star method examples problem solving

35 Toughest STAR Interview Questions With Sample Answers

Learn how to ace your next behavioral interview with our complete guide to STAR interview questions and answers. Examples, tips, and more inside.

Shaoni Gupta

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Job interviews can be tricky, especially when you're asked about things you've done in the past. That's where the STAR method interview technique comes in handy. STAR stands for Situation, Task, Action, and Result. It's a way to answer questions that show off your skills and experience in a clear, organized way.

This guide will explain how STAR interview method works and why companies like using it. We'll also give you some example answers to some of the toughest STAR method interview questions. This will help you feel more prepared for your next interview.

What is the STAR Method?

The STAR method is a structured approach to answering behavioral interview questions. It involves outlining a specific situation, the task you needed to accomplish, the actions you took, and the results you achieved.

Situation : Set the scene by describing a specific challenge or responsibility you faced.

Task : Explain your particular role in that situation.

Action : Detail the steps you took to address the challenge or task.

Result : Highlight the outcome of your actions, emphasizing what you accomplished and learned.

35 Toughest Star Interview Questions and How To Answer Them

Below is a list of 35 interview questions and how to answer them using the STAR method.

Section 1: Questions About Teamwork

1. tell me about a time when you worked successfully as a team..

Here's how you frame your answer using the Star Method:

Situation : " In my previous job, we were tasked with launching a new product, and it required collaboration across multiple departments. "

Task : " My role was coordinating with the marketing, sales, and design teams to ensure we were all aligned with the product launch plan. "

Action : " I organized weekly meetings to update everyone on progress and address any issues. I also created a shared timeline accessible to all team members. "

Result : " The product launched successfully on time, and the collaboration across departments was praised by upper management, leading to a 20% increase in initial sales. "

2. Describe a situation where you had to collaborate with a difficult team member.

Situation : " During a critical project, one of my team members did not meet deadlines, which affected the entire team. "

Task : " As the team leader, I needed to address the issue while maintaining team morale. "

Action : " I had a one-on-one discussion with the team member to understand their challenges. We adjusted their workload and set up regular check-ins to ensure they stayed on track. "

Result : " Their performance improved significantly, and we completed the project on schedule, receiving positive feedback from the client. "

3. Tell me about a time when you had to manage conflict within your team.

Situation : " Two team members had a disagreement about the direction of a project, which started to affect their collaboration. "

Task : " As the project manager, it was my responsibility to resolve the conflict and ensure the project stayed on track. "

Action : " I facilitated a meeting where both parties could voice their concerns. We worked together to find a compromise that satisfied both team members and was in the project's best interest. "

Result : " The conflict was resolved, and the team worked cohesively, leading to the successful completion of the project. "

4. Give an example of how you contributed to the success of a team.

Situation : " Our team was tasked with developing a new marketing campaign under a tight deadline. "

Task : " My role was to oversee the creative process and ensure that all deliverables were completed on time. "

Action : " I introduced a more efficient workflow by implementing project management software and ensuring clear communication between team members. "

Result : " The campaign was delivered ahead of schedule, resulting in a 15% increase in customer engagement. "

5. Describe a time when you had to work closely with a team to meet a tight deadline.

Situation : " We had to submit a major project to a client within two weeks, but several key elements were still incomplete. "

Task : " I was responsible for coordinating the team's efforts to meet the deadline. "

Action : " I divided the work into manageable tasks and assigned them to team members based on their strengths. I also arranged daily check-ins to monitor progress. "

Result : " We met the deadline, and the client was highly impressed with the quality of the work, leading to additional business opportunities. "

Section 2: Questions About Problem-Solving

6. tell me about a time when you had to implement a process improvement..

Here's how you frame your answer using the STAR Method:

Situation : " In my previous role, I noticed that our invoicing process was causing delays in payments, leading to cash flow issues. "

Task : " I needed to streamline the invoicing process to ensure timely payments and improve cash flow. "

Action : " I analyzed the existing process and identified several bottlenecks, including manual data entry and lack of automated reminders. I introduced an automated invoicing system that integrated with our accounting software, reducing the need for manual input and sending automatic payment reminders. "

Result : "T he new system reduced invoice processing time by 50%, and we saw a significant improvement in cash flow, with a 30% increase in on-time payments. "

7. Describe a situation where you had to find a creative solution to a problem.

Situation : " Our company faced a sudden budget cut, which threatened the continuation of a key project. "

Task : " I needed to find a way to continue the project with limited resources. "

Action : " I reevaluated the project plan and identified non-essential tasks that could be postponed or eliminated. I also negotiated with vendors to reduce costs ."

