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How to Use the STAR Interview Response Method

STAR: Situation, Task, Action, Result

What is the star interview response method, star key concepts, how to prepare for an interview using star, examples of interview questions and answers using star, frequently asked questions (faqs).

Are job interviews challenging for you? Do you struggle to give concise answers to interview questions? Are you unsure how to share your accomplishments during an interview without sounding boastful? What's the best way to let the interviewer know that you're the right candidate for the job?

The STAR interview response method can help make the process easier. Using this method of answering interview questions allows you to share concrete examples of how you successfully handled situations at work to show that you possess the experience and skills required for the job you’re interviewing for.

Read below for a detailed description of the STAR interview response technique and examples of how to best use it.

Key Takeaways

• STAR stands for situation, task, action, result.
• Each concept in the STAR acronym is a step that candidates can use to respond to interview questions.
• By following all four steps, applicants can provide comprehensive answers to interview questions.

STAR stands for  S ituation,  T ask,  A ction,  R esult. Using this strategy is particularly helpful in response to  competency-focused questions , which typically start with phrases such as, "Describe a time when..." or, "Share an example of a situation where...."

Jon Marchione / The Balance

The STAR interview response method is a way of answering  behavioral interview  questions. Behavioral interview questions are questions about how you have behaved in the past. Specifically, they are about how you have handled certain work situations.

Employers using this technique analyze jobs and define the skills and qualities that high-level performers have exhibited in that job. Since past performance can be a good predictor of the future, interviewers ask these questions to determine whether candidates have the skills and experiences required to excel in the job. 

For example, employers might be looking for proof of problem-solving skills, analytical ability, creativity, perseverance through failure, writing skills, presentation skills, teamwork orientation, persuasive skills, quantitative skills, or accuracy.

Examples of  behavioral interview questions  include the following:

• Tell me about an occasion when you had to complete a task under a tight deadline.
• Have you ever gone above and beyond the call of duty?
• What do you do when a team member refuses to complete his or her quota of the work?

Some interviewers structure their questions using the STAR technique. However, job seekers can also use the STAR interview method to prepare for behavioral interview questions.

STAR is an acronym for four key concepts. Each concept is a step the job candidate can take when answering a behavioral interview question. By following all four steps, the job candidate will provide a comprehensive answer. The four steps referenced in the acronym are the following:

Situation:  Describe the context within which you performed a job or faced a challenge at work. For example, perhaps you were working on a group project, or you had a conflict with a co-worker. This situation can be drawn from a work experience, a volunteer position, or any other relevant event. Be as specific as possible.

Task:  Next, describe your responsibility in that situation. Perhaps you had to help your group complete a project within a tight deadline, resolve a conflict with a co-worker, or hit a sales target. 

Action:  You then describe how you completed the task or endeavored to meet the challenge. Focus on what you did rather than what your team, boss, or co-worker did. 

Instead of saying, "We did XYZ," say, "I did XYZ.") 

Result:  Finally, explain the outcomes or results generated by the action taken. It may be helpful to emphasize what you accomplished or what you learned.

Since you won’t know in advance  what interviewing techniques  your interviewer will be using, you’ll benefit from preparing several scenarios from the jobs you’ve held.

Make a list of the job qualifications. First, make a list of the skills and/or experiences that are required for the job you're applying for. It may help to look at the job listing and similar job listings for indications of the required or preferred skills/qualities. You can then  match your qualifications to those listed in the posting .

Create a list of examples. Then, consider specific examples of occasions when you displayed those skills. For each example, name the  situation, task, action, and result .

Match your skills to the job. Whatever examples you select, make sure they are as closely related to the job you’re interviewing for as possible.

Prepare a response. For each example, prepare a brief response:

• Describe the situation (2-3 sentences).
• Explain your task (1-2 sentences).
• Describe the action you took (2-3 sentences).
• Share your result (2-3 sentences).

You can also take a look at  common behavioral interview questions and try answering each of them using the STAR technique.

Tell me about a time you had to complete a task within a tight deadline. Describe the situation and explain how you handled it.

Example answer.

While I typically like to plan out my work in stages and complete it piece by piece, I can also achieve high-quality work results under tight deadlines. Once, at a former company, an employee left days before the deadline of one of his projects. I was asked to assume responsibility for it, with only a few days to learn about and complete the project. I created a task force and delegated work, and we all completed the assignment with a day to spare. In fact, I believe I thrive when working under tight deadlines.

What do you do when a team member doesn't complete their share of the work?

