star method essay writing

TopAdmit- Online Application Essay Editing

College admissions essay editing, the “star” approach to writing admissions essays.

Confounded by that admissions essay ? Don’t know where to start? Just remember that you have a story to tell, and this is your chance to shine: be a “STAR!”

S – Situation

It’s all about telling a story. Remember the last dramatic movie you watched? Very likely there was an opening shot to establish what the story was going to be about–the situation. Soon after that, the hero or heroine made an appearance and it became clear exactly what kind of challenge might be confronting him or her in the course of this film–they had a task before them. And then–Action! The heroine made her moves, did her thing, and moved the story forward, until finally the original situation was resolved and there was some sort of closure. In the end, the audience knew the result.

The Situation

This is the set-up of the story, giving TIME, PLACE and CONTEXT. It could be a general setting, but it might also include the broader challenge or conflict that you or your organization faced.

For example an applicant might write: “Last year, I volunteered to chair a fundraising committee for cancer research at my company, where we were challenged to meet a fundraising goal of $10,000.”

This answers the question: What was the situation that I (or my team) faced *before* I started taking action?

This is your role in the story. It often takes the form of a GOAL, an OBJECTIVE STATEMENT, or an IMPORTANT DECISION to be resolved. It’s important to highlight your collaboration with others, but remember that for purposes of the essay, you are the star of your own story.

For example: “My main functions were to assign specific jobs to committee members, check on their progress, and help establish and meet deadlines for obtaining donations.”

This answers the question: What specific challenge did I face, given the aforementioned situation?

The Action

Here’s the heart of the story: admissions officers want to know how you work in action. Offer the highlights and don’t get bogged down in too much detail. This could be in a team context, but remember to show how your actions made a contribution.

For example: “I motivated the team by having them meet recovering cancer patients. I assigned tasks and checked in regularly, and successfully mediated team disputes. I led the team to visit 20 local businesses and ensured that deadlines were met.”

This answers the question: What actions did I take to resolve the situation and advance toward my (our) goal?

It’s very important to show that there were indeed concrete results and that your actions made a difference. Specific details count here, and you should quantify your results.

For example: “My team convinced 25 businesses and 18 individuals to make donations, directly helping to raise $15,000 for the organization and exceeding our fundraising goal by 50%.”

This answers the question: What was the impact of my actions, and what was the final resolution of the dilemma outlined at the beginning of the story?

If this is ambiguous, muddled or uncertain, then you may want to go back and re-frame the situation or pick another story to tell altogether. On the other hand, a positive outcome and happy ending will make your story more powerful and establish you as its star.

It is always useful to read other people’s work to get a sense of what good essays are. To assist you, TopAdmit provides you some college admissions essay samples written by counselors and editors hailing from prestigious schools including Harvard. This page contains personal statement samples, statement of purpose samples, and application essay samples for college. But please remember, these are for your reference only; it is not to your benefit to copy their style or concepts. It not only violates academic ethics and could lead to an automatic rejection by the admissions committee — the point of our service is to help you construct a unique essay — not one similar to other essays.

University of California Admissions 2017

2 thoughts on “ The “STAR” Approach to Writing Admissions Essays ”

thanks for sharing the information..hope you guys will do the same work in future

January 25, 2017 at 5:28 am

Thanks for your nice words 🙂 We are trying our best!

May 18, 2017 at 6:14 am

STAR Approach for Admissions Essay Writing and Interviews

By admitStreet Team

20 August 2024

The STAR approach is a powerful tool for crafting compelling essays and acing interviews, particularly in the context of MBA admissions. It provides a structured method for showcasing your experiences, achievements, and problem-solving abilities.

By clearly outlining the situation you faced, the task at hand, the actions you took, and the results you achieved, STAR helps you present your stories in a way that is both engaging and easy to follow.

This article will explore the STAR framework in detail, discuss its effectiveness, and provide insights into how to avoid common pitfalls. We’ll also delve into variations of STAR, such as SCAR and CARL, to help you tailor your stories to different types of essay prompts.

What is STAR?

Components of star framework, why the star approach is effective, good vs. bad star essays: what makes the difference, common mistakes when telling star stories in admissions essays and interviews, variations of star: scar and carl, final thoughts.

STAR is an acronym that represents:

Situation : The context or background of the experience you’re describing.
Task : The specific responsibility or challenge you faced in that situation.
Action : The steps you took to address the task or overcome the challenge.
Result : The outcome of your actions, including what you achieved and any measurable impact.

This is where you set the stage for your story. Describe the context, the environment, and any relevant details that give the reader a clear picture of what was happening. The situation should be specific enough to allow the reader to understand the challenges and constraints you were facing.

Example: “While working as a marketing manager at XYZ Corp, our team faced a significant drop in market share due to a new competitor entering the market.”

The task is the specific challenge or responsibility you were assigned within the situation. It should clarify your role and what was expected of you.

Example: “My task was to develop a marketing strategy that would counter the competitor’s aggressive campaign and regain our market share.”

Here, you describe the specific actions you took to address the task. Focus on your contributions, decisions, and steps you implemented. It’s essential to highlight your thought process, leadership, and problem-solving abilities.

Example: “I conducted a thorough market analysis to identify gaps in the competitor’s approach, reallocated our budget to focus on digital channels, and led a cross-functional team to launch a targeted social media campaign.”

The result is the outcome of your actions. This is where you show the impact of your work, ideally with quantifiable results. It’s important to connect the results back to the initial situation and task, demonstrating how your actions led to success.

Example: “As a result, our campaign increased brand engagement by 40%, and we regained 15% of our lost market share within three months.”

The STAR approach is effective for several reasons:

Clarity : It provides a clear structure that helps the reader follow your story without getting lost in details.
Focus on Results : By emphasizing outcomes, STAR ensures that you highlight the impact of your actions, which is crucial in demonstrating your value to the admissions committee.
Conciseness : STAR encourages you to be concise, focusing on the most critical aspects of your story without unnecessary digressions.
Adaptability : The STAR approach can be adapted to a variety of essay types, making it a versatile tool in your essay-writing arsenal.

The STAR approach is particularly useful for essays that ask you to:

Describe a leadership experience or a time you led a team.
Discuss a challenge or failure and how you overcame it.
Reflect on a significant achievement or accomplishment.
Explain a situation where you had to make a difficult decision.

In these types of essays, the STAR framework allows you to present a compelling narrative that clearly demonstrates your skills, experiences, and the value you can bring to an MBA program.

Understanding what distinguishes a good STAR essay from a bad one is crucial for crafting compelling responses in your MBA admissions essays. Below are examples of good and bad STAR essays, along with an analysis of what makes each effective or ineffective.

Good STAR Essay Example

Leadership Essay Example :

Situation : “In my role as a project manager at XYZ Corp, our team was tasked with launching a new product within six months, but halfway through, we faced a significant delay due to supply chain issues.”
Task : “I was responsible for finding a solution to keep the project on track and avoid a costly delay.”
Action : “I negotiated with suppliers to expedite key components, reorganized the project timeline, and secured additional resources to ensure timely completion.”
Result : “The product was launched on time, generating $2 million in revenue in the first quarter and receiving positive feedback from customers.”

Why It’s Good :

Specificity : The essay provides detailed context, clearly outlining the situation and the challenges faced. The task is well-defined, making it clear what the applicant was responsible for.
Focus on Action : The actions taken are described in a way that highlights the applicant’s leadership, problem-solving, and decision-making skills.
Quantifiable Results : The results are measurable and directly linked to the applicant’s actions, demonstrating a tangible impact.
Clear Structure : The STAR format is followed closely, ensuring that the story flows logically and is easy to follow.

Bad STAR Essay Example

Prompt: Describe a time when you had to unexpectedly use your leadership skills.

Situation: About a year ago, I was given the chance to lead a project when my manager fell ill. I wasn’t officially a “manager” at that time, so this was a significant opportunity that I took very seriously.

Task: My primary responsibility was to quickly take charge and ensure that everyone on the team fulfilled their duties. It was crucial to meet the project deadline because the client we were working with was known for being difficult.

Action: I first assessed the situation and decided to divide the work evenly among the team members. This was challenging because some team members were technically not as strong, and I knew I’d have to keep a close eye on them to ensure they met their deadlines. I then sought approval from my manager and the client. It took time to explain the situation to my manager, who wasn’t very technical, but he trusted my judgment and eventually agreed with my approach. Unfortunately, the client made additional requests, and I couldn’t convince them that these changes would delay the project. I returned to the office and adjusted everyone’s work assignments. Despite the client’s continued requests and changes, I managed to keep the project on track by working late nights and weekends to cover for some of the less motivated team members. After three months of intense effort, we met the deadline.

Result: Thanks to my leadership skills, the project was completed successfully.

Issues with the Ineffective STAR Story

Informal Language: Phrases like “given the chance” and “like” detract from the professional tone needed in an admissions essay.
Focus on Title Over Actions: The candidate emphasizes the title of being a leader rather than detailing the specific actions taken to demonstrate leadership.
Negative Tone: Criticizing team members as “technically not as strong” and describing the client as “difficult” may reflect poorly on the applicant’s interpersonal skills and professionalism.
Lack of Quantifiable Results: The conclusion lacks measurable outcomes, missing an opportunity to showcase the significance of completing the project.

How to Improve the Ineffective STAR Story

To revise the ineffective STAR story into a compelling narrative, consider these improvements:

Situation: “A year ago, I was unexpectedly entrusted with leading a critical project when my manager became ill. This was a significant responsibility, and I was determined to ensure the project’s success.”

Task: “My main objective was to coordinate the team effectively to meet a tight deadline while upholding high-quality standards, particularly given that we were dealing with a demanding client.”

Action: “I initiated a team meeting to evaluate everyone’s strengths and strategically distribute tasks, ensuring each member could contribute meaningfully. I maintained regular check-ins to provide support and resolve any issues. Moreover, I communicated proactively with the client to manage expectations and integrate their feedback without jeopardizing our timeline.”

Result: “Through our collaborative efforts, we completed the project two weeks ahead of schedule, resulting in a 15% increase in client satisfaction and earning recognition from senior management for our teamwork and efficiency.”

This revision not only refines the language and tone but also emphasizes the applicant’s leadership skills, strategic thinking, and ability to achieve measurable results.

The STAR method (Situation, Task, Action, Result) is a widely recognized framework for structuring compelling stories in admissions essays and interviews. However, many candidates make common mistakes that can undermine the effectiveness of their STAR narratives. Here are some of the most frequent pitfalls and how to avoid them:

Lack of Specificity

Mistake : Using vague or general examples that lack concrete details and fail to showcase skills effectively.

Improvement : Choose specific examples that are directly relevant to the question asked. Use clear, vivid details to illustrate the context, your actions, and the outcomes.

Neglecting the Result

Mistake : Failing to articulate the results of your actions, which is a critical part of the STAR method.

Improvement : Always conclude your story with a clear outcome. Quantify your results when possible, such as mentioning percentage increases in sales or improvements in efficiency. If quantifiable results are not available, focus on qualitative outcomes, such as enhanced team morale or client satisfaction.

Rambling and Lack of Focus

Mistake : Losing focus and including unnecessary details that make the story unclear or unfocused.

Improvement : Follow a clear structure and stick to the main points. Use transitions to guide the reader through your story. Practice your stories to ensure they are concise and within the appropriate length.

Exaggeration or Dishonesty

Mistake : Embellishing or fabricating details in an attempt to make the story more impressive.

Improvement : Be honest and realistic in your examples. Emphasize the positive aspects of your actions and results, but don’t be afraid to acknowledge challenges or mistakes you faced. Use confident and enthusiastic language without sounding arrogant or scripted.

Lack of Preparation

Mistake : Failing to prepare a variety of STAR stories that showcase different skills and situations.

Improvement : Before the interview or writing the essay, identify and practice 6-10 STAR stories that highlight key skills relevant to the program. This preparation will help you respond confidently and adapt your stories to specific questions.

Repeating Information from the CV

Mistake : Retelling professional history that is already covered in the CV, wasting valuable space in the essay.

Improvement : Use the essay to explain the motivations, passions, and values behind your career decisions. Demonstrate how the experiences shaped your personal growth and goals.

While the STAR (Situation, Task, Action, Result) method is a popular framework for structuring responses in MBA admissions essays, there are other variations that can be equally effective depending on the type of essay prompt. Two such variations are SCAR (Situation, Challenge, Action, Result) and CARL (Context, Action, Result, Learning). These frameworks offer different approaches to highlighting your experiences, making them particularly useful for certain types of essays.

SCAR (Situation, Challenge, Action, Result)

SCAR is a variation of the STAR framework that emphasizes the challenges you faced in a particular situation. This approach is especially useful when you want to highlight your problem-solving abilities, resilience, and capacity to overcome obstacles. In SCAR, the “Challenge” component replaces the “Task” in STAR, focusing more on the difficulty or complexity of the situation.

Components of SCAR

Situation: Describe the context or background of the scenario. Where were you? What was happening at the time? Set the stage for the challenge you were about to face.
Challenge: Explain the specific challenges or difficulties you encountered. This is where you highlight the obstacles that made the situation particularly tough. Challenges could range from technical issues, resource constraints, or interpersonal conflicts to unexpected changes in project scope.
Action: Detail the steps you took to address the challenge. This is where you showcase your decision-making, leadership, and problem-solving skills. Be specific about what you did and why you chose that course of action.
Result: Conclude with the outcomes of your actions. What was the impact of your efforts? Did you achieve your goals, and if so, how? Quantify the results if possible, to demonstrate the effectiveness of your approach.

When to Use SCAR:

Essays Focusing on Problem-Solving: If the essay prompt emphasizes overcoming adversity, solving complex problems, or navigating difficult situations, the SCAR approach can help you underscore the challenges you faced and how you tackled them.
Essays Highlighting Resilience: For essays that ask about resilience or perseverance, SCAR allows you to emphasize the difficulties you overcame and how you grew from the experience.

Example of a SCAR Framework in Action:

Situation: “As a senior analyst at XYZ Corporation, I was assigned to lead a crucial project with a tight deadline and limited resources.”
Challenge: “Midway through the project, we encountered a significant challenge when our main supplier suddenly went out of business, threatening to derail our timeline.”
Action: “I quickly identified alternative suppliers, renegotiated contracts, and reallocated resources to ensure the project stayed on track. I also kept open lines of communication with the client to manage expectations and provide regular updates on our progress.”
Result: “Despite the setback, we successfully delivered the project on time, resulting in a 20% increase in client satisfaction and securing a follow-up contract worth $1 million.”

CARL (Context, Action, Result, Learning)

CARL is another variation of STAR that introduces a learning component, encouraging you to reflect on what you gained from the experience. This is particularly valuable in essays that ask about personal growth, development, or how past experiences have shaped your future goals. The “Learning” component in CARL replaces the “Task” in STAR, placing greater emphasis on the insights and lessons you gained from the experience.

Components of CARL:

Context: Set the stage by providing the background or setting of the situation. This is similar to the “Situation” component in STAR, where you describe the environment and circumstances surrounding the event.
Action: Describe the actions you took to address the situation. As in STAR, this is where you detail the specific steps you took, focusing on your role in the process.
Result: Explain the outcomes of your actions. What did you achieve? How did your actions impact the situation? Be sure to include any measurable results to demonstrate the effectiveness of your approach.
Learning: Reflect on what you learned from the experience. This is where you connect the experience to your personal or professional growth. What insights did you gain? How has this experience influenced your future behavior, decisions, or goals?

When to Use CARL:

Essays on Personal Growth: If the essay prompt asks you to reflect on a time when you learned something significant or experienced personal growth, CARL is an ideal framework. It allows you to not only showcase your actions and results but also to demonstrate self-awareness and the ability to learn from experiences.
Essays About Leadership Development: For essays that focus on leadership development, CARL enables you to highlight how specific experiences have shaped your leadership style or approach.

Example of a CARL Framework in Action:

Context: “During my time as a marketing manager at ABC Company, I was tasked with launching a new product in a highly competitive market.”
Action: “I developed a comprehensive marketing strategy that included targeted digital campaigns, influencer partnerships, and a launch event. I also collaborated closely with the sales team to ensure alignment between our marketing and sales efforts.”
Result: “The product launch was a success, achieving a 30% market share within the first six months and exceeding our sales targets by 15%.”
Learning: “This experience taught me the importance of cross-functional collaboration and the value of integrating different perspectives into a cohesive strategy. It also reinforced my belief in the power of data-driven decision-making, which I have since applied to other successful campaigns.”

Mastering the STAR approach is crucial for anyone looking to make a strong impression in MBA admissions essays and interviews.

By structuring your experiences in a clear and compelling manner, STAR allows you to highlight your leadership, problem-solving, and teamwork skills effectively.

Understanding the nuances of what makes a good STAR story versus a bad one, as well as being aware of common mistakes, can significantly enhance the quality of your application.

Additionally, exploring variations like SCAR and CARL can provide further flexibility in how you present your experiences, ensuring that you can adapt to any essay prompt or interview question with confidence.

STAR Approach MBA Essay

MBA & Beyond Team

15/11/2023 | 8:16 pm

Here is the Snapshot of the article:

Crafting an application essay for top-tier MBA programs can be an intimidating challenge. It requires not just hard work and commitment but also thorough research, accuracy, and clear articulation. The key to a successful application lies in making your essay stand out from the myriad of others. A popular method among applicants to achieve this uniqueness is the STAR approach MBA essay. STAR, which stands for Situation-Task-Action-Result, is a structured approach often used to address behavioral questions effectively. Incorporating the STAR approach into your Why MBA essay can help you present your experiences and achievements in a compelling and organized manner, enhancing your chances of making a lasting impression on the admissions committee.