Result : " We completed the project under the new budget, and it still met all the critical objectives, receiving praise from stakeholders. "

8. Can you give an example of a time when you identified and fixed a major problem?

Situation : " During a routine review, I discovered that our customer support team was consistently missing their response time targets. "

Task : " I needed to identify the cause and implement a solution to improve response times. "

Action : " I thoroughly analyzed the team's workflow and identified inefficiencies in the ticketing system. I introduced a new system and provided additional training. "

Result : " Response times improved by 30%, and customer satisfaction ratings increased. "

9. Tell me about a time when you had to analyze information and decide quickly.

Situation : " I was working on a project when we received last-minute data that changed the direction of our strategy. "

Task : " I had to quickly analyze the new data and decide whether to adjust our approach. "

Action : " I gathered the team, reviewed the data, and brainstormed potential solutions. I then decided to pivot the project based on the new information. "

Result : " The decision paid off, and the project was successful, achieving better results than originally anticipated. "

10. Describe a time when you anticipated a problem and took preventive measures.

Situation : " I noticed that our sales were declining due to increasing competition. "

Task : " My goal was to develop a strategy to prevent further declines and regain our market position. "

Action : " I conducted market research to understand the competition's strengths and weaknesses and developed a new marketing campaign to highlight our unique selling points. "

Result : " Sales rebounded within three months, and we regained our market share. "

Section 3: Questions About Leadership

11. tell me about a time when you took the lead on a project..

S ituation: " Our department was tasked with launching a new product line, but we lacked a clear direction. "

Task : " I volunteered to lead the project and develop a strategy. "

Action : " I created a detailed project plan, assigned roles and responsibilities, and set up regular progress meetings. "

Result : " The project was completed on time, and the new product line exceeded sales expectations by 20% in the first quarter. "

12. Describe a situation where you demonstrated leadership skills.

Situation : " Our team was struggling with low morale after a series of setbacks. "

Task : " As the team leader, I needed to boost morale and get the team back on track. "

Action : " I organized a team-building activity to improve communication and collaboration, and I implemented a recognition program to celebrate small wins. "

Result : " Team morale improved significantly, and we were able to meet our project deadlines. "

13. Can you give an example of how you motivated others to achieve a goal?

Situation : " We had a challenging sales target to meet, and the team was feeling overwhelmed. "

Task : " As the sales manager, I needed to motivate the team to stay focused and achieve the target. "

Action : " I set up a rewards system for hitting milestones, provided regular encouragement, and offered additional training to boost confidence. "

Result : " The team exceeded the sales target by 15%, and morale was high throughout the process. "

14. Tell me about a time when you had to make an unpopular decision as a leader.

Situation : " I had to cut a popular program due to budget constraints. "

Task : " It was my responsibility to communicate the decision to the team and manage their reactions. "

Action : " I held a meeting to explain the reasons behind the decision and outlined a plan to reallocate resources to other important initiatives. "

Result : " While the decision was initially unpopular, the team understood the necessity, and we were able to redirect our focus to more critical areas. "

15. Describe a time when you took the initiative to solve a problem.

Situation : " I noticed that our team's project management system was outdated and causing delays. "

Task : " I decided to take the initiative to find a better solution. "

Action : " I researched new project management tools, presented my findings to the team, and led the implementation of the new system. "

Result : " The new system improved efficiency by 25%, and projects were completed faster and with fewer errors. "

Section 4: Questions About Adaptability

16. tell me about a time when you had to adapt to a significant change at work..