When there are team conflicts or issues, I always try my best to step up as team leader if needed. I think my communication skills make me an effective leader and moderator. For example, one time, when I was working on a team project, two of the team members got embroiled in an argument, both refusing to complete their assignments. They were both dissatisfied with their workloads, so I arranged a team meeting in which we reallocated all the assignments among the team members. This made everyone happier and more productive, and our project was a success.

Tell me about a time you showed initiative on the job.

Last winter,   I was acting as an account coordinator, supporting the account executive for a major client at an ad agency. The account executive had an accident and was sidelined three weeks before a major campaign pitch.

I volunteered to fill in and orchestrate the presentation by coordinating the input of the creative and media teams. I called an emergency meeting and facilitated a discussion about ad scenarios, media plans, and the roles of various team members in relation to the presentation. 

I was able to achieve a consensus on two priority ad concepts that we had to pitch and on related media strategies. I drew up a minute-by-minute plan of how we would present the pitch. Based on our discussions, the plan was warmly received by the team. The client loved our plan and adopted the campaign. I was promoted to account executive six months later. 

How can you share examples of your achievements during a job interview?

One of the best ways to share your accomplishments with an interviewer is by telling a story . When answering questions, share a description of what you did and how you achieved a positive outcome. This way, you’re showing the interviewer what you’re able to do rather than just telling them you can do the job.

What can you do when you can’t think of an answer to an interview question?

When you’re asked a challenging question, use the STAR interview technique to respond. Think of something you did at work related to the question, then explain how you handled the situation and what the outcome was. 

MIT.edu. “ Using The STAR Method for Your Next Behavioral Interview .”

CareerOneStop. “ Types of Interviews .”

Case.edu. " STAR Strategy Examples ."

The University of New Mexico. “ STAR Method Interview Prep .”

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Article • 9 min read

STAR Method

A model approach to nail your next interview.

By the Mind Tools Content Team

"Can you tell me about a time when you…" is a phrase that can strike fear into interviewees. Your mind goes blank, you get flustered and blurt out the first ill-thought-out example that comes to mind.

Fortunately, the STAR Method can prepare you to answer this type of tricky interview question effectively. And, as we'll see, you can also use the framework beyond interviews to help you identify, reflect on, and demonstrate positive behaviors in other areas of your work life.

What Is the STAR Method for Interviews?

STAR stands for Situation, Task, Action and Result . It's a framework developed to prepare for and answer competency-based questions in interviews.

Employers ask behavioral-based questions to understand how you've dealt with issues and challenges in the past – and to predict how you'll likely react to situations in their workplace. They're also used to assess whether you have the skills and knowledge needed for the role.

When you use the STAR Method, you draw from real-life work experiences, and communicate them clearly to your interviewer. Let's look at each step in turn.

The Four-Step STAR Interview Method

Competency-based interviews ask open-ended questions designed to reveal how you approach and overcome workplace challenges. Think of the STAR technique as the structure to tell a story that demonstrates your skills .

• Situation: start by setting the scene for your example. Here, you outline a specific challenge you faced and give the interviewer some context. For example, you could name a project you worked on, where it took place, and the size of your team.
• Task: this is where you explain your role in the situation. Again, give a few brief details. For example, were you the leader? What was your goal? What were you tasked to do?
• Action: now you explain what you did. Be specific and explain how you overcame the challenge. Outline the steps you took to resolve the situation. Even if it was a team effort, explain what you did and lead with "I" instead of "we" to detail your approach.
• Result: finally, summarize the effects of your actions. Mention specific results in your answer, and, if possible, talk about facts, figures and stats that quantify your success. You can also discuss what you learned and share insights that you can apply to future challenges.

How to Answer STAR Interview Questions

Let's look at a STAR Method example, and answer a classic interview question: "Describe a problem that you faced at work – and how you dealt with it."

Situation: "In my last job as a studio manager, two of my designers left just after we landed new business with a big client. Our first deadline was in four weeks!"

Task: "I didn't have time to recruit new designers, given the tight timescale. So, as well as manage the studio, I had to step in and do some of the design work and hold weekly progress updates with the client."

Action: "First, I revised my task list and delegated as many jobs as possible to my studio assistant. For example, they set up job descriptions for the new roles and liaised with recruitment agencies. I also reached out to freelancers I knew, to plug the gaps until we found new hires. With that, and a few late nights, we hit the deadline for our first campaign. It brought in a much-needed $15,000 for that quarter."