Following a sequenced approach based on STAR writing format would earn for uniqueness and allow you to present your relevant skills more elaborately.

This article will share elaborate STAR approach MBA essay, STAR essays format, and dynamics of the STAR approach to ace your MBA application essays and personal statement.

STAR Approach to Essay Writing Method

The STAR approach MBA essays, is a widely-used technique for organizing examples, whether it’s for crafting a CV, composing an achievement essay, filling out an application form, or responding to queries in an interview.

The STAR Writing format helps employers and admission councils evaluate the skills, qualities, and experiences you have that would help you fit with the job, program, company, or institution.

While drafting achievement essays for your B school application letters, remember that the two most crucial parts of the story are the actions you took on time and the results you achieved because of it.

The actions you describe offer a glimpse into how you handle specific situations, revealing your strengths and capabilities. The outcomes demonstrate your ability to effectively influence and execute the necessary actions when it matters most. Utilizing the STAR approach MBA essays can serve as an effective tool to articulate your thoughts both clearly and concisely.

Following the STAR Writing Method

The STAR writing format is a clever and bold way to approach a behavioral question presented at an interview which involves citing a situation, the task at hand, the action you took, and the subsequent results.

While setting up the situation in your essay, try not to indulge in citing unnecessary details the school won’t be interested in; always keep in mind that you are elected to write essays for interviews. Moreover, avoid industry jargon and uncommon acronyms.

Be precise when listing the tasks you were responsible for; you don’t have to add random details.

Amongst all, the action portion of your essay should be the lengthiest. It should clearly illustrate how you exceeded expectations if you can conclude with both quantitative and qualitative results and the impact you made, even better.

STAR Application Examples

In the below paragraph, we would deal with different essay and interview questions commonly framed by Top B Schools to get the most out of their candidates.

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Questions are precisely put to know any challenging situation you faced at your job or personal life and how you deal with it. This helps the admission council to understand what comes next and set expectations. Always remember that the admission council reviews a vast amount of highly qualified applicants, so the context is most important or else, you’ve lost them right out of the gate. Utilizing the STAR approach MBA essay can ensure that you provide the necessary context and engage the admission council effectively.

Classically, the context you are giving is one of the problems at work. Typically such problems include hitting sales targets, quality control issues, or just plain dysfunction among team members. The stage is being set for you to come in and save the day.

Explain the situation that you were faced with briefly. You could start sentences like: ‘during my degree’ or ‘while working in the company.’ Set up the situation for your reader as succinctly and clearly as possible. Leave out any “inside baseball” details that will bore the adcom. Remember, they want to learn about “what YOU did” and not about the intricate complexities of your organization, team, or client’s issues.

Any job that your manager or team assigned you to resolve or improve the situation you described above can be counted as your “Task.” Moreover, suppose a manager didn’t give the task. In that case, it could work on your side as you can explain how you decided on accomplishing the task yourself – which is an excellent opportunity to showcase to the interviewer how you have the initiative to go beyond discrete tasks assigned to you by a higher up. Briefly, you also need to explain what you did and how you met the criteria for success. If it was group work, demonstrate the overall group task but mainly focus on your role since B-schools are looking for team players in their top candidates.

But if the opposite happens, they ask you to describe your most impressive accomplishment; they want to understand your complete orders.

Action taken

This is the most substantial part of the essay writing method; action” is what you did to remedy that situation. It should cover around 55-70% of your article. While writing a perfect action scenario, there are four significant questions that you should keep in mind:

Highlight your unique sales turnaround plan, innovative manufacturing method for quality control, and how you motivated team members in your admissions materials. Admissions are keen on these achievements and your strategies.

The Action section is where you should expand a bit more and use this chance to shine. First, explain what you did specifically, and ideally, show how you went above and beyond in your role. Then, you can finally wrap up the essay by revealing what Results you achieved. Moreover, if you somehow can quantify the results of the impact you made, even better.

Keep in mind that both qualitative and quantitative outcomes are essential to include, if possible.

Before moving on to the next part in the STAR writing format, one specific word in the above paragraphs is highly imperative – “YOU.”

Well, to be honest, this is a widespread mistake made over and over again, even with well-prepared applicants. The admissions council doesn’t care much about what the “team” did – they want to know what YOU did exclusively. They want to understand how much of a force you are for an innovative change, how you exercise your leadership, analytical, and communication skills, and how you implement all that.

The Results

Results” is the conclusion to your answer. Given the above context and given what you did to resolve it.

What happened afterward
After your idea, did the sales numbers go up
Did those quality issues were resolved
Did your team start getting along

All these questions are answered in the concluding part

Moreover, the critical thing to remember while writing the results section is to add data wherever possible. Mention the numbers in your answer; data input increases the relevancy of your essays. It’s crucial to show that there were indeed concrete results and that your actions made many differences.

Quantify your Results

The numbers illustrate the amount of experience you have. Specific details count here; you should try to quantify your results. These numbers will also display your level of authority and responsibility. For example: “the sales number went up, directly helping to raise $15,000 for the organization and exceeding our goal by about 50%.” moreover, the numbers also illustrate the level generic, but of your success and the effectiveness of your actions

A positive outcome and happy ending will make your story more critical, establishing you as its star.

Using the STAR writing format to answer all your behavioral – make admissions life easy, as they are precisely looking for those things in an answer. Moreover, think of a handful of compelling examples and keep those at the top of your mind. Then, you can adapt those to polish your answers whenever you get hit with any behavioral questions.

Last but not least, always remember that it should be YOU, not the team, not your manager, who should be doing the task; if you were a bystander in the actions you are describing, look for a better, more compelling example.

How to Incorporate the STAR Approach in Your Personal Statement for an MBA Application

Crafting an Effective MBA Personal Statement: Tips and Techniques

1. Conduct Thorough Research

Understand the school and MBA program thoroughly before crafting your statement. Research forms the foundation of your writing.

2. Focus on Relevance

Write specific responses to questions, avoiding irrelevant information. Keep your statement concise and impactful.

3. Proofread and Edit

Ensure your statement is error-free. Even the best content loses credibility with numerous errors.

4. Create an Engaging Introduction

Hook the readers with a captivating introduction that sets the tone for the entire statement. Be concise and specific.

5. Practice Makes Perfect

Mastering the art of writing a compelling personal statement takes practice. Keep refining your skills through consistent practice.

Moreover, suppose you want someone to assist you at our organization, “ MBA and Beyond .” In that case, we provide you with college admissions essay samples written by our expert team of counselors and editors hailing from prestigious business schools.

We would provide you with personal statement samples, purpose samples, and application essay samples for college. Our team of experts dedicates themselves to helping you construct a unique essay — not one similar to others while following the STAR writing format.

Frequently Asked Questions

Why is the STAR method important?

Writing essays and drafting application letters for admission to a top B-school requires a lot of research work, creativity, and precision. Since the admissions council gets around thousands of application letters, the question arises what makes your letter better than anyone else? Following the STAR approach to describe a behavioral situation earns you points on the uniqueness. Also, even though many candidates are still following the STAR approach, your task, problem, action, and results may very well differ to a more considerable extent.

How do you write the STAR Method?

Results

Also, while following the STAR Writing format, the action paragraph is suggested to be the longest, covering almost 55-70% of the essay. Also, try to quantify your results as numbers illustrate the degree of your success and the effectiveness of your action.

What is a star statement?

A STAR personal statement is meant to describe your goals and ambitions to the admissions council. incorporating the STAR Writing format in your personal statement helps you to follow a step-wise approach in describing your statement of purpose. The best suggestion to follow for writing a STAR statement is to keep it specific and to the point rather than wasting your words and space in mentioning topics deemed irrelevant to the admissions council.

How do you use the STAR method on a job application?

While filing a job application, always remember that the company looks for individual leadership qualities, analytical skills, and teamwork. The STAR approach can be beneficial in establishing a compelling example of yourself.

What are STAR interview questions?

To be completely honest, the STAR interview comprises mainly of behavioral questions such as : Tell us about a specific situation where you needed to work beyond your discreet roles? What was the impact of your actions, and what was the final resolution of the dilemma outlined at the beginning of the story? These questions may look very generic, but answering any of them requires a lot of creativity, precision, clarity, and research work.

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STAR Method for MBA Essay Writing

Have you heard of the STAR interview technique? It’s when an interviewer asks you a behavioral question (which usually begins, “Tell me about a time when you…”), and you respond by laying out the Situation, the Task you received, the Action you took, and then the Result you achieved. It’s an excellent method for MBA hopefuls to leverage in adcom or alumni interviews. But did you know you can use the STAR method for MBA essay writing as well?

We’ve found that it’s a helpful way to organize essays, short-answer responses, and even resume bullet points. For example, let’s take an essay that asks you to describe your greatest professional achievement — in only 300 words. When you use the STAR method for MBA essay writing, it helps you pare down all of the information you could possibly include.

You’ll want to set up the Situation for your reader as succinctly and clearly as possible. Leave out industry jargon, acronyms, and “inside baseball” details that will bore the adcom. Remember, they want to learn about what YOU did — not the intricate complexities of your company or client’s issue.

Next, pinpoint the Task for which you were responsible. Sure, business schools are looking for team players. But if they’ve asked you to describe your most impressive accomplishment, they want to understand what your marching orders were.

The Action section is where you should expand a bit more and use this chance to shine. Explain what you did specifically, and ideally, show how you went above and beyond in your role. Then, you can wrap up by revealing what Results you achieved. Keep in mind that both qualitative and quantitative outcomes are important to include, if possible.

After you’ve got your S, T, A, and R information covered in your essay, read through it again. Ensure the emphasis is on the Actions you took and the Results you achieved. We know it’s hard to condense what may sometimes be a years-long project into only a few sentences at the beginning. But it’s better to keep the focus on why YOU will be a welcome addition to any MBA program.

Your final task of the STAR method for MBA essay writing is to ensure that you’re within the word count limit. Also, make sure that you’ve told the story of your achievement in a compelling, memorable way.

Finally, if you’re currently writing your essays, be sure to seek out the several essay-centric episodes of our B-Schooled podcast. Subscribe now (on Apple Podcasts , Spotify , Stitcher , or TuneIn ), so new episodes will be waiting for you every Wednesday morning.

And when writing your essays, remember:

Until next time,

The team at Stacy Blackman Consulting

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How To Use the STAR Method To Write MBA Essays That Sell Your Profile

Sep 30, 2021

Adcoms of top MBA programs read thousands of essays annually; needless to say, they are presented with plenty of stories and examples of candidates who want to prove to them that they stand out.

So, while you are writing your MBA application essays , how can you make your stories stand out while ensuring your impact and strengths are highlighted , while doing so in a relatively short amount of space?

One of the best ways to craft an efficient, detailed, and well-organized example is to use the STAR method . By the time you’ve finished reading this blog, you should have a solid understanding of what this successful technique is and how you can use it to market your experiences effectively!

What is the STAR method?

“STAR” is an acronym that stands for s ituation, t ask, a ction(s), r esult(s). Let’s break down exactly what these terms mean.

Situation

This is the part of your story where you describe the context for your experience. This should include all context and background information that the reader should know about the situation you were going into.

For example, if you are going to discuss that time that you were able to save 100 employees’ jobs through your analytics skills and leadership, your situation would be the reasons why these employees were going to lose their jobs (such as a necessary budget cut) and why this was a problem (for example, you knew that most of these employees were older and would have a difficult time finding replacement jobs to support their families).

Basically, in this section, you want to answer all of the “why” questions that your reader might have about the situation you were in.

For the task section, you will build from your situation by describing your own role and responsibilities as a part of this context. You should also include what specific challenges you would have to be facing.

Continuing with our previous example, the task could be written as follows:

“ As a senior data analyst, I proactively decided to leverage my technical skills and leadership position to try and save these employees’ jobs by taking a new look at the company’s budget-saving model. ”

Notice that this narrows down your story slightly, by focusing on how YOU were relevant to the broader situation you first described.

Now, in discussing action(s), it is time to focus on exactly what you did to tackle the issue and complete your task at hand. This should include all necessary steps to achieve the results.

For example, to show how you tackled the previous challenge, you can discuss the efforts you made to compile new data that was not previously included in the company’s model, how you developed a new analysis to highlight non-human budget cuts that coil benefit the company, and what you did to present this effectively to senior management.

This section should illuminate what made you stand out from others who might have been tasked with similar responsibilities — what approaches did you take? What work did you do to ensure success? How did you go above and beyond to solve the problems at hand? These are all questions that can help you choose which actions are most important to highlight — those that make you stand out and show how you achieved your results.

Finally, it is important for you to discuss the impact of your actions. This can include both immediate results and, if possible, broader/long-term results.

For example, you could discuss how you were able to save all 100 employees’ jobs by making previously overlooked unnecessary material costs, and, in the long-term, the company decided to implement a policy of annually updating their cost-saving models as you had highlighted the importance of maintaining the trust of workers.

The main objective in this section is to show why, given your situation and task(s), your particular actions were important. In most cases, your results will prove to the reader how your decisions were meaningful. Additionally, discussing results will provide a sense of conclusion to your story.

Note: for some essays, you may need to demonstrate failure or weakness . In these cases, it is perfectly acceptable to report either failed results, or no results at all. However, it is extremely important that you discuss why these results happened and what you learned!

How can you use STAR effectively?

Now that you know what STAR stands for, let’s focus on how to use this framework effectively to ensure your story is highlighting your most important ideas in a clear and interesting way!

Explain how you achieved your results, don’t just name actions

One mistake that our clients often make while discussing their actions is that they either are too general about what they did, or simply list a series of statements about what they did without explaining how they got there.

Instead, think of your results and everything that contributed to them, and describe what you did. If possible, provide the reasoning behind them as well.

While in most cases, you could write about every action and process you took, but you are most likely limited by word count. Even if you’re not, it’s always a good idea to stay focused, so choose only the most significant actions and those that are most relevant to your results!

Focus on YOU!

The STAR method should make it very easy for your reader not only to understand what took place, but to also see your role in all of it. Therefore, it’s very important that the focus of your story is you and not your team or company.

Even if it was a team effort, highlight your own actions within the team . You can discuss how you complemented your own approaches with others’, or discuss how you contributed to bigger results, but the emphasis should be on your own part of the story.

Highlight uniqueness

This brings us to the next important aspect of using STAR. While this gives you a framework to organize your story, you must still ensure you are telling the most impactful and interesting aspects of it.

To make sure you are telling the most important parts of the example while emphasizing your own uniqueness, think of the actions that you took that were different from what others may have done. How did you think outside the box, demonstrate exceptional thoughtfulness (for example, about other people or about long-term consequences), or go above and beyond? Be sure to include actions that answer these questions.

When discussing your results, be sure to also explain how these specific actions contributed to the results . This will really emphasize the impact of your uniqueness!

Highlight change

For examples of successful results, most candidates will illustrate what this success looked like (for example, increased revenue or a closed deal). While this is certainly a good way of discussing results, you can go even further if you can also show that you created some kind of positive change .

Not only will this really prove the value of your uniqueness, but it will also show that you are able to exceed expectations and drive progress . For example, some of our clients have discussed how they improved methodologies, built trust amongst their team members despite a previous history of lacking collaboration, or introduced environmentally-friendly production processes.

Include lessons learned

We often work with clients who use the STAR method effectively, but end the paragraph simply with numerical results.

What we must remind them is that it is critical to discuss what you learned from your example . If you are describing an example in which you succeeded, you should be discussing what strengths or approaches that were most important to your success. Discussing lessons learned shows the reader that you are able to make the most of your experiences and that you take that information forward with you to improve.

If you are discussing a failure, this aspect is even more important, as you must demonstrate to the reader that you have been able to grow from your mistakes. In this case, show what you realized that you did wrong and how you plan to do things differently in the future.

Adapting STAR to your experiences

STAR is a helpful way to organize and market your stories, but sometimes it can be extremely difficult to choose what details to include or exclude, or how to tailor your story to specific schools and questions.

If this is something you are concerned about, no need to stress! Our award-winning team has just the expertise you need to write the ideal essay to get accepted at the best MBA programs.

Whether it is choosing the best story to write about, prioritizing aspects of your examples to highlight, or effectively describing your strengths (or weaknesses) and lessons learned, we are here to make sure you are doing it all just right !

Our expert team is happy to help — sign up to work with us today !

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Using the STAR Method in MBA Interviews and Essays

Updated: Feb 1

What is the STAR method?

The technique popularly known as “STAR”, is an acronym for Situation, Task, Action and Result. It’s a framework you can use to structure your answers in an MBA interview and essays. It helps you keep your answer simple, clear and well structured so you don’t miss any critical details. It will focus your answer on the actions you took and the results you achieved. It stops you from giving a waffly and unstructured answer to a potentially tricky question.

At Sam Weeks Consulting, we have adapted STAR to SCAR , replacing “Task” with “Challenge”, which we feel is more interesting and broader. For example, a challenge can include interpersonal conflict between two people, which often makes for impactful stories. Anyway, STAR and SCAR are very similar.

How do you use the STAR Method?

Situation: Start by describing what happened in a particular situation, including any relevant points that you’ll refer to later. Skip unnecessary details that might distract the reader.