Situation : " Our company underwent a major restructuring that affected my role and responsibilities. "

Task : " I needed to quickly adapt to the new structure and take on additional responsibilities. "

Action : " I took the initiative to learn the new processes and proactively sought feedback to ensure I was meeting expectations. "

Result : " I successfully adapted to the changes and even received a promotion within six months. "

17. Describe a situation where you had to learn something new quickly.

Situation : " I was asked to take over a project in an unfamiliar domain. "

Task : " I needed to quickly learn the new subject matter to manage the project effectively. "

Action : " I dedicated extra hours to studying the domain, attended relevant workshops, and consulted with experts to get up to speed. "

Result : " I successfully managed the project, which was completed on time and met all client expectations. "

18. Can you give an example of when you had to handle multiple priorities?

Situation : " I was juggling multiple projects with overlapping deadlines. "

Task : " My goal was to ensure that all projects were completed on time without compromising quality. "

Action : " I prioritized tasks based on urgency and importance, delegated where possible, and maintained clear communication with all stakeholders. "

Result : " All projects were delivered on time, and the quality met or exceeded expectations. "

19. Tell me about a time when you had to change your approach to a task.

Situation : " A marketing campaign I was leading was not generating the expected results. "

Task : " I needed to reevaluate our strategy and make adjustments to improve the campaign's performance. "

Action : " I analyzed the campaign data, identified weaknesses, and implemented a new approach focusing on a different target audience and revised messaging. "

Result : " The adjusted campaign led to a 30% increase in engagement, and we achieved our goals within the revised timeline. "

20. Describe a time when you had to manage a sudden change in priorities.

Situation : " I was working on a major project when we were informed of a new, highpriority task that required immediate attention. "

Task : " I had to quickly adjust my priorities to accommodate the new task without neglecting the original project. "

Action : " I reassessed my workload, delegated some tasks, and focused on completing the highpriority task first. "

Result : " Both the highpriority task and the original project were completed on time and to a high standard. "

Section 5: Questions About Time Management

21. tell me about a time when you had to meet a tight deadline..

Situation : " We received a lastminute request from a client for an urgent report. "

Task : " I was responsible for delivering the report within 24 hours. "

Action : " I immediately gathered the necessary data, prioritized tasks, and worked late to ensure the report was accurate and delivered on time. "

Result : " The report was delivered on time, and the client was impressed with the quick turnaround and quality of work. "

22. Describe a situation where you had to manage multiple tasks simultaneously.

Situation : " I was managing several client accounts, each with different deadlines and requirements. "

Task : " My goal was to ensure that all tasks were completed on time and met the client's expectations. "

Action : " I created a detailed schedule, set clear priorities, and used time management tools to keep track of progress. "

Result : " All tasks were completed on time, and clients were satisfied with the outcomes. "

23. Can you give an example of how you handled a hectic period at work?

Situation : "During the holiday season, our workload doubled, and we were shortstaffed."

Task : "I needed to manage my time effectively to handle the increased workload."

Action : "I focused on highimpact tasks, delegated where possible, and worked extra hours to ensure everything was completed."

Result : "We successfully handled the increased workload, and I was commended for my dedication and efficiency."

24. Tell me about a time when you had to prioritize your work.

Situation: " I was working on multiple projects, all with competing deadlines. "

Task : " My challenge was to prioritize my tasks to ensure that the most critical projects were completed first. "

Action : " I assessed the urgency and importance of each task, communicated with stakeholders to set realistic expectations, and focused on the most critical tasks first. "

Result : " All critical tasks were completed on time, and I managed to balance my workload effectively. "

25. Describe a time when you managed your time effectively to achieve a goal.

Situation: " I set a goal to complete a certification course while working fulltime. "

Task : " I needed to manage my time effectively to balance work, study, and personal commitments. "

Action: " I created a strict schedule, dedicated specific hours each day to studying, and stuck to my plan. "

Result: " I completed the certification course on time and even applied the new skills to improve my performance at work. "

Important! Learn how to identify Red Flags in an interview

Section 6: Questions About Communication Skills

26. tell me about a time when you had to explain a complex concept to someone..

