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What is the STAR Interview Method?
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 or goal that they were working toward
- Action: A detailed breakdown of the actions taken to address the situation and reach their goal
- Result: The final outcome achieved, and what they learned as a result
The Purpose of the STAR Interview Method
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 navigated a disagreement among team members.
How to Use the STAR Interview Method 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 be applicable to their recent job or they may just not be able to think of a work-related example on the spot.
Sample Questions for STAR Interviews
Use these sample questions to encourage STAR responses from candidates:
- Describe a situation where you needed to complete a project on a tight deadline. What was the project and how did you manage your time to meet the deadline?
- Tell me about a time that you had to navigate a conflict with a team member.
- Have you ever had to make a tough decision at work? Share how you came to your decision and what the outcome was.
- Tell me about a time that you were unable to accomplish a goal. What happened and how did you learn from it?
- Describe the project that you’re most proud of. What was it and why was it so rewarding for you?
- Share an experience where you had to deal with an upset customer. What did you do to diffuse the situation?
- Tell me about a time when you had too much on your plate and had to prioritize tasks.
- Describe a setback that you experienced while working towards a goal? How did you navigate it to get back on track?
- Can you tell me about a time when you had to motivate others to work towards a goal?
- Share an example of a time when you identified a problem and worked towards a solution.
- Tell me about a time you made a mistake at work (or in school)? What did you do to fix it?
- Describe a time when you had to adapt to unexpected change at work. What happened and how did you navigate it?
- Give me an example of a time that you went above and beyond at work.
What To Look For in 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 used 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 Method
The STAR interview method 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 gives candidates an opportunity 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.
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Using the STAR method can help draw out more detailed answers that provide meaningful insights into the candidate’s thought processes and behaviors.
By actively listening to the candidates’ responses, hiring managers can evaluate their work style, strengths, and potential fit within the team.
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.
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