: Ask someone—a mentor, colleague or friend—to listen to your responses and provide feedback. They can point out any inconsistencies or gaps in your story that you may have missed.
• Time Yourself: While it’s important to be thorough with your responses, keep in mind that recruiters don’t want overly long answers either. Aim for two minutes per response—a stopwatch can help keep track!
• Adapt and Refine: Based on the feedback received and self-assessment done during rehearsal sessions, adapt and refine your responses until they’re polished and succinct.
• Keep It Fresh: Don’t memorize word-for-word as this can make you sound robotic during interviews; instead understand the key points you want to convey.

Evaluating Success: How Interviewers Assess STAR Responses

Interviewers are adept at assessing STAR responses, and they look for several key elements to gauge the success of your answer.

Understanding these criteria can help you tailor your responses more effectively.

• Relevance: First and foremost, interviewers assess whether the Situation, Task, Action, and Result you present align with the question asked or the competency being evaluated. Your response must be directly relevant to demonstrate that you understand what’s being asked of you.
• Specificity: Vague answers can leave interviewers guessing about your abilities. They prefer specific scenarios that showcase concrete actions taken and tangible results achieved. The more detailed your answer without rambling, the better.
• Action Orientation: Interviewers want to see that you’re a doer. They will evaluate how much of your story focuses on the actions you took versus background details or other people’s contributions.
• Result Impact: Your result should not just be a successful outcome; it should have had a significant impact on your team, project, or organization. Interviewers look for this to gauge how effective and influential you are in your role.
• Consistency: Consistency between what you say and what is known about you from other sources (like references or LinkedIn) adds credibility to your STAR response.
• Behavioral Indicators: Interviewers often use behavioral indicators to understand how likely it is that past behavior will predict future performance in similar situations.
• Non-verbal Cues: Your body language, tone of voice, facial expressions – all these non-verbal cues play a role in how well your STAR response is received.
• Learning Reflections: Some interviewers also appreciate when candidates reflect on their experiences and articulate what they learned from them or how they would improve their approach in future similar scenarios.

In conclusion, mastering the STAR method is not just about acing job interviews.

It’s a powerful tool that enhances your communication skills , helping you to present yourself in the best possible light.

Remember, like any skill, perfecting the STAR method requires practice and patience. Don’t be discouraged by initial challenges; instead, consider them as opportunities for learning and growth.

Use feedback constructively to refine your responses until they truly shine.

And don’t forget the power of non-verbal cues – a confident posture and genuine smile can add a whole new dimension to your story!

The STAR method is more than a technique; it’s a strategy for success. So go ahead – embrace it, and let your star shine bright!

877 Interview Blog Names To Spotlight Your Unique Voice

The Editorial Team at InterviewGuy.com is composed of certified interview coaches, seasoned HR professionals, and industry insiders. With decades of collective expertise and access to an unparalleled database of interview questions, we are dedicated to empowering job seekers. Our content meets real-time industry demands, ensuring readers receive timely, accurate, and actionable advice. We value our readers' insights and encourage feedback, corrections, and questions to maintain the highest level of accuracy and relevance.

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30 star method interview questions to prepare for

Almost every job interview has a set of behavioral questions. They usually start with “Tell me about a time when…” and they can catch job seekers off guard if they’re unprepared. 

There are a variety of different interview types, from typical structured interviews to a group interview. The good news? There’s a secret recipe that’ll help you prepare for and ace these tricky questions. 

Known as the STAR interview method, this technique is a way of concisely answering certain job interview questions using specific, real-life examples. 

For example, say your interviewer asks you to describe a time you performed under pressure. Using the STAR technique, you can prove you’re able to perform well under pressure by giving an example from your past experiences. 

Let’s explore what the STAR method is, how to prepare for a behavioral question, and how you can use this technique to help you land your next job.

What is the STAR interview method? 

The STAR method is a technique used to answer behavioral interview questions in a structured and compelling way. Behavioral questions prompt job candidates to give specific examples of how they’ve handled past situations or challenges. 

These are questions like:

• Tell me about a time you had to pivot part of the way through a project.
• How do you handle collaborative workstreams?

It can be challenging to share a cohesive example on the spot. But with the right preparation and a STAR interview structure, you can have some answers ready to go.

What are the 4 steps in STAR?

The acronym STAR stands for –– situation , task , action , result :

• Situation : Set the scene by briefly describing the situation, challenge, or event you faced.
• Task : Explain what your responsibilities were in that situation. What role did you play?
• Action : Describe what steps you took to overcome the challenge or address the situation 
• Result : Share what you achieved through your actions.

Each pillar helps you tell an in-depth yet short story with a beginning, middle, and end.

Structuring your STAR interview responses

• Situation : Briefly set the scene with relevant context (1-2 sentences).
• Task : Describe your responsibility or the goal you needed to achieve (1-2 sentences).
• Action : Explain the specific steps you took to address the situation, focusing on your contributions (3-4 sentences).
• Result : Share the positive outcomes, using measurable results if possible (2-3 sentences).

Example STAR Response:

Question : Tell me about a time when you faced a challenging problem at work.

• Situation : "I was working as a retail manager during the busy holiday season when one of our major shipments was delayed."
• Task : "I needed to ensure we still met our sales targets despite the delay."
• Action : "I coordinated with other store locations to redistribute stock, increased our online promotions, and organized a local supplier to provide alternative products."
• Result : "We not only met but exceeded our sales targets by 15% for the season, and customer satisfaction ratings improved by 10%."

25 examples of STAR questions in an interview

But how do you know when it’s the right time to use the STAR format during an interview? 

It’s simple: be on the lookout for behavioral questions. They usually start with prompts like these:

• Tell me about a time …
• Share an example of a time…
• Describe a time when…
• Have you ever…
• Do you usually…

Here are a few specific examples of behavioral interview questions to answer with the STAR method: 

• Have you ever had to develop a new skill on the job? Tell me about your approach to the learning process. 
• Describe a time when you had a tight deadline to meet. How did you get things done? 
• Have you ever had a direct disagreement with your manager ? How did you handle that situation? 
• Tell me about one of your proudest professional accomplishments. 
• Describe a time you motivated your team to achieve results. What was your approach?
• How do you go about setting team goals ?
• Give me an example of a time when you failed to hit your goals. How did you respond and what did you do?
• Have you ever had to push back on a key stakeholder? What did that interaction look like?
• Describe the projects you typically enjoy most.
• Share an example of a time when you had to shift priorities quickly. How did you handle that situation?
• Have you ever managed an employee who wasn’t hitting the mark ? How did you handle the situation?
• Share an example of a time when you went above and beyond what is expected of your role.
• Share an example of a project you needed buy-in from various stakeholders to complete. 
• Explain a situation where you overcame a challenge at work.
• Tell me about a time when you had to navigate changes at work.
• Describe a time when you had to motivate your peers. How did you do it and what was the outcome?
• Tell me about the last project you owned and were really proud of.
• Share a time when things did not go your way. How did you respond and what did you learn?
• Share an example of a time when you were under immense pressure at work. How did you handle the situation?
• Tell me about a time when you surprised yourself.
• Have you ever spent too much time on a project? How did you recover?
• Describe a time when you helped a coworker achieve their goals.
• Give me an example of a time when you performed well under pressure.
• Tell me about a time when you had to make a tough decision.
• Tell me about a time when you made the wrong decision.

These questions can be challenging if you’re caught unprepared. The STAR interview method helps you prepare and deliver a compelling story that will satisfy the interviewer’s questions and demonstrate why you’re the right person for the role.

How to use the STAR method in an interview

Let’s learn how to use each pillar of the STAR technique to deliver a compelling and structured response to any behavioral or situational interview question . 

1. Situation: Set the stage 

Begin answering the question by giving your interviewer context around the specific situation or challenge you faced. 

Try to limit this part to only a few sentences to set the scene. The bulk of your answer should focus on your actions and results. 

Make sure the situation you’ve chosen clearly demonstrates the skill or capability you’re being asked about and is complex enough for the role you’re interviewing for. 

For example, if it’s a more senior role, choose a situation that involves high stakes and demonstrates your expertise.

2. Task: Explain where you fit in 

Describe the task you had to complete and what your involvement was. 

Similar to the situation portion of your answer, this part should also be brief and to the point. For example, it can be a simple sentence like this one: 

“As the customer experience manager, it was my responsibility to resolve the client’s concern at the first point of contact.”

3. Action: Describe each step 

This is the most important part of your answer because it’s your opportunity to showcase your capabilities. The hiring manager doesn’t just want to hear what you’ve accomplished but how you’ve accomplished it. 

Explain what steps you took to overcome the challenge or reach your goal. Be as specific as possible, describe each step in detail, and avoid vague statements like “I worked really hard.” 

Keep the focus on yourself when answering the question. Use “I” statements and talk about what you specifically did, not what was accomplished as a team.

4. Results: Impress with your achievements 

This is the time to share the results of your actions with your potential employer. What positive impact were you able to achieve? How did you resolve the situation? 

Make sure the outcome is always a positive one. For example, even if you’re asked to describe a time you made a mistake, you should focus on what you learned from the experience. 

Employers love to see measurable results, so don’t forget to quantify your results when you can or back them up with concrete examples.

5 example STAR interview questions and answers

Here are some examples of STAR interview questions and answers to help you ace your next opportunity. 

1. Give me an example of a goal you’ve set and how you achieved it.

The scope of this behavioral question is to determine how you set goals and what steps you take to make sure you meet your objectives.

Situation: When I first transitioned into a sales role at company X, I was a bit shy of meeting my first-quarter sales target. 

Task: This motivated me to not only meet my sales target during my second quarter but exceed it. 

Action: I broke my goal down into smaller weekly goals and changed my sales strategy. I leveraged social selling to find new customers and develop relationships with them. I also asked my sales manager to coach me on my closing techniques and objection handling. 

Result: With this new strategy, I exceeded my sales target by 10%. 

2. Tell me about a time you failed. How did you handle it? 

Being honest about a time you failed shows you have integrity. Just remember to focus on what you learned from the experience. 

Situation: Shortly after I was promoted to senior project manager, I was in charge of leading a project for a major client. This project would typically take about a month to complete, but the client was in a rush and asked if I could have it ready in three weeks. 

Task: Excited that it was my first project, I agreed. Shortly after, I realized I'd need a bit more time to finish it and deliver quality work.

Action: I reached out to the client right away and apologized. I also asked for a three-day extension, and they were generous enough to extend the deadline. 

Result: I managed to finish the project and deliver it before the extended deadline. However, I learned to manage my time better and never overpromise on something I can’t deliver. 

3. Can you describe a time people didn’t see things your way? 

Behavioral questions worded this way are tricky. Author Mak Murphy explains that these questions don’t give away the “correct answer” to see if you reveal your true attitude.

In this case, what the question is trying to ask is, “Describe a time you successfully persuaded someone to see things your way.” 

Situation: I recently led a brainstorming session . The purpose of this session was to create a brand awareness campaign for a product my company was launching. 

Task: One of my teammates and I disagreed on what direction we should take for the campaign. I wanted to focus more on maximizing social media presence, and he wanted to go the brand partnership route.

Action: I asked my colleague to have a one-on-one meeting with me. I asked him to share his ideas and perspective. After listening and offering constructive criticism and feedback , I shared my ideas. 

Result: The conversation helped me see blind spots in my strategy and improve it. I also persuaded my coworker to get on board with my strategy by explaining its rationale. As a result, I merged our ideas and created a successful brand awareness campaign. Our social media engagement and website traffic both saw an increase of over 40%.

4. Tell me about a time when you worked well with a team. 

Teamwork skills, particularly remote teamwork skills, are one of the top competencies that employers are looking for . 

Situation: In my previous job as an event coordinator, I worked with a team of five to plan and execute company events and conferences. Last year, we collaborated on the company’s annual holiday party for over 500 employees.

Task: There were so many moving pieces. Everyone on our team had different responsibilities, but we all had to work as one unit to bring the party to life. 

Action: Even though I was the most junior person on the team, I organized a project management system that would allow us to check in with each other daily. They’d never done this before, but everyone loved the virtual task-tracking features. 

Result: Thanks to the new system, our team meetings were far more productive and we ended up ahead of schedule. Ultimately, our team’s collaboration led to what our CEO called the best holiday party he had ever attended. 

5. Can you share a time when you’ve had to juggle multiple priorities at work? 

Situation: While working as a client success manager at a tech company, one of my colleagues left the company for a new opportunity. My manager asked me to take on some of her responsibilities. 

Task: I had to reprioritize my own clients and projects to make room for her most important ones. It was overwhelming at first, with so many tasks to juggle and my unfamiliarity with my colleague’s book of business. 

Action: I worked through my responsibilities and reprioritized them based on the company’s goals, my availability, and other factors (with a bit of input from my manager). I also came up with ways to automate certain tasks to free up more of my time.

Result: Thanks to new automation efforts and successful prioritizing, none of our clients realized that there had been an internal shift at the company. Our team’s high quality of service was maintained — and I became more efficient in the process .

Why should I use the STAR method? 

It’s easy to get overwhelmed during an interview and forget everything you’ve prepared. The STAR framework is a simple way to provide a good answer, even when you’re feeling nervous. 

But the reasons for using the STAR interview technique go further than that. For one, today’s job market is stronger than ever . A quick search through LinkedIn will show you that there are endless opportunities available for candidates. 

But that doesn't mean it’s easy to land your dream job. In fact, recent research has shown that remote and hybrid jobs are receiving seven times the applicants as in-person positions . 

Standing out during the interview process is key to landing a more flexible, higher-paying, or otherwise better-fitting job. The STAR method is here to help you build your communication skills , tell your authentic story, and ace your next interview .

How do I prepare for STAR interview questions? 

Acing STAR interview questions is all about preparation and practice. The more you prepare, the better equipped you’ll be to use this technique to your advantage. 

Here’s what you need to do before each interview . 

1. Highlight the skills and experience required for the role

• Review the job description thoroughly.
• Identify and highlight the transferable skills and experiences needed for success in the role.
• Example : If the role requires problem-solving skills , you might be asked, “Tell me about a time you faced an unexpected challenge at work. How did you overcome it?”

2. Reflect on previous achievements and wins 

• Using the STAR method, write down specific examples of situations where you demonstrated the competencies relevant to the role.
• Ensure your answers provide concrete and verifiable evidence showing how you dealt with challenges.
• Avoid vague statements; detail the specific steps you took to achieve your desired result.

3. Practice your answers 

• Simulate a real interview to help you feel more prepared and confident.
• Practice with a friend for feedback on what works and what doesn’t.
• If practicing alone, answer the questions out loud to become comfortable vocalizing your responses, making you sound more natural during the interview.

4. Get ready for common behavioral questions 

• Review common behavioral interview questions and use the STAR technique to answer them. 
• Example: You may be asked to describe a time you disagreed with a team member or talk about a time you resolved a work-related conflict . Both questions assess your communication, conflict resolution, and problem-solving skills.

5. Prepare Questions for the Interviewer

• Develop thoughtful questions to ask the interviewer about the role, company culture, and expectations.
• This shows your interest in the position and helps you gather valuable information.

More tips to ace your STAR interview

Ready to put the STAR interview technique into practice? Here are some key takeaways to keep in mind: 

• Use the STAR method to answer behavioral questions, like “Can you share a time when…” 
• STAR stands for situation, task, action, and result and is meant to help you structure your answers to those questions.
• The benefit of the STAR method is that it should help you provide clear and concise answers — be specific, but don’t get caught up in the details. 
• You can prepare to use the STAR method by reflecting on past accomplishments that are relevant to the role you’re interviewing for.
• Don’t forget to practice your answers ahead of time!

Mastering the STAR interview method

This simple yet powerful method will help you ace your next interview by delivering compelling answers that show employers you’re the right person for the job. 

If you’re planning your next career move, partnering with a BetterUp Coach can help. Our world-class coaches offer guidance and support to help you during this transition.

Understand Yourself Better:

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Chris Helvajian

Chris Helvajian is a talent acquisition leader with more than a decade of experience in talent acquisition. He's passionate about creating scalable solutions to resolve recruiting problems at their root. His golden thread is "connecting people to opportunity." Chris is currently a recruiter at BetterUp and received his MBA at Chapman University.

35 behavioral interview questions to ask in your next interview

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How to Use the STAR Interview Method to Land a Job

Sharing anecdotes created with this simple acronym helps convey your experience and skills in a lively, memorable way.

The STAR method is a technique for organizing your answer to job interview questions that ask you to “describe a time when you” encountered a particular situation. It stands for Situation, Task, Action and Result.

What Is the STAR Interview Method?  

During a  job interview , you will probably be asked to tell a story about a time you handled a specific scenario or applied certain skills in the past. The best way to answer these types of questions is to use the STAR method, in which you tell a compelling story by describing the situation you faced, the task needed to be done, the actions you took to complete the task and the results of your actions.

The four steps — which form the acronym STAR — are as follows:

• Situation: Set up the scene of the situation and give necessary context.
• Task: Describe your task and responsibilities in the situation.
• Action: Explain the actions and steps you took to complete the task.
• Result: Discuss the results and positive outcomes of your actions.

The STAR method is especially useful for interviewees who aren’t great at thinking on their feet .

“It provides a candidate with a method of communicating a response in an organized method with a focus on behaviors and results,” said Theresa Adams, senior HR knowledge advisor at the  Society for Human Resource Management .

When Do You Use the STAR Method?

The STAR method is best for answering questions that require you to talk about an experience where you demonstrated a desired skill or trait. These kinds of scenarios arise when interviewers ask behavioral questions . 

