There are no sure-fire secrets to acing an interview question. But there is an acronym…
Knowing how to answer competency-based interview questions can often be your key to success at an interview. And while we can’t provide you with the exact response you’ll be able to use, we can make sure you approach each one the right way. It’s all about technique.
Never heard of the STAR interview technique? Here’s how you can use it to nail your next interview:
“The STAR method is your go-to framework for answering interview questions with impact. By walking the interviewer through the situation, task, action, and result, you turn your experience into a compelling story that highlights your strengths. It’s a simple structure that helps you stay focused, confident, and memorable, especially when the pressure’s on!”
Eleanor Schader, Senior Area Manager | Reed
What is the STAR method?
The STAR method is a simple, structured interview technique to help you answer competency-based and behavioural questions.
It’s an acronym that stands for:
- Situation
- Task
- Action
- Result
This framework helps you provide a comprehensive story about your past experiences, demonstrating your skills and abilities with real-world evidence.
When should I use the STAR interview technique?
You should use the STAR interview technique whenever you’re asked a question that requires you to give a specific example of how you’ve handled a situation in the past.
These are typically competency-based questions (AKA behavioural interview questions), which are designed to see how you’d react to certain situations by asking for real-world examples to back up your claims.
These questions often start with phrases like:
- ‘Tell me about a time when…’
- ‘Give me an example of…’
- ‘Describe a situation where…’
Candidates can easily be thrown by these types of open-ended questions. But don’t let their nature fool you. There is a formula you can apply to keep your answers on track, and that’s where the STAR approach comes in.
Common interview questions and answers
How to use the STAR method (with examples)
To use the STAR technique effectively, all parts of your answer need to work together to tell a coherent story.
Here’s a breakdown of how to approach each letter of the STAR format, complete with examples.
S – Situation
Think of this section as ‘setting the scene’.
Provide the interviewer with a bit of background about the situation. Give them enough context to understand the scenario. Try to be specific, and include names and dates where appropriate to help add credibility.
STAR method example: Situation
‘At my previous role at Company Name Ltd, I was responsible for representing the firm at trade shows. In my second year, three of the major events we usually attended were scheduled within one month of each other – they were usually spread out over a much longer period.’
T – Task
Build on the background you’ve given and explain what was required of you.
Specifically, what was your role in the situation? What were the major tasks you needed to complete, the goals you were working towards, or the challenges you needed to overcome? Mention why it was important and any constraints you were facing.
STAR method example: Task
‘This meant a tremendous amount of work was compressed into a tight window. These shows were a huge source of lead generation for the company, so it was essential that we attended and presented our products in the best possible light. My specific task was to manage the logistics, preparation, and presentation for all three events.’
A – Action
This is where you explain what you actually did.
Outline the steps you took to address the task. Be specific and focus on your individual contributions, even if you were part of a team. The key to this section is to identify what skills the interviewer wants to see and reinforce them in your answer. Use ‘I’ statements to show ownership.
STAR method example: Action
‘I took a hard look at the workload and realised preparing for all three events to our usual high standard was going to be impossible. I analysed the potential return from each show and prioritised them. I scheduled a meeting with my manager to present my findings, and we agreed to focus our resources on the two most promising events. Once that was decided, I created a detailed project plan with interim deadlines for each task to ensure all materials were ready and we could represent the company well.’
R – Result
Finally, it’s time for the pay-off.
Explain the outcome of your actions. What happened in the end? Everyone loves a happy ending, and recruiters are no different. Where possible, make the result quantifiable with numbers, percentages, or concrete outcomes to really nail your answer.
STAR method example: Result
‘The two events went off without a hitch, and I brought several high-quality leads back to our sales department. One of those leads resulted in a £100,000 contract for the company. In the end, I was pleased I’d made the strategic call to focus our efforts, as it led to a significant, measurable success.’
Tips for using the STAR format in interviews
Here are a few final tips to help you master the STAR model for your next interview.
1. Prepare your stories in advance
Impressing at a competency-based interview is all about how you tell your story. It’s vital to prepare beforehand. Think about the key competencies for the role and prepare a few examples from your past experience that demonstrate them. Write down concrete, quantifiable details that could fit a range of situations.
2. Don’t be afraid of failure
It’s tempting to only talk about your successes, but don’t shy away from including a bit of adversity or even a time when things didn’t go to plan. It humanises you and helps convince the interviewer of your sincerity. All jobs involve difficulties; the interviewer is trying to figure out how you’ll handle them. Showing you can learn from a mistake is a valuable skill.
3. Keep it natural
The STAR framework is a guide, not a script. While it can help structure your answers and calm your nerves, don’t follow it so rigidly that you sound like a robot. Make sure your response flows naturally from one point to the next. Keep it conversational and concise, and this acronym will be your new best friend.
Ready for your next interview?
Not sure which questions will come up? Don’t panic – everyone gets the pre-interview jitters (even the experts). But that’s where good preparation comes in. Whether you’re facing your first interview or you’ve done it more times than you can count, a few extra tips and tricks never hurt.
Start by brushing up on common interview questions and how to answer them. Or, if competency-based questions are your nemesis, check out our guide to competency-based interviews for practical strategies and examples.
We’ve also put together some top tips on how to calm your nerves before the big day, along with advice on what you shouldn’t do at an interview.
And for the ultimate confidence boost? Buy James Reed’s new book: Why You? 101 Interview Questions You’ll Never Fear Again, and start loving Mondays now.
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