Task: Next, discuss the task you had to deliver, the goal you were working towards, or the challenge you had to overcome. This task should be aligned with the question you’re asked. For example, if you’re asked “How do you manage stress?”, the task would be prioritization for multiple deadlines or multitasking.

Action: Then, describe the steps you took to address the situation. This is your chance to demonstrate your character traits, the skills you applied, and your attitude to a particular type of problem.

Result: Now, describe the outcome you achieved. You should quantify or qualify the results, so it’s clear how you turned the situation around. Don’t feel shy about taking credit for the hard work you put in!

STAR Method for MBA Essay Writing

Not every MBA essay requires you to use STAR, but for certain types of essay questions it’s a perfect framework. These are some actual MBA application questions that you could use the STAR framework for:

Cambridge Essay 2

Describe a difficult decision that you had to make. What did you learn from this and how have you changed as a result? (up to 200 words)

Cambridge Essay 3

Describe a time where you worked with a team on a project. What did you learn from the experience and how might you approach it differently today? (up to 200 words)

Darden Short Answer 2: Inclusive Environment

Please describe a tangible example that illuminates your experience promoting an inclusive environment and what you would bring to creating an inclusive global community at Darden. (300 words)

Tuck MBA Essay 3

Tuck students are encouraging, collaborative and empathetic, even when it is not convenient or easy. Describe a meaningful experience in which you exemplified one or more of these attributes. (300 words)

Kellogg MBA Essay 1

Kellogg’s purpose is to educate, equip & inspire brave leaders who create lasting value. Provide a recent example where you have demonstrated leadership and created value. What challenges did you face, and what did you learn? (450 words)

Example of STAR Method for an MBA Essay

Wondering how to write a STAR answer? Here’s an example of a STAR essay used by a former SWC client for his MBA applications, which got him admitted to a T-15 MBA program in the United States with scholarships. (We anonymised the details for privacy!).

Situation: Last year, I tried to convince my team at EY to adopt a new work process to improve collaboration between product managers, analysts and testers to deliver better products. Task: The product managers resisted. I was changing the routines they had used for 15 years. I knew that to implement this change, I needed to make them feel comfortable and earn their trust. Action: I admitted that the change would be time-consuming at the start, but eventually our meetings would be shorter. I promised we’d revert if it didn’t work and built trust in the team by being transparent at each step of the new process. Result: Our average product development time fell by 30% and the project managers agreed to continue to use the concept.

This was my first experience of organization restructuring and process improvement, and my favorite part of my role at EY. It taught me that implementing change in the workplace was only possible through healthy communication and transparent leadership.

STAR Method for Interviews

In an MBA interview, the STAR method is especially useful for behavioral interview questions. These are questions which focus on a “typical” workplace situation usually based around leadership, teamwork and team-building, collaboration, communication, flexibility and adaptability, responsibility and accountability, crisis management, diversity, time management, determination, and values.

These questions usually have a classic opener, such as:

“Tell me about a time when…”

“Have you ever…”

“Describe a time when you…”

“Give me an example of…”

As humans, we have evolved to communicate using stories, so dig into your bank of professional and personal stories to find a situation that matches the question. Use STAR to structure your response, so your answer is easy for the listener to follow and your narrative is tight. Your role in the story must be clear and quantified, which the STAR method encourages.

What are the 10 STAR interview questions?

Here’s a list of ten of the most commonly asked STAR interview questions to help you form your responses. For more guidance to ace your interview, check out our blog on Behavioral interview questions where we’ve compiled a comprehensive list of 30 STAR interview questions that we use with our clients in their mock interviews.

Have you ever handled a difficult situation with a senior or someone in the leadership? How did you tackle that situation?

Tell us about a time when you successfully achieved your targets and how?

Tell us about a time when you failed to meet your targets. How did you handle this situation?

Tell us about a time when you made an unpopular choice. How did you implement the decision?

What is your risk tolerance? Did you ever make a risky decision? Why? How did you handle it?

Have you ever postponed a decision? Why?

Have you ever delivered something under tight deadlines? How do you manage stress?

Have you ever convinced a team to work on an assignment they weren’t enthusiastic about? How did you convince them?

Tell us about a time when you felt your boss made a poor call. Then, please explain how you would have done it differently.

Have you ever been in a situation where you were underworked?

Want to learn how to use the STAR method ahead of your interviews? Book a free chat with us now.

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What Is the STAR Method? Here’s How To Use It in Your Next Interview (With Examples)

STAR stands for Situation, Task, Action, and Results—and it’s a great tool for answering interview questions. Here’s how to use the STAR method, with examples.

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If you’ve ever had a job interview, you’re probably familiar with questions like “Tell me about a time when…” or “How do you handle [insert tricky situation].”

You’re probably also familiar with how stressful these questions can be. You know you’re supposed to provide some kind of example, and you know you’ve got loads you could draw from…but you just can’t think of any right now.

After some umming and ahhing, you eventually pull an example from your mental archives. But you’re feeling a bit flustered and realise you’re rambling. You’re not conveying the point you wanted to make, and the interviewer is looking rather lost.

Fortunately, there’s a very simple solution to this common conundrum. It’s called the STAR framework , and it’ll help you to answer behavioural interview questions concisely and coherently.

If you’re new to STAR, this guide is for you. It contains everything you need to know about the STAR method, including useful examples to help you model your own answers.

Keep reading to learn:

What is the STAR method?

What is the star/ar method, why is the star method useful.

What kind of interview questions is the STAR method used for?

How to use the STAR method in your next job interview: 3 expert tips

Some star and star/ar example answers for ux designers, the takeaway, more career tips for ux designers.

So, what exactly is the STAR framework? Let’s begin.

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STAR stands for Situation , Task , Action , and Results .

It provides a helpful framework for structuring your answers to interview questions. Specifically, the STAR method is useful when you need to tell a concise and logical story—usually in response to behavioural questions such as “Tell me about a time when…”

Here’s how the STAR framework helps you format your answer:

Situation . This is where you set the scene and provide necessary context. This usually involves laying out the problem or challenge you had to solve. For example: “I was working as a junior UX designer at an e-commerce startup. We noticed that there was a really high rate of users abandoning their shopping carts at the last step in the purchase process, so we needed to improve the experience.”
Task . Here you outline the specific role you played, including any goals or objectives you were tasked with reaching. For example: “I was responsible for reviewing and redesigning the checkout process to reduce ‘abandoned cart’ rates by at least 55%.”
Action . This is where you share the actions you took to solve the problem/tackle the challenge and to meet your goals. For example: “I started by conducting usability tests to identify the main pain-points in the checkout process. I then conducted some competitor research to see how similar e-commerce sites were structuring the process. Based on my findings, I redesigned our process, removing a very time-consuming step which asked users to fill out a long form with unnecessary information. I also implemented additional payment options as we were previously only allowing customers to pay via PayPal.”
Results . Here you state the results and outcomes you were able to achieve. For example: “A month after the redesign was live, we saw a 75% increase in customers completing their purchases. The redesign not only improved the user experience of the site, but also significantly increased sales.”

But what if you’re asked to tell the interviewer about a project which didn’t quite go to plan?

There’s an expansion of the STAR method which comes in very handy for such questions: STAR/AR . We explain in the next section.

The STAR/AR framework adds two extra elements to your story: (alternative) Action and (alternative) Result .

This is useful when you didn’t achieve the desired results and want to share your learnings.

Here’s how the STAR/AR method works:

Situation . As with STAR, this is where you outline the context and the challenge.
Task . Again, outline your role on the project and the outcomes you were aiming for.
Action . Here, you share the specific steps and actions you took to address the challenge.
Results . This is where you explain the outcomes (or consequences) and reflect on why the action(s) you undertook weren’t successful.
Alternative Action . Here, you share what you learned and what you could have done differently/would do differently next time. In other words, what alternative actions could you have taken for better results?
Alternative Results . Explain how your alternative action(s) could have impacted the results differently. What could you have achieved if you had pursued a different course of action?

The STAR/AR framework is a great tool for sharing unsuccessful projects and framing them in a positive light which showcases your ability to reflect, learn, and improve.

The STAR and STAR/AR frameworks are useful because they help you to provide logical, well-structured answers which tell a relevant story.

When following the STAR method, you’ll ensure that you cover all the necessary details that the interviewer is looking for—and that you do so in a coherent, easy-to-follow way.

By focusing on the four points of STAR, you can also avoid rambling, going off on a tangent, or diving into too much detail and losing the point you wanted to make.

Communication is a critical skill (one of the top 10 skills to put on your resume , in fact)—not just for UX roles , but for pretty much any job you apply for. Interviewers will be looking out for your ability to communicate effectively and concisely—and the STAR method will help you do just that.

What kind of interview questions is the STAR framework used for?

The STAR framework is ideal for answering behavioural interview questions. Behavioural questions are those which focus on how you behaved in a specific situation, and they typically require you to share specific examples.

Here are some common behavioural interview questions which can be answered using the STAR method:

You had to take on a new task which you had no experience of doing before
You made a mistake at work
You had to delegate to other colleagues or team members
You have clashing deadlines and not enough time to meet them all?
You and a colleague can’t reach an agreement on something?
A last-minute request comes in and you’ve already got lots on your plate?
A successful project you worked on
A time when you had to work with a difficult or uncooperative colleague or client
An unsuccessful project you worked on

The interviewer won’t always formulate their behavioural questions in the same way. But, if it sounds like they’re digging for insights into how you approach certain challenges and situations, the chances are that they’re looking for a concrete example or an anecdote. That’s your cue to apply the STAR framework.

[UX DESIGN FUNDAMENTALS COURSE]

1. Plan ahead and have some STAR stories at the ready

You can’t anticipate exactly what questions will come up in your interview. But you can—and should—spend some time reading through the job description to get an idea of the skills and qualities the hiring manager will be looking out for.

You can then plan some STAR stories which highlight those critical skills. For example, if you’re applying for a UX design role with a heavy focus on user research , you’ll definitely want to prepare a STAR anecdote based on a time you successfully contributed to a user research project.

Maybe the job you’re applying for requires lots of involvement in UX strategy . In that case, you’ll want to come up with an example of a time when you took on a strategic role or contributed to a strategic initiative.

In short: Pull out the key skills, qualities, and behaviours the job description focuses on and come up with STAR stories which highlight and demonstrate these.

2. Formulate you STAR answers using only the most relevant detail

When using the STAR method, it’s important to follow the framework to the letter. The goal is to share every story or example in a concise, logical manner—delivering the relevant points and making it easy for the hiring manager to follow along.

For example, when it comes to the Situation aspect, you don’t need to provide too much historical background or unnecessary detail. You want to set the scene without going round the houses. Share some context about where you were working, who you were working with (if relevant) and introduce the problem, project, or challenge you’re going to focus on. Good: “During my UX design internship at a software company, I was responsible for onboarding new clients. Our new client surveys reported a low satisfaction score, so I was then responsible for improving the experience.” Not so good: “I once did a UX design internship at a software company. I worked there for about six months in total and had lots of contact with new clients. They were mostly clients in the telecoms industry and I was responsible for onboarding them, which I usually did via video calls but sometimes they came by to the office. For every new client, we gave them a survey to complete after onboarding and sadly our client satisfaction scores were quite low so my manager asked me to look into ways to improve it.”

Can you see how the second answer is much longer and includes detail which isn’t necessarily relevant to the story? If you do this for each point of the STAR, you run the risk of telling a long, winding story which loses the listener’s interest before you’ve been able to demonstrate your skills and achievements.

In short: Keep your answers focused and concise. Go through each aspect of the STAR and come up with just two or three key points for each.

3. Practice using the STAR method on the fly

It’s great to go into your interview with some STAR stories at the ready. At the same time, it’s important that you’re able to implement the STAR method on the fly, too. You don’t know what the interviewer will ask you, after all, so it’s good to be prepared for some curveballs.

If you can, find a friend, colleague, or relative who can roleplay the interview with you. Ask them to come up with some behavioural questions based on the job description and practice answering them using the STAR framework—with no prior preparation.

This will get you well-versed in structuring your answers under pressure—a task which can be tricky when you’re already feeling those interview nerves. And, if you do find yourself struggling to come up with something right away, don’t be afraid to ask the interviewer if you can have a moment or two to think.

In short: In addition to planning some STAR answers ahead of the interview, practice answering behavioural questions under pressure. This will ease your nerves going into the interview and reinforce your confidence in the STAR framework.

Now we know exactly what the STAR method is and how it’s used, let’s share some example answers for UX designers. These should provide some inspiration for your own STAR anecdotes.

STAR example #1: Tell me about your most successful UX design project

With this question, the hiring manager is asking you to describe a specific project and, most importantly, to explain how you contributed to the project’s success.

Here’s an example answer based on the STAR framework.

Situation : “I once volunteered with a non-profit organisation which taught coding skills to primary school-age children. I volunteered to help them redesign their digital learning portal.”

Task : “I was responsible for planning and conducting user research to determine what features could be added to the platform, and then sharing my findings with key stakeholders, including the CEO and the product manager. The goal was to increase the average learner engagement time by 10 minutes per day, per user.”

Action : “I conducted user interviews with eight kids who had already used the platform, and with their parents. This allowed me to gain insights from direct users (the kids) and also from their parents who are able to access the learning platform and see their kids’ progress. From these interviews, I identified three new features that could improve the experience for both learners and their parents. I also discovered that there were some existing features that weren’t being used. I presented my findings and recommendations to the CEO and product manager, suggesting that they build and integrate three new features and remove two unused features.”

Results : “They followed my recommendations and launched those new features a few months later. After three months, the average learner engagement time had increased by 17 minutes per user, per day—much higher than the original target. Students also reported a net promoter score (NPS) that was three points higher than the six months prior.”

STAR example #2: Think back to a time when you and your colleague couldn’t agree on the direction a project should take. How did you handle it?

This question is all about collaboration, conflict resolution, and overcoming challenges. Here’s how your answer might take shape with the STAR method.

Situation : “I was working as the only UX designer at an insurance company. I collaborated closely with the product owner who didn’t really believe in user research. They wanted me to provide prototypes for the new company app without conducting any research, but I wanted to do at least a brief round of user research before moving forward.”

Task : “I was set the task of coming up with prototypes for the new app within one month. They then wanted the new app to launch three months after that.”

Action : “I came up with a plan for how I could conduct user research on a low budget and still have the prototypes ready in time for the planned launch date. I put together a brief presentation outlining the steps I would take to conduct research, as well as the suggested cost and timeline, and a summary of how it would be useful for the end results. I shared this with the product owner to show them that I could still meet their deadlines and complete the project within budget if I included user research in the process. They appreciated that I had come up with a solution and a plan, and agreed that I could go ahead with the research.”

Results : “I conducted the user research as approved by the product owner and made sure to share my findings and insights with them so they could be involved in the process and see the value. We were able to launch the app on time and everyone was happy. For the next project, the product owner was immediately on board with user research and I didn’t have to go through the approval process again.”

The STAR framework will help you to answer behavioural questions logically and coherently, telling a well-structured story which highlights the key skills and qualities the hiring manager is looking for. It will also allow you to showcase your excellent communication skills—earning you a big tick from any interviewer.

Use it when preparing for your next job interview, and remember: you can always turn to the STAR/AR variation when you’re talking about unsuccessful projects or learning curves.

The STAR method is just one tool that will help you in your UX career. If you’re a newcomer to the field, you can accelerate your chances of interview success by reframing your previous experience and using it to your advantage . You’ll also want to make sure that your UX portfolio is ticking all the boxes , and that your UX CV and cover letter are well-primed to catch the hiring manager’s attention.

STAR method

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3 September 2024

STAR Method Finally Explained (The Only Guide You Need)

If you’ve ever found yourself in a job interview, wracking your brain to deliver concise yet compelling responses, then this guide is for you.

We’re about to dive deep into the STAR Method – a tried and tested technique that’s your secret weapon to ace any interview.

The STAR method is a structured technique used to answer behavioral interview questions. It stands for Situation, Task, Action, and Result. This approach allows the interviewee to provide clear, concise, and thoughtful answers based on real-life examples from their own experiences.

Let’s dive in and discover how this powerful technique can transform your interviewing skills.

Understanding the STAR Method: The Basics

The STAR method is not just an interview response strategy; it’s a structured approach that helps you present your experiences and skills in a way that leaves a lasting impression on your potential employer.

Here are some key aspects of the STAR method that further illuminate its importance:

Specificity : The STAR method encourages you to focus on specific situations rather than generalities. This allows interviewers to see exactly how you apply your skills in real-world scenarios.
Structure : By following the Situation, Task, Action, Result framework, you ensure your responses are organized and coherent. It also ensures you don’t miss out on any critical details.
Relevance : With STAR, you can tailor your answers to demonstrate how your past experiences directly align with the job requirements.
Evidence-Based : Rather than simply stating that you have certain skills, the STAR method enables you to provide concrete examples where these skills have been put into action.

However, while the STAR method is an excellent tool for answering behavioral interview questions effectively, it’s not always applicable.

For instance:

Not all interview questions require a detailed story or example. Some may simply need direct answers.
In some instances, there might be more emphasis on future actions (e.g., “How would you handle…?”) rather than past situations.

Historical Origins: The Genesis Of The STAR Method

The STAR technique, a renowned method for answering behavioral interview questions, didn’t just appear out of the blue.

Its roots can be traced back to the 1980s when it was developed by psychologists as part of the structured behavioral interview methodology.

