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What is the STAR Interview Process?
The STAR method is a structured interview technique that focuses on asking and answering behavioral interview questions in a specific and detailed manner based on real-life examples. Often the questions and answers will involve a work-related scenario, but candidates may also draw from experiences in school, volunteering, hobbies, or their personal lives.
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STAR is an acronym that stands for:
- Situation: The scenario or situation that the candidate was in
- Task: The task they needed to complete the goal they were working toward
- Action: A detailed breakdown of the actions taken to address the situation and reach their goal
- Result: The outcome achieved, and what they learned as a result
The Purpose of the STAR Interview Process
The purpose of the STAR method is to obtain an in-depth understanding of how a candidate approaches different situations. The STAR interview method brings out real-world examples of the candidates’ strengths, so you can more effectively evaluate them.
For example, let’s say you’re looking for someone who is collaborative and works well in a team environment. It’s one thing for a candidate to say that they’re a great team player, but it’s another more helpful thing for them to give an in-depth overview of how they worked with others to complete a challenging project or how they navigated a disagreement among team members.
How to Use the STAR Interview Process as an Employer
The STAR method is primarily a method of answering interview questions, but you can craft your behavioral interview questions to elicit STAR responses.
Keep in mind that not every question in an interview needs to elicit a STAR response. It’s a best practice to get basic, non-behavioral questions out of the way first. For example, you may want to quickly verify that they’re alright with the commute or hybrid work schedule or whether they’ve used a specific computer program before.
Here are some techniques for getting the best responses to STAR questions.
Choose questions related to the ideal candidate’s attributes
Think about what you’re looking for in your ideal candidate for the open role. Do you want them to be a natural leader, an analytical thinker, or someone who’s cool under pressure? Behavioral questions and STAR responses are a great way to evaluate those attributes.
Ask open-ended questions
Behavioral interview questions should be open-ended and ask the candidate about a general experience, such as a time they had to meet a deadline or navigate a setback. Avoid questions that will lead to simple yes or no answers.
Don’t be afraid to use two-part questions
Sometimes candidates need to be prompted to give STAR responses. If you didn’t get all of the details you wanted from the candidate’s initial response, prompt them with a follow-up question. A request for more details like, “What was the final outcome?” can encourage more thorough responses.
Encourage candidates to draw from a variety of experiences
Candidates can pull their answers from their non-work-related experiences: their role on a big project or group assignment in college or a hobby group they’re a part of. Sometimes a particular question may not apply to their recent job or they may just not be able to think of a work-related example on the spot.
13 Sample STAR Interview Questions to Copy and Paste
Use these sample questions to encourage STAR responses from candidates.
Sample STAR Interview Questions
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- Working on a tight deadline:
Can you share a time when you had to finish a project quickly? How did you manage your time to get everything done? - Resolving team conflicts:
Tell me about a time when you disagreed with a teammate. How did you work through it, and what happened in the end? - Making hard decisions:
Have you ever had to make a tough choice at work? How did you decide what to do, and what was the result? - Learning from challenges:
Can you tell me about a goal you didn’t reach? What went wrong, and what did you take away from the experience? - Your proudest project:
What’s a project you’re really proud of? Why does it mean so much to you? - Handling difficult customers:
Have you ever had to deal with an upset customer? How did you approach the situation, and what was the outcome? - Managing priorities:
Can you describe a time when you had too much to do at once? How did you figure out what to tackle first? - Overcoming a setback:
Tell me about a time something went wrong while you were working toward a goal. How did you handle it and move forward? - Motivating others:
Have you ever had to encourage a team to reach a goal? What did you do to keep everyone motivated? - Fixing a problem:
Can you share a time when you noticed a problem and decided to fix it? What steps did you take, and what was the result? - Learning from mistakes:
Mistakes happen to everyone. Tell me about one you made and what you did to make it right. - Adapting to change:
Can you think of a time when something unexpected changed at work? How did you adjust to the situation? - Going above and beyond:
Tell me about a time you went the extra mile. What did you do, and how did it make a difference?
- Working on a tight deadline:
What To Look For in STAR Candidate Responses
Listen for each part of the STAR response: the situation, task, action, and result.
The action is often the most helpful for candidate evaluation. You’ll want to listen to how they approach problems and what strategies or skills they use to get to their desired result. This is where you’ll learn the most about their thought processes, attitudes, and personal strengths.
Pros and Cons of the STAR Interview Process
The STAR interview process can be a great candidate evaluation tool, but it may not be the right fit for every interviewer or candidate.
Pros
- STAR interview responses provide a clearer picture of how the candidate would behave and perform at work if hired.
- The STAR method allows candidates to display their accomplishments and skills more effectively.
- It’s flexible enough to accommodate early career talent with transferable skills from school or extra-curriculars rather than full-time work.
Cons
- The STAR interview method requires fairly long-winded responses, which can make the job interview more time-consuming for everyone involved.
- Not all candidates are familiar with the STAR method, and some may find the questions intimidating or confusing.