Behavioral interview questions gauge how candidates may react in certain work situations. Examples of behavioral questions can include “tell me about a time you led a work project” or “tell me about a time you experienced conflict with a coworker .”

It’s best to limit the STAR method only to interview questions that ask you to provide concrete examples of skills and abilities. Basic interview questions like “ Why do you want to work here ?” or “ Where do you see yourself in five years ?” don’t mention a specific situation, so the STAR method would be inappropriate in these instances. 

How Does the STAR Method Work?

STAR interview answers follow each letter of the acronym as a step.  

1. Set Up the Situation

First, set up the situation at hand. Give the interviewer a clear (but brief) picture of where your example takes place and what was occurring. Include several details relevant to the interview question at most to avoid a lengthy response. You should spend no more than 20 percent of your talking time setting the stage, so keep your description concise. 

2. Describe the Task

Describe your main task, objective or goal in the situation, and what your responsibilities entailed. The interviewer should understand what your role was in the scenario and what you were expected to accomplish . Keep the summary as short as possible since you should spend no more than 10 percent of your answer talking about the task. 

3. Explain the Actions You Took

Explain what you did to accomplish your task, and what was significant about the action you chose to carry out. Don’t give a generic overview — it’s worth highlighting any details specific to your action and scenario. This is the most important part of your answer and can take up as much as 60 percent of your talking time. So, take the time to emphasize at least one or two key steps you took to resolve a situation or achieve a goal .  

4. Share the Results

Remember that stories you tell during an interview need to accomplish two things: Demonstrate your past capabilities and show the value you’ll add in the future. This is the time to not only reveal the result, but share what you learned during the experience and how you might handle it differently. Still, the results shouldn’t make up more than 10 percent of your answer. If you can promptly highlight your achievements and growth, the STAR format can be a strategic way to format your accomplishments into a strong narrative .  

How to Prepare for an Interview With the STAR Method

Anyone can say that they’re hardworking , responsible or adaptable — but you need to back up your claims with evidence. Instead of listing your  qualities and skills , tell a specific story about a time you exemplified them. Doing so will make your interview more memorable and give the employer a glimpse into how you behave in the workplace .

Here’s a few tips for practicing the STAR method and how to best apply it in an interview.  

“Do your best to avoid long-winded answers,” said  Octavia Goredema , a  career coach and author of Prep, Push, Pivot: Essential Career Strategies for Underrepresented Women . Practice pre-interview so you’re able to share answers confidently and with impact. “Interviewers will listen for relevant examples and details that convey how you solved a problem or overcame a challenge,” Goredema said.

Wait For Your Cue  

Getting your timing right is as important as choosing the right story. Relying too heavily on the STAR method can make your answers seem unnatural and may signal that you aren’t engaged in the current conversation, which is a turnoff for employers. Don’t leap in to share an anecdote every chance you get. Instead, listen for cues from your interviewer to pick the right moment to share. 

“When an interviewer is asking you to give an example of a situation where you had to overcome major obstacles to meet your objectives, the STAR method can be a useful tool in thinking about how to frame your answers and effectively answer their questions,” said Savanna Thompson, vice president of people at  98point6 . 

Be Authentic

An effective workplace story doesn’t have to be one where everything went perfectly. Don’t be afraid to tell stories where mistakes were made or things didn’t go entirely according to plan. Ultimately, the STAR method should show how you generated a positive impact at work and give you a chance to explain what you learned. 

See Interviews Holistically  

“Tell me about a time when…” most likely won’t encompass the entire interview, Goredema said. She recommends making a list of all tough questions like “ why should we hire you ” and practicing responses.

Example STAR Method Questions

Tell me about a time you overcame a difficult challenge  .

Situation: “I was just about to go into a board committee meeting when I received some emergency family news.”

Task: “I knew my attention wouldn’t be completely on the meeting, but this meeting had been on the books for months. I had to decide how to handle the situation.”

Action: “I decided that transparency was the best course of action. I went to the meeting and told the board what had happened. I offered to stay at the meeting. The board chair told me I should leave, and she offered to record the meeting so I could listen to it later.”

Result: “I was able to attend to the emergency and the board meeting continued. I listened to the recording during the week and was able to share a few thoughts with the board chair. I felt that trusting them with my news, and that in this case, vulnerability was a desirable leadership quality . The board’s understanding verified my choice.”

Tell Me About a Time You Were Suddenly Given a Leadership Opportunity

Situation: “I had been at my company for about six months when my manager had to take substantial FMLA leave to care for his parents. I was asked if I’d step in as acting manager during the time he was away.” 

Task: “My task was to keep my team on track and handle my own workload.”

Action: “Before he left, my manager, his manager and I met to go over the day-to-day aspects of managing our team as well as prioritize projects. Because I was cognizant that I’d have to get my own work done and manage the team, I got permission to place two long-term projects on hold until my manager returned. I then met with my team to devise a weekly plan for meeting deadlines and we set up a weekly 15-minute team meeting, in lieu of formal one-on-ones , to keep us on track. To keep my own work on track, I created a day-by-day plan and stuck to it.” 

Result: “Everything ran smoothly during my manager’s time away. I felt proud that I had asked for, and gotten, certain dispensations during his absence; I feel it showed that I understood priorities, for instance handling my own work and keeping the team’s day-to-day work on track, and didn’t try to be a superhero. My manager returned and was happy how things had gone during his absence, and six months later, I received a promotion .”

Describe a Time When a Project of Yours Didn’t Turn Out as Expected

Situation: “My team was asked to onboard a client that had been with the company in the past. The client had left the company because it felt it wasn’t getting proper customer service, but decided to give us a second chance.”

Task: “My task was to onboard and welcome this boomerang client in a way that they would feel that they made the right decision in returning.”

Action: “Before meeting the client, my team, sales and customer service met to figure out exactly what happened during the first go-round, and then outlined clear steps for rectifying those situations. For instance, the client had previously gotten check-in communication from customer service every two weeks; we decided to ask the client if one week would work better. We also decided that the account manager would, situation permitting, fly out to see the client every three months, and also offered the client a three-month free trial of a product we’d just introduced.”

Result: “The client seemed happy and satisfied with our efforts, but still left our company after a few months. In retrospect, maybe we tried too hard to keep them as a client, or perhaps it was just meant to be. In any event, I, my team, and the other teams learned a lot about each other and about client retention tools, so end over end it was a good experience.”

Why Is the STAR Interview Method Effective?

STAR answers form a connection between job candidates and interviewers, said Timothy Golden, a professor in the Lally School of Management at  Rensselaer Polytechnic Institute . They help demonstrate your merits as a candidate , and also give interviewers a glimpse into how they’d operate as a potential employee.

“The beauty of the STAR method is that you never know what you’ll get,” said Martin Welker, CEO of  Zenkit . “The open-ended questions can reveal a wealth of information about the candidate’s potential as an employee as well as how they would fit into the team and  company culture .”

That’s especially true for  remote interviews . “One of the biggest differences in remote interviews is that the job candidate and the interviewer have the potential to feel psychologically distant from one another,” Golden said. “They feel less psychological closeness because they are spatially distant from each other. Both the job candidate and interviewer should work to psychologically connect with each other, through sharing stories and facial expressions.” 

Successful interviews, for both interviewer and candidate, will bridge that separation, and create an environment where the job interview can help both parties to truly understand one another . Where one person walks away with a job offer , and the other rejoices in a fine addition to their staff, it’s a win-win.

How the STAR Method Can Help Alleviate Implicit Bias

Behavioral-based questions produce key insights into a candidate’s competencies , said Elaine Obukhova, Academy of Management Scholar and assistant professor at McGill University in Toronto. Understanding how people have responded to certain past situations can help predict how they’ll respond in the future. 

So how can STAR curb  implicit bias ? Obukhova offers one example: Chinese-American job candidates, she said, can be stereotypically viewed as competent, but also as “cold” or “lacking leadership potential.” STAR questions can get past that bias because they focus on what people did rather than how they seem. 

“People from different backgrounds express themselves differently,” she said. “Interviews that focus on the discovery of ‘fit’ or ‘passion’ often disadvantage people from different cultural and socio-economic backgrounds,” she said. “Asking about strengths and weaknesses will tell interviewers how well-spoken the candidate is, not necessarily reveal competence.”

Frequently Asked Questions

What is the star method.

The STAR method is an interview technique that helps candidates format answers for behavioral questions. STAR stands for situation, task, action and result.

What are examples of STAR questions?

"Tell me about a time you led a project" or "Describe a time when you were under pressure at work: how did you handle it?" are examples of STAR questions. 

How long should a STAR method response be?

Between one to four minutes long; approximately a few minutes.

What are the 4 steps in STAR?

• S ituation: provide the setting and context.
• T ask: describe the challenge you faced.
• A ction: outline the steps you took to resolve the challenge.
• R esult: share the outcome of your actions.

An earlier version of this story was written by Sunny Betz.

Recent Career Development Articles

How To Master the STAR Method For Interview Questions

Mike Simpson 0 Comments

By Mike Simpson

Updated 6/5/2022.

Job interviews are stressful, especially when faced with the dreaded behavioral-style interview. Behavioral questions help a hiring manager determine if a candidate also has the skills, experience, and traits to do the job effectively. As Monster puts it, it gives hiring managers an “honest glimpse behind the resume.”

That’s why you need an effective approach to create great answers. Luckily, we’re here to teach you about the STAR method and how, with a little preparation, you can provide answers that are on-point.

What Is the STAR Method?

Considering that behavioral interviews are the second-most popular format , having a strategy is essential. That’s where the STAR method comes into play.

In the simplest sense, the STAR interview method is a technique for answering behavioral interview questions. The STAR method interview approach relies heavily on story-telling strategies. You “show” the hiring manager how you’d handle a situation using examples with a clear beginning, middle, and end for the scenario you present.

“STAR” is actually an acronym in this case. Each letter outlines a component of a great answer, effectively giving you a framework to follow when creating responses to behavioral interview questions.

STAR Stands for Situation, Task, Action & Result

So, STAR stands for Situation, Task, Action, Result. Let’s take a second to break down exactly what each letter means.

The “situation” is the initiating event that launched the scenario you’re about to discuss . For example, getting an assignment from a manager is a situation. The same goes for encountering an obstacle. Essentially, you’re setting the stage with the situation part of the strategy. 

Think of a situation similar to what the interviewer is asking you about that had a successful outcome. It doesn’t necessarily have to be work-related as long as it’s relevant. Remember to include the who, what, where, when, and how.

The “task” is the aspect of the situation you had to manage . You outline the work that was laid before you, giving the hiring manager insights about your role in the equation.

Describe the task you were responsible for in that situation. Keep it specific but concise. Make sure to highlight any challenges you faced.

The “action” is the part where you describe exactly what you did . How did you complete the task you were assigned? What skills did you use? How did you collaborate with? What traits helped you during the journey?

Remember to focus on skills and characteristics the hiring manager will find desirable, primarily by choosing ones that align with the job and company culture. That way, you come across as a stronger match.

The “result” is functionally a closing to the story . You’re discussing what happened after you were given the task and took action.

Share what the outcome of the situation was and how you specifically contributed to that outcome. What did you accomplish? What did you learn? What were the results of your actions?

When to Use the STAR Method

While there is literally an unlimited amount of possible behavioral questions a hiring manager could ask you, there are several specific categories they all fall into:

• Problem Solving/Planning
• Initiative/Leadership
• Interpersonal Skills/Conflict
• Pressure/Stress

Prior to going in for your interview, make sure you take a hard look at the job you’re applying for and use clues from that to prepare your STAR answers. By picking out what skills the company is specifically looking for or are required for the job, it will help you target your success stories.

Once you have those skills identified, go through your own personal history and background and find success stories that align with those skills.

In fact we we wanted to let you know that we created an amazing free checklist for behavioral questions that covers all the critical info you need when dealing with these tricky types of job interview questions!

Click below to get your free PDF now:

CLICK HERE TO GET THE BEHAVIORAL INTERVIEW CHECKLIST

Common Mistakes While Answering STAR Questions

1. not answering the question at all.

If an interviewer asks you a question and you can’t think of a single specific success story from your past that you can apply to the situation, then tell them that! It’s far better to be honest than make something up.

Of course, this doesn’t mean you get to tell the interviewer to move on to the next question. Instead, you’re going to flip the question back onto yourself and follow up with “…but if I had encountered a situation like that, this is how I would deal with it.”

2. Not being prepared

This one is a no-brainer. Coming up with a story on the spot often means an interviewer is stuck listening to you ramble on and on.

Doing your homework ahead of time means not only will you have your success story prepared, but it will be concise and targeted. We recommend coming up with 3 to 5 success stories that collectively demonstrate a wide variety of common behaviors a hiring manager would be looking for.

3. Being too prepared

Yes, this is possible. You want your story to seem effortless but not so rehearsed as to be robotic. Review your answers before you go in for your interview, but don’t overdo it. Keep it light and conversational rather than rehearsing a story you have practiced word-for-word.

4. Telling a story that is anything but a success

You want the job, right? So why would you tell a story where you fail miserably and learn absolutely nothing from the experience? While it might be a funny story overall, it’s not one that’s going to get you a job.

Telling a story that has absolutely no positive outcome, either from the final results or the lessons you learned, hurts your chances of getting hired; it’s that simple.

5. Telling a story that has nothing to do with the question asked

This goes along with being prepared. Telling a story that is unrelated to the question demonstrates to a hiring manager that you lack focus and attention to detail, two key qualities that every good candidate should possess.

6. Telling a story that makes you seem like an unrealistic superhero

Don’t tell a story where you are “the only employee doing anything right ever.” Nobody is absolutely perfect, and telling a story where you singlehandedly saved the entire company isn’t going to just come off as impossible; it’s going to come off as fiction.

Top 5 Tips for Getting the Most Out of STAR

So, now that you know what you are not supposed to do, let’s focus on what you do need to do to get the most out of the STAR method interview questions.

1. Be prepared

I know we said this above, but it really is a necessity for answering STAR interview questions. Going in with a solid set of targeted success stories will not only make answering them easier for you but will help you highlight to the hiring manager the specific qualities and skills that make you perfect for the position and set you apart from the other candidates.

2. Be specific

The STAR Method is not about being vague and wishy-washy. This goes hand in hand with being prepared. Prior to your interview, you should have identified the skills and qualities the company is looking for. Make sure your stories are specific and targeted. Remember, you need to highlight the behavior that the hiring manager is interested in, and your success story should clearly align with that.

Being vague or general will not only make it difficult for the hiring manager to properly evaluate you, but it will dilute the impact of your success story.

3. Be quantitative

This is very important. Hiring Managers absolutely LOVE numbers, so have solid, tangible results to back up your stories. Did you increase sales for your department by 58% ? Did your actions make your team 89% more efficient? Back up your successes with hard facts and numbers wherever possible.

4. Be concise

Keep your stories short, sweet, and targeted. No extra info or boring details that are irrelevant to the specific question. By embracing brevity, your answers can be more impactful, particularly if you touch on each of the points that make the STAR method of interviewing what it is.

5. Be honest

The last thing you want to do is dazzle your interviewer with a story that isn’t 100% true. Not only do you undermine your credibility down the road if they find out you weren’t honest, but it calls into question their ability to trust you overall…and nobody wants to hire someone they don’t trust.

Example Question and Answer Breakdown

Now that we’ve gone over all this, let’s put it into practice with an example behavioral question and a STAR method interview answer, focusing on problem-solving and initiative with the response.

“Can you tell me about a time you went above and beyond your expected duties?”

Situation : “I was a part of a team working on a presentation meant to help us secure a major new client for our company. The weather was bad, and as a result, my supervisor got caught in a snowstorm and was unable to make it back in time. It looked like we were going to have to cancel the meeting and potentially lose the client.”

Task : “I had been looking for ways to take on more responsibility, so I volunteered to finish up the presentation.”

Action : “I worked with my supervisor via the phone, and between the two of us, we were able to go ahead with the scheduled meeting.”

Result : “As a result of my initiative, we not only landed the client but I was also recommended for a promotion.”

Here’s another question.

“Tell me about a time when you took the lead on a difficult project?”

Here’s our answer broken into the STAR Method. The quality we are highlighting is Leadership:

STAR Method Interview Questions and Answers

While the options above show you how to break down the answers when you use the interview STAR method, having a few more STAR method examples can help you see how the answers flow once they’re together. Here are a few more STAR interview questions and answers to get you headed in the right direction.

1. Can you tell me about a time you were in a stressful situation and how you handled it?

EXAMPLE ANSWER:

“In my last role, a coworker that was handling a large project for a critical client experienced a medical emergency, taking them out of the office unexpectedly for a significant period. The deadline for their project was looming, and there was no way they’d be back in time to handle it.

“My manager reached out and asked me to take over the project. At this point, there was the equivalent of five days’ worth of work and just three days to get it done. The pressure was significant.

“I began by familiarizing myself with the project requirements, as I didn’t have an in-depth understanding initially. Next, I broke down the remaining tasks into micro-goals, creating a functional roadmap for success. Then, I blocked out each responsibility on my calendar. As I did, I determined that overtime would be necessary, so I quickly secured the needed approval using my plan to outline why it was essential.

“After that, I took a deep breath and got to work. Additionally, I engaged with colleagues to expedite various pieces, such as supporting critical data, allowing me to remain focused. While it was a difficult undertaking, the project was ultimately a success. I completed the work with two hours to spare, and the client was thrilled with the end result.”

2. As a team leader, how do you handle conflict? Tell me about a time when you experienced conflict and what you did to resolve it.