Situation: " I needed to explain a technical process to a client who had no technical background. "

Task: " My goal was to ensure the client understood the process without feeling overwhelmed. "

Action: " I broke down the process into simple steps, used analogies to make it relatable, and encouraged questions to clarify any confusion. "

Result: " The client gained a clear understanding of the process, and we successfully moved forward with the project. "

27. Describe a situation where you had to communicate important information to your team.

Situation: " We had a major update to our project plan that needed to be communicated to the entire team. "

Task: " As the project manager, I was responsible for ensuring everyone was informed and understood the changes. "

Action: " I held a team meeting to explain the updates, provide a written summary, and address any questions or concerns. "

Result: " The team was wellinformed and adapted to the changes smoothly, allowing the project to continue without disruption. "

28. Can you give an example of a time when you had to persuade someone to see your point of view?

Situation : " I proposed a new strategy to improve our marketing efforts, but my manager was initially skeptical. "

Task : " I needed to persuade my manager to approve the new strategy. "

Action : " I presented data to support my proposal, highlighted the potential benefits, and addressed my manager's concerns. "

Result : " My manager approved the strategy, and it led to a 15% increase in customer engagement. "

29. Tell me about a time when you had to deliver bad news to a client or team member.

Situation : " I had to inform a client that a project would be delayed due to unforeseen issues. "

Task : " My responsibility was to communicate the delay while maintaining the client's trust. "

Action : " I contacted the client immediately, explained the reasons for the delay, and provided a revised timeline with solutions to prevent further delays. "

Result : " The client appreciated the transparency and remained satisfied with our service. "

30. Describe a time when you had to actively listen to solve a problem.

Situation : " A team member was frustrated with their workload and was not performing well ."

Task : " I needed to understand their concerns and find a solution. "

Action : " I scheduled a meeting to listen to their issues without interrupting, asked clarifying questions, and worked together to redistribute tasks. "

Result : " The team member's performance improved, and they felt more supported in their role. "

Effective use of the STAR approach can help you stand out from the competition and demonstrate your experience and aptitude for solving problems, which are essential for the position.

Section 7: Questions About Achievements

31. tell me about a time when you exceeded expectations on a project..

Situation : " I was assigned to lead a small internal project with tight deadlines. "

Task : " My goal was to complete the project on time and within budget. "

Action : " I worked efficiently, identified areas where we could streamline processes, and delivered the project ahead of schedule. "

Result : " The project was completed not only on time but also under budget, and I received recognition from upper management. "

32. Describe a situation where you took on a new challenge and succeeded.

Situation : " I volunteered to take on a leadership role in a new initiative that was outside my usual responsibilities. "

Task : " My challenge was to lead a team in developing a new product concept. "

Action : " I conducted market research, led brainstorming sessions, and coordinated with various departments to bring the concept to life. "

Result : " The new product was launched successfully and became one of our bestsellers. "

33. Can you give an example of a time when you went above and beyond to achieve a goal?

Situation: " We were working on a project for a major client, and I wanted to ensure we delivered exceptional results. "

Task: " I aimed to exceed the client's expectations by adding extra value to the project. "

Action: " I stayed late to refine the final presentation, added additional features, and conducted thorough testing to ensure everything was perfect. "

Result: " The client was extremely pleased with the outcome, and we secured a longterm contract with them. "

34. Tell me about a time when you achieved a significant milestone at work.

Situation : " I set a goal to increase our social media engagement by 50% within six months. "

Task : " I needed to develop and implement a strategy to reach this goal. "

Action : " I revamped our content strategy, introduced new types of posts, and engaged more actively with our audience. "

Result : " We achieved a 60% increase in engagement within the timeframe, surpassing our original goal. "

35. Describe a time when you turned a negative situation into a positive outcome.

Situation : " We faced a major setback when a key client decided to end their contract. "

Task : " My task was to retain the client or find a way to turn the situation to our advantage ."

Action : " I reached out to the client to understand their concerns and offered a revised contract with added benefits. "

Result : " The client agreed to stay with us, and the revised contract led to a stronger, more profitable relationship. "

Why Employers Use the STAR Method

The STAR method is a popular tool used by employers to evaluate an applicant's capacity for problem-solving, judgment, and scenario management. Your experiences can be succinctly and pertinently presented using its well-defined structure.

The goal of behavioral interviews is to use past behavior to forecast performance in the future. Employers embrace the STAR method because it helps them assess how you tackle assignments, collaborate with others in teams, and overcome obstacles. Using this technique benefits interviewers:

Assess your competencies : They can tell if you have the abilities needed for the position by looking at the way you've responded to comparable circumstances in the past.

Gauge your thought process : STAR responses provide insight into your decisionmaking process by revealing how you organize, plan, and carry out your duties.

Evaluate your impact : The outcomes section of your response outlines the concrete advantages of your activities and how you could help their company.