- It puts candidates on the spot, as they need to quickly remember and explain past situations in fairly great detail while they’re likely nervous.
STAR vs. Other Interview Methods
When it comes to structured interview techniques, the STAR method and the WHO method are two of the most widely used frameworks for assessing candidates. While both aim to be consistent and objective in hiring, they cater to different aspects of candidate evaluation. Here’s a closer look at how these methods compare and what they offer:
| The STAR Method | The WHO Method | |
| Overview | The STAR method is a behavioral interview framework that focuses on understanding how a candidate has handled specific situations in the past. It’s an acronym for: • Situation: What was the context or challenge? • Task: What was the goal or responsibility? • Action: What steps did the candidate take? • Result: What was the outcome or achievement? | The WHO method, developed by Geoff Smart and Randy Street, takes a broader, holistic approach to interviewing. It emphasizes aligning the candidate’s long-term potential with the company’s needs. The process typically involves four key steps: 1. Define the role’s outcomes: Identify the key results the position must deliver. 2. Create a scorecard: Develop a checklist of desired skills, values, and achievements. 3. Conduct structured interviews: Use a combination of behavioral, reference, and cultural-fit questions. 4. Focus on results: Explore patterns in the candidate’s career to assess their capacity for success. |
| Best for | The STAR method is ideal for roles where past performance is a key indicator of future success. It works well when assessing skills like problem-solving, teamwork, leadership, and adaptability. | The WHO method is well-suited for hiring leadership positions or roles requiring strategic decision-making and alignment with organizational goals. |
| Advantages | • Offers concrete examples of how a candidate operates in real-world scenarios. • Reduces subjectivity by focusing on measurable outcomes. • Helps interviewers evaluate specific competencies required for the role. | • Focuses on the candidate’s overall potential and career trajectory. • Encourages alignment between the candidate’s values and the company’s culture. • Incorporates reference checks to verify claims. |
| Limitations | • Focuses on past behavior, which may not always reflect future potential. • May not provide a full picture of a candidate’s cultural fit or long-term potential. | • Requires a more extensive evaluation process, which may be time-consuming. • Less emphasis on specific past scenarios compared to the STAR method. |
STAR vs. Other Structured Interview Processes
There are additional structured interview techniques that offer unique benefits:
Competency-Based Interviews
These focus on specific competencies or skills identified as essential for success in the role, often using rating scales for evaluation.
- Best for: Roles with clearly defined technical or interpersonal skill requirements.
- Advantage: Provides consistency in assessing key competencies.
Case Study Interviews
Candidates are presented with a business scenario or problem and asked to outline their solution.
- Best for: Analytical or strategy-driven roles.
- Advantage: Tests critical thinking and problem-solving skills in real-time.
Which Interview Method Should You Use?
Choosing between the STAR method, WHO method, or other structured approaches depends on your hiring goals and the role you’re filling.
• For roles requiring specific skills or past performance as a predictor, the STAR method is an excellent choice.
• For leadership positions or when assessing long-term potential and cultural alignment, the WHO method provides deeper insights.
• For specialized or technical roles, combining competency-based or case study interviews with one of these methods can yield the best results.
Ultimately, the right interview framework helps you make confident, objective hiring decisions while aligning your team with your company’s mission and goals.
Wize Words
Tools like Wizehire’s structured interview guides and DISC+ assessments can further enhance the process by providing data-driven insights into candidates’ skills and personalities.
Frequently Asked Questions
No, behavioral interview questions and STAR method questions aren’t necessarily different. Candidates can use the STAR interview response method to answer any behavioral interview question. If you’re interviewing someone and want to encourage STAR method responses, you can adjust your questions to make it clear that you want to hear about the situation, task, action, and result. Consider using phrases like “What steps did you take and what was the end result?” to your standard behavioral interview questions for STAR results.
The STAR method isn’t the only structured interview strategy available for candidate screening, though almost all use some form of behavioral questions. The WHO interview method is another popular choice that focuses on what the candidate did, how they did it, and the outcomes. Some employers also use pre-employment assessments as a screening tool alongside structured interviews to evaluate a candidate’s skills in a specific area.
To prepare for a STAR interview, identify the key competencies and skills required for the role. Develop a list of behavioral questions that ask candidates to share specific examples of past experiences related to those competencies. Use a structured scoring rubric to evaluate answers consistently across candidates. Consider incorporating follow-up questions to dig deeper into their actions and outcomes.
The STAR method focuses heavily on past behavior, which may not always predict future performance, especially in new or evolving roles. Candidates with less experience might struggle to provide detailed answers, even if they have potential. Also, over-rehearsed responses can make it challenging to assess authenticity. Balancing STAR questions with other interview methods, like situational questions, can help address these limitations.
Yes, the STAR method works well for remote hiring. It provides a structured way to evaluate candidates fairly, even in virtual interviews. Clear, concise behavioral questions encourage candidates to share relevant examples, and structured evaluation promises consistency. To optimize the video interview process, consider combining STAR with other tools like skills assessments to evaluate remote-specific abilities, such as communication and time management.
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