Have you ever had an interview question that began with “Tell me about a time when…”? This guide is for you if you have trouble telling stories or tend to ramble during interviews.
STAR method interviews require you to think of situations where you took beneficial actions on the ground. You must be able to tell interviewers your experience(s) as a story with a clear moral.
Here you will learn how to provide a well-structured story from your former employment in response to interview questions.
Let’s start with what the STAR methodology entails and how it can be applied. We have also set likely examples with answers to guide you.
What Is STAR Methodology?
The STAR method is an interview technique that provides a simple style for relating a story by outlining the Situation, Task, Action, and Result.
- Situation refers to setting the stage and providing the essential information of your case.
- Task involves describing your responsibilities in the given situation.
- Action refers to specifying the precise measures you took to remedy the issue.
- Result is about sharing the outcomes that your activities produced.
By including these four elements in your account, you can provide the interviewer a digestible yet engaging narrative of your accomplishments.
The STAR process allows a recruiter to follow along, but also judge, based on the candidate’s response, how well they might match the position.
What Questions Does the STAR Approach Address?
STAR can be used to respond to behavioral interview questions (or any other kinds of questions where you need to tell a story). Apply STAR to prompts that ask for a real-life example of how you handled a problem (i.e., how you behaved in the past).
These questions are straightforward to answer. Frequently, they begin with:
- “Tell me about a time when…
- “What to do when…
- Have you ever…
- Give an illustration of…
- Describe a situation…
When responding to these kinds of inquiries, coming up with an appropriate example is only the beginning.
You must provide the information compellingly and understandably, without excessive rambling. This is what the STAR interview method permits. It gives a basic structure for candidates to convey a compelling story about their former employment.
Behavioral interview questions can be answered using the STAR technique.
How Exactly Is the STAR Method Applied?
The STAR Method is a systematic approach to interviewing. It is imperative that candidates focus on what’s vital, so you never miss a key point or detail. Follow this procedure to provide the most effective STAR interview responses.
1. Describe the Incident
If the recruitment manager asks about a time you didn’t meet a client’s expectations, don’t start mentioning how you got them.
Your goal here is to give a clear picture of your situation, so the interviewer can understand the rest of your answer.
Focus on what is unquestionably pertinent to your story and the interview question you are responding. The STAR approach is intended to be straightforward. Sometimes people provide too much detail, and their answers are too long. Concentrate on one or two sentences for each letter of the acronym.
2. Highlight the Assignment
You’re recounting this story because you had a significant role in its occurrence. This portion of your response informs the interviewer of your precise position.
This is readily mistaken for the “action” component of the response. Before delving into what you performed, this section describes your precise tasks and objectives in that particular scenario.
As customer success manager, my goal was to increase our “trial” to “paying” list by 25% in quarter one.
3. Explain How You Took Action
Now that you’ve provided the interviewer with a feel of your function, it’s time to describe your responsibilities. What steps did you take to attain your objective or resolve the issue?
Resist the temptation to provide a vague or evasive response such as “I worked hard on it” or “I conducted research.”
This is your opportunity to highlight your work in detail, so be precise. Ensure that you provide sufficient detail regarding precisely what you did by delving deeply into the subject. Did you work with a team, utilize a specific software or form a comprehensive plan? These are the answers your interviewer would like to hear.
“I began by revisiting our content marketing techniques and adding content upgrades that incentivized email subscribers, which increased our list immediately.”
4. Analyze the Results
This is your moment to shine and describe how you made an impact. The concluding piece of your response should describe the outcome of your activity. This is the most crucial aspect of the reaction.
When emphasizing your accomplishments, quantify them whenever possible. Numbers are invariably persuasive. You can also mention long-term effects, such as a new means of communication or task completion.
Did the contract continue with your client? Did you receive positive feedback on your presentation?
The outcome must be positive; otherwise, you shouldn’t be recounting this story. Does this imply that you cannot relate stories about issues or obstacles or that every incident you discuss must have been successful? Certainly not.
Even if you failed or made a mistake, share what you learnt or how you improved.
How Do You Prepare for Your Interview Using the STAR Method?