The goal was to create an approach that would allow employers to objectively assess a candidate’s potential based on their past experiences and behaviors.

In its early days, the STAR concept was primarily used within large corporations with dedicated human resources departments. These organizations saw value in a standardized approach that could help them sift through numerous applicants while minimizing bias.

Over time, however, the technique gained wider acceptance beyond corporate walls. It started being adopted by small businesses, non-profit organizations, educational institutions, and even individuals preparing for job interviews. Today, it’s considered a gold standard in behavioral interviewing across industries worldwide.

While it has evolved over time with variations like STAR-L (where L stands for Learning), at its core remains the same principle: using past behavior as the best predictor of future performance .

This focus on concrete examples rather than hypothetical scenarios sets it apart from other interviewing techniques and contributes significantly to its ongoing popularity among hiring professionals around the globe.

Breaking Down The STAR Method (A Step-By-Step Guide)

At its core, the STAR method is about storytelling.

It allows you to weave together narratives from your past experiences that not only answer an interviewer’s question but also highlight relevant skills and competencies.

Let’s break down the components:

Situation : Set the scene
Task : Define your responsibilities
Action : Describe what steps you took
Result : Highlight the outcomes

This four-step framework helps ensure that every example you give during an interview is easy to follow and highlights your abilities effectively.

It’s important to note that while the STAR method may seem straightforward on paper, its real-world application requires practice and finesse.

The aim isn’t just to structure responses but also to deliver them in a compelling manner that resonates with interviewers.

Situation: Defining And Setting The Scene

Diving straight into the first element of the STAR method, let’s explore ‘ Situation ‘.

This is where you set the stage for your story. But don’t just think of it as a simple backdrop; this is your chance to draw your interviewer – into your narrative.

Start by providing context .

What was the environment like? Was it a high-pressure sales team chasing ambitious targets, or an under-resourced non-profit struggling to meet community needs?

Perhaps it was a start-up on the verge of significant expansion, or a well-established corporation navigating a challenging market downturn?

Next, identify any key players involved.

Were there colleagues who played pivotal roles? Or maybe external stakeholders like clients, suppliers, or regulatory bodies that influenced the situation?

Remember, details are crucial here but be careful not to get lost in them.

Your goal is to provide enough information so that anyone listening can understand what you were up against without getting bogged down in unnecessary specifics.

This isn’t just about painting a picture of your past work environment. You’re laying out the particular circumstances surrounding the challenge you faced. So clearly define what made this situation unique or difficult.

For example, instead of saying, “I was working as a project manager at a software company”, add more context : “I was overseeing a critical software development project at XYZ Corp., one of our biggest clients had requested an advanced feature within an extremely tight deadline.”

This gives depth and adds complexity to your situation – showing you weren’t just performing routine tasks but dealing with demanding situations.

Task: Detailing Your Specific Responsibilities

In the STAR method, the ‘Task’ component is where you’ll outline your specific responsibilities in a given situation.

When detailing your task, clarity is crucial. You want the interviewer to understand exactly what was expected of you.

Start by describing any objectives or goals that were set for you at the outset. Were there targets or KPIs (Key Performance Indicators) that you had to meet? Did you have a deadline?

These details help paint a picture of the pressure or challenges involved in your task.

Next, consider any constraints or limitations that might have been present. For instance, did you have limited resources, such as time, budget, or manpower? Were there any particular rules or regulations that needed to be adhered to?

Mentioning these elements can highlight how demanding your task was and set up a compelling narrative for how you overcame these obstacles.

Also crucial in this section is demonstrating an understanding of who benefited from your tasks – whether it was clients, colleagues, stakeholders, or even broader society.

By doing this, not only are you showing awareness of your role within a larger context but also emphasizing its significance.

Avoid being too generic or vague. Instead of saying “I managed a team,” say something like “I was responsible for leading a five-person team tasked with developing a comprehensive marketing strategy within two weeks.” The latter gives more depth and provides a clearer picture of what exactly your task entailed.

Don’t shy away from using industry-specific jargon if it helps illustrate your point better. However, ensure it doesn’t cloud comprehension for those outside your field – balance technical language with layman terms when necessary.

Action: Describing The Steps You Took

Taking action is the critical core of the STAR Method.

It’s where you get to demonstrate your problem-solving skills, initiative, and ability to adapt in real-time situations.

Here’s how you can effectively describe the steps you took:

Be Specific: Avoid vague descriptions. Instead, delve into the exact steps you undertook to address the situation or task at hand. Did you organize a team meeting? Implement a new software system? Develop a marketing strategy? The more specific, the better.
Showcase Your Skills: This is your chance to highlight your unique abilities and strengths. Focus on actions that underline key competencies such as leadership, teamwork, creativity, resilience, or strategic thinking.
Use Active Language: Frame your actions with dynamic verbs like ‘spearheaded’, ‘negotiated’, ‘engineered’, or ‘orchestrated’. This makes your actions more impactful and engaging for the reader.
Sequence Your Actions: Detailing your actions in chronological order helps provide clarity and paints a vivid picture of how events unfolded.
Quantify Where Possible: If you can attach numbers or percentages to illustrate your action’s impact – do it! For example: “I led a team of five members,” “We increased sales by 20%,” or “I reduced project delivery time by two weeks.”
Highlight Challenges Overcome: If any obstacles arose during this phase and you successfully navigated them, be sure to include these details too—it adds depth and demonstrates resilience.
Include Collaborative Efforts: If your action involved others (e.g., colleagues, stakeholders), mention their involvement to show your ability to work effectively within a team.

Result: Highlighting The Outcomes Of Your Actions

In the STAR method, the Result is your shining moment, your chance to highlight the outcomes of your actions.

The key here is to quantify your success whenever possible. Numbers speak volumes in an interview setting.

Did you increase sales by 20%? Reduce customer complaints by 50%? Or perhaps you streamlined a process that saved 10 hours of work each week? These are powerful statements that can establish you as a problem-solver who gets results.

But what if your result wasn’t quantifiable or didn’t end in absolute success? That’s okay too! What matters is that you show progress, learning, and growth.

Perhaps your action led to improved team morale or better communication within the department. Maybe it paved the way for future improvements or sparked new ideas for innovation.

Remember, not all results have to be earth-shattering successes. Sometimes, they’re stepping stones towards bigger victories down the line.

Another point worth noting is that results should ideally tie back to the company’s goals or values. This shows alignment with their mission and demonstrates how you could contribute if hired.

For instance, if applying for a role in a company known for its customer service excellence, highlighting a result where you resolved a complex client issue and retained their business would resonate well with interviewers.

Lastly, ensure your result answers this question: “What was different because of what I did?” This keeps you focused on showcasing the impact of your actions rather than just listing tasks completed.

Benefits Of Using The STAR Method

The STAR method stands out for a myriad of reasons, offering a multitude of benefits that make it an indispensable tool in your interview arsenal.

Structured Responses : The STAR method offers a clear framework for detailing your experiences. By organizing your answer into the four key components – Situation, Task, Action, and Result – you give comprehensive insights into your past roles. This not only paints a full picture for the interviewer but also underscores your thorough understanding of your experiences.
Showcase Soft Skills : Instead of merely narrating events, the STAR method emphasizes how you navigated those events. It lets you highlight vital skills such as problem-solving, leadership, initiative, and creativity—attributes employers are eager to see in potential candidates.
Promote Specificity : With the STAR method, generic responses won’t cut it. This approach nudges you to share specific instances where you’ve demonstrated pivotal skills or achieved noteworthy results. Detailed answers are not only more memorable but also evidence your capacity to yield real-world results.
Versatility : Its adaptability is one of the STAR method’s strongest suits. It’s effective in various interview styles, be it behavioral, competency-based, or panel interviews. Whether discussing teamwork, conflict resolution, or project management, the STAR method ensures your answers are always rooted in real-life experiences.
Enhances Self-Awareness : Regularly using the STAR method encourages introspection. Reflecting on past events—both triumphs and missteps—helps foster a culture of continuous learning and personal growth.

By utilizing the STAR method—you’re not just recounting events; you’re showcasing problem-solving abilities under pressure (Situation), organizational skills (Task), initiative & resourcefulness (Action), and the ability to achieve desired outcomes (Result).

Tips To Craft Your STAR Responses

Crafting your own STAR responses can feel like a daunting task, but with the right strategies and practice, it’s a skill you can master.

Here are some tips and tricks to help you along the way:

Start with Specifics : The more specific you can be about the situation or task, the better. Vague or generalized descriptions can make it harder for interviewers to understand what you did and why it mattered.
Action is Key : This is where you get to shine! Detail every step of your action plan – from conception to execution. Show how your actions directly contributed to resolving the situation or completing the task at hand.
Quantify Your Results : Whenever possible, try to quantify your results. Did you increase sales by 20%? Improve efficiency by 35%? Cut down project delivery time by half? Numbers provide concrete evidence of your achievements.
Keep It Relevant : Make sure that your STAR response aligns with the job role you’re applying for. If you’re interviewing for a leadership position, highlight situations where you led a team or made crucial decisions.
Practice Out Loud : This might seem awkward at first, but saying your responses out loud will help them sound more natural during an actual interview.
Be Honest : Never exaggerate or fabricate elements of your story – honesty is always best in interview scenarios.
Use Varied Examples : Don’t rely on one experience for all questions; diversify your examples from different areas of work life – projects, teamwork, leadership instances etc.
Review Job Description : Align examples with key skills/attributes mentioned in job description for maximum impact.
Think About Lessons Learned : Every experience comes with lessons learned – reflecting on these shows growth mindset and continuous learning attitude which employers value highly.
Stay Calm & Composed : Interview situations can be stressful, but maintaining a calm and composed demeanor will help you articulate your responses better.

Avoiding Common Pitfalls When Using the STAR Method

For a compelling STAR response, avoid these common mistakes:

Being too vague : When describing the Situation or Task, many individuals fail to provide enough detail. This leaves interviewers wondering about the context or importance of your actions and results. Avoid this by being specific about what was happening and why it mattered.
Skipping steps : Each element of STAR is vital for painting a complete picture. Don’t rush through or skip any part of the process—especially Action and Result—as this can leave gaps in your story.
Focusing on group achievements : While teamwork is important, remember that the goal here is to highlight your skills and contributions. Make sure you’re focusing on what you did, not just your team.
Neglecting the Result : Some people concentrate so much on the Situation, Task, and Action that they forget to adequately address the Result. Remember, outcomes matter! Be clear about what changed as a result of your actions.
Over-rehearsing : While practice is important, sounding too rehearsed can come off as insincere or robotic. Keep it natural; let your passion for what you’ve achieved shine through.
Not aligning with job requirements : Always keep in mind what competencies or qualities the interviewer is looking for and tailor your response accordingly.
Ignoring non-verbal cues : Body language matters! Maintain eye contact, use open body language, and show enthusiasm through your tone of voice and facial expressions.
Not learning from past experiences : Use feedback from previous interviews to refine your responses continually.

To avoid these pitfalls:

Practice crafting detailed yet concise responses.
Ensure you cover all elements of STAR without neglecting any.
Highlight personal contributions and achievements.
Align your responses with the job requirements.
Pay attention to non-verbal cues.
Use feedback to improve.

Real-World Examples: STAR Method In Action

Theory is one thing, but practical application is another.

Let’s delve into some real-world examples that illustrate how the STAR method can be employed effectively.

Example 1: A Project Manager Role

Consider a scenario where you’re interviewing for a project manager role and you’re asked, “Can you describe a time when you had to manage a particularly challenging project?”

Situation : You could start by setting the scene – “At my previous job, I was given the responsibility of managing a project that involved implementing a new software system across all departments.”
Task : Then, detail your specific responsibilities – “As the Project Manager, it was my duty to ensure smooth coordination between all departments and complete implementation within six months.”
Action : Next, describe your actions – “I started by conducting meetings with each department head to understand their unique needs. I then created an implementation schedule and assigned tasks to team members based on their expertise. Regular progress meetings were scheduled to address any issues promptly.”
Result : Finally, highlight the outcomes – “The new software system was successfully implemented across all departments within five months – one month ahead of schedule.”

Example 2: A Customer Service Role

Now imagine you’re interviewing for a customer service position and are asked, “Tell me about a time when you turned around an unhappy customer.”

Situation : Start by painting the picture – “In my previous role as Customer Service Representative at XYZ Company, I received a call from an irate customer who had received an incorrect product.”
Task : Detail your responsibilities – “My task was not only to resolve this issue but also to regain the customer’s trust in our company.”
Action : Describe what steps you took – “I apologized sincerely for our mistake and assured her that we would rectify it immediately. I arranged for express shipping of the correct product along with return postage for the incorrect item. Additionally, I provided a discount code for her next purchase as a gesture of goodwill.”
Result : Highlight the outcomes – “The customer was appreciative of how we handled the situation and continued to be a loyal customer.”

Adapting STAR For Different Interview Types

The beauty of the STAR technique lies in its universal applicability.

Whether you’re facing a panel, competency-based, behavioral, or even a stress interview, STAR can be your guiding light.

Panel Interviews : With multiple eyes and ears on you, clarity is crucial. Using the STAR method, structure your answers so that every interviewer grasps your role and its impact. Address each element of your experience, ensuring you resonate with everyone on the panel.
Competency-Based Interviews : Here, interviewers are seeking proof of specific skills. Lean into the ‘Task’ and ‘Action’ components of STAR. For instance, when discussing leadership, detail a time you led a team, the responsibilities you shouldered, actions you took, and the team’s achievements.
Behavioral Interviews : These look to past scenarios as indicators of future behavior. Lay out the situation, your role, your actions, and the outcomes using STAR. This structured approach offers a tangible glimpse into your problem-solving and decision-making processes.
Stress Interviews : While these are designed to see how you fare under pressure, the ‘Action’ component of STAR lets you highlight your adeptness at navigating challenges.

Variations To STAR: STAR-L (With Learning) And Beyond

As you become more comfortable with the STAR method, you may find yourself seeking ways to add depth and nuance to your responses.

One such variation is the STAR-L method, where ‘L’ stands for ‘Learning.’ This model carries you one step further by asking you to reflect on what you learned from the situation.

In this framework, after describing the Situation, Task, Action, and Result (STAR), you elaborate on what Lessons were gleaned from that experience.

This additional step showcases your ability to engage in self-reflection and continuous learning – two assets highly valued in today’s rapidly evolving work environment.

For instance, if your original STAR response was about a project where you led a team through a challenging deadline crunch and achieved success, in the STAR-L method, you might add that the experience taught you about the importance of clear communication or how better planning could have prevented such a tight deadline.

Beyond STAR-L are other variations like STAR-AR (Action-Result) or even SAR (Situation-Action-Result).

These versions are often used when interviewers want more emphasis on actions taken and their direct outcomes rather than focusing too much on context or task details.

The choice between these methods largely depends on the nature of your role and industry.

For example, roles requiring strategic decision-making might benefit more from using STAR-L to highlight learnings from past experiences. In contrast, positions focused on immediate results might prefer SAR or STAR-AR.

Comparing STAR: Differences From PAR (Problem, Action, Result) & CAR (Challenge, Action, Result) Techniques

The STAR method stands distinct from its counterparts – PAR (Problem, Action, Result) and CAR (Challenge, Action, Result).

While they all share a common thread of structuring responses in a clear and concise manner, there are subtle differences that set them apart.

The STAR method provides a complete narrative by including situational context.
The PAR method focuses primarily on problem-solving abilities.
The CAR technique emphasizes resilience in overcoming challenges.

The STAR method is comprehensive in nature as it not only focuses on the problem at hand but also delves into the context or situation that led to it. This enables you to provide a detailed background before explaining your specific role or task. You then proceed to explain your actions and finally emphasize the results achieved.

On the other hand, the PAR technique zeroes in on identifying a Problem first. The focus here is more on problem-solving skills rather than situational context. After identifying a problem, you describe your action taken to resolve it and end with discussing the result. While this approach is direct-to-the-point, it may lack depth without setting up an initial context.

Similarly, the CAR technique begins by outlining a Challenge faced. The emphasis is on overcoming adversity or challenge rather than focusing solely on problem-solving. After describing how you tackled the challenge (Action), you discuss the result achieved.

Incorporating Emotion: The Role Of Feelings In STAR Responses

Incorporating emotion into your STAR responses can be a game-changer.

Emotion, when appropriately expressed, adds a layer of authenticity and relatability that can make your narrative more compelling.

It’s not just about what you did but how you felt while doing it.

Remember that interviews are not just an evaluation of your technical skills or experiences; they’re also about understanding who you are as a person.

Your emotions can indicate passion, dedication, resilience, and empathy – qualities that often define great employees.

When setting the scene in the ‘Situation’ step of STAR, don’t shy away from expressing how the situation made you feel. Were you daunted by the challenge? Excited at the prospect? This helps paint a vivid picture and draws your interviewer into the story.

During the ‘Task’ phase, sharing your emotional state can help showcase your motivation levels and commitment to tackling challenges head-on. Did the task fill you with dread or did it spark determination?

As you move on to ‘Action’, feelings play an integral role in demonstrating your work ethic and character. Were you frustrated when things didn’t go as planned? How did overcoming obstacles make you feel? These details provide depth to your response and highlight personal growth.

Finally, in discussing ‘Results’, emotions can emphasize the significance of your achievements. Was there a sense of relief or accomplishment? Did it boost your confidence or reaffirm your abilities?