“When I’m overseeing a team, I find that communication and compromise are keys to mitigating conflict. In my current job, I was working with a multi-disciplinary project team to create a new application for a client. There was a debate about the best way to design a particular interface, with two team members having different perspectives based on their unique professional expertise.

“While the conflict could have delayed the project, I acted quickly to ensure that didn’t happen. I met with each team member one-on-one to learn more about their perspective. Along the way, I discovered that one team member didn’t inherently dislike the other’s idea; it was that the approach wasn’t possible based on the technologies used.

“Once I learned that detail, I brought the two colleagues together to oversee a discussion. I outlined the technical constraint, ensuring the other team member knew that was the only reason their colleague didn’t want to move forward with their idea. Then, I worked with them to find a similar solution that was feasible, creating a functional compromise.”

3. Tell me about a time you made a mistake at work

“In my last position, I was responsible for hiring seasonal workers for the first time. We needed to bring in more than a dozen short-term hires and had very little time to do so. While I was meeting with a candidate, it seemed like they had all of the necessary technical ability. However, I ignored a red flag – namely, a negative attitude about training – assuming that their existing skills would make it a non-issue.

“When they came on board, it was clear that their mindset would hinder them from reaching full productivity quickly. Additionally, their attitude negatively impacted other new hires that were taking part in initial training.

“Ultimately, that new hire had to be let go and replaced, which wasn’t ideal. However, it taught me the importance of not overlooking mindset and attitude when choosing candidates. As a result, my subsequent hiring decisions were much better fits, resulting in higher productivity and better retention.”

4. Have you ever had to work with someone you didn’t like? How did you handle that?

“In my last job, I was assigned to a project with a colleague with a work style that didn’t mesh well with mine. I’m generally a planner, and I like to outline my responsibilities in advance, divvying out tasks fairly to make them manageable and easier to track. My colleague favored a more organic approach, essentially deciding what to tackle next as they completed the previous task.

“In the end, this led to a disagreement about how to proceed. However, instead of digging in, I figured there had to be a reasonable compromise. I sat down with them and explained why I favored a planned approach and asked them to let me know why they preferred theirs. Ultimately, I learned that over-planning made them feel constrained, which hampered their creativity.

“With that knowledge, I proposed a solution. We would create a general framework for the entire project, using it as a joint roadmap. Then, as we moved forward, we would take ownership of tasks as needed. That gave them space while giving me structure, allowing us to complete the work on time.”

5. How do you handle setting goals? Can you give an example?

“Generally, I find that goals are beneficial when I need to stay on target. In my last job, I used goal-setting to enhance my personal performance. Initially, I was meeting expectations as a sales professional, but I wanted to exceed them.

“I began by outlining my sales numbers, letting me know where I currently sat. Next, I choose a target, aiming for a 10 percent increase in three months. Then, I broke down what I’d need to do each day to make that happen, such as conducting a specific number of calls or securing a particular number of qualified leads.

“After that, I used the information to create mini-goals for my time. This gave me a functional to-do list that guided me toward success. Ultimately, I was able to reach by target two weeks early, and by continuing with that strategy, achieved a 25 percent increase by the end of six months.”

Putting It All Together

So, the next time you’re meeting with a hiring manager and they ask you a behavioral question, don’t panic. With the STAR method for interviews, you’re prepared. Use the information above to your advantage, ensuring you can create your own amazing responses and stand out from the competition.

FREE : Behavioral Interview Questions PDF Checklist

Ok the next thing you should do is download our handy "Behavioral Interview Questions Checklist PDF ".

In it you'll get 25 common behavioral questions along with tips on how to answer them with the STAR METHOD and the traps you need to avoid ....

All in a beautifully designed pdf Jeff spent hours working on. ---- He made me put that in 😉

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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How to Ace Interviews with the STAR Method [9+ Examples]

Behavioral job interview questions are hard.

Everything is going seemingly well, until the interviewer drops the “Can you tell me about a time when you…”  question.

Shoot, what now?

You try to think of a coherent answer, but you just can’t think of anything on the spot.

So, you blurt out something awkward (which you instantly regret) and pray that the interviewer will just let this one slide.

...But it didn’t have to go this way. There IS a way to give a good answer to every single behavioral job interview question:

The STAR Method.

In this guide, we’re going to teach you what, exactly, that is, and how to use it to ace your upcoming job interview!

• What the STAR method is and when to use it
• 4 tips to keep in mind when answering with the STAR method
• 9 sample job interview answers that follow the STAR method

Sounds good?

Let’s begin!

What is the STAR Method and When You Should Use?

So, first things first - what is the STAR method, exactly ?

In short, the STAR method is a structured answer that can be used to answer most behavioral interview questions.

Here’s what it stands for:

• (S) Situation - What’s the context? Describe the situation or the background first.
• (T) Task - Talk about your responsibilities or the tasks you had to complete (i.e. what was the challenge for the specific task?)
• (A) Action - How did you fix the situation? Describe your process and the steps you took.
• (R) Results - Describe the results of your actions. If possible, use numbers or hard data (e.g. by what % did you increase the overall sales? What changed?).

While you can use the STAR method for ANY interview question, it’s most useful for answering behavioral interview questions .

So, what ARE behavioral interview questions, exactly ?

In short, they’re just like any interview question, but their main focus is on real-life work situations.

• What’s your #1 strength?
• Give us an example of how you used your #1 strength at work, and what kind of results did it drive?

Makes sense, right?

Now, here are a few examples of what those questions might look like:

• Can you give me an example of when you had to take charge in your previous position? What happened and how did you react?
• Tell me about a time when you were faced with a tight deadline. Did you still manage to complete your tasks? How?
• Have you ever set specific goals for yourself at work? How did you make sure you would meet your objectives? 

Now that you know what behavioral interview questions are, let’s take a look at a sample answer that follows the STAR method:

Behavioral Interview Question:

“Give me an example of when you had to be very strategic in your tasks to meet all of your responsibilities under a specific deadline.”

Sample Answer:

Situation - “I typically like to plan out my work weeks in advance if possible. But in my previous sales manager role at Company X, I had to suddenly move the team to a new customer relationship management (CRM) software. The software we were using before unexpectedly changed their pricing model, which made it too expensive for us.”

Task - ”I had to find new software that met our requirement, by the end of Q3 (when the price increase hit), while making sure my own sales numbers did not decrease. The new tool also had to be intuitive and easy for our employees to adapt to.”

Action - “In order to do that, I had to be very careful with how I managed my time. The first thing I did was ask our sales associates what the number one problem was with our current CRM, so I knew what to look for in a new one aside from the price factor. After that, I dedicated 1-2 hours each day to research, and once I found the new software, migrating our data. I made sure to delete any old contacts, update the missing information on our current leads, and caught the team up on how to use the new software. All the while, I was still handling my daily responsibilities as usual, without any decrease in performance.”

Results - “Finally, we managed to complete the transfer 1 week behind the deadline. I finished the quarter 12% ahead of my sales goals, and the team was satisfied with the new CRM. By planning ahead and with proper time allocation, everything worked out well.” 

This is pretty much a perfect answer that follows the STAR method .

It gives the right amount of background , clearly shows the challenge without getting too detailed, presents the process when approaching the problem, and ends on a high note using data and numbers to show their results.

By using the above formula, it’s much easier to structure your answer so that the HR manager doesn’t get lost following your story. 

Now, if you really want to nail your answer, here’s what you need to keep in mind when following the STAR structure:

4 Tips on Getting the Most Out of the STAR Method

Knowing what the acronym stands for is only the first step.

Here’s how to really get the most out of the method:

1) Keep It Relevant

Sounds obvious, right?

But here’s the thing:

Even if you’re following the STAR formula down to the T, it won’t amount to much if your answer is not relevant .

Think about this: what are you trying to communicate with your answer?

Ideally, it should be related to your position and show that you come equipped with skills that will be helpful in the job you’re seeking.

For example: if you’re applying for a job in graphic design , you wouldn’t start talking about your greatest accomplishment in accounting , right?

If your answer is not relevant for the job, it basically doesn’t even count.

2) Have a Few Examples Ready

There’s no way for you to know in advance what type of behavioral interview question the interviewer will ask.

But it’s still a good idea to have a few examples ready that follow the STAR method.

This way, you can tweak and adapt your answer on the go depending on the question.

Keep in mind, though, that your answers shouldn’t be a word-for-word memorized script.

You’ll want to sound natural when answering.

And if you’re having a hard time coming up with an answer during the interview, don’t be afraid to ask for a minute to come up with an example.

It’s ok to take a few seconds and structure your answer in your head first. If anything, the HR manager might appreciate that you’re not rushing in your answers.

• While you’ll never know what questions they’ll ask during the interview, you can still prepare for the most common ones. Check out our complete list of most common interview questions and answers here !

3) Give Proper Context

Imagine you’re telling a story about how you saved a client’s project at the last minute.

You swooped in, took charge, and made sure everyone knew what to do.

That’s awesome! That’s what the interviewer wants to know about.

However, you don’t have to :

• Go in-depth about how you found the client in the first place.
• Describe your whole working relationship with them from the beginning till the end.
• Give their whole backstory and explain why you’re such good friends with the client.

As we mentioned before, your answer should be relevant and straight to the point .

So, when talking about the situation , try to only summarize the buildup to your story in only 1-2 sentences.

4) Show Your Work

Finally, it’s your time to brag a bit.

Don’t be afraid to go all out and show how you made a difference. Make sure to mention the following:

• What kind of impact did your actions have on your department/company?
• What were the EXACT results? use numbers and data to back it up.
• What did you learn from the experience?

No interviewer will be satisfied with a lackluster ending like “Yeah so, and then, we finished the project in time, and everyone lived happily ever after”

See how boring that sounds?

Even if the ending of your story isn’t all that amazing, you can at least say what you learned .

Star Interview Questions and Answers (+9 Examples)

Your answer following the STAR method will depend on the specific behavioral interview question being asked.

So, to help you prepare, we’re going to give you 9 more common behavioral interview questions (with their corresponding sample answers)!

The questions we’re going to cover include:

• What’s your greatest achievement?
• How do you set and accomplish personal goals when under pressure?
• Have you ever faced conflict or disagreement with a coworker? What Happened and how did you resolve it?
• How do you handle unexpected challenges? Give me an example
• Have you ever been in a situation when the client was wrong, and you had to correct them? Give me an example.
• Tell me about a time you failed. What happened and what did you learn?
• How do you handle irate customers? Give me an example.
• Can you tell me about a time when you went above and beyond to deliver excellent customer experience?
• Can you give me an example of a goal you set, but couldn’t meet? How did you handle it?

Now, let’s dig right in!

1) What is your greatest achievement?

S - “When I was a manager at Cafe X, we would always get a lot more customers than usual during the summer. It would almost always be packed, and sometimes, there were not enough servers to handle the work. And if someone got sick or unexpectedly could not show up - things were only worse.”

T - “So, I had to come up with a system so that we would not get overwhelmed during those 3+ months.”

A - “To make sure we were prepared, I realized we needed a better schedule. For the next summer, I had a very strict shift schedule ready, and a reward system in case someone couldn’t show up for their shift. If someone called in sick, whoever filled in for them would be rewarded with extra pay. And if there was absolutely no one else available, I would personally fill in for them instead.”

R - “Overall, the summer went pretty smoothly with minimal accidents. We didn’t get ANY negative reviews on TripAdvisor for the summer (whereas for the summer before that, we had several for slow service).”

2) How do you set and accomplish personal goals when under pressure? Give me an example.

S - “Sure! To give you some context, during university, I had very limited financial aid, and my parents couldn’t help co-pay the rest of the tuition. So, while studying, I also had to work to pay for the university. At the same time, I also took up a lot of extracurricular activities (and internships when possible) to get as much professional work experience as possible before graduating.”

T - “To keep up with the workload, I realized I had to manage my time very efficiently. So, I set up Google Calendar and got a personal notepad for my daily tasks and responsibilities.”

A - “Through hard work and dedication, I managed to balance studying, a part-time job, and all extracurricular activities. Sure, it was pretty tiring at times, but by the end of each day I would always go over and edit my calendar for the rest of the week. This way, I knew pretty much everything I had to get done daily, and never missed an assignment or a deadline either!”

R - “In the end, I graduated with a 3.7 GPA, no student loans, and a personal design portfolio which landed me my first real job at Company X within a month of graduating.

3) Have you ever faced conflict or disagreement with a coworker? What happened and how did you resolve it?

S - “Yep! During my internship at Company X, my team and I were supposed to work together and brainstorm new talent sourcing ideas for a client. The client was a large supermarket chain located in a very rural area, so they were struggling to source new talent. ”

T - “Basically our task was to meet on a daily basis, brainstorm and finally settle on 3 great ideas. After a couple of meetings, we did have SOME ideas, but none of them were too exceptional. The management wanted something that they could confidently present to the client (that would, for sure, drive results for them).

Some of my teammates wanted to just give up, say “well, here’s our ideas, we don’t have anything else!” and be done with it. Me and another teammate, however, wanted to work on it a bit more and come up with something that WOULD work.

There was a LOT of back and forth from there, the tensions were high, and the team kept shutting down all the ideas we were proposing. The deadline was super close, and had to figure out a way to move forward.”

A - “So, I gave it some thought, and realized that we’d forever be in a deadlock if we continued like this. They wouldn’t agree with our approach, and we wouldn’t agree with theirs. So, we decided to bring in an unbiased third party who didn't have any emotional investment here.

We then conducted a longer meeting without any time restraints (so we’d get everything done ASAP in a single meeting), where we went through each idea one by one, and the third party acted as a sort of mediator. When someone pitched something, they also had to back it up with as many facts as possible, otherwise it wouldn’t count.”

R - “This really helped bring in something new to the table. The “mediator” helped sort through all the bad ideas, as well as infusing the team with some new energy.

We eventually DID end up coming up with completely original ideas, which were also something we all agree upon. We finished the meeting in approx. 2 hours, and the management had 3 awesome ideas they could pitch to the client. The client DID implement one of the ideas, which eventually resulted in 3 new hires.”

4) How do you handle unexpected challenges? Give me an example

S - “One time, while preparing for a presentation at a conference for Company X, one of our guest speakers had to unexpectedly cancel due to an emergency. We found out only a few hours before the event, and there was now a 1-hour gap in our schedule we had to fix.”

T - “So, we didn’t have a lot of time, and had to somehow fill up the time slot to keep the event going.”

A - “As one of the main event organizers and community managers at the company, I decided to take initiative. Instead of the guest speaker, I wanted to present our CEO as the speaker instead - which was definitely a possibility because he was working behind the scenes as well. I personally spent an hour working with him one-on-one, trying to get him to transform his decade’s worth of experience into a presentation. With 30 minutes to spare, everything was ready to go and all that was left was to present.”

R - “From the one 1 hour gap, the speech lasted about 45 minutes, and for the rest of the 15 minutes we took some questions from the audience. After that, everything continued on track, and most of the audience members loved the presentation.”

5) Have you ever been in a situation when the client was wrong, and you had to correct them? Give me an example.

S - “Yes, that happens every so often. 

I can think of one example which happened during my first job as a recruiter. I had sent out a candidate over to a client and the hiring manager had rejected him based on CV alone. They said that the candidate was too junior of a profile for the position, no experience with X, Y and Z.” 

T - “I went through the resume and my notes several times, and I was 100% sure that this had to have been a mistake on the client’s part - the candidate was an exact match for the job ad they gave me.

So I had to somehow let them know about it without seeming to be telling them how to do their job.”

A - “I contacted my candidate, I got exact and thorough information on his experience with X, Y and Z, wrote it all out in an email and obviously with a very calm and professional tone explained to our client’s hiring manager that my candidate did in fact have experience in all areas pointed out, proven by this and that project, etc. And I kindly asked him to review his application.”

R - “He responded, agreed that the candidate did in fact have the required experience and admitted that it was an error on their end. So, they DID invite the candidate for an interview. Given, he wasn’t chosen for the role, but oh well, at least we gave him a chance.”

6) Tell me about a time you failed. What happened and what did you learn?

S - “During my last job, I was managing the web dev team in charge of setting up an online e-commerce store for one of our clients. In hindsight, I was too ambitious with the project, and over-promised the turnaround rate for the website. I told them we’d be done within 2 months, as it seemed like a very cookie cutter project at the time. However, around 2 weeks into the project, we realized we were off by at least a month, as we would have to hand-code a bunch of stuff that we thought was open source or sold as packaged plugins.”

T - “So, I had to inform them about the issue, give an updated deadline for our team, and fix my mistake.”

A - “After the meeting, they were understanding, but not very happy. I then assembled our web developers and started working hard on the project the very next day. We focused 100% of our time on fixing the issue, outsourced some of the small tasks to save time, and ended up fixing everything before the new deadline.”

R - “In the end, their site was a success and I learned a valuable lesson on managing expectations. I realized that sometimes it’s better to under-promise and over-deliver, and learned how to better set and manage deadlines for my team.”

7) How do you handle angry customers? Give me an example.

S - “I always try to be calm and collected. Recently, when I was serving a customer behind the checkout, I had a customer shout at me for not being eligible for a refund. The customer was getting louder and there was a large line starting to form behind him.”

T - “I had to remain calm, move the conflict somewhere else, and make sure the other customers could go about their purchases.”

A - “I realized the best thing to do was to move the situation away from the cash register. I asked my colleague to take over for me so that I could talk to the customer one-on-one and better explain the situation. I explained that I could understand his frustration, but I made it clear that sales items were non-refundable, even though he had a receipt.”

R - “In the end, he began to calm down and accepted my explanation. While he still wasn’t happy about it, I managed to dissolve the situation before he made any more of a scene. I believe that by being calm and empathetic, it’s possible to dissolve most (if not all) such situations.”

