Interviews can be nerve-wracking for even the most confident among us. It’s hard not to feel anxious when you’re being examined under a microscope. Wouldn’t it be great if there was a way to stride into the interview full of confidence, knowing that you have a great answer for any question that may be thrown at you? Well, there is! In this article, we’re introducing the STAR method. Read on to ace your next interview.

What is the STAR method for interviews?

The STAR method is a tried-and-tested technique for tackling those common behavioural interview questions - the type that start with “tell me about a time when…” or “what would you do if…”. They provide a structure to ensure you’re presenting your response in a logical, concise, and high-impact way. 

If you have a habit of rambling and waffling on, the STAR method helps you to keep your answer tight and to-the-point. Alternatively, if you struggle to come up with comprehensive answers under pressure, it provides a sequence to keep you talking. 

STAR is an acronym that stands for Situation, Task, Action, and Result. The STAR technique requires you to frame your answer within those categories to show how you use the required skills. Let’s take a look at how to do that in more detail. 

How to use the STAR method 

We know that your answer needs to be broken down into four categories - Situation, Task, Action, and Result. 

• The Situation can be a simple sentence or two, introducing the scenario to your interviewers. Don’t be tempted to add too much detail - stick to what is strictly necessary for the interviewer to understand the rest of your answer. 

• The Task can be outlined equally briefly - what did you need to do to resolve the situation? 

• The Action is where the bulk of your answer lies. Explain to the interviewer the steps you took to resolve the situation. Your answer here shows how you tackle certain kinds of problem, so you’ll need to go into detail, be specific, and explain why certain actions were required. 

• The Result is an explanation of the outcome of your actions. If you can quantify the outcome or show a benefit to the business, that’s the ideal response for this part of your answer. 

Expert tip: For the icing on the cake, you could consider adding any key learnings you took from the example or explain what you would do differently next time to improve the outcome. 

STAR interview questions and answers 

That all seems straightforward in theory, so let’s take a look at some common STAR method interview questions and some model answers, to show how it works in practice. 

Tell me about a time when you showed good leadership skills

Situation: A new member of my team was underperforming and not meeting his sales targets. 

Task: I needed to get the employee back on track, so that the team as a whole was able to meet its targets. 

Action: I met with the employee in private, to raise my concerns. They showed a lack of confidence in their role, so we agreed an action plan to boost their confidence. The plan involved internal product training, shadowing a more experienced colleague, and regular check-ins where we could both provide feedback on progress. I took care not to blame and accuse, but rather to support and encourage. 

Result: The employee’s performance improved slowly but surely. By the second month he was able to meet his target, which boosted his confidence. He now contributes as a valued member of the team. 

Tell me about a time that you delivered great customer service

Situation: Our shop is situated near a school and we get a lot of parents dropping in before and after the school run. 

Task: I was asked to find ways of maximising revenue from these customers, as they would often only buy a few things. 

Action: I carried out some market research to find out what the parents needed, and what prevented them from spending longer in store. I identified that the parents found shopping with their children in our store to be stressful and that the shop didn’t stock everything they needed. As a result, I recommended to management that we stocked more child-friendly products, such as school uniform, stationery, and accessories. I also suggested child-size shopping carts to make the experience more enjoyable and interactive for children. 

Result: The new products and carts were a great hit and there are plans to expand the product range. Our takings are up 24% on the same period last year. 

When have you had to make a difficult decision?

Situation: The company needed to save a significant amount of money and was looking at potential layoffs. 

Task: I managed a team of 15 and was asked to identify three people for redundancy. 

Action: I value everyone in my team and they are all great at their job, so this was a very difficult decision to make. I decided that transparency and honesty was the best approach. I explained to my team that the company was looking at potential redundancies. I emphasised that there would be nothing personal in the final selection and all decisions would be made in the best interests of the business. I decided that the fairest way to select people was to ask initially if anyone wanted to take voluntary redundancy, and then to operate on a last-in, first-out basis. I also took steps to ensure the productivity and morale of the remaining staff wasn’t negatively impacted by these changes to the team. 

