STAR

Methode
From Behavioral
Event Interview
 We can all agree that job interview questions
can be stressful. Some, more than the
others.
If that’s the case for you as well, you’re going
to love the STAR method. It’s a not-so-
secret formula to answering behavioral
questions (or STAR interview questions)
the right way every single time.
—Someone Famous
What is The STAR Interview
Methode?
● The STAR method is a technique used to answer behavioral interview
questions in a structured and compelling way. You can use the STAR method
for ANY interview question, it’s most useful for answering behavioral
interview questions.
● So, what are behavioral interview questions, exactly? they’re just like any
interview question, but their main focus is on real-life work situations.
EXAMPLE :
Interview Question :What’s your strength?
Behavioral Interview Question :Give us an example of how you used your
strength at work, and what kind of results did it drive?
● Behavioral questions prompt job candidates to give specific examples of how
they’ve handled past situations or challenges.
● Spotting behavioral questions that require a STAR response is easy. They usually start
with prompts like these:
> Tell me about a time…
> Share an example of a time…
> Describe a time when…
> Have you ever…

● STAR Methode used for give the right amount of background, clearly shows
the challenge without getting too detailed, presents the process when approaching the
problem, and ends on a high note using data and numbers to show their results.By using
the above formula, it’s much easier to structure your answer so that the HR manager
doesn’t get lost following your story.
● The acronym STAR stands for Situation, Task, Action, Result. Each pillar helps you tell
a well-thought-out short story that has a beginning, middle, and end. Let’s take a closer
look at each one:
 Situation Task
What’s the context?
Set the scene by briefly
01 02 Talk about your
responsibilities or the
describing the situation, tasks you had to complete
challenge, or event you
faced

Action Results
Describe what steps you
took to overcome the
03 04 Describe the results of
your actions. If possible,
challenge or address the use numbers or hard data.
situation And Share what you
achieved through your
actions
EXAMPLE BEHAVIORAL INTERVIEW QUESTION AND USE
STAR METHODE

Tell me about a time you failed. What happened and what did you learn?
● S - “During my last job, I was managing the web dev team in charge of setting up an online e-
commerce store for one of our clients. In hindsight, I was too ambitious with the project, and
over-promised the turnaround rate for the website. I told them we’d be done within 2 months, as
it seemed like a very cookie cutter project at the time. However, around 2 weeks into the project,
we realized we were off by at least a month, as we would have to hand-code a bunch of stuff that
we thought was open source or sold as packaged plugins.”
● T - “So, I had to inform them about the issue, give an updated deadline for our team, and fix my
mistake.”
● A - “After the meeting, they were understanding, but not very happy. I then assembled our web
developers and started working hard on the project the very next day. We focused 100% of our
time on fixing the issue, outsourced some of the small tasks to save time, and ended up fixing
everything before the new deadline.”
● R - “In the end, their site was a success and I learned a valuable lesson on managing expectations.
I realized that sometimes it’s better to under-promise and over-deliver, and learned how to better
set and manage deadlines for my team.”
1. Situation
● For the Recruiter :
1. giving the recruiter context around the specific situation or challenge
candidates faced.
2. to know the skill or capability candidate is complex enough for the role
3. to know how candidate take high stakes and demonstrates expertise.
● Example :
> Recruiter’s question :
“Give me an example of a goal you’ve set and how you achieved it.”
> Candidate use STAR Methode for answer : “When I first transitioned into
a sales role at company X, I was a bit shy of meeting my first-quarter sales
target. ”
2. Task
● For the Recruiter :
1. to know the task that candidate had to complete and what candidate
involvement was.

● Example :
> Recruiter’s question :
“Give me an example of a goal you’ve set and how you achieved it.”
> Candidate use STAR Methode for answer :
S: “When I first transitioned into a sales role at company X, I was a bit shy
of meeting my first-quarter sales target. ”
T : “This motivated me to not only meet my sales target during my second
quarter but exceed it. ”
2. Action
● For the Recruiter :
1. to know and assess how candidate have accomplished it.

● Example :
> Recruiter’s question :
“Give me an example of a goal you’ve set and how you achieved it.”
> Candidate use STAR Methode for answer :
S: “When I first transitioned into a sales role at company X, I was a bit shy
of meeting my first-quarter sales target. ”
T : “This motivated me to not only meet my sales target during my second
quarter but exceed it. ”
A: I broke my goal down into smaller weekly goals and changed my sales
strategy. I leveraged social selling to find new customers and develop
relationships with them. I also asked my sales manager to coach me on my
closing techniques and objection handling. Those were the two areas I needed
to improve in.
2. Result
● For the Recruiter :
1. to find out if they have the right skills for the job
2. To know and assess how candidate demonstrade certain skills, behaviors, and abilities
in a past situation
● Example :
> Recruiter’s question :
“Give me an example of a goal you’ve set and how you achieved it.”
> Candidate use STAR Methode for answer :
S: “When I first transitioned into a sales role at company X, I was a bit shy of meeting
my first-quarter sales target. ”
T : “This motivated me to not only meet my sales target during my second quarter but
exceed it. ”
A: I broke my goal down into smaller weekly goals and changed my sales strategy. I
leveraged social selling to find new customers and develop relationships with them. I
also asked my sales manager to coach me on my closing techniques and objection
handling. Those were the two areas I needed to improve in.
R : “With this new strategy, I managed to exceed my sales target by 10%. ”