8) Can you tell me about a time when you went above and beyond to deliver excellent customer experience?

S - “When I was working at Company X, we were preparing for a video presentation for a client when I learned that someone on their team was deaf. The presentation was due the next day in the morning and I was the only one left in the office after 5PM.”

T - “I realized there was only one solution and that was for me to stay behind in the evening and add the captions myself.”

A - “It took a few hours, and around 8PM, I was done. Then, I let our team know about the update.”

R - “In the end, the client enjoyed the presentation. They were very impressed (and surprised) by our attention to detail, and we ended up closing them soon after.”

9) Can you give me an example of a goal you set, but couldn’t meet? How did you handle it?

S - “In my previous job, one month, we decided to focus most of our marketing efforts on growing our blog. I was charged by the CMO to take over the blog and create content. The issue was, I had ZERO experience with content, but we didn’t have anyone else to own the channel.”

T - “I had to write 5 total articles in that month, create the social media posts for them, and work on promoting them.”

A - “Halfway through the month, I realized I couldn’t write. At all. It just wasn’t my thing, and I had NOTHING to show for the month’s work. So, here’s what I did: I explained the situation to the CMO, and we came up with an alternative solution. We’d find outsourced content writers on UpWork, and I’d manage them as a content strategist.”

R - “Overall, we ended up hiring a content writer, who managed to pump out the 4 articles before the deadline. I worked hand-in-hand with them to ensure that their writing was on-brand, and I also created the social posts for them and promoted them. Overall, the articles performed pretty well, even landing us a handful of new leads.”

Key Takeaways

Yes, interviews can be quite scary. 

With the STAR method, though, you’ll stand a much better chance at acing them!

Now, let’s recap everything we’ve learned:

• To answer behavioral job interview questions, you need to give real-life examples and stories. To answer it right, you need to follow the STAR method.
• As a reminder, the acronym stands for: S - Situation, T - Task, A - Action, R - Results.
• The format is quite straightforward to follow. Just make sure your answers are relevant, give proper context , describe your thought process , and finally, include real facts and figures .
• And for sample answers, you can always consult with the examples above for some inspiration.

Are you looking for more ways to prepare for and to ace the job interview? Then you should look no further than the Novorésumé career blog for the latest career advice and other actionable guides!

Recommended reading:

• Thank You Email After Interview - 2024 Guide & Examples
• 26+ Biggest Interview Mistakes (To Avoid in 2024)
• Why Should We Hire You - 10+ Best Answers
• Best Resume Formats for 2024 [3+ Professional Templates]
• 19+ STAR Interview Questions - Complete List

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What Is the STAR Method? Here’s How To Use It in Your Next Interview (With Examples)

STAR stands for Situation, Task, Action, and Results—and it’s a great tool for answering interview questions. Here’s how to use the STAR method, with examples.

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If you’ve ever had a job interview, you’re probably familiar with questions like “Tell me about a time when…” or “How do you handle [insert tricky situation].”

You’re probably also familiar with how stressful these questions can be. You know you’re supposed to provide some kind of example, and you know you’ve got loads you could draw from…but you just can’t think of any right now. 

After some umming and ahhing, you eventually pull an example from your mental archives. But you’re feeling a bit flustered and realise you’re rambling. You’re not conveying the point you wanted to make, and the interviewer is looking rather lost. 

Fortunately, there’s a very simple solution to this common conundrum. It’s called the STAR framework , and it’ll help you to answer behavioural interview questions concisely and coherently. 

If you’re new to STAR, this guide is for you. It contains everything you need to know about the STAR method, including useful examples to help you model your own answers. 

Keep reading to learn:

What is the STAR method?

What is the star/ar method, why is the star method useful.

• What kind of interview questions is the STAR method used for?

How to use the STAR method in your next job interview: 3 expert tips

Some star and star/ar example answers for ux designers, the takeaway, more career tips for ux designers.

So, what exactly is the STAR framework? Let’s begin.

[GET CERTIFIED IN UX]

STAR stands for Situation , Task , Action , and Results . 

It provides a helpful framework for structuring your answers to interview questions. Specifically, the STAR method is useful when you need to tell a concise and logical story—usually in response to behavioural questions such as “Tell me about a time when…” 

Here’s how the STAR framework helps you format your answer:

• Situation . This is where you set the scene and provide necessary context. This usually involves laying out the problem or challenge you had to solve. For example: “I was working as a junior UX designer at an e-commerce startup. We noticed that there was a really high rate of users abandoning their shopping carts at the last step in the purchase process, so we needed to improve the experience.”
• Task . Here you outline the specific role you played, including any goals or objectives you were tasked with reaching. For example: “I was responsible for reviewing and redesigning the checkout process to reduce ‘abandoned cart’ rates by at least 55%.”
• Action . This is where you share the actions you took to solve the problem/tackle the challenge and to meet your goals. For example: “I started by conducting usability tests to identify the main pain-points in the checkout process. I then conducted some competitor research to see how similar e-commerce sites were structuring the process. Based on my findings, I redesigned our process, removing a very time-consuming step which asked users to fill out a long form with unnecessary information. I also implemented additional payment options as we were previously only allowing customers to pay via PayPal.”
• Results . Here you state the results and outcomes you were able to achieve. For example: “A month after the redesign was live, we saw a 75% increase in customers completing their purchases. The redesign not only improved the user experience of the site, but also significantly increased sales.”

But what if you’re asked to tell the interviewer about a project which didn’t quite go to plan? 

There’s an expansion of the STAR method which comes in very handy for such questions: STAR/AR . We explain in the next section.

The STAR/AR framework adds two extra elements to your story: (alternative) Action and (alternative) Result . 

This is useful when you didn’t achieve the desired results and want to share your learnings. 

Here’s how the STAR/AR method works:

• Situation . As with STAR, this is where you outline the context and the challenge.
• Task . Again, outline your role on the project and the outcomes you were aiming for.
• Action . Here, you share the specific steps and actions you took to address the challenge.
• Results . This is where you explain the outcomes (or consequences) and reflect on why the action(s) you undertook weren’t successful.
• Alternative Action . Here, you share what you learned and what you could have done differently/would do differently next time. In other words, what alternative actions could you have taken for better results?
• Alternative Results . Explain how your alternative action(s) could have impacted the results differently. What could you have achieved if you had pursued a different course of action?

The STAR/AR framework is a great tool for sharing unsuccessful projects and framing them in a positive light which showcases your ability to reflect, learn, and improve. 

The STAR and STAR/AR frameworks are useful because they help you to provide logical, well-structured answers which tell a relevant story. 

When following the STAR method, you’ll ensure that you cover all the necessary details that the interviewer is looking for—and that you do so in a coherent, easy-to-follow way. 

By focusing on the four points of STAR, you can also avoid rambling, going off on a tangent, or diving into too much detail and losing the point you wanted to make. 

Communication is a critical skill (one of the top 10 skills to put on your resume , in fact)—not just for UX roles , but for pretty much any job you apply for. Interviewers will be looking out for your ability to communicate effectively and concisely—and the STAR method will help you do just that. 

What kind of interview questions is the STAR framework used for?

The STAR framework is ideal for answering behavioural interview questions. Behavioural questions are those which focus on how you behaved in a specific situation, and they typically require you to share specific examples. 

Here are some common behavioural interview questions which can be answered using the STAR method:

• You had to take on a new task which you had no experience of doing before
• You made a mistake at work
• You had to delegate to other colleagues or team members
• You have clashing deadlines and not enough time to meet them all?
• You and a colleague can’t reach an agreement on something?
• A last-minute request comes in and you’ve already got lots on your plate?
• A successful project you worked on
• A time when you had to work with a difficult or uncooperative colleague or client
• An unsuccessful project you worked on

The interviewer won’t always formulate their behavioural questions in the same way. But, if it sounds like they’re digging for insights into how you approach certain challenges and situations, the chances are that they’re looking for a concrete example or an anecdote. That’s your cue to apply the STAR framework. 

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1. Plan ahead and have some STAR stories at the ready

You can’t anticipate exactly what questions will come up in your interview. But you can—and should—spend some time reading through the job description to get an idea of the skills and qualities the hiring manager will be looking out for. 

You can then plan some STAR stories which highlight those critical skills. For example, if you’re applying for a UX design role with a heavy focus on user research , you’ll definitely want to prepare a STAR anecdote based on a time you successfully contributed to a user research project. 

Maybe the job you’re applying for requires lots of involvement in UX strategy . In that case, you’ll want to come up with an example of a time when you took on a strategic role or contributed to a strategic initiative. 

In short: Pull out the key skills, qualities, and behaviours the job description focuses on and come up with STAR stories which highlight and demonstrate these.

2. Formulate you STAR answers using only the most relevant detail

When using the STAR method, it’s important to follow the framework to the letter. The goal is to share every story or example in a concise, logical manner—delivering the relevant points and making it easy for the hiring manager to follow along. 

For example, when it comes to the Situation aspect, you don’t need to provide too much historical background or unnecessary detail. You want to set the scene without going round the houses. Share some context about where you were working, who you were working with (if relevant) and introduce the problem, project, or challenge you’re going to focus on. Good: “During my UX design internship at a software company, I was responsible for onboarding new clients. Our new client surveys reported a low satisfaction score, so I was then responsible for improving the experience.” Not so good: “I once did a UX design internship at a software company. I worked there for about six months in total and had lots of contact with new clients. They were mostly clients in the telecoms industry and I was responsible for onboarding them, which I usually did via video calls but sometimes they came by to the office. For every new client, we gave them a survey to complete after onboarding and sadly our client satisfaction scores were quite low so my manager asked me to look into ways to improve it.” 

Can you see how the second answer is much longer and includes detail which isn’t necessarily relevant to the story? If you do this for each point of the STAR, you run the risk of telling a long, winding story which loses the listener’s interest before you’ve been able to demonstrate your skills and achievements. 

In short: Keep your answers focused and concise. Go through each aspect of the STAR and come up with just two or three key points for each. 

3. Practice using the STAR method on the fly

It’s great to go into your interview with some STAR stories at the ready. At the same time, it’s important that you’re able to implement the STAR method on the fly, too. You don’t know what the interviewer will ask you, after all, so it’s good to be prepared for some curveballs. 

If you can, find a friend, colleague, or relative who can roleplay the interview with you. Ask them to come up with some behavioural questions based on the job description and practice answering them using the STAR framework—with no prior preparation. 

This will get you well-versed in structuring your answers under pressure—a task which can be tricky when you’re already feeling those interview nerves. And, if you do find yourself struggling to come up with something right away, don’t be afraid to ask the interviewer if you can have a moment or two to think. 

In short: In addition to planning some STAR answers ahead of the interview, practice answering behavioural questions under pressure. This will ease your nerves going into the interview and reinforce your confidence in the STAR framework. 

Now we know exactly what the STAR method is and how it’s used, let’s share some example answers for UX designers. These should provide some inspiration for your own STAR anecdotes. 

STAR example #1: Tell me about your most successful UX design project

With this question, the hiring manager is asking you to describe a specific project and, most importantly, to explain how you contributed to the project’s success. 

Here’s an example answer based on the STAR framework. 

Situation : “I once volunteered with a non-profit organisation which taught coding skills to primary school-age children. I volunteered to help them redesign their digital learning portal.”

Task : “I was responsible for planning and conducting user research to determine what features could be added to the platform, and then sharing my findings with key stakeholders, including the CEO and the product manager. The goal was to increase the average learner engagement time by 10 minutes per day, per user.”

Action : “I conducted user interviews with eight kids who had already used the platform, and with their parents. This allowed me to gain insights from direct users (the kids) and also from their parents who are able to access the learning platform and see their kids’ progress. From these interviews, I identified three new features that could improve the experience for both learners and their parents. I also discovered that there were some existing features that weren’t being used. I presented my findings and recommendations to the CEO and product manager, suggesting that they build and integrate three new features and remove two unused features.”

Results : “They followed my recommendations and launched those new features a few months later. After three months, the average learner engagement time had increased by 17 minutes per user, per day—much higher than the original target. Students also reported a net promoter score (NPS) that was three points higher than the six months prior.” 

STAR example #2: Think back to a time when you and your colleague couldn’t agree on the direction a project should take. How did you handle it?

This question is all about collaboration, conflict resolution, and overcoming challenges. Here’s how your answer might take shape with the STAR method.

Situation : “I was working as the only UX designer at an insurance company. I collaborated closely with the product owner who didn’t really believe in user research. They wanted me to provide prototypes for the new company app without conducting any research, but I wanted to do at least a brief round of user research before moving forward.”

Task : “I was set the task of coming up with prototypes for the new app within one month. They then wanted the new app to launch three months after that.”

Action : “I came up with a plan for how I could conduct user research on a low budget and still have the prototypes ready in time for the planned launch date. I put together a brief presentation outlining the steps I would take to conduct research, as well as the suggested cost and timeline, and a summary of how it would be useful for the end results. I shared this with the product owner to show them that I could still meet their deadlines and complete the project within budget if I included user research in the process. They appreciated that I had come up with a solution and a plan, and agreed that I could go ahead with the research.”

Results : “I conducted the user research as approved by the product owner and made sure to share my findings and insights with them so they could be involved in the process and see the value. We were able to launch the app on time and everyone was happy. For the next project, the product owner was immediately on board with user research and I didn’t have to go through the approval process again.”

The STAR framework will help you to answer behavioural questions logically and coherently, telling a well-structured story which highlights the key skills and qualities the hiring manager is looking for. It will also allow you to showcase your excellent communication skills—earning you a big tick from any interviewer. 

Use it when preparing for your next job interview, and remember: you can always turn to the STAR/AR variation when you’re talking about unsuccessful projects or learning curves. 

The STAR method is just one tool that will help you in your UX career. If you’re a newcomer to the field, you can accelerate your chances of interview success by reframing your previous experience and using it to your advantage . You’ll also want to make sure that your UX portfolio is ticking all the boxes , and that your UX CV and cover letter are well-primed to catch the hiring manager’s attention. 

• STAR method

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20 STAR interview method practice questions (and example answers)

Here are the 20 most common interview questions (with example answers using the STAR method) to help you prepare for your next interview.

The STAR method is an approach to answering behavioural interview questions. STAR stands for S ituation, T ask, A ction and R esult. By responding to interview questions with this structure you can be sure to give a thorough answer that clearly describes your behaviours and skills.

For more information on the STAR interview method, read our blog post on what is the STAR method for interviews .

1. Question: Tell me about a time when you faced a difficult challenge at work and how you overcame it.

Situation: In my previous role as a project manager, we encountered a sudden budget cut halfway through a critical project.

Task: The challenge was to find a way to complete the project within the reduced budget without compromising quality or timelines.

Action: I immediately gathered my team and initiated a thorough review of the project scope and requirements. We identified areas where we could optimise resources, renegotiated contracts with vendors, and streamlined our processes. I also encouraged open communication within the team to generate innovative ideas.

Result: Through our collective efforts, we successfully completed the project within the reduced budget, meeting all project milestones and delivering a high-quality outcome that exceeded client expectations.

2. Question: Can you share an example of a time when you had to work as part of a team to achieve a goal?

Situation: During my time as a marketing coordinator, our department was tasked with developing and implementing a comprehensive marketing campaign for a new product launch.

Task: The goal was to create brand awareness, generate leads, and drive sales through a coordinated marketing effort.

Action: I collaborated closely with the marketing team, graphic designers, and copywriters. We conducted market research, identified target audiences, and crafted a compelling messaging strategy. I coordinated the timeline, assigned tasks, and facilitated regular team meetings to ensure everyone was aligned and progress was on track.

Result: Through our collective efforts and seamless teamwork, the marketing campaign was a resounding success. We exceeded our targets in terms of brand exposure, lead generation, and ultimately, product sales.

3. Question: Describe a situation where you had to handle a dissatisfied customer or client.

Situation: As a customer service representative, I encountered a dissatisfied customer who had received a faulty product.

Task: The challenge was to address the customer's concerns, provide a satisfactory resolution, and retain their loyalty.

Action: I actively listened to the customer, empathised with their frustration, and apologised for the inconvenience caused. I promptly investigated the issue, communicated the steps we would take to rectify the problem, and offered a replacement product or a refund. Additionally, I followed up with the customer to ensure their satisfaction.

Result: By handling the situation with empathy, professionalism, and a swift resolution, we managed to turn the dissatisfied customer into a loyal advocate for our brand. The customer expressed their gratitude for the excellent customer service and even recommended our products to their friends and family.

4. Question: Tell me about a time when you had to meet a tight deadline. How did you manage your time and prioritise tasks?

Situation: In my previous role as a project coordinator, I was assigned a time-sensitive project with a tight deadline.

Task: The challenge was to effectively manage my time and prioritise tasks to ensure the project was completed on schedule.

Action: I started by breaking down the project into smaller, manageable tasks and created a detailed project plan. I identified critical milestones and deadlines, and then prioritised tasks based on their impact on the overall project timeline. I also delegated certain responsibilities to team members to ensure efficient execution.

Result: By implementing a structured approach to time management and task prioritisation, I successfully completed the project within the tight deadline. The project was delivered on time, and the client was highly satisfied with the quality of the work.

5. Question: Can you share an experience where you had to resolve a conflict within a team or with a colleague?

Situation: In my previous role as a team leader, there was a disagreement between two team members regarding the allocation of responsibilities for a crucial project.

Task: The challenge was to address the conflict, foster a positive working environment, and ensure that the project moved forward smoothly.

Action: I scheduled a private meeting with both team members to understand their perspectives and concerns. I actively listened to each person's point of view, encouraged open communication, and facilitated a constructive discussion. I focused on finding a compromise that leveraged the strengths of both individuals and clarified the roles and responsibilities moving forward.