Result: One person volunteered for redundancy and I had to then break the news to the two newest members of the team that their roles were being eliminated. Although this was an exceptionally difficult decision, they were grateful that I handled it with empathy. The company is now in a stronger financial position and we haven’t suffered a decline in productivity. 

Give me an example of a time you’ve had to solve a problem at work 

Situation: We were receiving a high number of complaints about a particular product. 

Task: I was assigned to investigate the complaints, identify any common themes, and implement a solution. 

Action: I started by collating data from the customer service team and it quickly became apparent that the problem was related to the product being damaged in transit. I called a meeting with the Packaging Technologist, the Warehouse Manager, and the logistics provider to identify whereabouts in the supply chain the problem was occurring and to brainstorm solutions. We decided to look at improving the packaging. Enquiries proved that this could be done cost effectively, so we immediately put in place a process to change to a more robust box. 

Result: By the following quarter, complaints had dropped from 10% to below 2%. The logistics provider also agreed to provide training to their staff to improve product handling in future, as a further safeguard. 

How do you react under pressure?

Situation: A colleague was off sick, but we knew she had an important client presentation scheduled the next day. 

Task: I was asked to deliver the presentation instead of her. I was under a lot of pressure as we were trying to win a valuable client and the business would lose money if the presentation didn’t go well. On top of that, I was unfamiliar with the client and the work my colleague had already done. 

Action: I took myself off into a meeting room on my own, so I could familiarise myself with the client, the presentation, and the work my colleague had done so far, without any interruptions. I also took the time to contact the client to explain the situation, ask if there was anything I needed to know in advance and confirm the time of the meeting. When I felt prepared, I asked a colleague to watch me practise the presentation and took his feedback on board. 

Result: The presentation went well and the client thanked me for stepping in at short notice. We ended up winning their business, which is currently worth $100,000 a year to the company. 

You can use these STAR method examples to inspire your own answers, so let’s explore how you could go about preparing and practising.

How to prepare to use the STAR method in an interview

As you can see, the STAR interview method needs you to have plenty of examples at your fingertips. That means you need to take time ahead of the interview to think of examples from your recent career to use. There’s no way of knowing exactly what you’ll be asked during the interview, but here are our top tips on how to stay one step ahead: 

• Look closely at the job advert - it should give you a good idea of what skills and competencies the company is looking for. 

• Think of what has gone well in your career, for example projects you’ve worked on, awards you’ve won, results you’ve delivered… these are all great ideas to form into a STAR response. 

• Check out past performance reviews - they’re a great reminder of what you’ve done well and the work you’ve delivered.

• Consider any challenges you’ve encountered professionally and how you dealt with them. 

• Check out our article about the most common interview questions and prepare your own answers using the STAR method. 

• Make notes - it’s perfectly acceptable to take them into the interview with you, it shows you’re prepared and keen. Avoid writing out the full answer though - your interview should be a natural conversation rather than a script. 

Other uses for the STAR method

The STAR method is a popular framework for answering interview questions, but it has plenty of other uses during a job search. Consider these other times when STAR examples could improve your application: 

• On your CV: We know that strong CVs include achievement-focused bullet points. You can use the STAR method to create these bullets, as long as you keep them brief and to the point. Focus on the result and the actions that you took to get there, rather than the situation and task. 

• On a personal statement: When a role asks for a personal statement, the blank page can be a daunting prospect. It’s much easier to start writing if you can provide a concrete example for each requirement listed in the Person Specification for the role. And yes, those examples should be presented in STAR format. 

• In a cover letter: While a cover letter should be kept short, you may want to include one or two key achievements that are particularly relevant to the role you’re applying for. And you guessed it - you can use the STAR method here too!

Use the STAR method to position yourself as the best candidate 

We’ve seen how the STAR interview technique can help you to structure and present clear examples of how you approach situations and how you can use your skills to deliver results for a business. With practice and preparation, your next interview will be a walk in the park!

If you’re not getting the interview invitations that you know you should, it could be that your CV isn’t showing you off to your best advantage. Why not send it for a free CV review by the experts at TopResume? Their advice will ensure you’re putting the best version of yourself forward every time.