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How to Use the STAR Method in Your Answers?

Mastering the STAR method requires practice and a clear understanding of each component. Here's how to craft your responses:

Situation : Choose a relevant example from your past experience that closely aligns with the job you're applying for. Be specific but concise when setting up the scenario.

In my previous role as a project manager, our team faced a significant delay in the launch of a new product due to unexpected technical issues. "

Task : Describe your role in the situation. Focus on what was required of you, highlighting your responsibility.

As the lead on this project, it was my responsibility to ensure the product launch stayed on track and met our revised deadlines. "

Action : This is the core of your answer. Discuss the steps you took to address the situation. Be detailed, explaining your thought process, the strategies you used, and why you chose them.

I quickly organized a meeting with the technical team to identify the root cause of the delay. I then reallocated resources to prioritize critical tasks, implemented a new timeline, and communicated the updated plan to all stakeholders. "

Result : Conclude with the outcomes of your actions. Wherever possible, quantify the results to show the impact of your efforts.

As a result, we were able to resolve the technical issues and launch the product two weeks ahead of the revised schedule, leading to a 10% increase in early sales.

The key is to be specific and focus on the results, as this demonstrates your effectiveness in the role.

Here's a collection of interview questions for different jobs that you can explore:

Top 40 Informational Interview Questions

Most Asked Walmart Interview Questions

Top 30 McDonalds Interview Questions

30 Best Work From Home Interview Questions

Top 60 HR Generalist Interview Questions

Most Asked Project Manager Interview Question

Top 85 Angular Interview Questions

Most Asked Internship Interview Questions

Tips for Mastering the STAR Method

To perfect your STAR method answers:

Be Specific : Choose examples that are directly relevant to the job you're applying for.

Practice : Rehearse your answers to common questions so you can deliver them confidently.

Stay Concise : Keep your responses focused, avoiding unnecessary details.

Focus on Results : Always highlight the positive outcome of your actions.

Don't forget to avoid common pitfalls, such as being too vague, overexplaining the situation, or failing to mention the result.

The STAR method is a powerful tool for standing out in behavioral interviews. By structuring your answers using this technique, you can clearly demonstrate your skills and experience to potential employers.

Take the time to practice your STAR responses and focus on delivering answers that are concise, relevant, and impactful. With preparation, you can confidently tackle any interview question that comes your way.

This article has been written by Shaoni Gupta. She works as a content writer at Vantage Lens . Her areas of interest range from art to astronomy. When she's not writing, she is daydreaming about stepping into the worlds of high fantasy novels.

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10 STAR Interview Method Examples

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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The STAR method is a structured approach to answering interview questions that helps you to thoroughly address the interviewer’s concerns. It stands for Situation, Task, Action, and Result.

It focuses on questions called behavioral interview questions which often start with “Can you dessscribe a time when you…”

They are designed to test how you would behave in a tricky or high-pressure situation.

By using the STAR method, you can ensure you answer these questions well.

Answer the question in four steps:

• Situation: Describe the situation that you faced.
• Task: Break down the challenges inherent in the situation.
• Action: Describe what steps you took to address the situation. You can talk about strategies, thought processes, and resources used – but make sure you highlight how you took initiative to resolve the situations.
• Result: Describe how your actions led to a good result for the key stakeholders.

By using the STAR method, you can embrace a structured way of working through these tricky questions and demonstrate your strength as an action-tacking and highly effective professional.

STAR Interview Method Examples

1. star example for sales.

Question: Can you give an example of a time when you had to handle a difficult customer?

• Situation: When I worked in a call center, I had a customer who was upset because they had not received their delivery on time.
• Task: My task was to ensure the customer’s issue was addressed and that the customer felt like we cared about them and their needs.
• Action: I apologized for the delay. I got in touch with the delivery company to confirm the issue and started an insurance claim with them. I then offered to expedite a new delivery at no additional cost. I also let them know I would send a gift voucher in the delivery for their toubles.
• Result: The customer saw that I cared about addressing their issue and I was taking action. As a result, they left the phone call satisfied.

2. STAR Example for Teaching

Question: Can you give an example of a time when you had a struggling student and needed to adapt your teaching style to help them overcome a threshold concept ?