However, there’s a delicate balance to strike here. Over-emphasizing emotions might make you come across as overly dramatic or unprofessional.

Keep it genuine and relevant; every emotional reference should serve to enhance understanding of your actions and results.

Pay attention to positive emotions – they leave interviewers with an optimistic impression of both past experiences and potential future performance. Negative emotions aren’t off-limits but frame them as part of learning curves or stepping stones towards success.

Role Of Non-Verbal Cues: Enhancing STAR Responses With Body Language

Non-verbal cues are the unspoken elements of communication that can significantly influence how your STAR responses are perceived.

Here’s how you can harness them effectively:

Eye Contact : This is a primary indicator of confidence and honesty. As you detail the Situation or Task, direct eye contact shows you’re genuinely recounting your experiences and engaging with the interviewer.
Posture : Your posture speaks volumes. Sit upright to show attentiveness. As you delve into the Action phase of your STAR response, a slight forward lean can subtly indicate your enthusiasm and engagement.
Hand Gestures : These can breathe life into your narratives. Used rightly, gestures can make your Actions and Results more tangible. However, moderation is key—ensure your movements are purposeful and not distracting.
Facial Expressions : They mirror your inner emotions. A genuine, relaxed smile or a thoughtful expression during the Result phase can underscore the positive outcomes of your story.
Tone of Voice : Though not strictly ‘body language’, it is a pivotal non-verbal cue. Introduce variations in pitch to keep the interviewer engaged.

Remember, consistency between what you say (your STAR responses) and how you say it (your non-verbal cues) is key for effective communication during interviews.

Feedback Mechanisms: How To Refine Your STAR Responses

Feedback is crucial when mastering the STAR method for interviews.

By incorporating diverse feedback mechanisms, you can refine your answers for maximum impact.

Here’s how:

Self-Evaluation : After practicing, pause and assess. Did you address the Situation, Task, Action, and Result effectively? Were there moments you lost focus? Recognizing your own strengths and pitfalls is the first step to improvement.
Peer Review : Invite a friend or mentor to listen to your answers. Their external viewpoint can pinpoint areas that need refinement. Ask for feedback on both content and delivery, such as maintaining eye contact and speaking confidently.
Record and Review : Film yourself during mock interviews. Observing yourself offers insights into non-verbal cues like body language and facial expressions, helping you make necessary adjustments.
Seek Professional Guidance : A career coach or interview expert can offer seasoned insights, enhancing the depth and delivery of your responses.
Embrace AI Feedback Tools : Several online platforms now provide AI-driven feedback on aspects like speech clarity, emotional tone, and response coherence. They can be a unique and modern tool in your preparation arsenal.

Refinement doesn’t happen overnight; it’s a gradual process that involves constant practice and willingness to learn from feedback received.

Practice Makes Perfect: Tips For Rehearsing STAR Answers

Naturally, the best way to master the STAR method is through practice.

Here are some strategic tips to guide you in rehearsing your STAR answers.

Identify Potential Questions: Begin by identifying common interview questions related to your field or role. These questions will serve as a basis for your STAR responses. Look for those that ask about specific situations, tasks, actions, and results.
Draft Your Responses: Once you’ve identified potential questions, draft your answers using the STAR format. Be specific and detailed in each section—Situation, Task, Action, Result—to paint a clear picture of your experience.
Use Real-Life Experiences: Make sure to use real-life examples from your past experiences—whether they’re from previous jobs, volunteer work, or even academic projects. This not only makes it easier for you to remember details but also adds authenticity to your response.
Rehearse Out Loud: Practicing out loud allows you to hear how your responses sound and gives you an opportunity to refine them further. Try practicing in front of a mirror or record yourself for playback; this can help identify any areas of awkwardness or confusion in your delivery.
Get Feedback: Ask someone—a mentor, colleague or friend—to listen to your responses and provide feedback. They can point out any inconsistencies or gaps in your story that you may have missed.
Time Yourself: While it’s important to be thorough with your responses, keep in mind that recruiters don’t want overly long answers either. Aim for two minutes per response—a stopwatch can help keep track!
Adapt and Refine: Based on the feedback received and self-assessment done during rehearsal sessions, adapt and refine your responses until they’re polished and succinct.
Keep It Fresh: Don’t memorize word-for-word as this can make you sound robotic during interviews; instead understand the key points you want to convey.

Evaluating Success: How Interviewers Assess STAR Responses

Interviewers are adept at assessing STAR responses, and they look for several key elements to gauge the success of your answer.

Understanding these criteria can help you tailor your responses more effectively.

Relevance: First and foremost, interviewers assess whether the Situation, Task, Action, and Result you present align with the question asked or the competency being evaluated. Your response must be directly relevant to demonstrate that you understand what’s being asked of you.
Specificity: Vague answers can leave interviewers guessing about your abilities. They prefer specific scenarios that showcase concrete actions taken and tangible results achieved. The more detailed your answer without rambling, the better.
Action Orientation: Interviewers want to see that you’re a doer. They will evaluate how much of your story focuses on the actions you took versus background details or other people’s contributions.
Result Impact: Your result should not just be a successful outcome; it should have had a significant impact on your team, project, or organization. Interviewers look for this to gauge how effective and influential you are in your role.
Consistency: Consistency between what you say and what is known about you from other sources (like references or LinkedIn) adds credibility to your STAR response.
Behavioral Indicators: Interviewers often use behavioral indicators to understand how likely it is that past behavior will predict future performance in similar situations.
Non-verbal Cues: Your body language, tone of voice, facial expressions – all these non-verbal cues play a role in how well your STAR response is received.
Learning Reflections: Some interviewers also appreciate when candidates reflect on their experiences and articulate what they learned from them or how they would improve their approach in future similar scenarios.

In conclusion, mastering the STAR method is not just about acing job interviews.

It’s a powerful tool that enhances your communication skills , helping you to present yourself in the best possible light.

Remember, like any skill, perfecting the STAR method requires practice and patience. Don’t be discouraged by initial challenges; instead, consider them as opportunities for learning and growth.

Use feedback constructively to refine your responses until they truly shine.

And don’t forget the power of non-verbal cues – a confident posture and genuine smile can add a whole new dimension to your story!

The STAR method is more than a technique; it’s a strategy for success. So go ahead – embrace it, and let your star shine bright!

877 Interview Blog Names To Spotlight Your Unique Voice

The Editorial Team at InterviewGuy.com is composed of certified interview coaches, seasoned HR professionals, and industry insiders. With decades of collective expertise and access to an unparalleled database of interview questions, we are dedicated to empowering job seekers. Our content meets real-time industry demands, ensuring readers receive timely, accurate, and actionable advice. We value our readers' insights and encourage feedback, corrections, and questions to maintain the highest level of accuracy and relevance.

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The STAR Interview Method: How to Answer + Examples

STAR stands for Situation, Task, Action, and Result, and this method will help you create structured, concise, and engaging responses to behavioral interview questions. Whenever you need to tell a story to demonstrate your skills, STAR is your go-to.

If “telling a story” sounds intimidating, don’t worry. We wrote this guide with the help of career coach Pamela Skillings, recognized as “A guru in the world of interviewing” by the Wall Street Journal. Her insights and tips will help you learn the STAR method and quickly create engaging answers to increase your chances of landing a job.

After reading this article, you’ll know:

What is the STAR method and how to use it for the greatest impact
How to make your STAR answers shine bright (samples included)
How to easily prepare your answers before the interview

Big Interview: the best interview preparation tool

Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.

What Is the STAR Method?

The STAR (Situation-Task-Action-Result) method, a.k.a. the STAR format, is a way to answer behavioral interview questions and other common questions that require storytelling. It proves you’ve got the skills needed to excel in the position you applied for — based on a story about how you used those skills in the past.

Usually, you’ll need to use the STAR technique when answering behavioral interview questions , that is, questions that begin with:

Tell me about a time when…
Can you recall a situation in which…
Give me an example of a time when you…

The STAR method can be useful in answering any question, whenever you’d like to use a story or illustrate something with an example. For instance, questions about:

Your proudest accomplishments
Times you failed
Your strengths
Your weaknesses
Situational questions – questions about a hypothetical situation

“I recommend that when it’s possible, candidates add a short STAR example to the hypothetical. Like: ‘Here’s a description of how I would generally respond. For example, I recently had a situation…’ Not always possible but definitely helpful. A real example is much more memorable and convincing than theorizing.” — says Skillings.

For more information on behavioral interviewing and how to answer these questions using the STAR method, check out the video:

If you want to learn more about how to answer the most common interview questions, how to sell yourself in an interview, or negotiate your salary, sign up for our free course .

How to Create Answers Using the STAR Method

Let’s break down each component of the STAR method and learn the best way to craft compelling stories.

We’ll use an example of a retail sales associate being asked the following question: “Tell me about a time when you initiated a successful project or an idea.”

Describe the situation so that your interviewer understands the context. There’s no need to be too detailed. Providing a general context with the most important facts should be enough. This should take around 15% of the total answer time.

For example:

Briefly describe your specific task or responsibility in that situation. No need to go into detail here either, just make sure to highlight what your role was.

This is usually the shortest part and should account for 10% of the whole answer.

The main part of your STAR answer. You need to be as detailed as possible when describing what actions you took to achieve something. The Action part should take up around 60% of your answer (it might seem a lot, but remember, you have to describe what you did — step by step).

Here, interviewers will look for clues about your experience and skills. Depending on the skill the question is supposed to assess, this bit will show them:

How you think.
How you organize work.
How well you work with others.
If you have an analytical mind.

✅ Pro tip: The question hints about what skills you’ll need to highlight in the Action part. For example, in our case, the question “Tell me about a time when you initiated a successful project or an idea,” will look to assess:

Your ability to take initiative (because you initiated a project)
Your analytical skills (because you spotted potential areas of improvement)
Your problem-solving skills (how you completed that project or idea)
Your communication skills (because you had to successfully present an idea and get approval for its realization)

Here, you should mention the tangible results of your actions. Ideally, these will be quantifiable data (%, $), but you can also include qualitative things (bonuses, positive feedback, promotions, awards).

✅ Pro tip: You can also touch upon lessons learned from your experiences. This is especially important for questions about less flattering experiences you had, like the ones about your failures or weaknesses.

Here’s what the entire answer would sound like.

Sample answer using the STAR method

Interviewer: “Tell me about a time when you initiated a successful project or an idea.”

STAR Method in Action: Sample Questions and Answers

Sample star answer to a question about teamwork, industry: it consulting.

Interviewer: “Share an example of when you had to adapt to a team member’s working style.”

Situation: A few months ago, I was assigned to work on a project with a coworker from another department.

Task: Our task was to develop processes for several new services our agency introduced to our clients. After the initial meeting, I noticed big differences in how he and I approach work. I’m flexible and tend to focus on the big picture. He’s detail-oriented and prefers a structured approach.

Action: We decided to split the work accordingly. I focused on the goals of these new services and how to best follow them through procedures. I also worked on identifying key milestones and major project components. He, in turn, worked on granular steps, created structured plans for each project phase, and developed in-depth documentation and manuals explaining the processes.

Result: We ended up completing the project a week before the deadline and with minimal reiterations from the management team. The experience taught me that such a big difference in working styles is not a disadvantage: on the contrary, it’s a complementary strength that helps us contribute to the team and the company in the best possible way.

Why we like it: The candidate saw a way to turn a potentially difficult clash into a productive experience, displaying positivity and great interpersonal skills. They also proved their problem-solving skills by devising a plan where both people could contribute to the project through their unique strengths.

For a detailed guide on all behavioral questions related to teamwork, check out How to Answer Teamwork Interview Questions (Tips and Examples) .

Sample STAR answer to a question about problem-solving

Industry: hr.

Interviewer: “How did you approach a situation where you had multiple problems to solve at the same time?”

Situation: In my last position where I worked as a recruiter, we got into a high-demand hiring season where we had to fill in several key positions across several departments simultaneously.

Task: At first, I didn’t know what to focus on, as I was in charge of managing open positions and moving candidates through the hiring process effectively.

Action: I decided to structure my approach and began by researching each position thoroughly to gauge the urgency and criticality of the role. It helped me prioritize and allocate resources accordingly. I made strategic use of our applicant tracking system to streamline the sourcing and screening processes to filter out only the best, relevant candidates. I also used industry-specific platforms and forums to track people.

Result: This helped me meet the hiring goals and decrease the time needed for hiring. 2 years later, all the people I hired then are still in the company, which proves they were a good fit.

Why we like it: The candidate explained in detail their process for solving the problem, which gives the interviewer insight into their approach, problem-solving skills, prioritization, and analytical thinking.

If you want to learn all about how to answer problem-solving skills, we’ve got a super detailed guide for you: Answering Problem-Solving Interview Questions: Tips and Examples .

Sample STAR answer to a question about leadership

Industry: email marketing.

Interviewer: “Tell me about a time when you had to lead under pressure or a tight deadline.”

Situation: Last year, my team got a big ad-hoc project from one of our main clients.

Task: The deadline was tight, and we had to conceptualize and create 30+ BFCM promo emails.

Action: As soon as we got the brief, I scheduled a meeting to organize and divide the workload and set clear timelines. I prioritized tasks based on the email’s scheduling date and offer importance. I established the order of operations, and we had a clear process on who was doing what and when. Still, there were times when we had to improvise but transparent communication made it easy. Each person was like a piece of a puzzle and we worked tirelessly.

Result: It was like watching a well-organized sports team — their efficiency was admirable. We finished all emails on time and generated $850K in revenue from them. The client was thrilled.

Why we like it : The candidate kept their cool in a high-pressure situation and relied on their leadership and organizational skills to set an efficient process and inspire their team to give their best.

If you want to learn more about how to answer leadership questions, check out Behavioral Interview Questions: Leadership [How to Answer + Examples] .

If you’re applying for your first leadership position, head here: 20+ First-Time Manager Interview Questions and Answers + Tips

Sample STAR answer to a question about communication

Industry: education.

Interviewer: “Tell me about a situation when you persuaded someone to see things your way at work.”

Situation: Two years ago, I wanted to integrate some practical, real-world examples into classes and courses.

Task : I especially wanted to do this in my lessons and I wanted my students to get some hands-on experience in marketing.

Action: For this, I thought about involving a local retail business. So I had to convince my coworkers, teachers, and school administration to apply this unconventional approach. To make it convincing and enjoyable, I created a mini-game where teachers would play the role of students engaging in a simulated marketing project. Before the game, during the presentation, I put a lot of emphasis on how students could benefit from this and apply their theoretical knowledge to real-world situations.

Result: They appreciated my efforts and ideas and agreed to explore the possibility of collaborating with one of our local businesses. Eventually, we did manage to make it happen, and I learned how important it is to be relatable, creative, and fun when pitching new ideas.

Why we like it: The candidate found a new angle for persuading someone to see things their way — they were relatable and used humor and entertainment as their main weaponry.

If you want to learn more about how to answer questions about communication and working in diverse teams, check out Answering Behavioral Interview Questions: Intercultural Fluency .

Sample STAR answer to a question about initiative and ownership

Industry: marketing.

Interviewer: “Tell me about a time when you worked with little to no supervision.”

Situation: I worked in an internal marketing department in a marketing agency. We used to launch quarterly reports about industry trends and events that shaped the previous quarter.

Task: During a particularly busy season, the entire company was focused on client work. My coworker and Iwere left to write, design, publish, and promote the report without any help.

Action: We decided to split the tasks: I wrote the report, she edited it and added insights from industry experts we got in touch with. She designed the report, and I wrote the copy for the landing page and other promotional materials. Finally, we found a simple drag-and-drop page builder and created the landing page, connected it to our website and email service provider, and tested everything. Everything went pretty smoothly, and we managed to publish the report on time, as if nothing had happened.

Result: We got a lot of positive feedback from the readers. I realized I wouldn’t have been able to do it all by myself, and this experience taught me how important it is to work with someone you trust.

Why we like it: The candidate displayed resourcefulness and the ability to do the work independently. They also showed they can get along with others in high-pressure situations, and that they’re a reliable person who can deliver the work even if the circumstances are not ideal.

How to Prepare STAR Answers Before the Interview

Research the job.

You can’t properly prepare unless you know what exactly you’re preparing for. So you’ll need to research the job to understand what skills and competencies the position requires, and what kind of experience an ideal candidate would have.

Your best bet is the job ad itself. Read it carefully, and pay special attention to sections like “What you’ll be responsible for” or “Your duties.”

You can also check the company website — perhaps you can find the company structure there, and details about the team your potential position is in, as well as how it’s connected to other teams internally.

Check out the company’s social media and website for clues about company culture, as that can help you gauge what soft skills might be a nice addition to your experience and existing skills.

Reflect on your past

Think about your achievements that might be similar (or identical) to what’s expected of you in the job you’re interviewing for.

Think about:

Things you achieved on your own
Things you achieved with your coworkers
Your failures and weaknesses
Your strengths and interests
Lessons you learned from certain experiences

Then, think about typical skills that behavioral questions tend to explore. These are usually:

Communication
Problem-solving
Decision-making
Initiative and ownership

Then, connect the dots. What is your proudest accomplishment, and what’s the skill that helped you achieve it? What’s your biggest failure? What caused it?

Write down these ideas and details and include them in the final version of your answer.

Finally, connect your past achievements or duties to potential interview questions. Draw parallels between the skills and experiences you have and the ones they need. Find a way to illustrate how you can contribute to their company.