Plan what stories you’ll tell and how you’ll tell them so you can use the STAR strategy in your next interview. These tips will assist you:
1. Review the Position’s Description
The job posting you applied to provides a wealth of information that will inform you of the qualifications a company seeks in a candidate. Consider which traits and abilities are essential for the role, then find stories highlighting them.
If you’re applying for a client-facing role, prepare a narrative about great customer service. Choose a few compelling, adaptable examples. You will not benefit from the STAR interview method if you utilize it to structure an utterly irrelevant anecdote.
You cannot predict exactly what the interviewer will ask you. Still, you can prepare a few anecdotes about different types of events that you can modify and adapt for different queries.
2. Write Out Crucial Details
It is acceptable to enter an interview with notes or a cheat sheet. For each of your stories, take down the most significant details. Additionally, remember to record any specific numbers.
3. Develop Your Narrative Skills
Even though the STAR method is effective, you must ensure that your delivery is up to par. Practice your answer in a mock interview or in front of a mirror, so it feels natural and comfortable.
It’s okay to wait a few seconds if you’re having trouble coming up with a suitable example.
STAR Method Interview Example: Frequently Asked Questions and Answers
Let’s look at some of the most common questions asked at STAR interviews and how to answer them.
1. Tell Me About a Goal You Had and How You Achieved It
This question regarding your behavior aims to learn how you set and attain goals.
Situation: When I started working as a salesperson at company X, I didn’t quite make my first-quarter sales goal.
Task: This gave me the drive to not just meet my sales goal for the second quarter but to beat it.
Action: I broke my goal into smaller weekly goals and changed how I made sales. I used social selling to find and build relationships with new customers.
I also asked my sales manager to help me improve my closing skills and how I deal with objections. Those were the two things I had to get better at.
Result: With this new plan, I could make 10% more sales than I had planned.
2. Tell Me About a Time You Didn’t Do Well. How Did You Bounce Back?
Everyone experiences failure. It’s what makes us human. Be true to yourself and think about what you learned from the situation. When you tell the truth about a failed time, it shows you have integrity.
Situation: Not long after being promoted to senior project manager, I was in charge of a big client’s project. Usually, it would take about a month to finish this project. However, the client was in a hurry and asked if I could finish it in three weeks.
Task: Since it was my first project, I agreed and gave myself a three-week deadline to prove myself. Not long after that, I realized I’d need a little more time to finish it well.
Action: I called the client immediately and told them I was sorry. I also asked for an extra three days, and they were kind enough to let me have them.
Result: In the end, I could finish the project and turn it in before the new deadline. But I learned how to manage my time better and not make promises I can’t keep.
3. Tell Me About a Time When People Didn’t See Things the Way You Did
This is a tricky way to ask about behavior. In this case, the question means, “Tell me about a time when you were able to get someone to see things your way.”
Situation: I recently led a meeting to come up with ideas. The goal of this session was to make a brand awareness campaign for a product that my company was about to launch.
Task: One of my teammates and I had different ideas about the campaign’s direction. I wanted to focus more on getting the most out of social media, while he wanted to work with other brands.
Action: I asked my coworker to meet with me one-on-one. My goal was to see things from his point of view and come up with a solution that we could both be happy with. I asked him to tell me about his thoughts and ideas. I told them what I thought after I had listened and given constructive criticism and feedback.
Result: As a result, I could see blind spots in my strategy and improve it. I also got my coworker to agree with my plan by explaining why it would work.
So, I put our ideas together and made a successful campaign to raise brand awareness. Our social media activity and website traffic increased by more than 40%.
To Wrap Up
The star method interview example may initially appear intimidating. However, with preparation and foresight, you should see behavioral interview questions as a chance to highlight your qualifications.
Explore All Generate Interview Questions Articles
Are you trying to apply for a job? Have you already prepared yourself for possible inquiries? You should practice answering unique…
Due to the continual progress of technology, companies need to hire more technical experts. However, they employ a technical recruiter…
Interviews are a big part of the teacher selection process. They’re a great way to assess whether the applicant is…
Are you trying to hire new people for your company? Do you prefer people with unparalleled sets of skills? You…
One of the most essential steps in advancing your career is to interview for director positions. The job requires a…
Your interview questions for managerial or supervisory positions are different from other jobs. You can improve your preparation for an…