• Situation: I recall a student in my Grade 2 class who was struggling with multiplication.
• Task: My task was to meet the student where she was. I had to assess her prior knowledge and her learning preferences in order to differentiate instruction.
• Action: I quietly sat with the student during individual work in class and observed what she was doing. I realized the blockage was when she was trying to juggle numbers in her mind. To address this, I gave her beads that she could group to visualize the addition in front of her.
• Result: The student used the beads for about a week and eventually she understood the concept in her mind. I tried removing the beads in a class the next week to see if she could do the task independently. She now had the capacity to do the task without scaffolding .

3. STAR Example for Marketing

Question: Can you outline a situation in which you took a higher-level look at a marketing solution and executed it well?

• Situation: In my previous job, my marketing department needed to roll out a new campaign but had barely any budget.
• Task: My task was to come up with a cost-effective way to draw attention to the brand.
• Action: I decided not to work in isolation. Instead, I reached out to influencers who already had the ear of my target market. I asked them to pitch campaign ideas before selecting the three best creative ideas.
• Result: The campaign was a success because I didn’t do things in isolation. I leveraged the creativity of influencers and took the role of campaign director.

4. STAR Example for Nursing

Question: Give me a situation in which you worked with a difficult client and their family and used your situation diffusion skills effectively.

• Situation: I had a patient who was very anxious which caused their family to be constantly intervening and making tough demands.
• Task: I realized that the task was twofold: helping the patient to feel like they were in control and manage the family’s expectations.
• Action: I communicated with the patient and their family about how often I would provide updates. This tempo was once every 4 hours.
• Result: I found that the patient and family’s knowledge of when they would next get information put them at ease and helped them feel like there was structure and a plan.

5. STAR Example for Social Media

Question: Can you give a real-life example of a social media strategy that you have implemented for a small business client?

• Situation: When I worked as a freelancer, I was often contacted by small food bloggers who wanted me to implement a social media strategy that synergized with their website publishing strategy.
• Task: My task was to roll-out instagram, pinterest, and tik tik content that would help draw traffic to new blog posts.
• Action: I asked the client to send me their weekly blog post the Wednesday before the campaign week. Each Wednesday, they would send me the post, and I would go about creating on-brand content for each platform.
• Result: The client reached 10,000 subscribers on each platform within 2 months and had an average 3.5% click-through rate to the blog, increasing traffic by 2,000 readers per week.

6. STAR Example for Engineer

Question: Can you give an example of a time when you’ve needed to use an engineering mindset to solve a complex problem?

• Situation: At university, I was assigned a project to design a machine that would automate the canning of sardines.
• Task: My task was to figure out how to get the arms to re-position cans that had shifted position as they went through the conveyor belt.
• Action: I began by interviewing someone who had done it before. I believe in learning through asking questions. Based on their advice, I worked on a prototype, then tested the prototype with cans of multiple sizes.
• Result: The final design had the capacity to adjust to the shifting of cans as well as multiple different sizes of cans, making it a robust machine that had a very low fail rate.

7. STAR Example for Doctor

Question: Can you give an example of your mindset when making different decisions that might have long-term impacts on the lives of your patients?

• Situation: I had a patient who was experiencing chronic pain behind their eyes. There was a good surgical solution, but it also had a significant chance of failure. Failure may have had bad side-effects.
• Task: My task was to communicate the risks and benefits to the patient and give them all the information they needed to make their own decision. I believe in empowering my patients and making decisions as a team.
• Action: Before meeting with my patient, I pulled together their medical history in order to determine my best professional estimation of the success rate. I also put together a clear-to-understand explanation of the steps I could take to minimize risk of failure.
• Result: The patient decided not to go ahead with the surgery due to the risk factor, but I felt it was a successful result because the patient got the best information to make the best decision for themselves and their family.

8. STAR Example for Real Estate Agent

Question: Can you give a time when you effectively guided clients toward a purchase?

• Situation: I had a young couple who were moving to town to start a new job and they didn’t have a good understanding of the city or its neighborhoods.
• Task: My task was to use my knowledge of the city to find a suburb that would suit their needs.
• Action: I worked closely with the client to figure out their priorities . They highlighted the preference for a good school for their future child and an easy way to get out of town to access nature. I then narrowed down a suitable suburb and presented a range of properties for them.
• Result: I secured the sale for the clients who were over the moon with their purchase and grateful for the personalized and knowledgeable service.