More tips below:

Practicing for interviews is key, but especially so when it comes to delivering STAR-based answers.

If you don’t practice, here’s what will happen:

You won’t have relevant stories to illustrate your skills.
Even if you manage to think of something on the spot, you won’t provide all the relevant details.
You won’t figure out the key skill they’re looking to assess.
You’ll be nervous and scramble to find the right words.
Your delivery will be a mess.

Practicing will prevent all of these problems and make sure both your answer and your delivery are perfect — it takes some time, yes, but it also makes all the difference between “we’ll call you” and “you’re hired!”

You can use an Interview Simulator to practice for just about any behavioral question. The tool will assess the quality of your answer and suggest how to make it better by adding more power words, improving your pace of speech or vocabulary, reducing filler words, and much more.

You can have as many takes as you like, until you feel confident and excited about that interview.

Common Mistakes to Avoid

Being too general.

Get specific in all the components of your STAR answer! Sure, you already know that the Action part needs to be the longest and most detailed, but don’t skip over important info in other components.

If a piece of information is relevant to the story, contributes to the context, and illustrates your experience or skills, include it.

Missing the point

If a piece of info doesn’t contribute to your point in any way — drop it. There’s no need to use irrelevant details. Although there’s no fixed limit to the length of a STAR answer, it should be long enough to provide only key details that illustrate your point.

If you’re having doubts about whether or not to include a detail, ask yourself “So what?” If you can’t find a direct connection to the story, skip it.

Focusing on the wrong story

A story that doesn’t connect to the job you’re applying for or that doesn’t illustrate the right skill is useless, no matter how fun.

Anticipate common behavioral interview questions, research them, and think about what skill(s) they’re trying to assess.

The situation from the question will reveal what skill they’re trying to assess (usually what goes after “Tell me about a time when”). Once you discover what it is, you can think of additional, complementary skills that would be nice to have.

Below is a list of common behavioral questions and skills they’re seeking to uncover. The bolded elements are the main skill the question is targeting, the rest are complementary, desirable skills to display.

Describe a time when you had to handle a conflict between two team members ( Conflict resolution , teamwork, interpersonal relations, communication, leadership)
Can you share an instance where you went over and above to help a team member? ( Teamwork , taking initiative)
Can you give an example of a time when your team disagreed with your decision, and how did you manage it? ( Conflict resolution , leadership, persuasion, communication)
Describe a situation where you had to make a tough decision with limited information ( Decision-making , resourcefulness, analytical thinking, calculating risk)
Discuss a situation where you implemented a creative solution to a problem ( Problem-solving , analytical thinking, creativity)
Share an experience of leading a team through a major organizational change ( Leadership , problem-solving, interpersonal relationships, communication)
How have you handled a non-performing team member? ( Interpersonal relationships , handling feedback, leadership, problem-solving)
How have you persuaded someone to see things your way at work? ( Persuasion , communication, interpersonal relationships, teamwork)
How have you handled communicating with a diverse group of individuals? ( Communication , teamwork, creativity)
Talk about a project or task you started on your initiative ( Taking initiative , task ownership, problem-solving, analytical thinking)

Not preparing ahead of time

As we already said, preparation is key. Not preparing your stories and STAR answers in advance will seriously mess up your chances of landing that job for all the reasons discussed in the headings above: your answer will be messy, you’ll miss the point and tell the wrong story, you’ll sound unconvincing, you won’t be able to provide relevant detail, and you’ll probably get confused and start stuttering.

For this reason, anticipating the most common behavioral questions and preparing a few stories in advance is key.

Plus, a single story can serve you multiple times for multiple different questions.

Not to mention, you’ll be ready for job interviews that will come in the future. All it will take is just a bit of refreshing your memory.

The STAR Interview Method: Popular Opinion vs. Expert Advice

Assignmenthuge102 posted on Reddit :

Does anybody else feel demoralized after a STAR method interview? I can’t stand STAR method interviews (situation, task, action, result). It seems so fake and it doesn’t seem to get the most out of the candidate because of how manufactured their responses are. What are your thoughts on this method? Has anyone had success with it? What are your experience?

Career expert comments:

Like any other framework, the STAR is the template to be adjusted and changed according to a candidate’s unique experience. If used lazily, it will produce inauthentic answers.

But if used properly, it’s just a way to create meaningful answers quicker and easier – not a tool for mass-producing manufactured answers. So it’s likely that the STAR answers this person heard from others and used themselves were not correctly made.

If a candidate has strong achievements, their STAR answers won’t be boring or predictable because it’s not likely that someone else managed to earn that amount of money, or reduced churn by that percent, and similar. So I’d say to focus on results and quantify them in the STAR answer.

From there, candidates are allowed to play around. I would say that reordering the STAR elements can be a fun way to stand out. For example, starting your answer with:

“I once saved $23K for my company simply by introducing a detailed QA checklist.” is a great way to hook the listener and make them want to hear more. From there, you can work your way back and explain how you did it and why it needed to be done in the first place.

In the same thread, Confident-Mushroom80 said:

The best way to get through them is to literally sit down with a Google Sheet and copy/paste STAR questions onto it and then methodically formulate the best possible answer for them. Format it nicely so it’s effective for your eyes. Refresh the answers in any way you see fit according to the new job you are interviewing for. If you’re on Zoom or whatever you can literally have it open on a second screen and scroll through to find things in real time in case your brain flies out your ass in mid-interview.

… and BootyMcSqueak answered:

I did this too. Until they asked questions I wasn’t prepared for and tried doing STAR on the fly. I felt flustered trying to word everything in that specific format. I did not get the job.

Career expert comments:

Don’t do this unless you want to get flustered and ruin your chances of landing a job. Interviewers can easily spot a canned answer, doesn’t matter if you’ll read it from a Google Sheet or learn it by heart. They might not comment on it, but that doesn’t mean you’ll get away with it.

A better approach here would be to focus on the stories and how you can adjust them to answer several different questions – not on individual questions and a canned answer for each.

So prepare several strong stories that showcase your skills and then adjust them to answer the question you get in an interview. If you prepare them for the key skills relevant to pretty much any position (teamwork, problem-solving, communication, analytical skills…), you’ll be covered.

You’ll have an answer to the question, you’ll know exactly what you need to say, but you’ll do a bit of improvisation to adjust it, which will prove it’s authentic and not scripted.

Summary of the Main Points

The STAR method stands for Situation, Task, Action, and Result.
STAR is used to answer all behavioral interview questions, but it can be useful whenever you want to tell a story, regardless of the type of question you get.
When using this framework, you should provide enough relevant information to set the context, describe the problem and your part in it, your action (how you solved it), and the results.
The Action part of your answer needs to be the longest and most detailed: it needs to take up around 60% of your STAR answer.
Always include quantifiable results. If this is not possible, mention qualitative results like bonuses, promotions, positive feedback, and similar.
It’s best to mention the lessons learned in the Results part, especially when answering questions about your less flattering side: your failures and weaknesses.

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What is the START method? Is it different from the STAR method?

START stands for Situation, Task, Action, Result, Takeaway. Essentially, it’s the same as STAR, with another component, Takeaway, in which you talk about lessons learned from the experience. That said, you should list lessons learned in the Result section whenever possible, so essentially, START and STAR are the same.

Can I use the STAR method when answering questions other than the behavioral ones?

Yes, you can use the STAR method whenever you want to tell a story to illustrate your point — at pretty much any time during the interview, not only when asked a behavioral question. You can also use it when answering situational questions, to add a realistic picture in addition to your hypothetical reaction.

Why do I find the “tell me about a time” questions so hard?

You might find the behavioral questions hard or challenging in case you don’t prepare in advance. In such cases, it’s hard to think of relevant stories on the spot, it’s difficult to properly describe relevant skills and experience, and your delivery will be poor because you’re nervous. This is why preparing and practicing answers for these questions is crucial for informative, engaging answers and confident delivery.

How to use the STAR method if I can’t think of an example of a specific situation?

If you haven’t experienced the exact situation that a question refers to, think of a similar one, or analyze the question, figure out which skill it seeks to assess, and provide a story where you displayed a similar skill. If this doesn’t work, think of situations that share similarities or certain aspects with the question asked. If that doesn’t work either, create a hypothetical scenario that demonstrates the skills from the question. However, you’ll need to be transparent and communicate that this is a hypothetical situation. In the Situation and Task parts of your answer, briefly describe the scenario you’re using as a basis for your response. In the Action part, describe what actions you would take in a situation, explaining why you made that particular choice. In the Result part, discuss the potential outcomes or the expected results.

Can I use the STAR interviewing technique effectively if I have no experience?

Yes, because your answers don’t need to be based solely on your work experience. You can draw upon other aspects of your life, like education, volunteering experience, internships, extracurricular activities, personal projects, hobbies, or any other situations where you demonstrated relevant skills or qualities.

Which interview questions, in particular, should I answer using the STAR format?

Primarily behavioral interview questions (the ones that begin with “Tell me about a time when” or “Can you recall a situation when”). But you can use the STAR method regardless of the type of question, whenever you want to showcase your experience and skills through storytelling.

Maja Stojanovic

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How To Use The S.T.A.R Method To Write A Cover Letter

by Sapna | Aug 13, 2017 | 2 comments

So, here’s what the star method entails. It’s four simple steps for constructing each “example” paragraph of your cover letter.

Before you do this though, be sure you have a short, concise introductory paragraph that explains why you are an excellent match to the job in question (see the section above!).

Remember, employers don’t only care about your “hard” skills (those they can train you for on the job). Actually, soft skills are much more important in my opinion. People want to work with good people, so show them that you have characteristics they want – like team building, leadership, and initiative.

The STAR Method is a quick mnemonic to check if your example paragraphs are on track. I’m going to use an example that has worked for me in the past, when applying to a marketing job at a large company.

I managed major sponsorship accounts and ensured promotional activities aligned with our brand strategy. In addition,

I coordinated and lead promotional incentive trip programs to reward sales managers for high sales. I also created marketing documents to promote sales team participation for sales rallies and events.

What is the context of your example? Briefly show the problem that exists in a situation you faced. Try to use examples that may also occur at the type of job you are applying to. Problem solving skills are valuable!

E.g. While working as Position Name Here at Company X,

Within this context, what task were you assigned? Be brief here

E.g. our team needed to ensure promotional activities aligned with our brand strategy

Next, what action did you take to solve the problem? Be specific! Show that you took initiative

E.g. I coordinated and lead promotional incentive trip programs to reward sales managers for high sales. I also created marketing documents to promote sales team participation for sales rallies and events.

E.g. This resulted in successful corporate events attended by our sales dealers, staff and clients, and increased attendance rates over the previous year.

Remember to end your cover letter on a strong note, too! There is no need to reiterate your contact information (they have it already). Simply state why you’d like to work for them and reiterate your enthusiasm.

Cover Letter Editing Tips (for ESL Students, too!)

Of course, writing in your second language is always tougher than your native tongue. So, how can you (and your students) be sure you’ve got everything on track? Here are my top 4 tips for editing before you send:

1. Ensure there are NO spelling or grammatical errors. – In fact, this goes for native speakers, too. A mistake on paper looks sloppy, especially since it could have easily been corrected beforehand.

2. Have a native speaker or English teacher read it over, every time. Even if you’re a native speaker yourself, be sure to have at least one other person edit your letter. In fact, I do this myself for any letter I feel is important to my future.

3. Start EARLY. So, I know that procrastination and time pressure can help get the job done, BUT, in this case I’d start early. In fact, I attribute some of my successful application letter to the University of Oxford to FIVE of my good friends. Over the course of two weeks, they helped me revise and edit, edit, edit!

4. Always print a copy before you send it – Why? Well, printers simply don’t always portray writing as nicely as the screen does! Usually, the reader is going to print it out. So, to double check your alignment, margins, and how it looks on the page, print it!

Do you have more cover letter tips that have worked for you, or your English students? Have questions about cover letters? I’d love to hear from you in the comments below!

Happy Teaching!

P.S. Photography fans, the photo for today’s post is one I took in Bordeaux, France in the summer of 2015.

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Great article and helpful. Since im not a professional writer, i prefer to hire job application letter writer from contentdevelopmentpros.co.uk but i shared this article with them to make sure they cover all this.

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STAR Method for MBA Essay Writing

Your final task is to ensure that you’re within the word count limit and that you’ve told the story of your achievement in a compelling, memorable way.

If you’re in the thick of writing your essays right now, you don’t want to miss B-Schooled podcast episode #15 on six common essay-writing mistakes to avoid. Subscribe now on Apple Podcasts , Spotify , Stitcher, or TuneIn !

When using the STAR method for MBA essay writing, always keep this in mind:

Until next time,

The team at Stacy Blackman Consulting

If you enjoyed this article, please sign up for the SBC newsletter , where you’ll receive our expert advice on all aspects of the MBA application process delivered straight in your inbox each week.

The post STAR Method for MBA Essay Writing appeared first on Stacy Blackman Consulting - MBA Admissions Consulting .

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Stacy Blackman Consulting is the only MBA admissions firm with a complete panel of former Admissions Officers from every M7 program and the elite European MBA programs. If you are looking for guidance on your MBA application, we can help with hourly and comprehensive consulting services. Contact us to learn more.

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STAR Selection Criteria

How to use the star method when writing selection criteria.

Other models include CAR, PAR or SAO, as mentioned above. CAR Method: Context: describe the work context. Action: describe the action that you took. Result: describe the result of your action. PAR Method (remembered by the saying "PAR on the golf course"): Problem: describe the problem you were confronted with. Action/activities: describe the action or activities that you took to solve the problem. Result: describe the result of your action. SAO Method: Situation: describe a work situation that required your action. Action/activities: describe the action or activities that you took to solve the problem. Outcome: describe the outcome of your activities and action.

As you can see, these models are all very similar and will point you in a very similar direction. Because the STAR method is the most popular, this article will focus on this method.

Example of Using the STAR Selection Criteria Method

Following is an example of a job applicant following the STAR method and answering the questions in the box below. You can follow along using the colour coding.

What is the context for the example? What are the requirements of your role? What is expected of you in your position? How does this fit into the broader goals of the organisation?

What was the task or problem? What made this task unusual or difficult? What are the implications of not "getting it right"?

How did you decide what action to take? What steps were involved in the action? What did you have to consider along the way?

What happened? What were the immediate results and broader results for the organisation? Was there any feedback?

Ability to achieve high levels of customer satisfaction in an environment with high work volume, strict deadlines and competing client priorities. I often come across competing client priorities in my work. For example, most clients have deadlines for the procurement of items for their organisation and require advice regarding procurement options and legislative requirements within a certain time frame so they can complete their procurement. In these instances I have to make a well informed decision as to the priority of clients based on their deadlines and the importance of the procurement.

For example, on one occasion the Department of Defence required advice regarding the procurement of an item for an overseas operation. My task was to provide this advice however I also had three other clients who had submitted requests before the Department of Defence. While these other departments thought that I should attend to their queries first I assessed that the operational requirements of the Department of Defence was considered a higher priority than the Department of Foreign Affairs and Trade requiring advice about the procurement of a new photocopier.

Once I made a determination regarding client priority, I informed all clients of my turnaround time, explained the delays and higher priority issues that may affect the timeliness of advice. I continued to research and provide advice to the Department of Defence which resulted in a successful procurement for their overseas operation. In this instance, all four clients received the advice they required within an adequate time frame and I received praise for the assistance I provided.

The Drawbacks of Using STAR When Addressing Selection Criteria

Writing as a government recruiter who sits on panels on a regular basis and reads selection criteria statements all the time... it can't escape my attention that the best statements hardly appear to use this method at all. If they do, it's very rare. While this method might help you to write your statements addressing selection criteria and it might help some people get an interview, this method generally only produces mediocre statements. And, when 80% of all applicants use the STAR model, the selection panel ends up with a pile of mediocre applications. If you use the STAR method to write your selection criteria it is not going to doom you to failure. However, it is the small percentage who break free from the restrictive STAR method and whose applications shine, that end up with an interview. If you are new to government job applications using STAR can really help you get started. Writing about yourself is hard and time consuming. But once you've got the knack, I would suggest investing a little more time and effort into your criteria to really make them stand out.

What's Wrong With STAR?

Why doesn't the STAR method work? The main reason is that it is too restrictive, and most applicants follow this model by outlining one instance where they have applied the selection criteria in their employment (see the above example). Doing something well once doesn't mean that you are consistently good at it! The selection panel do not want to know about an example of a situation, task, action and result that you have that you have encountered once in your day to day work. They want to know that you have consistently good knowledge, skills and abilities.

Example of Re-Writing After Using STAR

The example we saw above (the coloured one) was written by a lady called Sue who was having trouble securing an interview. I worked with her on re-writing her selection criteria and she got an interview (and subsequently, the job) on her next try. Below is the re-written selection criteria so you can see the difference. In this example Sue not only gives an example, but she:

Briefly details her exact role.
Briefly details what her customer contact entails (this is a criteria about customer satisfaction).
Gives a specific example that relates to the criterion.
Demonstrates that she recognises the importance of her role.
Demonstrates how she is proactive in ensuring customer satisfaction (not just reacting to issues).
Explains her 'wins' in the business and long term results (not just results from one instance).