Result: By addressing the conflict proactively and promoting effective communication, we were able to resolve the issue amicably. The team members reconciled their differences, collaborated effectively, and successfully completed the project with outstanding results.

6. Question: Describe a time when you had to adapt to a significant change in the workplace. How did you handle it?

Situation: In my previous role, our company underwent a major organisational restructuring, resulting in significant changes to team structures and job responsibilities.

Task: The challenge was to adapt to the new work environment, embrace the changes, and maintain productivity during the transition.

Action: I proactively sought information about the changes, attended company-provided training sessions, and engaged in open communication with my colleagues and supervisors. I approached the changes with a positive mindset, embracing the opportunity for personal and professional growth. I also offered support to team members who were finding the transition challenging.

Result: By embracing the changes and maintaining a flexible and positive attitude, I successfully adapted to the new work environment. I quickly developed new skills, built strong relationships with colleagues, and continued to meet or exceed performance expectations.

7. Question: Tell me about a project or initiative you led. What was your role, and what were the results?

Situation: In my previous role, I was tasked with leading a cross-functional team to develop and launch a new product.

Task: As the project lead, my role was to oversee all aspects of the project, including planning, resource allocation, timeline management, and stakeholder coordination.

Action: I initiated the project by conducting thorough market research and gathering insights from various stakeholders. I facilitated regular team meetings to ensure everyone was aligned, assigned tasks based on individual strengths, and closely monitored progress. I fostered effective communication and collaboration among team members and provided guidance and support throughout the project lifecycle.

Result: The project was completed successfully, meeting all key milestones and objectives. The new product received positive feedback from customers and stakeholders, leading to increased sales and market share for the company.

8. Question: Can you give an example of a time when you identified a problem or inefficiency in a process and implemented a solution?

Situation: In a previous role, I noticed that the inventory management system was causing delays and inefficiencies in product distribution.

Task: The challenge was to identify the root cause, develop a solution, and improve the efficiency of the inventory management process.

Action: I conducted a thorough analysis of the existing system, identified bottlenecks and pain points, and collaborated with the IT department to develop a more streamlined and automated inventory management system. I also created standard operating procedures and provided training to the team to ensure smooth implementation.

Result: By implementing the new inventory management system, we significantly reduced delays and errors in product distribution. The improved process led to enhanced operational efficiency, reduced costs, and improved customer satisfaction.

9. Question: Describe a situation where you had to make a difficult decision. How did you approach it, and what was the outcome?

Situation: In a previous role, I was faced with a difficult decision regarding a strategic partnership that had the potential to impact the company's long-term growth.

Task: The challenge was to carefully weigh the pros and cons, assess potential risks, and make an informed decision that aligned with the company's objectives.

Action: I gathered all relevant information, conducted thorough research, and consulted with key stakeholders. I also sought advice from industry experts and conducted a comprehensive cost-benefit analysis. I prioritized long-term sustainability and growth, and after careful consideration, I made the decision that was in the best interest of the company.

Result: The decision I made proved to be the right one in the long run. The strategic partnership helped the company expand its market presence, increase revenue, and solidify its position as a key player in the industry.

10. Question: Tell me about a time when you had to handle multiple tasks or projects simultaneously. How did you stay organised?

Situation: In my previous role, I was responsible for managing multiple projects simultaneously, each with its own set of deliverables and deadlines.

Task: The challenge was to effectively prioritise tasks, manage time efficiently, and ensure that all projects were completed successfully.

Action: I adopted a systematic approach to task management and organisation. I created a detailed project schedule, broke down tasks into smaller, manageable subtasks, and assigned realistic deadlines. I utilised project management software and tools to track progress, set reminders, and prioritise tasks based on their urgency and impact. I also practiced effective communication with stakeholders to manage expectations and provide regular updates.

Result: By implementing strong organisational skills and leveraging project management techniques, I successfully managed multiple tasks and projects concurrently. All projects were completed on time, and the quality of work remained consistently high.

11. Question: Can you share an experience where you had to influence or persuade others to accept your ideas or proposals?

Situation: In a previous role, I was part of a team tasked with implementing a new software system across the organisation.

Task: The challenge was to persuade stakeholders, including senior management and department heads, to adopt the new software system and support its implementation.

Action: I thoroughly researched the benefits of the new software system, including increased efficiency, cost savings, and improved data accuracy. I prepared a persuasive presentation highlighting these benefits and tailored the message to address the specific needs and concerns of each stakeholder. I organised meetings, provided demonstrations, and actively listened to their feedback and suggestions. I also offered training and support to ensure a smooth transition.

Result: Through effective persuasion and clear communication, I successfully gained buy-in from stakeholders, and the new software system was implemented across the organisation. The system brought about significant improvements in productivity, data management, and overall operational efficiency.

12. Question: Describe a situation where you demonstrated strong leadership skills. How did you motivate and guide others?

Situation: In a previous role, I was appointed team leader for a high-priority project with a tight deadline.

Task: The challenge was to lead and motivate a team of individuals with diverse skills and backgrounds to achieve the project's objectives within the given timeframe.

Action: I adopted a transformational leadership approach, which involved inspiring and empowering team members. I clearly communicated the project goals, ensured everyone had a clear understanding of their roles and responsibilities, and encouraged open communication and collaboration. I provided regular feedback, recognised individual contributions, and created a supportive and inclusive team environment. I also motivated team members by aligning their personal goals with the project's objectives and providing opportunities for professional growth.

Result: Through effective leadership and motivation, the team successfully completed the project ahead of schedule while maintaining high-quality standards. The team members felt valued, motivated, and developed a strong sense of camaraderie.

13. Question: Tell me about a time when you received constructive criticism and how you responded to it.

Situation: In a previous role, I received feedback from a supervisor highlighting areas where I could improve my presentation skills.

Task: The challenge was to receive and respond to the constructive criticism in a positive and growth-oriented manner.

Action: I approached the feedback with an open mindset, recognising that constructive criticism presents an opportunity for growth and improvement. I thanked my supervisor for their input and asked for specific examples to better understand the areas of improvement. I then developed a plan to address the identified areas by seeking additional training, practicing my presentation skills, and actively seeking feedback from colleagues and mentors.

Result: By responding positively to the constructive criticism and taking proactive steps to improve, I noticed significant growth in my presentation skills over time. I received positive feedback from my supervisor and colleagues on subsequent presentations, and my confidence in delivering impactful presentations increased.

14. Question: Can you give an example of a time when you had to work under pressure or tight deadlines? How did you handle it?

Situation: In a previous role, I was assigned a project with a demanding deadline due to unforeseen circumstances.

Task: The challenge was to manage my time effectively, stay focused, and deliver high-quality results despite the pressure and tight timeframe.

Action: I immediately prioritised tasks, identified critical milestones, and created a detailed plan to ensure efficient execution. I communicated with stakeholders and team members to manage expectations and obtain necessary support. I remained organised, delegated tasks where appropriate, and maintained open lines of communication to address any challenges or obstacles promptly.

Result: By effectively managing my time, staying calm under pressure, and maintaining open communication, I successfully met the tight deadline and delivered the project on time. The quality of work was not compromised, and stakeholders were pleased with the results.

15. Question: Describe a situation where you had to work with a difficult team member. How did you handle the situation?

Situation: In a previous role, I encountered a team member who had a challenging personality and was often resistant to collaboration.

Task: The challenge was to foster a productive working relationship, effectively communicate, and ensure the success of the team despite the difficulties.

Action: I approached the situation with empathy and sought to understand the underlying reasons behind the team member's behaviour. I initiated one-on-one conversations to build rapport, actively listened to their concerns, and addressed any misunderstandings. I focused on finding common ground and emphasising shared goals. I also provided support, encouragement, and guidance to help them feel valued and included within the team.

Result: By adopting a patient and empathetic approach, I was able to gradually establish a more positive and collaborative working relationship with the difficult team member. They became more open to feedback, started actively contributing to team discussions, and the overall dynamics within the team improved.

16. Question: Can you tell me about a time when you had to resolve a customer complaint or difficult situation?

Situation: In a previous role, I encountered a customer who was dissatisfied with our product due to a manufacturing defect.

Task: The challenge was to address the customer's concerns, resolve the issue to their satisfaction, and maintain a positive relationship with the customer.

Action: I actively listened to the customer's complaint, empathised with their frustration, and assured them that we would resolve the issue promptly. I investigated the matter, involved the necessary departments to rectify the manufacturing defect, and provided the customer with regular updates on the progress. I also offered a replacement product or a refund, based on the customer's preference. Throughout the process, I maintained a professional and courteous demeanour, ensuring the customer felt heard and valued.

Result: By addressing the customer's complaint promptly and resolving the issue to their satisfaction, we were able to salvage the customer relationship. The customer expressed their appreciation for our prompt action and willingness to rectify the situation, which helped maintain their trust in our brand.

17. Question: Describe a situation where you had to work collaboratively with a diverse group of individuals.

Situation: In a previous project, I was part of a cross-functional team comprised of individuals from different departments and diverse backgrounds.

Task: The challenge was to foster effective collaboration, leverage the unique strengths of each team member, and achieve project objectives.

Action: I recognised the importance of inclusivity and open communication within the team. I facilitated team meetings to ensure everyone had an opportunity to share their ideas and perspectives. I encouraged active listening, respect for diverse viewpoints, and constructive feedback. I also leveraged each team member's expertise, assigning tasks based on their strengths, and fostering a sense of ownership and shared responsibility.

Result: Through effective collaboration, the diverse team was able to harness the collective knowledge and skills of its members. We successfully achieved project objectives, leveraging the varied perspectives and experiences to develop innovative solutions. The collaborative environment also fostered personal growth and strengthened relationships among team members.

18. Question: Can you provide an example of a time when you had to handle a challenging conflict within a team?

Situation: In a previous role, I encountered a conflict between two team members who had differing opinions on a critical decision.

Task: The challenge was to mediate the conflict, find a resolution that satisfied both parties, and restore harmony within the team.

Action: I scheduled a private meeting with the individuals involved to understand their perspectives and concerns. I encouraged open and respectful communication, ensuring that each person had an opportunity to express themselves fully. I facilitated a constructive discussion, highlighting areas of common ground and seeking areas for compromise. I emphasised the importance of teamwork and shared goals and worked towards finding a solution that addressed the concerns of both team members.

Result: Through open dialogue and a focus on collaboration, we were able to resolve the conflict within the team. Both individuals reached a mutual understanding and agreement, and the team regained its cohesion. The conflict served as an opportunity for growth and improved communication, ultimately strengthening the team's dynamics.

19. Question: Describe a situation where you had to take on additional responsibilities or go above and beyond your assigned duties.

Situation: In a previous role, a colleague fell ill, leaving a crucial project with an impending deadline unattended.

Task: The challenge was to step in, assume the additional responsibilities, and ensure the project was completed on time.

Action: Recognising the urgency of the situation, I immediately volunteered to take on the responsibilities of my absent colleague. I reorganised my own workload, sought assistance from team members where necessary, and dedicated extra time and effort to the project. I communicated with stakeholders, managing their expectations and assuring them that the project was in capable hands.

Result: By stepping up and assuming the additional responsibilities, I successfully completed the project within the designated timeframe. The stakeholders appreciated my dedication and commitment to ensuring the project's success, and my willingness to go above and beyond had a positive impact on the team's morale.

20. Question: Can you share an example of a time when you had to adapt to a significant change or unexpected situation at work?

Situation: In a previous role, our organisation underwent a major restructuring, resulting in a significant change in team structures and reporting lines.

Task: The challenge was to adapt to the new organisational structure, realign priorities, and continue delivering results amidst the uncertainty and ambiguity.

Action: I approached the situation with a flexible mindset and viewed the change as an opportunity for growth. I sought clarity on the new reporting lines and expectations, proactively reached out to colleagues to understand their roles and responsibilities, and actively participated in team meetings to ensure open communication. I adapted my work processes, adjusted priorities, and remained agile in responding to the evolving needs of the organisation.

Result: By embracing the change and adapting quickly, I successfully navigated the new organisational structure and continued to deliver results. My willingness to embrace change and collaborate with colleagues across different teams resulted in a smooth transition and allowed the organisation to maintain productivity during the period of change.

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How To Use The STAR Method In A Job Interview (With Examples)

• Interview Preparation Checklist
• Star Method For Answering Questions
• Star Interview Questions
• Words To Use In An Interview
• Mock Interview Preparation
• How To Make A Good Impression
• Bring Writing Samples
• How To Relax Before An Interview
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How To Prepare For A Phone Interview

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Using the STAR method when answering interview questions can help you impress your interviewer and help you land the job. The STAR method helps you answer behavioral and situational interview questions so it’s important to know how to use it. If you have an interview coming up and want to use this method in your answers, we’ll go over how to use the STAR method in a job interview, provide some example answers using this method, and we’ll go over some mistakes to avoid when answering. Key Takeaways: STAR stands for Situation, Task, Action, Result. The STAR method is an efficient and effective way to highlight your skills through experience when answering interview questions. The STAR method is particularly useful for behavioral questions as well as certain situational questions. Be as specific as possible in your answers to make the most of the STAR method. In This Article    Skip to section How to use the STAR method when answering interview questions Example questions and answers using the STAR method 14 Common behavioral interview questions that require the STAR method How to prepare for an interview using the STAR method Common STAR method mistakes to avoid Situational interview questions and the STAR method STAR method FAQ References Sign Up For More Advice and Jobs Show More How to use the STAR method when answering interview questions

STAR stands for Situation, Task, Action, Result. The STAR method can help you stay on track and answer behavioral interview questions quickly and thoroughly. Here is a breakdown of each step:

Situation. Set the scene for your story — discuss who was involved and what was going on. Your answer won’t work unless you can come up with an appropriate anecdote to discuss. Make sure you really listen to the interviewer’s question so you don’t start telling an irrelevant story.

Here is an example of how your answer should look:

“In my last role, my team and I were facing a significant challenge with declining customer satisfaction scores. We were tasked with finding a solution to improve these scores and retail more customers.”

Task. Next, state what your responsibility was in this situation. It might have been a task you were given or an initiative you took on your own. Often, you can combine the situation and task to fit in one sentence.

“My task was to identify and implement strategies that would lead to a measurable increase in customer satisfaction within a three-month period.”

Action. This is the meat of your answer. Discuss what actions you took along with your thought process and reason for choosing that approach. Make that your direct impact is obvious in the context of the story.

“I decided to propose a new customer feedback system that would allow us to gather real-time feedback and identify areas of improvement. To do this I gathered information and collected data to support my proposal. I also scheduled one-on-one meetings with team members and I addressed any of their concerns and listened to their feedback. I also made sure to keep open communication and provide regular updates throughout the process.”

Result. Wrap up your story with a positive result that clearly shows how your actions created a better situation. Even if the question is about a negative topic, like making a mistake, be sure to finish with positivity — lessons learned and improvements made since then.

“As a result of these efforts, we were able to implement the new customer feedback which led to a 25% increase in customer satisfaction scores within the first three months.”

Answering behavioral or situation questions with the STAR method will help you keep your responses focused and give the interviewer the information they’re looking for in a concise way. Think of STAR as a framework that you can use to stay on track and ease the nervousness of not knowing what to say in an interview.

Example questions and answers using the STAR method

Here are some common behavioral interview questions with example answers using the STAR method to help you get an understanding of how to answering using it:

Tell me about a time you made a mistake . How did you fix the situation?

Situation: At the beginning of my career I was responsible for collecting the week’s sales figures from sales team leaders and compiling them for my supervisor . One week, I forgot to get figures from a few of the teams, resulting in skewed data to present to my supervisor. Task: I had to fix the situation quickly before my supervisor’s big monthly meeting so she could accurately present the company’s sales figures. Action: I quickly called, emailed, and checked in on all the sales team leaders to make sure I had all of the correct information. I had to track down one team leader who was out of the office for the day, but luckily his assistant knew the figures for the week. Result: I was able to remedy my mistake within an hour and provide my supervisor with all the correct data in time for her meeting.

Can you tell me about a time when you boosted monthly sales figures for your team?

Situation: I led a sales team at my previous company and I was responsible for making sure we reached the sales goals my supervisor set. Task: We were meeting our goals, but I wanted to surpass the expectations so I implemented a “check back” policy. Action: I asked everyone on my team to begin checking back with leads that went cold. We began reaching back out to people who asked for more information about our services but never followed up. Result: We were able to convert 50% of those dead leads just by checking back in and seeing if the customer wanted to resume our conversation, bringing us $15,000 above our usual sales goal for the month.

When have you demonstrated leadership skills?

Situation: As a consultant , I worked on various different teams to complete projects. One time, our designated team leader was suddenly reassigned to a new project so I stepped up and offered to lead our team. Task: We had a few days to research, compile, and present our recommendations to a client so I had to manage the team to make sure we were all completing our work and staying within the guidelines the client provided. Action: This meant that I had to balance both my own work for the proposal as well as fielding questions from teammates and overseeing the occasional disagreement. Acting as a mediator , I better understood the recommendations my teammates were proposing and helped them come to an agreement. Result: We successfully pitched our proposal to the client, resulting in an ongoing partnership with them. I was also recognized as a strong leader and became a designated group leader for future projects.

Have you had a time when you disagreed with your boss? How did you handle it?