Result: "The client loved our work. Now, they account for 40 percent of our business. The situation also taught me to keep a bank of freelancers. I looked into our work culture, too. Exit interviews with the employees who left revealed that they wanted more learning opportunities. So I now take a greater role in making learning and development part of our company culture."

At each stage of the STAR model, career coach Michael Higgins [1] recommends that you:

• Be specific to engage and convince your interviewers.
• Be concise to hold their attention for every question.
• Finish on a positive note to leave a strong impression.

Prepping for Behavioral Interview Questions

Recruiters want to see beyond your resumé to understand how you have behaved in work situations. They're looking for a combination of knowledge, skills, and attributes. These usually fall under common competencies such as teamwork, leadership and decision-making.

You can use the STAR approach to turn your experiences into answers for almost any question that comes your way.

Following the tips below will give you a bank of answers you can turn to.

You'll find examples of typical questions in our article How to Answer Interview Questions .

• Update your CV/resumé using the STAR Method as a guide. This will enable you to create more compelling applications for future jobs, and then better articulate past achievements in an interview. Tell a story that illustrates how you put your training and experience to practical and effective use in the workplace.
• Review the job description and match up your skill sets using the STAR framework, so that you can later illustrate them in the interview. You should also research the company and industry to which you're applying, to help predict the types of challenges they face. Where have you experienced and resolved similar issues?
• Look for the similarities between behavioral interview questions. The wording of questions may be different, but they will be looking for evidence of the same behaviors. For example, with some tweaking, you can apply the same STAR answer to: "Tell me about a time when you had to rely on a team to get things done," and "Think of a time when you worked effectively in a team situation."
• Practice your answers in front of a mirror or get a friend to interview you. That way, talking about your achievements will come more naturally. And you'll learn how to flex and adapt your bank of answers to fit almost any competency-based question.
• Be honest. Don't be tempted to use the STAR Technique dishonestly or to exaggerate your skill level . You'll come unstuck if you're hired and later called on to put those skills into practice.

The STAR Technique for Hiring Managers

Use the following tips to make best use of the STAR method if you are interviewing candidates:

• Match your questions to the role requirements. Spend time considering the competency level and behavioral skill set you want to see. The more specific you are, the more effective your STAR interview questions are likely to be.
• Take a balanced approach. Don't base too much of the interview around the STAR technique. Or you may end up clear about how the candidate might react in certain situations, but have little idea of who they are as an individual.
• Allow for nerves. If a candidate is struggling to answer a STAR interview question, don't be afraid to reframe it slightly. This can encourage them to get over their anxiety, and to better communicate their knowledge and experience.

Looking Beyond STAR Interviews

The ability to reflect on – and articulate – your successes is also useful outside of the interview room. For example:

• Self-reflection. Use the STAR method to help recognize your strengths and weaknesses anytime, to build your confidence and aid in plotting your career. Similarly, a Personal SWOT Analysis identifies opportunities and obstacles in your life, based on your talents. This can point your career in a direction that plays to your strengths and away from your weaknesses.
• Reframing negative thoughts into positive ones. The STAR approach can also be used to create affirmations . And studies by the National Center for Biotechnology Information in the U.S. [2] support the idea that repeating positive statements about your successes will improve your outlook and build your resilience.
• Giving feedback. If you're a manager, coach or mentor, you can use the STAR technique to support people so they can recognize their strengths , boost their confidence and develop themselves.

Infographic

Check out our STAR Treatment infographic .

The STAR Method ( Situation, Task, Action and Result ) is a framework to help you to prepare, reflect on, and answer behavioral interview questions effectively. It's not a tool to memorize "perfect answers." Rather, it's a skeleton key to unlock your strengths and experiences.

If you're a recruiter, understanding the method enables you to uncover the skills, behaviors and knowledge required for a particular role.

Use the STAR Technique at any time to help yourself (and others) to recognize strengths, build confidence and think more positively.

[1] The Guardian. (2014). ‘Using the Star technique to shine at job interviews: a how-to guide’ [Online]. Available here . [Accessed December 18, 2020]

[2] NCBI. (2016). ‘Self-affirmation activates brain systems associated with self-related processing and reward and is reinforced by future orientation’ [Online]. Available here .

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Interview Skills

What to Do Before, During and After Your Interview

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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. 

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.

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.

25 examples of STAR interview questions

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

Take time to look over the job description and highlight the transferable skills and experience you need to succeed in the role. Recruiters will tailor their behavioral questions to find out if you have the right skills for the job. 

If the role you’re interviewing for requires problem-solving skills , for example, you may be asked something like, “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 you’re interviewing for. 