Ability to achieve high levels of customer satisfaction in an environment with high work volume, strict deadlines and competing client priorities. I currently work for the Department of X, whose mandate is to provide procurement information services to other Commonwealth agencies. My customer contact comes primarily via phone but I also spend approximately 20% of my time meeting with customers face-to-face to provide training or more comprehensive advice that isn’t as effectively delivered over the phone. My customer contact is high volume and the Department’s charter stipulates strict turnaround times that are documented and measured. I often come across competing client priorities in my work. For example, most clients have deadlines for the procurement of items for their organisation and require advice regarding procurement options and legislative requirements within a certain time frame so they can complete their procurement. In these instances I have to make a well informed decision as to the priority of clients based on their deadlines and the importance of the procurement. For example, if the Department of Defence require advice regarding the procurement of an item for an overseas operation, this would be considered a higher priority than the Department of Foreign Affairs and Trade requiring advice about the procurement of a new photocopier. Once I have made a determination regarding client priority, I inform them of my turnaround time, explain any delays or higher priority issues that may affect the timeliness of advice, and then make an appointment with them at a later date to discuss the issue either over the phone or in person. As a customer care consultant I recognise the importance of my role in business partnering, as I have access to a large cross-section of staff and agencies. I use this exposure to gain an awareness of current issues of importance and arising issues, and communicate this knowledge to my business unit so that we can prepare for effective future service delivery. When communicating with customers I focus on listening to their needs, and respond appropriately. I believe strongly in educating myself in the business of my customers, as I believe this individual approach assists in developing appropriate solutions, and I demonstrate to the customer that their needs are important and that they come first. While partnering with current customers, I also form networks with potential customers. I believe this represents a tremendous opportunity to form solid working relationships, improve the image of my organisation, and present as an organisation with a high customer service focus. By discovering untapped areas, needs, and opportunities to deliver our products and services, not only are our image and perceived effectiveness improved, but outputs and deliverables across the organisation are maximised. I have had incredible success in this area of partnering and have high levels of customer satisfaction as measured by feedback surveys. I would be happy to provide copies of these surveys for your perusal at an interview.

How You Can Apply This

Using STAR can be a great way to get started, particularly if you struggle with writing or selling your skills and abilities. After your first draft however, expand and refine to include:

A brief explanation of your exact role and how it fits into the organisation.
A brief explanation of how your role relates to the selection criteria.
Give a specific example that relates to the criterion.
Demonstrate that you recognise the importance of your role / consequences of your role.
Demonstrate that you are proactive and not just reactive (this could include how you keep up to date or training that you attend).
Explain your 'wins' in the business and long term results (not just results from one instance).

I urge you to consider the damage you may be doing if you just follow the masses and do what they do. The selection panel do not want to know about one situation, task, action and result from your day to day work, they want to know why you are the best person for the job!

More Selection Criteria Examples

Our ebook Selection Criteria Exposed contains 200 examples of statements addressing selection criteria . It has been produced for applicants in a hurry, and without the time to spend writing lengthy selection criteria statements. Take a look!

More Resources

A quick explainer video from workskills.org.au

The Australian Public Service Commission also briefly outlines the STAR model and how it can be used in government job applications.

More Help With Your Job Application:

How to Ace Interviews with the STAR Method [9+ Examples]

Behavioral job interview questions are hard.

Everything is going seemingly well, until the interviewer drops the “Can you tell me about a time when you…” question.

Shoot, what now?

You try to think of a coherent answer, but you just can’t think of anything on the spot.

So, you blurt out something awkward (which you instantly regret) and pray that the interviewer will just let this one slide.

...But it didn’t have to go this way. There IS a way to give a good answer to every single behavioral job interview question:

The STAR Method.

In this guide, we’re going to teach you what, exactly, that is, and how to use it to ace your upcoming job interview!

What the STAR method is and when to use it
4 tips to keep in mind when answering with the STAR method
9 sample job interview answers that follow the STAR method

Sounds good?

Let’s begin!

What is the STAR Method and When You Should Use?

So, first things first - what is the STAR method, exactly ?

In short, the STAR method is a structured answer that can be used to answer most behavioral interview questions.

Here’s what it stands for:

(S) Situation - What’s the context? Describe the situation or the background first.
(T) Task - Talk about your responsibilities or the tasks you had to complete (i.e. what was the challenge for the specific task?)
(A) Action - How did you fix the situation? Describe your process and the steps you took.
(R) Results - Describe the results of your actions. If possible, use numbers or hard data (e.g. by what % did you increase the overall sales? What changed?).

While 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 ?

In short, they’re just like any interview question, but their main focus is on real-life work situations.

What’s your #1 strength?
Give us an example of how you used your #1 strength at work, and what kind of results did it drive?

Makes sense, right?

Now, here are a few examples of what those questions might look like:

Can you give me an example of when you had to take charge in your previous position? What happened and how did you react?
Tell me about a time when you were faced with a tight deadline. Did you still manage to complete your tasks? How?
Have you ever set specific goals for yourself at work? How did you make sure you would meet your objectives?

Now that you know what behavioral interview questions are, let’s take a look at a sample answer that follows the STAR method:

Behavioral Interview Question:

“Give me an example of when you had to be very strategic in your tasks to meet all of your responsibilities under a specific deadline.”

Sample Answer:

Situation - “I typically like to plan out my work weeks in advance if possible. But in my previous sales manager role at Company X, I had to suddenly move the team to a new customer relationship management (CRM) software. The software we were using before unexpectedly changed their pricing model, which made it too expensive for us.”

Task - ”I had to find new software that met our requirement, by the end of Q3 (when the price increase hit), while making sure my own sales numbers did not decrease. The new tool also had to be intuitive and easy for our employees to adapt to.”

Action - “In order to do that, I had to be very careful with how I managed my time. The first thing I did was ask our sales associates what the number one problem was with our current CRM, so I knew what to look for in a new one aside from the price factor. After that, I dedicated 1-2 hours each day to research, and once I found the new software, migrating our data. I made sure to delete any old contacts, update the missing information on our current leads, and caught the team up on how to use the new software. All the while, I was still handling my daily responsibilities as usual, without any decrease in performance.”

Results - “Finally, we managed to complete the transfer 1 week behind the deadline. I finished the quarter 12% ahead of my sales goals, and the team was satisfied with the new CRM. By planning ahead and with proper time allocation, everything worked out well.”

This is pretty much a perfect answer that follows the STAR method .

It gives 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.

Now, if you really want to nail your answer, here’s what you need to keep in mind when following the STAR structure:

4 Tips on Getting the Most Out of the STAR Method

Knowing what the acronym stands for is only the first step.

Here’s how to really get the most out of the method:

1) Keep It Relevant

Sounds obvious, right?

But here’s the thing:

Even if you’re following the STAR formula down to the T, it won’t amount to much if your answer is not relevant .

Think about this: what are you trying to communicate with your answer?

Ideally, it should be related to your position and show that you come equipped with skills that will be helpful in the job you’re seeking.

For example: if you’re applying for a job in graphic design , you wouldn’t start talking about your greatest accomplishment in accounting , right?

If your answer is not relevant for the job, it basically doesn’t even count.

2) Have a Few Examples Ready

There’s no way for you to know in advance what type of behavioral interview question the interviewer will ask.

But it’s still a good idea to have a few examples ready that follow the STAR method.

This way, you can tweak and adapt your answer on the go depending on the question.

Keep in mind, though, that your answers shouldn’t be a word-for-word memorized script.

You’ll want to sound natural when answering.

And if you’re having a hard time coming up with an answer during the interview, don’t be afraid to ask for a minute to come up with an example.

It’s ok to take a few seconds and structure your answer in your head first. If anything, the HR manager might appreciate that you’re not rushing in your answers.

While you’ll never know what questions they’ll ask during the interview, you can still prepare for the most common ones. Check out our complete list of most common interview questions and answers here !

3) Give Proper Context

Imagine you’re telling a story about how you saved a client’s project at the last minute.

You swooped in, took charge, and made sure everyone knew what to do.

That’s awesome! That’s what the interviewer wants to know about.

However, you don’t have to :

Go in-depth about how you found the client in the first place.
Describe your whole working relationship with them from the beginning till the end.
Give their whole backstory and explain why you’re such good friends with the client.

As we mentioned before, your answer should be relevant and straight to the point .

So, when talking about the situation , try to only summarize the buildup to your story in only 1-2 sentences.

4) Show Your Work

Finally, it’s your time to brag a bit.

Don’t be afraid to go all out and show how you made a difference. Make sure to mention the following:

What kind of impact did your actions have on your department/company?
What were the EXACT results? use numbers and data to back it up.
What did you learn from the experience?

No interviewer will be satisfied with a lackluster ending like “Yeah so, and then, we finished the project in time, and everyone lived happily ever after”

See how boring that sounds?

Even if the ending of your story isn’t all that amazing, you can at least say what you learned .

Star Interview Questions and Answers (+9 Examples)

Your answer following the STAR method will depend on the specific behavioral interview question being asked.

So, to help you prepare, we’re going to give you 9 more common behavioral interview questions (with their corresponding sample answers)!

The questions we’re going to cover include:

What’s your greatest achievement?
How do you set and accomplish personal goals when under pressure?
Have you ever faced conflict or disagreement with a coworker? What Happened and how did you resolve it?
How do you handle unexpected challenges? Give me an example
Have you ever been in a situation when the client was wrong, and you had to correct them? Give me an example.
Tell me about a time you failed. What happened and what did you learn?
How do you handle irate customers? Give me an example.
Can you tell me about a time when you went above and beyond to deliver excellent customer experience?
Can you give me an example of a goal you set, but couldn’t meet? How did you handle it?

Now, let’s dig right in!

1) What is your greatest achievement?

S - “When I was a manager at Cafe X, we would always get a lot more customers than usual during the summer. It would almost always be packed, and sometimes, there were not enough servers to handle the work. And if someone got sick or unexpectedly could not show up - things were only worse.”

T - “So, I had to come up with a system so that we would not get overwhelmed during those 3+ months.”

A - “To make sure we were prepared, I realized we needed a better schedule. For the next summer, I had a very strict shift schedule ready, and a reward system in case someone couldn’t show up for their shift. If someone called in sick, whoever filled in for them would be rewarded with extra pay. And if there was absolutely no one else available, I would personally fill in for them instead.”

R - “Overall, the summer went pretty smoothly with minimal accidents. We didn’t get ANY negative reviews on TripAdvisor for the summer (whereas for the summer before that, we had several for slow service).”

2) How do you set and accomplish personal goals when under pressure? Give me an example.

S - “Sure! To give you some context, during university, I had very limited financial aid, and my parents couldn’t help co-pay the rest of the tuition. So, while studying, I also had to work to pay for the university. At the same time, I also took up a lot of extracurricular activities (and internships when possible) to get as much professional work experience as possible before graduating.”

T - “To keep up with the workload, I realized I had to manage my time very efficiently. So, I set up Google Calendar and got a personal notepad for my daily tasks and responsibilities.”

A - “Through hard work and dedication, I managed to balance studying, a part-time job, and all extracurricular activities. Sure, it was pretty tiring at times, but by the end of each day I would always go over and edit my calendar for the rest of the week. This way, I knew pretty much everything I had to get done daily, and never missed an assignment or a deadline either!”

R - “In the end, I graduated with a 3.7 GPA, no student loans, and a personal design portfolio which landed me my first real job at Company X within a month of graduating.

3) Have you ever faced conflict or disagreement with a coworker? What happened and how did you resolve it?

S - “Yep! During my internship at Company X, my team and I were supposed to work together and brainstorm new talent sourcing ideas for a client. The client was a large supermarket chain located in a very rural area, so they were struggling to source new talent. ”

T - “Basically our task was to meet on a daily basis, brainstorm and finally settle on 3 great ideas. After a couple of meetings, we did have SOME ideas, but none of them were too exceptional. The management wanted something that they could confidently present to the client (that would, for sure, drive results for them).

Some of my teammates wanted to just give up, say “well, here’s our ideas, we don’t have anything else!” and be done with it. Me and another teammate, however, wanted to work on it a bit more and come up with something that WOULD work.

There was a LOT of back and forth from there, the tensions were high, and the team kept shutting down all the ideas we were proposing. The deadline was super close, and had to figure out a way to move forward.”

A - “So, I gave it some thought, and realized that we’d forever be in a deadlock if we continued like this. They wouldn’t agree with our approach, and we wouldn’t agree with theirs. So, we decided to bring in an unbiased third party who didn't have any emotional investment here.

We then conducted a longer meeting without any time restraints (so we’d get everything done ASAP in a single meeting), where we went through each idea one by one, and the third party acted as a sort of mediator. When someone pitched something, they also had to back it up with as many facts as possible, otherwise it wouldn’t count.”

R - “This really helped bring in something new to the table. The “mediator” helped sort through all the bad ideas, as well as infusing the team with some new energy.

We eventually DID end up coming up with completely original ideas, which were also something we all agree upon. We finished the meeting in approx. 2 hours, and the management had 3 awesome ideas they could pitch to the client. The client DID implement one of the ideas, which eventually resulted in 3 new hires.”

4) How do you handle unexpected challenges? Give me an example

S - “One time, while preparing for a presentation at a conference for Company X, one of our guest speakers had to unexpectedly cancel due to an emergency. We found out only a few hours before the event, and there was now a 1-hour gap in our schedule we had to fix.”

T - “So, we didn’t have a lot of time, and had to somehow fill up the time slot to keep the event going.”

A - “As one of the main event organizers and community managers at the company, I decided to take initiative. Instead of the guest speaker, I wanted to present our CEO as the speaker instead - which was definitely a possibility because he was working behind the scenes as well. I personally spent an hour working with him one-on-one, trying to get him to transform his decade’s worth of experience into a presentation. With 30 minutes to spare, everything was ready to go and all that was left was to present.”

R - “From the one 1 hour gap, the speech lasted about 45 minutes, and for the rest of the 15 minutes we took some questions from the audience. After that, everything continued on track, and most of the audience members loved the presentation.”

5) Have you ever been in a situation when the client was wrong, and you had to correct them? Give me an example.

S - “Yes, that happens every so often.

I can think of one example which happened during my first job as a recruiter. I had sent out a candidate over to a client and the hiring manager had rejected him based on CV alone. They said that the candidate was too junior of a profile for the position, no experience with X, Y and Z.”

T - “I went through the resume and my notes several times, and I was 100% sure that this had to have been a mistake on the client’s part - the candidate was an exact match for the job ad they gave me.

So I had to somehow let them know about it without seeming to be telling them how to do their job.”

A - “I contacted my candidate, I got exact and thorough information on his experience with X, Y and Z, wrote it all out in an email and obviously with a very calm and professional tone explained to our client’s hiring manager that my candidate did in fact have experience in all areas pointed out, proven by this and that project, etc. And I kindly asked him to review his application.”

R - “He responded, agreed that the candidate did in fact have the required experience and admitted that it was an error on their end. So, they DID invite the candidate for an interview. Given, he wasn’t chosen for the role, but oh well, at least we gave him a chance.”

6) 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.”

7) How do you handle angry customers? Give me an example.

S - “I always try to be calm and collected. Recently, when I was serving a customer behind the checkout, I had a customer shout at me for not being eligible for a refund. The customer was getting louder and there was a large line starting to form behind him.”

T - “I had to remain calm, move the conflict somewhere else, and make sure the other customers could go about their purchases.”

A - “I realized the best thing to do was to move the situation away from the cash register. I asked my colleague to take over for me so that I could talk to the customer one-on-one and better explain the situation. I explained that I could understand his frustration, but I made it clear that sales items were non-refundable, even though he had a receipt.”

R - “In the end, he began to calm down and accepted my explanation. While he still wasn’t happy about it, I managed to dissolve the situation before he made any more of a scene. I believe that by being calm and empathetic, it’s possible to dissolve most (if not all) such situations.”

8) Can you tell me about a time when you went above and beyond to deliver excellent customer experience?

S - “When I was working at Company X, we were preparing for a video presentation for a client when I learned that someone on their team was deaf. The presentation was due the next day in the morning and I was the only one left in the office after 5PM.”

T - “I realized there was only one solution and that was for me to stay behind in the evening and add the captions myself.”

A - “It took a few hours, and around 8PM, I was done. Then, I let our team know about the update.”

R - “In the end, the client enjoyed the presentation. They were very impressed (and surprised) by our attention to detail, and we ended up closing them soon after.”

9) Can you give me an example of a goal you set, but couldn’t meet? How did you handle it?

S - “In my previous job, one month, we decided to focus most of our marketing efforts on growing our blog. I was charged by the CMO to take over the blog and create content. The issue was, I had ZERO experience with content, but we didn’t have anyone else to own the channel.”

T - “I had to write 5 total articles in that month, create the social media posts for them, and work on promoting them.”

A - “Halfway through the month, I realized I couldn’t write. At all. It just wasn’t my thing, and I had NOTHING to show for the month’s work. So, here’s what I did: I explained the situation to the CMO, and we came up with an alternative solution. We’d find outsourced content writers on UpWork, and I’d manage them as a content strategist.”

R - “Overall, we ended up hiring a content writer, who managed to pump out the 4 articles before the deadline. I worked hand-in-hand with them to ensure that their writing was on-brand, and I also created the social posts for them and promoted them. Overall, the articles performed pretty well, even landing us a handful of new leads.”

Key Takeaways

Yes, interviews can be quite scary.

With the STAR method, though, you’ll stand a much better chance at acing them!