Situation: We were given a small budget to run paid advertising campaigns for a new product that the company was launching. My boss thought that the money would be better spent on a Google Search Ad, but I wanted to spend it on a social media campaign. Task: I had to convince her that an ad on social media would have a higher ROI than a Google Search Ad, so I had to calculate costs and results for both campaigns to show her why a social media ad made more sense for our budget and goals. Action: I researched and compiled information about what we could expect to gain from these two different ads with our budget. I presented the findings to my boss to convince her to start a paid social media campaign. Result: My work convinced her that we would ultimately see more conversion from a highly targeted social media ad than a Google Search Ad, so I became the person in charge of the project. I oversaw the creation of the content, the targeting, and more, and by the end, we saw a much higher conversion rate than we usually did.

Share an example of when you had to deliver bad news to a coworker.

Situation: As a sales manager , I had to make sure that everyone on my team was meeting their weekly and monthly sales goals. There was one month when a man on my team was barely meeting the goal or did not reach it for four weeks. Our company policy was that after a month of inconsistent performance, we had to have a serious talk with the employee. Task: I had to ask this employee about his work performance and inform him that if his sales remained low for another two weeks, he would be let go. Action: Instead of approaching the situation as a chance to blame him for low sales or scare him about his future, I wanted to understand his point of view. We had a productive conversation about his work and what he was doing to improve his performance so it became a working discussion instead of a chance for me to talk down to him for not meeting our goals. Result: After our conversation, I saw the suggestions he made come to life and I watched his sales numbers rise. Luckily, he improved before the two weeks were up and he became one of my best sales associates after that.

Can you share a time when you successfully persuaded a team or individual to adopt your ideas or recommendations?

Situation: In my previous role at XYZ Inc. we were dealing with a challenge with declining sales. My team was struggling to find a solution and it was impacting our performance. Task: I decided to analyze the situation, come up with a new strategy to boost sales, and convince the team to adopt this new strategy. Action: To create this new strategy, I started by conducting a comprehensive analysis of our sales data to identify any sales trends or customer preferences. Based on this research, I developed a detailed proposal that outlines a new market approach, a revised product positioning, and targeted promotional campaigns. I made sure to meet with key team members one-on-one to communicate this and address any of their concerns. Once everyone agreed to this new strategy, I created a detailed implementation plan with clear milestones, responsibilities, and timelines. Result: As a result of our collaborative efforts and adoption of the new strategy, we saw a significant turnaround in our sales figures. Within six months, our sales in the target product category increased, exceeding our initial goals.

14 Common behavioral interview questions that require the STAR method

Behavioral questions are easy to identify since they are meant to gather specific information about a task you performed or a goal you achieved in a previous job. If the question starts with something along the lines of “ tell me about a time you… ” or “describe an experience where…” then the interviewer is looking to get concrete examples of how you complete tasks and achieve goals.

Here are some common behavioral interview questions that require the STAR method:

Tell me about a time you had to complete a project with a short deadline.

Can you tell me about a time you disagreed with a coworker? How did you resolve it?

Is there a time when you had to set a goal and meet it?

Tell me about a situation where you failed to meet a specific goal. How did you deal with it?

Have you had to make an unpopular decision?

Can you explain a time when you were under a lot of pressure at work? How did you handle it?

Have you ever worked with multiple departments to complete a project? How did it go?

What do you do when you need to motivate your coworkers?

Have you been in a situation where one of your coworkers refused to complete their work?

Tell me about a time you showed initiative in a professional setting.

Tell me about a time when you had to deal with a difficult coworker or team member. How did you handle the situation?

Tell me about a situation where you had to handle a dissatisfied customer or client. How did you address their concerns and ensure their satisfaction?

Describe a moment when you demonstrated strong problem-solving skills. What was the problem, and how did you approach it?

Can you share an experience where you had to provide constructive feedback to a colleague or subordinate? How did you deliver the feedback, and what was the outcome?

How to prepare for an interview using the STAR method

To prepare for an interview using the STAR method, the best way to do it is to review common behavioral and situational questions and practice your answers. The more you practice with the format of the STAR method, the better you’ll be at using it during an interview.

Start by writing out your answer to a behavioral question so you can read it back and make sure it sounds like a good answer. You should also answer the questions aloud to practice how you’ll organize your thoughts on the spot. You can do this alone or ask a friend to listen to your responses and help you fine-tune them.

The great thing about behavioral interview questions is that they can be broken down into categories. Consider the following common topics:

Adaptability

Problem-solving

Attention to detail

Customer-focused

Communication

Decision-making

Goal-setting

Taking initiative

Interpersonal skills

Time management

Negotiation

Conflict management

Most of these examples will overlap in some way or another, which will help you when it comes to coming up with an answer.

For example, if you have a story about a time you helped an angry customer reach a positive conclusion, that covers stress, problem-solving, customer interaction, communication, interpersonal skills , and conflict management.

As long as you have a number of stories that cumulatively cover all of the above topics, you should be plenty prepared for your interview. Just be sure to review the job description before heading into your interview, to make sure that all of your stories paint yourself as the ideal candidate the hiring manager is looking for.

Common STAR method mistakes to avoid

You should avoid making your answer sound rehearsed or robotic and being too vague with your answers when using the STAR method. Here are some more mistakes to avoid when using the STAR method:

Sounding rehearsed. It’s good to prepare and practice your answers, but you don’t want to sound like a robot. In order to avoid this, we recommend writing bullet points instead of full answers. That way, you’re sure to hit all the key parts of your story, but your phrasing will sound more natural.

Telling stories that make you look bad. All the stories you tell using the STAR method should end on a positive note. And if the interviewer asks you about a time you made a mistake, don’t bring up the time you cost your former employer hundreds of thousands of dollars.

Being vague. It’s important that your direct impact is super evident in your story. It’s good to talk about team efforts, but make sure that your specific contribution is what’s highlighted.

If you can, use numbers whenever possible. Hiring managers won’t know about your various company policies, but they know that a 10% increase in revenue is always a good thing.

Not being prepared. Coming up with your story on the spot can have you leaving out details or dragging on your answers. There’s also a chance that you could forget to include relevant skills or miss a step in your answers. Being prepared with knowing each step and knowing what you want will help you answer smoothly.

Lying. It’s better to admit you don’t have a great example story rather than make one up. But don’t just flat out say “I don’t know, that never happened to me.” Instead, turn the behavioral interview question into a situational one. Imagine how you would behave in that circumstance, and apply the STAR method as normal.

Situational interview questions and the STAR method

Situational interview questions are very similar to behavioral questions, except they ask about a hypothetical scenario instead of a real one. These questions start with phrases like “What would you do if…” and “How would you respond when…”

The great news is that the STAR method works just as well for situational interview questions as behavioral ones. After all, the hiring manager or recruiter will be thrilled to hear about a real example that relates to their hypothetical situation.

Even if you don’t have a concrete example for a situational question, you can still use the STAR method to format your answer into a neat and coherent narrative.

STAR method FAQ

What is the STAR method when interviewing?

When interviewing, the STAR method means your answer will address a Situation, what your Task was, what Action you took, and what was the final Result. The STAR method is a great way to neatly organize your answer in such a way that shows how your skills result in success. This helps the interviewer see that you understand the question and have the ability to effectively communicate a relevant answer.

How do you use the STAR technique?

Use the STAR technique by following each step in order. Start with a situation that is appropriate for the question. Then describe what your task or role was to resolve the situation. After, explain what actions you took to fulfill your task. Finally, in a positive manner, describe what were the results of your actions.

Is the STAR method a good technique?

Yes, the STAR method is a good technique for interviews. The STAR method follows a logical progression of your involvement. It gives context, shows skills in actions, and provides results. These are all bits of information the interviewer can use to learn about you and see how you are a great candidate.

When should you use the STAR method in interviews?

You should use the STAR method when answering behavioral interview questions. The STAR method allows you to answer behavioral interview questions with a story or example from your past. This helps the interviewer see how you are as an employee.

Massachusetts Institute of Technology – Using the STAR method for your next behavioral interview

U.S. Bureau of Labor Statistics – Employment Interviewing: Seizing the Opportunity and the Job

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Amanda is a writer with experience in various industries, including travel, real estate, and career advice. After taking on internships and entry-level jobs, she is familiar with the job search process and landing that crucial first job. Included in her experience is work at an employer/intern matching startup where she marketed an intern database to employers and supported college interns looking for work experience.

Denise Bitler has 30+ years of HR experience working in various industries and with all level of employees from hourly through C-suite, as well as company Board Members.She is the founder of Resume-Interview Success, LLC and is an expert in best practices related to resume, cover letter, and Executive bio writing, LinkedIn Profile optimization, job search strategies, and interview coaching.

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How to use the STAR technique for interviews

By Rob Jones & Firaz Hameed August 3, 2023

Updated June 24, 2024

What is the STAR interview technique?

The STAR interview method is a technique job seekers can use to answer behavioral and situational interview questions.

In the realm of job interviews, a traditional question-and-answer format is often followed by hiring managers. However, there is a growing trend of incorporating behavioral interview questions, which prompt candidates to provide specific examples such as "Tell me about a time..." or "What do you do when..." or "Give me an example of...".

These behavioral interviews are designed to evaluate a candidate's suitability for the role by assessing their past performance, as it serves as a strong indicator of future success.

Facing a barrage of questions in an interview can be daunting, particularly when dealing with behavioral and situational inquiries. Luckily, the STAR method can help you in preparing for and responding to these types of questions.

In this article, we'll delve deep into the STAR interview response method, explaining its use and how job candidates can apply it to confidently navigate and ace their upcoming interview.

The acronym STAR stands for Situation, Task, Action, and Result

The STAR method is designed to help you create a cohesive story with a clear outline of how you handled and resolved a problem. In other words, your answer for each behavioral question should follow the same basic pattern.

Here is what each step in the STAR acronym represents:

Think of the STAR technique as a mental outline that helps you to stay on track when responding to behavioral interview questions. By following the outline, your answers will be more coherent, concise, and impressive to your interviewer.

Why is the STAR technique useful?

Breaking down your answer into four parts can provide the interviewer with a deeper understanding of your communication skills, leadership abilities, flexibility, and ability to handle difficult situations.

Here are some of the ways the STAR interview method can be useful to job seekers

• It allows you to provide compelling answers to each question in a logical, easy-to-understand way.
• It enables you to demonstrate any technical and soft skills, qualities, and work experience to the interviewer by means of concrete, "bite-sized" examples from your past.
• It also helps you to engage your interviewer more fully by describing your qualifications within a narrative framework. In other words, it allows you to become a teller of your own story.
• Not only, is STAR useful for interviews, but it can also help you prepare cover letters and job applications in a way that highlights your strengths

How to answer interview questions using the STAR method?

Using STAR answers is extremely versatile. No matter what question the interviewer throws at you, you can almost always frame your response in terms of the STAR method. Here's just one concrete example of how you can put it all together.

Let's use "Tell me about a time when you had to use your management skills in order to complete a project on time." as an example of a STAR behavioral interview question.

In this instance, you could respond by relating the answer to a specific work situation by following the structure in the table below:

As you can see, applying the STAR interview approach doesn't have to be too complicated. However, it does require some forethought.

Here are some helpful tips to effectively answer STAR interview questions:

Provide relevant examples.

Use examples that are directly relevant to the skills and qualities the employer is looking for. Customize your answers to showcase your fit for the role.

Prepare in advance

Thoroughly review your resume and think about past experiences that align with the job requirements for the role you're interviewing for. Practice answering some common interview questions with a friend in a mock interview session. 

While having a storytelling element is important and can make your responses more memorable, be weary or straying away from the point. Stay focused and avoid providing unnecessary detail. 

Share measurable results

Whenever possible, include quantifiable outcomes to demonstrate the effect of your actions and enhance the credibility of your responses.

If needed, seek clarification

If there is any confusion about a question, it is advisable to ask the interviewer for clarification before attempting to answer.

Using the STAR format in your next interview

The STAR approach to answering interview questions is a great way to mentally outline your responses to behavioural interview questions. It allows you to demonstrate your skills and experiences, qualifications, and abilities within the framework of a story.

Here are some examples of STAR method interview questions you might be asked:

Describe a time when you had to deal with a difficult team member. How did you handle it and what was the outcome?

Describe a situation where you had to meet a tight deadline. What steps did you take to ensure you completed the task on time, and what was the result?

Can you share an example of a problem you encountered at work and how you went about solving it? What were the actions you took, and what impact did your solution have?

Have you ever faced a challenging situation with a customer? How did you handle it, and what was the end result?

Tell me about a time when you had to lead a team through a major change or transition. How did you approach the situation, and what were the outcomes?

Describe a successful negotiation you were involved in. What was your approach, and how did you ensure a positive outcome for all parties?

Have you ever had to deal with a conflict between team members? How did you address the situation, and what steps did you take to resolve it?

Tell me about a situation where you had to work with a diverse group of colleagues to accomplish a shared goal. How did you collaborate, and what were the outcomes?

Describe a time when you had to handle multiple tasks simultaneously. How did you prioritise and manage your time and what were the results?

Have you ever faced a setback or failure in a project? How did you react?

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Acing Interviews with the STAR Method: Best Examples

As job seekers, we all know how important it is to ace an interview. It’s the moment when we get to showcase our skills, experience, and potential to a potential employer, but it can also be a nerve-wracking experience. This is where the STAR method comes in.

The STAR method is a structured technique that helps you answer interview questions clearly, concisely, and with confidence. Using this technique, you can effectively communicate your past experiences by breaking them down into four key components: Situation, Task, Action, and Result.

By using the STAR method, you can paint a picture for the interviewer of exactly what you did to overcome challenging situations, satisfy customer needs, and meet business objectives. This method lets your potential employer see your approach to problem-solving and your ability to make an impact in your work.

In this article, we will dive deeper into the STAR method and provide you with the best examples of how to apply this technique in your next interview. By the end of this article, you’ll be able to confidently answer any behavioral interview question that comes your way. So let’s get started!

Understanding the STAR Method

The STAR Method is a framework for structuring interview answers that focuses on behavioral responses. This framework has gained significant popularity in the business world because employers increasingly seek candidates with strong communication and problem-solving skills.

What is the STAR Method?

The STAR Method is an acronym for Situation, Task, Action, and Result. It is a technique that job candidates can use to provide comprehensive and structured answers to interview questions.

Situation : Describes the specific scenario in which the candidate faced a challenge or a problem to solve.

Task : Explains the responsibilities or goals of the candidate in the scenario.

Action : Details the steps taken by the candidate to address the challenge or to achieve the assigned task.

Result : Describes the outcome or result achieved by the candidate as a result of their actions.

How to use the STAR Method effectively

To use the STAR Method effectively, candidates should consider the following steps:

Understand and research the company: Identify what competencies the employer is looking for and what types of questions to expect.

Prepare examples: Choose relevant examples from previous work experience or education that demonstrate the required competencies.

Use STAR in your answer: Use the STAR Method framework to structure your answer and ensure each component of the STAR is covered.

Be concise: Control your answers by keeping them brief and answer the question with a direct response.

Make sure you demonstrate the benefit: Explain how the result you achieved contributed to the overall success of the team or company.

By following these steps, candidates can provide clear and structured responses, which help them stand out from the competition.

Benefits of using the STAR Method in interviews

Using the STAR Method during interviews offers a multitude of benefits. For starters, it allows candidates to provide specific examples of their skills and abilities, showcasing what they can bring to the table. Additionally, the STAR Method allows candidates to provide evidence of their capabilities, which can instill confidence and credibility in interviewer.

The STAR Method also creates a logical and comprehensive ‘story’ that highlights the candidate’s problem-solving abilities, initiative-taking mentality, and overall work ethic. Through this setting, the interviewer can gauge the candidate’s culture fit and ability to work under stress.

Using the STAR Method is an effective way for job seekers to ace an interview. By preparing a structured response, you can impress the interviewer with specific examples and evidence that demonstrate your competency and value to the organization.

Situation: Setting the Context

One of the most common types of behavioral interview questions is the Situation question. This type of question asks the candidate to describe a specific situation or scenario they encountered in a previous job, and how they responded to it. These questions are designed to assess the candidate’s ability to handle challenging situations and think creatively to solve problems.

Here are some tips to help you answer Situation questions effectively:

Be specific: When answering a Situation question, be sure to describe the situation in detail. This will help the interviewer understand the context and challenges that you faced.

Focus on the problem: After describing the situation, explain the problem that you were trying to solve. This will demonstrate your ability to analyze complex situations and identify key issues.

Describe your action: Once you have described the situation and problem, explain what you did to address the issue. Be sure to highlight any particular skills or expertise that you used to resolve the situation.

Emphasize the outcome: Finally, describe the outcome of your actions. Was the situation resolved? Did you achieve your goals? Be sure to explain how your actions contributed to a positive outcome.

Here are some examples of Situation questions that you might encounter during an interview:

Can you describe a time when you had to deal with a difficult customer? How did you handle the situation?

Have you ever encountered a problem that you didn’t know how to solve? Can you describe how you went about finding a solution?

Have you ever had to work with someone who had a different work style or approach than you? How did you handle the situation?

Can you describe a time when you had to work under tight deadlines? How did you manage your time and prioritize your tasks?

Have you ever experienced a conflict with a coworker or team member? Can you describe how you resolved the issue?

By following these tips and practicing your responses to Situation questions, you can demonstrate your ability to handle challenging situations and impress your interviewer with your problem-solving skills.

Task: Defining the Objective

When it comes to acing interviews with the STAR Method, one important aspect is being able to define the objective of a task. In this section, we will provide tips for answering task questions and some examples of common task questions you may encounter in an interview.

Tips for answering Task questions

Understand the task: Before you can define the objective, it’s crucial to understand the task at hand. Take the time to review the instructions and ask any clarifying questions.