Your answers should provide concrete and verifiable evidence that shows how you dealt with challenges in the past. Avoid vague statements and walk the interviewer through the specific steps you took to achieve your desired result.

3. Practice your answers 

Simulating a real interview will help you feel more prepared and confident. Plus, practicing with a friend can offer you a fresh perspective and tell you what’s working and what isn’t. 

Even if you’re practicing on your own, answer the questions out loud. The more comfortable you get vocalizing your answers, the more natural you’ll sound during the interview.

4. Get ready for common behavioral questions 

Review common behavioral interview questions and use the STAR technique to answer them. Common STAR interview method questions focus on soft skills like communication, collaboration , leadership behaviors , or problem-solving. 

For instance, 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.

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, BetterUp can help. Our world-class coaches offer guidance and support to help you during this transition.

Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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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 most in-demand skills for 2023 , 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. 

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Using the Star technique to shine at job interviews: a how-to guide

Here’s our guide to using the Star technique when answering questions in competency-based job interviews

• Looking for a job? Explore the range of vacancies on Guardian Jobs and find the perfect role for you

There are many types of interviews, from the free flowing to the formal, but one that you are likely to come up against at some point is the competency-based interview.

They’re designed to make the job application process as objective as possible, removing any conscious or subconscious bias by the interviewer by asking each candidate the same questions. Some people feel this type of interview is more stilted – there can be less opportunity to build rapport. However, they are very common, especially in large organisations and the public sector, so it’s worth refining your technique.

The questions will be driven by a competency framework that’s required for the job. For example, a marketing executive may require problem-solving skills, or a job in customer services may require conflict management skills.

The interview questions tend to start with a variation of, “Tell me about a time when…” This may sound simple but, in the heat of the interview, it’s easy to give an unstructured answer, miss out key details, or let the story peter to a halt.

One way of avoiding this is by using the Star acronym to structure your response. Here are two examples of how to implement the technique:

A candidate for a marketing executive role might be asked: “Tell me about a time that you solved a problem to a tight timescale.” Here’s how you could structure your response:

S ituation – set the context for your story. For example, “We were due to be delivering a presentation to a group of 30 interested industry players on our new product and Stuart, the guy due to deliver it, got stuck on a train from Birmingham.”

T ask – what was required of you. For example, “It was my responsibility to find an alternative so it didn’t reflect badly on the company and we didn’t waste the opportunity.”

A ctivity – what you actually did. For example, “I spoke to the event organisers to find out if they could change the running order. They agreed so we bought ourselves some time. I contacted Susan, another member of the team, who at a push could step in. She agreed to drop what she was doing and head to the event.”

R esult – how well the situation played out. For example, “Stuart didn’t make the meeting on time but we explained the problem to the delegates and Susan’s presentation went well – a bit rough around the edges but it was warmly received. Stuart managed to get there for the last 15 minutes to answer questions. As a result we gained some good contacts, at least two of which we converted into paying clients.”

There are a few things to note with this response: it’s important to speak in specific rather than general terms and quantify your success. In this example, we mentioned 30 delegates, the names of the people involved and quantified two contacts converted to clients. From a listener’s perspective, this makes the story more interesting and they are more able to gauge your success. Nameless figures and undefined successes can make the answer less feel less convincing. Secondly, as there are likely to be many questions and interviewers have short attention spans, it’s important to keep your answers concise: convey the maximum achievement in the minimum time. Finally, it’s important to finish on a positive note so the overall impression is strong.

In a second example, a candidate for a customer services role is asked: “Describe a situation when you had to deliver excellent customer service following a complaint”

S ituation: “A customer rang up complaining that they’d waited more than two weeks for a reply from our sales team regarding a product query.”

T ask: “I needed to address the client’s immediate query and find out what went wrong in the normal process.”

A ctivity: “I apologised, got the details and passed them to our head salesperson, who contacted the client within the hour. I investigated why the query hadn’t been answered. I discovered that it was a combination of a wrong mobile number and a generic email address that wasn’t being checked. I let the client know and we offered a goodwill discount on her next order.”

R esult: “The client not only continued to order from us but posted a positive customer service tweet.”

Used at its best, the Star structure is invisible to the listener and it simply comes across as a well-articulated example. Create a bank of answers in this format in advance, so don’t struggle to do it on the day and can make it appear as seamless as possible.

Michael Higgins is a career coach at This is My Path and is author of Pit Stop: A Career Workbook for Busy People .