Now, let’s recap everything we’ve learned:

To answer behavioral job interview questions, you need to give real-life examples and stories. To answer it right, you need to follow the STAR method.
As a reminder, the acronym stands for: S - Situation, T - Task, A - Action, R - Results.
The format is quite straightforward to follow. Just make sure your answers are relevant, give proper context , describe your thought process , and finally, include real facts and figures .
And for sample answers, you can always consult with the examples above for some inspiration.

Are you looking for more ways to prepare for and to ace the job interview? Then you should look no further than the Novorésumé career blog for the latest career advice and other actionable guides!

Ace Your Interview with the STAR Method [5+ Examples]

We’ve all gotten stuck at least once during interviews.

And in most cases, it’s the same type of questions that bring trouble.

We’re talking about behavioral questions.

They usually start with phrases like “tell me about a time when you…” or “give me an example of a situation when…”

….and are followed by your mind going BLANK.

Nervousness creeps in and you quickly search your memory for that compelling story that will back your achievements and make you stand out.

Nothing. You suddenly forget everything that you’ve ever done and after a good 5-minute wait, you decide to go with some story that is only halfway convincing.

Well, we’re here to tell you that there’s a way to avoid all that: the STAR method.

And we’re going to teach you all about it in this guide.

Here’s what we’ll cover:

What is the STAR Method and How You Can Use It
5 Key Tips to Remember

5 Interview Questions That Use the STAR Method [+ Example Answers]

What is the star method and how can you use it.

The STAR method is a technique that will help you answer the behavioral questions in a job interview. These questions are what interviewers use to get a hint at how you have handled previous work situations and how you might react in the future.

Your answer demonstrates a skill that you possess and how you have previously used it. You might have mentioned that skill on your resume or when they asked about your greatest strength .

Such questions are easy to spot. They always require you to tell a story or give an example and sound similar:

“Tell me about a time when…”
“Have you ever had a situation where…What did you do?”
“Can you give me an example of…”
“Describe a time when…”

The STAR method helps you answer all of them.

The acronym represents a structure that you can follow so that your answer is complete and to the point.

Here’s what it stands for:

S ituation – Provide the context. Trouble with a coworker? Tight deadline on a school project? Set the scene for the interviewer so they better understand the example.

T ask – Explain what your role and responsibilities were in the situation. Did you have to monitor a group of people? Reach a certain target?

A ction – Describe what you did to complete the task or overcome the challenge. Be specific about YOUR role in it, and not what your team, boss or company did.

R esult – Share the result your actions led to. You can also mention what you learned from this experience.

Let’s clarify this with an example.

“Have you ever had a situation where one of your coworkers was not cooperating? What did you do?”

The applicant is applying for a position that requires a lot of communication and collaboration with coworkers and the interviewer wants to see how they would fit in that environment.

Here’s the answer:

“Yes, I’ve been in that situation. A new member joined our team of real estate agents. He wasn’t participating in meetings a lot and it appeared he was very disinterested. This went on for a while and some other agents started complaining about it. As the team’s coordinator, I had to make sure work was running smoothly and most importantly that everybody was on good terms and had no struggles. I approached the new agent and asked him if there was anything that made him uncomfortable with the team or he was struggling with. He explained that he wasn’t feeling fully confident about taking any responsibilities yet and wanted to understand the dynamics of the team and job better.The only way to do that is to actually get your hands on the job, so that’s what I suggested. I gave him one of the properties I was supposed to sell so he could have his first listing. I assisted him through the process and he actually did a good job. There weren’t any more problems after that. The year after that he even reached a record and sold a $2m property. I learned that sometimes a little motivation can really be helpful.”

Let’s break down the answer:

S – A new member that joined the real estate team was being very inactive. This brought complaints from other agents.

T – As a coordinator, the interviewee had to make sure there was collaboration between members, so solving this issue was their responsibility.

A – They tactfully approached the new agent to find out the problem and offered him a listing to help him transition into the job.

R – The agent successfully sold the property and the situation was overcome.

Getting the STAR Method Right

Just remembering the acronym and its meaning already helps you a great deal.

To make sure you give a 5-STAR answer however (pun intended), there are some tips you need to keep in mind.

#1 – Prepare Several Examples

If you stay ready, you don’t need to get ready. Avoid a blank state of mind by preparing some examples beforehand. Here’s how to do that:

You can look at the job posting and find the skills the company is looking for.
Then, think about specific situations where you have used and displayed each of these skills.
Prepare how you will back them up in behavioral questions by using the STAR method.

Having some answers prepared usually avoids surprises. However, if you are caught off guard and don’t have an example ready, it’s better to ask for some time rather than quickly saying whatever comes first to mind. Don’t be afraid to ask for a minute to think.]

#2 – Be Relevant

Make sure all the examples you prepare for the interview are related to the position you are applying for.

No matter how well-structured your answer is, there is no point if the story you are explaining is irrelevant.

That time your essay made it to the school’s newspaper? Not the best story to mention when interviewing for a financial analyst internship.

#3 – Only Necessary Information

While explaining situations, it’s easy to get carried away and get into details. That would cause your answer to be exceedingly long and your achievements will get lost in the sea of irrelevant information.

Instead, try to be concise and only focus on the necessary information of the story.

#4 – Be Honest

We know you want the job and want to make the best impression you can, but lying is out of the question. The last thing you want to do is inflate your story or even worse, say something that is completely untrue.

Worst case scenario, you’ll be asked a followup question that will expose your lie or you get the job and are faced with having to demonstrate the skills that you lied about.

Best case scenario, ….. well there really is no best case scenario. Stick to the truth.

You never know exactly which behavioral questions the interviewer will ask, but the bottom line is the same in all cases – give an example of a specific situation where you demonstrated a certain skill.

We’re going to give you 5 examples and show you how to answer using the STAR method.

How to Answer “What is your greatest achievement?”

The interviewer gets a lot of information by asking this question. They’re trying to see what you perceive as success, how you talk about it, and most importantly if you ever went above and beyond in your job. Let’s assume that you read on the job posting that they were looking for someone with crisis-management or problem-solving skills. This is how you could answer:

“Well, my greatest professional achievement would have to be the time I took over the role of event coordinator while working at company X. We were down to the last two hours of organizing the anniversary party for a huge brand when we got a call that the food catering van had had an accident. The coordinator was already panicking before that, but when the call came… she just quit. That was completely unexpected. At the time I was her assistant, but I decided to step up and try to manage the situation. Through some connections, I got another catering company to bring us food and made sure we got a refund from the previous one. Everything was ready on time and the event went smoothly. I got the permanent position as event coordinator after that night.”

How to Answer “Tell me about a time when you handled a challenging situation”

The interviewer is trying to understand what you consider challenging and what approach you take to overcome difficult situations. Again, you can give an example that illustrates a skill mentioned in the job posting.

“While I was working as a sales agent at a boutique, we had an unfortunate malfunction. Our payment system stopped working all of a sudden. We were in the middle of quite a busy hour and the maintenance said it would take about 20 minutes to solve the issue. For that amount of time, I decided to have all sales go through and write them in a notebook. Luckily, the credit card machine was still working so everybody had receipts. The people that paid cash, I gave a $0 receipt to have in case they needed returns or exchanges. I made sure to put a complimentary soap bar with all of their purchases. Luckily the system was up and running very quickly and no clients complained. I later entered all sales in the system and let the manager know what had happened. She was very pleased with my quick thinking and gave me a raise.”

How to Answer “Tell me about a time when you handled conflict well.”

It’s very important for employers that there is no conflict between co-workers. Employees should be able to solve their issues by themselves without making a big deal or interfering with work. That’s what this question is about.

“When I first joined Company Y, I had to work a lot to earn my colleagues’ trust and respect. They had been with the company since the day it was founded, so they were like a family. As a new addition to the team, they weren’t very enthusiastic to have me. Almost everybody warmed up to me, except for one of the secretaries that kept notifying me late for meetings and misplacing my files. After a while, it became a problem as it was affecting my punctuality and image with my boss, so I decided to invite her to eat lunch together and talk. Luckily she agreed. I explained to her that I understood where she was coming from and I had no intention of disrupting the work dynamic they had already established. She apologized for her behavior and told me that was behind us. True to her words, we had no problems afterward. We never became best friends, but we established a very good professional relationship.”

When answering behavioral questions, avoid bad-mouthing your previous co-workers and employer. You appear sour and give the impression that if anything were to happen on this job, you will badmouth this company as well. You can’t go wrong with a positive attitude.]

How to Answer “Give me an example of a time when you made a mistake.”

Everybody makes mistakes, your employer included, so they’re not trying to see if you are perfect or not. Rather, they want to know how you own up to your mistakes and what you do to solve them.

“I was scheduled to meet with a client to pitch them my marketing strategy for their upcoming product release. I was a little nervous since it was a big client so I made sure to get to the office before them and set up the presentation in advance. That’s when I realized I had taken the wrong USB with me. I was mortified. I immediately called a colleague and asked if they could bring me the right one. Both me and the client, who had arrived at the time, had to wait. I explained my mistake and luckily they were very understanding. There was a good side to that wait, though. We talked about the history of their company and I learned a lot more about their company culture and customer base. I used that as an opportunity to explain how my strategy fit with both those factors and I succeeded.They loved the pitch and went with it.”

How to Answer “Tell me about a time when you handled pressure well.”

You can tell what the interviewer is trying to find out here, right? The best teller to how you might handle or react to pressure in the future is… well, how you handled or reacted in the past.

“My whole senior year was definitely charged with pressure, but there was this one specific week where I had to balance a lot of responsibilities. I was an active member of 3 clubs, all of them getting ready for their main events the following week. I also had final exams in a matter of days. Maintaining my GPA was one of my biggest priorities, but I had also agreed to contribute to the event organizations, so I had to manage my time to the minute. I would attend my classes and in between them, I would visit the venues and make the necessary calls for the events. In the evening, I would go to the library and focus on my studying until late. It was a hectic week, pressure from all sides, but it was well worth it. The events were a success and I did great in my finals. I even made it to the Dean’s List that same semester.”

Key Takeaways

Behavioral questions are always intimidating, but the STAR method helps you avoid that brain freeze and instead give an impressive answer.

Remember to:

Pick a relevant example. There’s no point in following the structure otherwise.
Prepare a few answer options in advance . That way you leave less to chance.
Only mention what’s necessar y. You don’t want to get the interviewer lost in too many details.

As long as you remember the acronym and these tips, and practice a lot, you will ace behavioral questions.

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How to Use the STAR method
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STAR Approach Strategies to ace your MBA essays!

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The "STAR" Approach to Writing Admissions Essays
The Task. This is your role in the story. It often takes the form of a GOAL, an OBJECTIVE STATEMENT, or an IMPORTANT DECISION to be resolved. It's important to highlight your collaboration with others, but remember that for purposes of the essay, you are the star of your own story. For example: "My main functions were to assign specific ...
PDF The S.T.A.R. Essay Method
The S.T.A.R. Essay Method A useful approach to writing essays is using the S.A.R. method. STAR stands for: ST - Situation or Task: Provides context for the story you're about to tell; describes the objective/goal/problem, or decision that needed to be made A - Action The actions you (and others) took to advance the goal or resolve the problem
STAR Approach to Admissions Essay Writing and Interviews
Common Mistakes When Telling STAR Stories in Admissions Essays and Interviews. The STAR method (Situation, Task, Action, Result) is a widely recognized framework for structuring compelling stories in admissions essays and interviews. ... Improvement: Before the interview or writing the essay, identify and practice 6-10 STAR stories that ...
How to Use the STAR Method In Your Essays
STAR Tip #2: Every good story needs a challenge. The task part of your STAR functions to set up the drama for readers - by presenting the challenge you had to overcome. That is because tension is a great storytelling technique! Tension means presenting a conflict or a problem that your reader feels must be resolved.
STAR Approach MBA Essay
The STAR approach MBA essays, is a widely-used technique for organizing examples, whether it's for crafting a CV, composing an achievement essay, filling out an application form, or responding to queries in an interview. The STAR Writing format helps employers and admission councils evaluate the skills, qualities, and experiences you have ...
STAR Method for MBA Essay Writing
Your final task of the STAR method for MBA essay writing is to ensure that you're within the word count limit. Also, make sure that you've told the story of your achievement in a compelling, memorable way. Finally, if you're currently writing your essays, be sure to seek out the several essay-centric episodes of our B-Schooled podcast.
How To Use the STAR Method To Write Standout MBA Essays
The STAR method should make it very easy for your reader not only to understand what took place, but to also see your role in all of it. Therefore, it's very important that the focus of your story is you and not your team or company. Even if it was a team effort, highlight your own actions within the team. You can discuss how you collaborated ...
How To Use the STAR Method To Write MBA Essays That Sell Your Profile
The STAR method should make it very easy for your reader not only to understand what took place, but to also see your role in all of it. Therefore, it's very important that the focus of your story is you and not your team or company. Even if it was a team effort, highlight your own actions within the team. You can discuss how you complemented ...
STAR Method for MBA Essay Writing
The post STAR Method for MBA Essay Writing appeared first on Stacy Blackman Consulting - MBA Admissions Consulting. stacyblackman Stacy Blackman Consulting is the only MBA admissions firm with a complete panel of former Admissions Officers from every M7 program and the elite European MBA programs. If you are looking for guidance on your MBA ...
Using the STAR Method in MBA Interviews and Essays
What is the STAR method? The technique popularly known as "STAR", is an acronym for Situation, Task, Action and Result. It's a framework you can use to structure your answers in an MBA interview and essays. It helps you keep your answer simple, clear and well structured so you don't miss any critical details. It will focus your answer ...
USING THE STAR METHOD FOR YOUR MBA ESSAYS
The STAR Method (Situation, Task, Action, Result) offers a straightforward format you can use to answer MBA interview questions. Prompts that ask you to provide a real-life example of how you handled a certain kind of situation at work in the past. But it is an excellent method to use for MBA essay writing too.
PDF How to Tell a STAR Story
Sample Behavioral Questions. "Tell me about a time when you were given an assignment with an impossible deadline.". "Tell me about an example of your leadership or project management experience.". "Describe a time in which you were able to use your analytical skills to solve a business problem.". "Have you ever had to work with a ...
PDF Resource the Star Approach
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What Is the STAR Method? (& How To Use It, With Examples)
STAR stands for Situation, Task, Action, and Results. It provides a helpful framework for structuring your answers to interview questions. Specifically, the STAR method is useful when you need to tell a concise and logical story—usually in response to behavioural questions such as "Tell me about a time when…".
STAR Method Finally Explained (The Only Guide You Need)
The STAR method stands distinct from its counterparts - PAR (Problem, Action, Result) and CAR (Challenge, Action, Result). While they all share a common thread of structuring responses in a clear and concise manner, there are subtle differences that set them apart. The STAR method provides a complete narrative by including situational context.
Use The STAR Method With Your Business School Essays
1. When you are writing your business school application letters, remember that the two most important parts of the story are the actions you took and the results you achieved. The actions taken show your approach to a situation and provide some insight into your strengths and abilities. The results indicate that you were able to make an impact.
The STAR Interview Method: How To Answer + Examples
The STAR method can be useful in answering any question, whenever you'd like to use a story or illustrate something with an example. For instance, questions about: "I recommend that when it's possible, candidates add a short STAR example to the hypothetical. Like: 'Here's a description of how I would generally respond.
How To Use The S.T.A.R Method To Write A Cover Letter
The STAR Method. So, here's what the star method entails. It's four simple steps for constructing each "example" paragraph of your cover letter. Before you do this though, be sure you have a short, concise introductory paragraph that explains why you are an excellent match to the job in question (see the section above!).
STAR Method for MBA Essay Writing
The post STAR Method for MBA Essay Writing appeared first on Stacy Blackman Consulting - MBA Admissions Consulting. stacyblackman Stacy Blackman Consulting is the only MBA admissions firm with a complete panel of former Admissions Officers from every M7 program and the elite European MBA programs. If you are looking for guidance on your MBA ...
STAR Selection Criteria Method
The STAR method (or STAR model) has always been a popular way of structuring statements against selection criteria. By using STAR (or similar methods such as CAR, PAR or SAO) it is easy to see a link between your tasks, actions and results. It can be a helpful way to get your thoughts flowing and document your claims against the selection ...
How to Ace Interviews with the STAR Method [9+ Examples]
4 Tips on Getting the Most Out of the STAR Method. Knowing what the acronym stands for is only the first step. Here's how to really get the most out of the method: 1) Keep It Relevant. Sounds obvious, right? But here's the thing: Even if you're following the STAR formula down to the T, it won't amount to much if your answer is not relevant.
Ace Your Interview with the STAR Method [5+ Examples]
Getting the STAR Method Right. Just remembering the acronym and its meaning already helps you a great deal. To make sure you give a 5-STAR answer however (pun intended), there are some tips you need to keep in mind. #1 - Prepare Several Examples. If you stay ready, you don't need to get ready.

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STAR Approach for Admissions Essay Writing and Interviews

What is STAR?

Good STAR Essay Example

Bad STAR Essay Example

Issues with the Ineffective STAR Story

How to Improve the Ineffective STAR Story

Lack of Specificity

Neglecting the Result

Rambling and Lack of Focus

Exaggeration or Dishonesty

Lack of Preparation

Repeating Information from the CV

SCAR (Situation, Challenge, Action, Result)

Components of SCAR

When to Use SCAR:

Example of a SCAR Framework in Action:

CARL (Context, Action, Result, Learning)

Components of CARL:

When to Use CARL:

Example of a CARL Framework in Action:

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