Identify the end goal: What is the ultimate outcome that the task is trying to achieve? This will help you in defining the objective.

Be specific: When defining the objective, try to be as specific as possible. This helps to ensure that everyone involved in the task is on the same page.

Use action verbs: Use action verbs when defining the objective to convey action and focus on achieving the end goal. For example, “Design a new marketing campaign” instead of “Create a plan for marketing.”

Examples of Task questions

Define the objective of a project to increase sales for a new product line.

What is the objective of implementing a new customer support system?

What is the end goal of a project to launch a new product line in a new market?

Define the objective of a task to improve employee engagement within the company.

What is the objective of a project to reduce production costs by 10%?

These examples are just a few of the many task questions you may encounter in an interview. By following the tips outlined above, you can confidently and accurately define the objective of any task presented to you.

Action: Describing Your Actions

During an interview, answering the Action questions requires a well-structured and analytical approach. In this section, we will discuss some tips to help you excel in answering Action questions, some examples of commonly asked Action questions, and possible sample answers using the STAR Method.

Tips for answering Action questions

• Provide a detailed description of your actions.  You should focus on explaining the specific steps you took to handle the situation effectively. Include the decision-making process, the tools and resources you utilized, and the impact of your actions.
• Highlight your individual contribution.  Be sure to emphasize your personal efforts and responsibilities within the team in carrying out the task or resolving the issue.
• Be specific with the context of the scenario.  Elaborate on who, what, where, when, and why of the situation. This will help give the interviewer a clear understanding of the event.
• Quantify your results.  Use numbers and metrics to quantify the impact of your actions. This will give your answer more weight and demonstrate your ability to achieve tangible outcomes.

Examples of Action questions

Here are some commonly asked Action questions:

• Can you describe a situation where you had to deal with a difficult customer, and how did you resolve the issue?
• Describe a task that you had to complete with a tight deadline. How did you manage your time and ensure that the work was done on time?
• Can you tell me about a time when you had to resolve a conflict within your team? What was your role, and how did you handle the situation?

Sample answers for Action questions

Example answer: can you describe a situation where you had to deal with a difficult customer, and how did you resolve the issue.

While working as a customer service representative at XYZ Corporation, I received a phone call from an angry customer complaining about a delayed shipment. The customer was extremely frustrated and irate, and I could sense that he was ready to take his business elsewhere.

First, I listened attentively to the customer’s complaint, empathized with his frustration, and apologized for the delay. I then explained the steps that I would take to resolve the issue. I made sure to explain the details of the situation and assured him that I would personally follow up with him as soon as possible.

Next, I contacted the shipping department to find out the cause of the delay. Once I had the information, I called the customer back and gave him a detailed explanation of the situation. I informed him that the shipment would be delivered within two days, and offered him a discount on his next purchase as compensation. I also provided him with my direct contact information in case he had any further concerns.

As a result of my actions, the customer was satisfied and appreciative of my attention to the matter. He even left positive feedback about my handling of the situation on our company’s website.

Result: Highlighting Achievements and Outcomes

After showcasing your Situation, Task, and Action, it’s time to highlight the results you achieved. Here are some tips for answering Result questions:

Tips for Answering Result Questions

Use specific numbers: Employers want to see concrete evidence that you made a difference. Use numbers to quantify your achievements and outcomes, such as “increased revenue by 25%” or “reduced costs by $50,000.”

Focus on the impact: Don’t just list what you did, explain why it mattered. How did your actions contribute to the overall success of the project or organization?

Be honest: Don’t overinflate your results or take credit for something you didn’t do. It’s okay to talk about failures or challenges you faced, as long as you also discuss how you overcame them.

Use active language: Use action verbs to describe your accomplishments, such as “developed,” “implemented,” or “managed.”

Examples of Result Questions

Here are some common questions that employers might ask to hear about your results:

• What was the outcome of the project?
• Can you describe a time when you achieved a significant goal?
• How did your actions impact the team or organization?
• What results did you achieve in your previous role?

Sample Answers for Result Questions

Using the STAR method, here are some sample answers for Result questions:

Example 1: Increased Sales for a Retail Store

Situation: I worked as a sales associate at a retail store that was struggling to meet its quarterly goals.

Task: My goal was to increase sales and improve customer satisfaction.

Action: I used my social skills and product knowledge to build relationships with customers and provide personalized recommendations. Additionally, I created a discount program for loyal customers.

Result: As a result of my efforts, sales increased by 35% and the customer satisfaction rating was up by 20%.

Example 2: Streamlined Processes for a Customer Service Team

Situation: I was hired to manage a customer service team that was struggling to keep up with demand.

Task: My goal was to improve efficiency and reduce wait times.

Action: I analyzed the existing processes and identified areas that could be streamlined, such as automating certain tasks and implementing a ticketing system. Additionally, I provided training to team members on how to improve customer satisfaction.

Result: Thanks to these changes, wait times were reduced by 50% and customer satisfaction ratings increased by 25%.

By following these tips and examples, you’ll be able to confidently highlight your achievements and outcomes during your next job interview using the STAR Method.

Common Mistakes to Avoid

During a STAR method interview, candidates often make certain mistakes which can cost them the job. Here are some common mistakes that you should try to avoid:

Focusing too much on the situation or task:  Sometimes, candidates tend to focus too much on the situation or task they faced and forget to highlight their role in that situation. It is important to remember that the interviewer is more interested in your actions and the results you achieved.

Not providing enough context:  Candidates often make the mistake of assuming that the interviewer knows everything about their experience. Make sure you provide enough context so that the interviewer can understand the situation you are describing.

Failing to quantify your achievements:  Candidates tend to talk about their achievements in qualitative terms, which can be difficult for the interviewer to assess. It is important to quantify your achievements by providing numbers and statistics wherever possible.

Not being honest:  Some candidates tend to exaggerate their achievements or embellish their stories to make themselves look better. This can be a big mistake, as the interviewer may be able to see through your lies.

To avoid these mistakes and ace your STAR method interview, here are some tips:

Focus on your role:  Make sure you highlight your role in the situation or task you are describing. Explain what you did, how you did it, and what results you achieved.

Provide enough context:  Describe the situation or task you faced in detail, so that the interviewer can understand what you were dealing with.

Quantify your achievements:  Use numbers and statistics to describe your achievements wherever possible. This will make it easier for the interviewer to assess your performance.

Be honest:  Be truthful in your answers, and don’t exaggerate or embellish your stories. If you are caught lying, you may lose the opportunity to get the job.

By avoiding these common mistakes and following these tips, you can increase your chances of acing your STAR method interview. Remember to focus on your role, provide enough context, quantify your achievements, and be honest. With these strategies, you can impress the interviewer and land your dream job.

Four-Step Approach for Answering Behavioral Questions

Behavioral questions are designed to help hiring managers understand your past behavior, skills, and accomplishments in a specific situation. To successfully answer behavioral questions, it’s essential to have a structured approach that showcases your skills and expertise.

A Detailed Explanation of a Four-Step Approach

The four-step approach for answering behavioral questions involves the following steps:

• S ituation – Describe the specific situation or context in which you faced the problem or opportunity.
• T ask – Explain the task or challenge you were facing in that situation.
• A ction – Describe the actions you took to address the task or challenge.
• R esults – Share the outcomes or results you achieved through your actions.

This approach is commonly referred to as the STAR method for answering behavioral questions. It’s a proven method for crafting well-structured and convincing answers to behavioral questions.

Advice on Using the Four-Step Approach

To use the STAR method to ace your interviews, follow these tips:

• Prepare:  Before the interview, research the company, job role, and industry trends to help you anticipate the types of behavioral questions you may be asked. Think of examples where you can showcase your skills and expertise using the STAR format.
• Focus:  During the interview, listen carefully to the behavioral question and make sure you understand the specifics of the situation. Stay focused on the situation presented by the interviewer and probe for additional details if necessary.
• Structure:  Use the STAR method to structure your answer. Start with the Situation and Task, then describe the specific Actions you took and the Results you achieved. Be concise and avoid rambling or getting sidetracked.
• Highlight:  Focus on highlighting the skills and experiences that match the job requirements. Connect your answers with the job description and company goals to demonstrate your interest in the role and align your experiences with the expectations of the hiring manager.

The four-step approach provides a structured method for answering behavioral questions that highlights your skills and expertise. By using the STAR format and following the advice outlined above, you’ll be well on your way to acing your interviews and landing your dream job.

Best Practices to Master the STAR Method

As with any interview technique, mastering the STAR method takes time and practice. To help you excel in your next interview, here are some tips and strategies to help you prepare and practice using this powerful method.

Tips for Mastering the STAR Method

Understand the Situation: Before you begin answering any question, make sure you fully understand the situation you are being asked about. Take a moment to clarify any details with the interviewer before diving into your response.

Highlight Your Role: Be sure to clearly communicate your role in the situation. This will help the interviewer understand your specific contributions and the impact of your actions.

Showcase Your Actions: Use specific examples to illustrate your actions in the situation. Be sure to highlight any skills or abilities that were crucial to the success of the outcome.

Share the Results: Finally, share the outcome of the situation and the impact it had. Use metrics or specific achievements to show the interviewer the value you added.

Strategies to Help You Prepare and Practice

Build a Repository of Examples: To effectively use the STAR method, you need to have a bank of examples to draw from. Take some time to identify key experiences from your past that showcase your skills and abilities.

Practice Active Listening: Often, interview questions will provide clues or hints as to what the interviewer is looking for. Practice active listening to pick up on these cues and tailor your response accordingly.

Use a Journal: After each interview, take a moment to reflect on your performance. Write down what worked well and what could be improved. Use this feedback to refine your responses and strengthen your skills.

Get Feedback: Finally, consider asking a mentor or trusted friend for feedback on your responses. Having an outside perspective can provide valuable insights and help you improve your interview skills.

By following these tips and strategies, you can master the STAR method and ace your next interview with confidence. Good luck!

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10 STAR Interview Method Examples

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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The STAR method is a structured approach to answering interview questions that helps you to thoroughly address the interviewer’s concerns. It stands for Situation, Task, Action, and Result.

It focuses on questions called behavioral interview questions which often start with “Can you dessscribe a time when you…”

They are designed to test how you would behave in a tricky or high-pressure situation.

By using the STAR method, you can ensure you answer these questions well.

Answer the question in four steps:

• Situation: Describe the situation that you faced.
• Task: Break down the challenges inherent in the situation.
• Action: Describe what steps you took to address the situation. You can talk about strategies, thought processes, and resources used – but make sure you highlight how you took initiative to resolve the situations.
• Result: Describe how your actions led to a good result for the key stakeholders.

By using the STAR method, you can embrace a structured way of working through these tricky questions and demonstrate your strength as an action-tacking and highly effective professional.

STAR Interview Method Examples

1. star example for sales.

Question: Can you give an example of a time when you had to handle a difficult customer?

• Situation: When I worked in a call center, I had a customer who was upset because they had not received their delivery on time.
• Task: My task was to ensure the customer’s issue was addressed and that the customer felt like we cared about them and their needs.
• Action: I apologized for the delay. I got in touch with the delivery company to confirm the issue and started an insurance claim with them. I then offered to expedite a new delivery at no additional cost. I also let them know I would send a gift voucher in the delivery for their toubles.
• Result: The customer saw that I cared about addressing their issue and I was taking action. As a result, they left the phone call satisfied.

2. STAR Example for Teaching

Question: Can you give an example of a time when you had a struggling student and needed to adapt your teaching style to help them overcome a threshold concept ?

• Situation: I recall a student in my Grade 2 class who was struggling with multiplication.
• Task: My task was to meet the student where she was. I had to assess her prior knowledge and her learning preferences in order to differentiate instruction.
• Action: I quietly sat with the student during individual work in class and observed what she was doing. I realized the blockage was when she was trying to juggle numbers in her mind. To address this, I gave her beads that she could group to visualize the addition in front of her.
• Result: The student used the beads for about a week and eventually she understood the concept in her mind. I tried removing the beads in a class the next week to see if she could do the task independently. She now had the capacity to do the task without scaffolding .

3. STAR Example for Marketing

Question: Can you outline a situation in which you took a higher-level look at a marketing solution and executed it well?

• Situation: In my previous job, my marketing department needed to roll out a new campaign but had barely any budget.
• Task: My task was to come up with a cost-effective way to draw attention to the brand.
• Action: I decided not to work in isolation. Instead, I reached out to influencers who already had the ear of my target market. I asked them to pitch campaign ideas before selecting the three best creative ideas.
• Result: The campaign was a success because I didn’t do things in isolation. I leveraged the creativity of influencers and took the role of campaign director.

4. STAR Example for Nursing

Question: Give me a situation in which you worked with a difficult client and their family and used your situation diffusion skills effectively.

• Situation: I had a patient who was very anxious which caused their family to be constantly intervening and making tough demands.
• Task: I realized that the task was twofold: helping the patient to feel like they were in control and manage the family’s expectations.
• Action: I communicated with the patient and their family about how often I would provide updates. This tempo was once every 4 hours.
• Result: I found that the patient and family’s knowledge of when they would next get information put them at ease and helped them feel like there was structure and a plan.

5. STAR Example for Social Media

Question: Can you give a real-life example of a social media strategy that you have implemented for a small business client?

• Situation: When I worked as a freelancer, I was often contacted by small food bloggers who wanted me to implement a social media strategy that synergized with their website publishing strategy.
• Task: My task was to roll-out instagram, pinterest, and tik tik content that would help draw traffic to new blog posts.
• Action: I asked the client to send me their weekly blog post the Wednesday before the campaign week. Each Wednesday, they would send me the post, and I would go about creating on-brand content for each platform.
• Result: The client reached 10,000 subscribers on each platform within 2 months and had an average 3.5% click-through rate to the blog, increasing traffic by 2,000 readers per week.

6. STAR Example for Engineer

Question: Can you give an example of a time when you’ve needed to use an engineering mindset to solve a complex problem?

• Situation: At university, I was assigned a project to design a machine that would automate the canning of sardines.
• Task: My task was to figure out how to get the arms to re-position cans that had shifted position as they went through the conveyor belt.
• Action: I began by interviewing someone who had done it before. I believe in learning through asking questions. Based on their advice, I worked on a prototype, then tested the prototype with cans of multiple sizes.
• Result: The final design had the capacity to adjust to the shifting of cans as well as multiple different sizes of cans, making it a robust machine that had a very low fail rate.

7. STAR Example for Doctor

Question: Can you give an example of your mindset when making different decisions that might have long-term impacts on the lives of your patients?

• Situation: I had a patient who was experiencing chronic pain behind their eyes. There was a good surgical solution, but it also had a significant chance of failure. Failure may have had bad side-effects.
• Task: My task was to communicate the risks and benefits to the patient and give them all the information they needed to make their own decision. I believe in empowering my patients and making decisions as a team.
• Action: Before meeting with my patient, I pulled together their medical history in order to determine my best professional estimation of the success rate. I also put together a clear-to-understand explanation of the steps I could take to minimize risk of failure.
• Result: The patient decided not to go ahead with the surgery due to the risk factor, but I felt it was a successful result because the patient got the best information to make the best decision for themselves and their family.

8. STAR Example for Real Estate Agent

Question: Can you give a time when you effectively guided clients toward a purchase?

• Situation: I had a young couple who were moving to town to start a new job and they didn’t have a good understanding of the city or its neighborhoods.
• Task: My task was to use my knowledge of the city to find a suburb that would suit their needs.
• Action: I worked closely with the client to figure out their priorities . They highlighted the preference for a good school for their future child and an easy way to get out of town to access nature. I then narrowed down a suitable suburb and presented a range of properties for them.
• Result: I secured the sale for the clients who were over the moon with their purchase and grateful for the personalized and knowledgeable service.

9. STAR Example for Librarian

Question: Can you explain a circumstance in which you got an information request from a client that was challenging, and how did you solve it?

• Situation: I had a client who was looking for information on 17th Century Hindu literature. It was a topic well out of my comfort zone.
• Task: I saw my task to be to use my professional contacts and skills to assist the patron in finding the information. The skills I had included reaching out to other libraries and reaching out to professors.
• Action: I used the databases available to me to search for information on the topic of 17th Century Hindu literature. I couldn’t get anywhere, so I reached out to the history department at the local university. They didn’t have exert knowledge on the topic, but they offered a book from the university library, so I placed an interlibrary loan request.
• Result: The client was able to find the esoteric information about Hinduism through the interlibrary loan request. They were grateful for my efforts and lateral thinking that helped find the text.

10. STAR Example for Manager

Question: Can you give an example of a time when you worked with an unmotivated team and how you tackled this problem?

• Situation: I worked with a team once who had a strong sense of disillusionment with the industry after a long time of seeming directionlessness in our company.
• Task: My task was to use my leadership skills to motivate the team. I wanted them to get intrinsically motivated, not just through external rewards.
• Action: I met individually with team members and consulted them on why they wanted to be in this industry and what their goals were. I used these inspirations, goals, and aspirations as a baseline for assigning new team roles that gave KPIs but also enhanced freedom of decision making.
• Result: The team morale definitely lifted after I did the hard work of focussing on passions and motivations of team members and empowering team members to pursue their passions. This was reflected in a 15% productivity rise the following quarter.

The STAR method isn’t one that you can get perfect the first time. Brainstorm 10 STAR interview method examples for your situations that you might face. Work through how you would answer each so you’re prepared when you’re presented with these tricky behavioral interview questions at the job interview. Good luck!

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STAR Method Interview Response - Examples and Questions

Want to crush your interview.

Learn how to ace your interview with superior confidence.