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Interview Questions

Comprehensive Interview Guide: 60+ Professions Explored in Detail

26 Good Examples of Problem Solving (Interview Answers)

By Biron Clark

Published: November 15, 2023

Employers like to hire people who can solve problems and work well under pressure. A job rarely goes 100% according to plan, so hiring managers will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.

But how do they measure this?

They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.

Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”

Problem-Solving Defined

It is the ability to identify the problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.

Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences. 

It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.

Watch: 26 Good Examples of Problem Solving

Examples of problem solving scenarios in the workplace.

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.

Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” since you’re likely to hear this interview question in all sorts of industries.

Example Answer 1:

At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.

Example Answer 2:

In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.

Example Answer 3:

In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.

Answering Questions About Problem Solving with the STAR Method

When you answer interview questions about problem solving scenarios, or if you decide to demonstrate your problem solving skills in a cover letter (which is a good idea any time the job description mention problem solving as a necessary skill), I recommend using the STAR method to tell your story.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact.

Finally, describe a positive result you got.

Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.

Example answer:

Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way.   We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online.  Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.

What Are Good Outcomes of Problem Solving?

Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.

Below are good outcomes of problem solving:

• Saving the company time or money
• Making the company money
• Pleasing/keeping a customer
• Obtaining new customers
• Solving a safety issue
• Solving a staffing/scheduling issue
• Solving a logistical issue
• Solving a company hiring issue
• Solving a technical/software issue
• Making a process more efficient and faster for the company
• Creating a new business process to make the company more profitable
• Improving the company’s brand/image/reputation
• Getting the company positive reviews from customers/clients

Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.

Tips to Improve Your Problem Solving Skills

Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. So to improve your problem solving skills, I recommend always analyzing a problem and situation before acting. When discussing problem solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Next, to get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t. Think about how you can get better at researching and analyzing a situation, but also how you can get better at communicating, deciding the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem solving ability.

If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.

Related interview questions & answers:

• How do you handle stress?
• How do you handle conflict?
• Tell me about a time when you failed

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How to Use the STAR Interview Method to Land a Job

During a job interview , you will probably be asked to tell a story, or prompted to “describe a time when” you encountered a particular situation. The best way to answer these types of questions is to use the STAR method.

What Is the STAR Interview Method? 

The STAR method is a guide for how to answer behavioral questions in an interview, and it helps to effectively show your interviewer how you behave in certain situations. 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 comes in handy, especially 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 .

How Does the STAR Method Work?

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

As an example of what STAR looks like in practice, let’s turn to James Durago, director of people operations at FeatureBase (formerly Molecula). Durago used the STAR method when he was interviewing for his job at Molecula. The question posed to him: “When did you have to quickly grow a team and how did you do it?” 

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. 

Durago’s situation: He had been charged with staffing Google Cloud’s program management five times in a single year to keep pace with business goals and plans. 

2. Describe the Task

Describe your main task, objective or goal in the situation, and what your responsibilities entailed.

For this and all elements of STAR answers, interviewers will listen for the amount of detail, for personal accountability and for consistent information, said Adams of SHRM. Blaming or shaming clients, colleagues or other parties in the case of an anecdote relaying a mistake can send up a red flag, as can stories thin on detail or those packed with inconsistencies.

Durago’s task: He was tasked to find and interview thousands of candidates, with the goal of hiring hundreds. 

3. Explain How You Took Action

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.

Durago’s action: He talked to others on his team to get a perspective on why the team needed to grow five-fold. He also figured out constraints to hiring, formulated a plan, executed the plan, and iterated as needed. 

4. Share the Results

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. 

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. The STAR format is a strategic way to focus your accomplishments into a strong narrative. 

Durago’s result: His team grew and met expectations, making for a result that met the challenge Durago was handed. 

More on Interview Questions How to Answer ‘Tell Me About Yourself’ In a Job Interview

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 . Practicing 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 (“ where do you see yourself in five years ” and “ why should we hire you ” are among them) and practicing responses.

What Are Behavioral Interview Questions?

Behavioral interview questions gauge how candidates may react in certain work situations. They intend to uncover employee characteristics beyond just hard skills, and can reveal how employees navigate aspects like teamwork, communication, problem solving and stress.

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.”

Behavioral questions are one of three widely used interview techniques , Adams said. The others are competency-based, which aims to discover how a person performed in certain situations, and then situational, which asks a candidate how they’d approach a hypothetical situation. 

The STAR method is designed to help job seekers formulate clear and compelling answers to behavioral interview questions.

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?

Great Companies Need Great People. That's Where We Come In.

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!

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