9. STAR Example for Librarian

Question: Can you explain a circumstance in which you got an information request from a client that was challenging, and how did you solve it?

• Situation: I had a client who was looking for information on 17th Century Hindu literature. It was a topic well out of my comfort zone.
• Task: I saw my task to be to use my professional contacts and skills to assist the patron in finding the information. The skills I had included reaching out to other libraries and reaching out to professors.
• Action: I used the databases available to me to search for information on the topic of 17th Century Hindu literature. I couldn’t get anywhere, so I reached out to the history department at the local university. They didn’t have exert knowledge on the topic, but they offered a book from the university library, so I placed an interlibrary loan request.
• Result: The client was able to find the esoteric information about Hinduism through the interlibrary loan request. They were grateful for my efforts and lateral thinking that helped find the text.

10. STAR Example for Manager

Question: Can you give an example of a time when you worked with an unmotivated team and how you tackled this problem?

• Situation: I worked with a team once who had a strong sense of disillusionment with the industry after a long time of seeming directionlessness in our company.
• Task: My task was to use my leadership skills to motivate the team. I wanted them to get intrinsically motivated, not just through external rewards.
• Action: I met individually with team members and consulted them on why they wanted to be in this industry and what their goals were. I used these inspirations, goals, and aspirations as a baseline for assigning new team roles that gave KPIs but also enhanced freedom of decision making.
• Result: The team morale definitely lifted after I did the hard work of focussing on passions and motivations of team members and empowering team members to pursue their passions. This was reflected in a 15% productivity rise the following quarter.

The STAR method isn’t one that you can get perfect the first time. Brainstorm 10 STAR interview method examples for your situations that you might face. Work through how you would answer each so you’re prepared when you’re presented with these tricky behavioral interview questions at the job interview. Good luck!

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30 star method interview questions to prepare for

Almost every job interview has a set of behavioral questions. They usually start with “Tell me about a time when…” and they can catch job seekers off guard if they’re unprepared. 

There are a variety of different interview types, from typical structured interviews to a group interview. The good news? There’s a secret recipe that’ll help you prepare for and ace these tricky questions. 

Known as the STAR interview method, this technique is a way of concisely answering certain job interview questions using specific, real-life examples. 

For example, say your interviewer asks you to describe a time you performed under pressure. Using the STAR technique, you can prove you’re able to perform well under pressure by giving an example from your past experiences. 

Let’s explore what the STAR method is, how to prepare for a behavioral question, and how you can use this technique to help you land your next job.

What is the STAR interview method? 

The STAR method is a technique used to answer behavioral interview questions in a structured and compelling way. Behavioral questions prompt job candidates to give specific examples of how they’ve handled past situations or challenges. 

These are questions like:

• Tell me about a time you had to pivot part of the way through a project.
• How do you handle collaborative workstreams?

It can be challenging to share a cohesive example on the spot. But with the right preparation and a STAR interview structure, you can have some answers ready to go.

What are the 4 steps in STAR?

The acronym STAR stands for –– situation , task , action , result :

• Situation : Set the scene by briefly describing the situation, challenge, or event you faced.
• Task : Explain what your responsibilities were in that situation. What role did you play?
• Action : Describe what steps you took to overcome the challenge or address the situation 
• Result : Share what you achieved through your actions.

Each pillar helps you tell an in-depth yet short story with a beginning, middle, and end.

Structuring your STAR interview responses

• Situation : Briefly set the scene with relevant context (1-2 sentences).
• Task : Describe your responsibility or the goal you needed to achieve (1-2 sentences).
• Action : Explain the specific steps you took to address the situation, focusing on your contributions (3-4 sentences).
• Result : Share the positive outcomes, using measurable results if possible (2-3 sentences).

Example STAR Response:

Question : Tell me about a time when you faced a challenging problem at work.

• Situation : "I was working as a retail manager during the busy holiday season when one of our major shipments was delayed."
• Task : "I needed to ensure we still met our sales targets despite the delay."
• Action : "I coordinated with other store locations to redistribute stock, increased our online promotions, and organized a local supplier to provide alternative products."
• Result : "We not only met but exceeded our sales targets by 15% for the season, and customer satisfaction ratings improved by 10%."