What is the STAR method? You can utilize the STAR interview method to prepare for behavioral and situational interview questions. STAR is an acronym for situation, task, action, and result. Using real-life situations, this technique will assist you in preparing clear and succinct replies.

Behavioral interview questions are used by hiring managers to assess if you are the perfect fit for a position.

By employing the STAR method, you may ensure that you completely address the interviewer's question while also illustrating how you overcame and succeeded in the past.

Why use the STAR method?

Answering behavioral interview questions using the STAR interview response approach. Behavioral interview questions are inquiries into your previous behavior. They are specifically about how you handled particular job circumstances.

Employers who use this method examine occupations and identify the abilities and traits that top performers have demonstrated in that position.

Because previous success may be a strong predictor of future performance, interviewers use these questions to see if candidates have the necessary abilities and experience to succeed in the position.

Employers may be looking for evidence of problem-solving abilities , analytical ability, creativity, tenacity in the face of failure, writing skills, presentation skills, teamwork orientation ( interpersonal skills ), persuasive skills, mathematical skills, or accuracy, for example.

The following are some examples of behavioral interview questions:

• Tell me about a time when you had to finish a task in a short amount of time.
• Have you ever gone above and beyond your normal responsibilities?
• What should you do if a team member refuses to finish his or her job quota?

The STAR method is used by some interviewers to arrange their questions. By structuring questions using the STAR method, interviewers can learn about workplace competencies .

Job seekers may, however, prepare for behavioral interview questions by using the STAR interview approach.

What is the STAR interview response method?

The term STAR stands for four essential ideas. Each idea is an action that a job applicant might take to respond to a behavioral interview question. The job candidate offers a complete solution by using all four procedures.

The acronym encompasses the following ideas:

Describe the situation in which you completed a task or encountered a problem at work. Perhaps you were working on a collaborative project or had a disagreement with a coworker. This scenario might be based on work experience, volunteer activity, or any other relevant experience. Make your statement as detailed as possible.

Next, explain the task . Perhaps you had to assist your team in completing a project on time, resolving a disagreement with a coworker, or meeting a sales goal.

The next step is to describe how you finished the assignment or attempted to overcome the problem. Instead of focusing on what your team, employer, or coworker accomplished, concentrate on what you did. (Tip: Say "I did ZYX" rather than "We did ABC.") Rather, the action .

Finally, describe the effects or outcomes that the activity produced. It may be beneficial to stress your accomplishments or lessons. The result .

Why is the STAR method effective?

The STAR technique is effective in job interviews because it tells a story of a job situation, rather than simply answering the question. When a behavioral question is prompted to the interviewee, the hiring manager desires to learn the candidates competencies in the workplace.

STAR key concepts and how the STAR method works

Here is how the STAR method works.

Set the scene for the tale by describing the scenario or difficulty you faced. In most circumstances, it's ideal to explain comparable job scenarios, but depending on how much immediately transferable experience you have, academic projects or volunteer work may be suitable.

It's also critical to focus on a single situation rather than your overall duties .

Because interviewers are more interested in the activities you did and the outcomes you obtained, you should spend the least amount of time on this portion of your response.

By selecting the two or three most critical pieces of information needed to provide the interviewer with enough context about the issue, you may share the correct quantity of relevant material.

For example: “In my previous position as a project manager, there was a period when my team was understaffed and faced a huge backlog of work. The account managers were imposing unreasonable timelines on my staff, generating stress and lowering morale.”

Describe your position or responsibilities in the scenario or problem. To put it another way, talk about the aim or duty you've been assigned.

This portion, like the scenario component, needs a small amount of time.

Consider only one or two points that best reflect the work you were assigned.

For example: “As a team leader, it was my responsibility not just to guarantee that my team fulfilled our deadlines, but also to convey bandwidth to other departments and keep my team motivated,” says one example.

Describe the precise steps you took to deal with the problem or overcome the obstacle. This section of your response demands the most detailed explanation because it primarily determines your suitability for a position.

Choose a handful of the most important measures you took to achieve success and describe them.

Often, workplace problems are solved as a team; nevertheless, using the term "we" to explain how you met your objectives during an interview is a common blunder.

In any event, it's critical to concentrate on your actions in the circumstance.

It's important to remember that the company wants to recruit you for the job, not your team, therefore you should emphasize your individual contributions using the term "I."

For example: “To create clearer expectations, I established a formal creative request procedure that included project timeframe estimates. Weekly meetings with account managers were arranged to discuss my team's bandwidth and provide progress reports. I also kept my staff updated on the new procedures so they could be certain that the problems were being addressed.”

What result did you get as a result of your actions? This is also an essential aspect of your response that you should concentrate on. You should devote somewhat less effort to explaining the outcomes than to detailing your activities.

Decide on two or three of the most impressive findings and discuss them.

If feasible, quantify your achievements or offer tangible instances of the results of your work.

Also, talk about what you learned, how you developed, and how the experience has made you a better employee.

For example: “We were able to re-prioritize the design team's to-do list and complete everything in our backlog by providing more transparency into my team's processes and setting better expectations with the account managers by providing more transparency into my team's processes and setting better expectations with the account managers. I took these lessons and applied them to the structure, and as a consequence, we were able to reduce our average project timetable by two days in the next quarter. I also realized how critical it is to communicate well across teams.”

STAR interview question examples

Behavioral interview questions that can be answered utilizing the STAR method.

Use the STAR method to structure a verbose response.

• Give an example of a moment when you had to deal with a challenging situation at work. How did you come up with a solution to this issue?
• Have you ever had to make a decision that was unpopular? How did you deal with it?
• Describe a period when you were working under a lot of stress. What was your reaction?
• Tell me about a time when you committed a mistake. How did you deal with it?
• Give an example of a moment when you had to make a tough choice. What exactly did you do?
• Explain an instance in which you made a suggestion based on facts or reasoning.
• Tell me about a moment when you and your employer had a disagreement. How did you come up with a solution?
• Give me an example of when you had to make a fast decision under pressure.
• Describe a time that you witnessed colleagues doing something incorrectly. And what you did about it.
• Describe a moment when you had to break the terrible news to someone. How did you pull it off?
• Tell me about a moment when you collaborated with people from other departments to finish a job.
• Give an example of a moment when you were unsuccessful. What did you take away from the encounter?
• Tell me about a moment when you set a goal and achieved it.
• Tell me about a moment when you had to persuade someone to do something you didn't want them to do.
• Describe a situation in which you had a disagreement with a coworker. How did you deal with it?
• Have you ever had to persuade someone to do something? How did you pull it off?
• Tell me about a time when your workday ended before you completed all of your tasks.

How to prepare using the STAR method

While you won't know the interview questions ahead of time, most behavioral interviews will focus on a variety of work-related problems that need critical thinking and problem solving, as well as scenarios that indicate leadership, conflict resolution, and performance under pressure.

What are behavioral interview questions?

Behavioral questions are used by interviewers to discover how you have acted in past job settings.

Employers are searching for instances of your prior behavior in your replies that might indicate how you'll respond in similar situations in the future.

These questions are more open-ended than a yes-or-no question, and they typically invite you to share tales or instances from past employment.

General steps to prepare

Here are the steps to prepare for your upcoming interview.

• Examine the job description and needed abilities, then think about what kinds of problems or barriers you could face in the role.
• You should also go over some of the most frequent behavioral interview questions, such as the ones listed above. While the exact wording of these questions may differ from one interview to the next, the basic aim of the question is usually the same, so it's a good idea to prepare your responses with that in mind. For example, the interviewer may inquire about “a moment when you were under pressure,” or “how you deal with stress.” In any case, their objective is to learn how you handle difficult circumstances.
• Make a list of the numerous circumstances you've dealt with in your professional life that demonstrate the kind of skills you'll need to succeed in the position and that answer some of the most frequent behavioral interview questions. Use the STAR framework to prepare each example.
• Make sure each narrative is as concise and logical as possible by talking through your replies aloud. When giving responses in an interview, this will also make you feel more confident and natural.

Consider examples from internships, volunteer work, or group projects you performed for school if you're fresh to the field and don't have a long professional background to draw on.

Employers may ask you to provide a non-work-related example in certain situations, so think about problems or barriers you've faced in your personal life as well.

STAR method interview answers (examples)

Situation, Task, Action, Result method. The STAR interview method. Interview questions and answers utilizing this response format in a job interview.

Example answer 1

An example job interview answer using the STAR response .

When there are team disagreements or difficulties, I always do my hardest to step in and lead the team if necessary.

My communication abilities, I believe, make me a good leader and moderator. When I was working on a team project, for example, two of the team members got into a disagreement and refused to finish their assignments.

They were both unsatisfied with their workloads, so I convened a team meeting in which we redistributed all of the team's responsibilities.

Everyone was happier and more productive as a result, and our project was a success.

Example answer 2

An example job interview answer using the STAR response.

Last winter, I worked as an account coordinator at an ad agency, assisting the account executive for a large client. Three weeks before a major campaign pitch, the account executive was involved in an accident and was forced to take time off.

I stepped in to fill in and manage the presentation by coordinating the creative and media teams' contributions. I convened an emergency meeting and conducted a discussion regarding ad scenarios, media strategies, and the various team members' duties in connection to the presentation.

I was able to bring the team together on two key ad concepts that we needed to propose, as well as associated media plans. Based on our conversations, I set out a minute-by-minute strategy for how we would deliver the pitch, which was well welcomed by the team.

Our strategy was well received by the customer, and the campaign was implemented. Six months later, I was promoted to account executive.

Example answer 3

While I prefer to plan out my work in stages and execute it one at a time, I can also produce high-quality work under time constraints. At one of my previous employers, an employee departed only days before a project's deadline.

With only a few days to learn about and complete the project, I was expected to take responsibility for it.

I formed a task force and distributed tasks.

We all finished the job on time. In fact, I feel I do best while working under pressure.

Remember, questions and answers using the STAR method are for demonstration purposes, only.

STAR response tips

Best STAR response tips.

Be prepared

Not only will having a good collection of STAR targeted success stories make answering them easier for you, but it will also help you emphasize to the hiring manager the unique traits and talents that make you suitable for the job and set you apart from the other applicants.

It's not about being vague and wishy-washy with the STAR Method. Being prepared goes hand in hand with this. You should have identified the abilities and traits the employer is seeking prior to the interview. Make sure your tales are targeted and focused. Remember that the behavior that the hiring manager is looking for should be highlighted, and your success story should clearly connect with that.

Use numbers

Stay concise

Keep your story succinct, to-the-point, and focused. Try to keep your response to 90-seconds.

Stay honest, practice, and ask for feedback

Be honest with your response. Stay positive. Practice. And ask for feedback.

How to create a STAR method resume

Look at a job description and pick two to three essential behaviors or abilities to include in your "Experience" part of your resume utilizing the STAR technique.

Condense a potential response into a few important elements/bullets under the job title using the outline of a verbal response.

The easiest approach to accomplish this is to use one or more bullet points that clearly define all of the STAR answer's components.

Use the STAR technique to explain each position with your circumstances, a task or tasks you performed in that capacity, actions you took to reach a successful conclusion, and the consequence of those activities, rather than just listing essential duties for a prior work under your "Experience" section.

Each point may be summarized in a single statement or phrase.

Why use the STAR method on a resume ?

In a resume, the STAR technique makes it easier to communicate the extent of your abilities and credentials.

The following are the primary advantages of using this method:

• Shows your worth: A potential employer's major aim is to figure out how you will bring value to the firm if you are employed. When you apply the STAR technique in your resume, you may more clearly demonstrate your worth.
• Provides more information: The STAR approach transforms a bulleted list's imprecise skill descriptions into a concrete example of how you acquired and used an important talent.
• Creates conversation starters: The STAR approach for writing a resume prepares you for an interview. Your resume/CV might serve as a guide for interview questions about your qualifications for the position.
• It tells a story: You may use the STAR technique to tell a story about how your job experience has shaped who you are.
• Produces a CV/resume that is competitive: You may link your STAR replies to an employer's job description using this technique. This not only demonstrates that you're qualified for the job, but it also makes a resume more fascinating to read.

About the author

Patrick Algrim is a Certified Professional Resume Writer (CPRW), NCDA Certified Career Counselor (CCC), and general career expert. Patrick has completed the NACE Coaching Certification Program (CCP). And has been published as a career expert on Forbes , Glassdoor , American Express , Reader's Digest , LiveCareer , Zety , Yahoo , Recruiter.com , SparkHire , SHRM.org , Process.st , FairyGodBoss , HRCI.org , St. Edwards University , NC State University , IBTimes.com , Thrive Global , TMCnet.com , Work It Daily , Workology , Career Guide , MyPerfectResume , College Career Life , The HR Digest , WorkWise , Career Cast , Elite Staffing , Women in HR , All About Careers , Upstart HR , The Street , Monster , The Ladders , Introvert Whisperer , and many more. Find him on LinkedIn .

Fact checked: Our small and dedicated team rigorously evaluates every article, guide, and reference to ensure the information is accurate and factual. Learn more .

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Laboratory teams with Georgia Institute of Technology for AI energy-grid research

Agreement with ai4opt will drive research and training on ai problem-solving.

August 21, 2024

A new agreement between Los Alamos National Laboratory and the National Science Foundation’s Artificial Intelligence Institute for Advances in Optimization , or AI4OPT, at Georgia Institute of Technology will drive research in applied artificial intelligence and engage students and other professionals in the future of the burgeoning field.

“This collaboration will help develop new artificial intelligence technologies for the next generation of scientific discovery and the design of complex systems and the control of engineered systems,” said Russell Bent, scientist at Los Alamos. “At Los Alamos, we have a lot of interest in doing work related to the optimization of complex systems, and we see an opportunity with AI to make systems more resilient and efficient in the face of factors like climate change, extreme events and third-party actors.”

The agreement spells out a research and educational partnership that will focus especially on AI tools for advancing a next-generation power grid. Building, maintaining and optimizing the energy grid requires extensive computation, with the time and power that that computation entails. AI-informed approaches, including modeling, could efficiently and effectively address power-grid problems.

An AI approach to optimization and problem-solving

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Outreach and training opportunities

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LA-UR-24-28889

Brian Keenan (505) 412-8561 [email protected]

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Roger Cook death: This Old House star dies after long illness aged 70

Problem-solving landscaper exited the pbs home renovation show in 2020 after nearly 40 years due to health issues, article bookmarked.

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Roger Cook, the landscaper who brought his expert problem-solving skills to PBS ’s popular home renovation show This Old House for nearly 40 years, has died.

His death at age 70 was announced on the show’s official website.

“With tremendous sadness, This Old House bids farewell to our friend and longtime landscape contractor, Roger Cook, who passed away on August 21, 2024 after a long battle with illness,” a press release said.

Cook first appeared on the series during its second season in 1982. He later signed on as the show’s full-time landscape contractor from season 10 in 1988. The long-running reality series, which is preparing to debut its 46th season in September, follows a team of experts as they renovate homes.

He went on to join its sister series, Ask This Old House , when it debuted in 2002. The spin-off series featured various do-it-yourself projects and answered specific remodeling questions sent in by viewers.

Cook simultaneously appeared in both series for years before he officially exited the franchise in 2020 due to health issues.

“I remember every lesson from Roger,” said This Old House executive producer Chris Wolfe. “More importantly, there are millions of people whose lives have been enriched by everything Roger taught them.”

Other colleagues described him as a “gentle giant,” “big-hearted,” and “America’s landscape legend.”

Born in 1954, Cook grew up in Burlington, Massachusetts. He attended the University of Maine, graduating with a Bachelor of Science in wildlife management and conservation law in 1977. He later returned to Massachusetts where he became a certified landscape contractor.

In 1982, he and his wife Kathleen founded their own landscaping business, K&R Landscape, specializing in plants and hardscaping.

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“Dad spent his entire life helping people – friends, family, and customers. One of the biggest regrets with his illness was that he could no longer help people in the same way,” Cook’s son Jason said in a statement. “With that in mind Dad, asked us to set up a family foundation so that we can continue his legacy as a helper going forward.”

Donations to the Cook Family Giving Fund, which will support wildlife and land conservation, medical research, childhood education, and military veterans, can be given here .

Cook was preceded in death by his wife Kathleen, who died from cancer in 2010. He is survived by his son Jason, daughter Molly, brother Greg, daughter-in-law Anna, and three grandsons: Peter, Noah and James.

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Solving the "Blind men and the elephant problem": Additive deep learning of complex high dimensional models from partial faceted datasets

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Biological systems are complex networks involving tens of thousands of interacting molecular components, and measurable biological functions are emerging properties of these complex networks. Many quantitative studies in biology attempt to connect biological function with molecular components and genes, in the process developing mechanistic understanding. However, it is challenging to quantify the contribution of all components to the biological function simultaneously, especially at the single cell level. Instead, in typical experiments, only a subset of the variables (or facet) is measured. This makes it difficult to obtain a complete and unbiased understanding of the network and how different components of the network cooperatively contribute to the biological function. In this paper, we explore a machine learning approach to combine different facets of data and obtain a complete picture of the biological system based on conditional distributions from faceted data subsets. Both a polynomial regression approach and a neural network approach are developed and examined with two set of concrete examples: A mechanical spring network system deforming under external forces and a small (8-dimensions) biological network including the cellular senescence marker P53. In the later example, single cell data is collected to validate the machine learning approach. We find that the full system is successfully reconstructed from faceted data in both examples. We further discuss the additive property of the model, where the model predictive accuracy increases with increasing number of simultaneously measured variables (dimension of subsets). Our model provides a systematic and novel approach to integrate different pieces of experimental information to reconstruct complex high dimensional systems, arriving at an unbiased and wholistic model of biological function.

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The authors have declared no competing interest.

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