25 examples of STAR questions in an interview

But how do you know when it’s the right time to use the STAR format during an interview? 

It’s simple: be on the lookout for behavioral questions. They usually start with prompts like these:

• Tell me about a time …
• Share an example of a time…
• Describe a time when…
• Have you ever…
• Do you usually…

Here are a few specific examples of behavioral interview questions to answer with the STAR method: 

• Have you ever had to develop a new skill on the job? Tell me about your approach to the learning process. 
• Describe a time when you had a tight deadline to meet. How did you get things done? 
• Have you ever had a direct disagreement with your manager ? How did you handle that situation? 
• Tell me about one of your proudest professional accomplishments. 
• Describe a time you motivated your team to achieve results. What was your approach?
• How do you go about setting team goals ?
• Give me an example of a time when you failed to hit your goals. How did you respond and what did you do?
• Have you ever had to push back on a key stakeholder? What did that interaction look like?
• Describe the projects you typically enjoy most.
• Share an example of a time when you had to shift priorities quickly. How did you handle that situation?
• Have you ever managed an employee who wasn’t hitting the mark ? How did you handle the situation?
• Share an example of a time when you went above and beyond what is expected of your role.
• Share an example of a project you needed buy-in from various stakeholders to complete. 
• Explain a situation where you overcame a challenge at work.
• Tell me about a time when you had to navigate changes at work.
• Describe a time when you had to motivate your peers. How did you do it and what was the outcome?
• Tell me about the last project you owned and were really proud of.
• Share a time when things did not go your way. How did you respond and what did you learn?
• Share an example of a time when you were under immense pressure at work. How did you handle the situation?
• Tell me about a time when you surprised yourself.
• Have you ever spent too much time on a project? How did you recover?
• Describe a time when you helped a coworker achieve their goals.
• Give me an example of a time when you performed well under pressure.
• Tell me about a time when you had to make a tough decision.
• Tell me about a time when you made the wrong decision.

These questions can be challenging if you’re caught unprepared. The STAR interview method helps you prepare and deliver a compelling story that will satisfy the interviewer’s questions and demonstrate why you’re the right person for the role.

How to use the STAR method in an interview

Let’s learn how to use each pillar of the STAR technique to deliver a compelling and structured response to any behavioral or situational interview question . 

1. Situation: Set the stage 

Begin answering the question by giving your interviewer context around the specific situation or challenge you faced. 

Try to limit this part to only a few sentences to set the scene. The bulk of your answer should focus on your actions and results. 

Make sure the situation you’ve chosen clearly demonstrates the skill or capability you’re being asked about and is complex enough for the role you’re interviewing for. 

For example, if it’s a more senior role, choose a situation that involves high stakes and demonstrates your expertise.

2. Task: Explain where you fit in 

Describe the task you had to complete and what your involvement was. 

Similar to the situation portion of your answer, this part should also be brief and to the point. For example, it can be a simple sentence like this one: 

“As the customer experience manager, it was my responsibility to resolve the client’s concern at the first point of contact.”

3. Action: Describe each step 

This is the most important part of your answer because it’s your opportunity to showcase your capabilities. The hiring manager doesn’t just want to hear what you’ve accomplished but how you’ve accomplished it. 

Explain what steps you took to overcome the challenge or reach your goal. Be as specific as possible, describe each step in detail, and avoid vague statements like “I worked really hard.” 

Keep the focus on yourself when answering the question. Use “I” statements and talk about what you specifically did, not what was accomplished as a team.

4. Results: Impress with your achievements 

This is the time to share the results of your actions with your potential employer. What positive impact were you able to achieve? How did you resolve the situation? 

Make sure the outcome is always a positive one. For example, even if you’re asked to describe a time you made a mistake, you should focus on what you learned from the experience. 

Employers love to see measurable results, so don’t forget to quantify your results when you can or back them up with concrete examples.

5 example STAR interview questions and answers

Here are some examples of STAR interview questions and answers to help you ace your next opportunity. 

1. Give me an example of a goal you’ve set and how you achieved it.

The scope of this behavioral question is to determine how you set goals and what steps you take to make sure you meet your objectives.

Situation: When I first transitioned into a sales role at company X, I was a bit shy of meeting my first-quarter sales target. 

Task: This motivated me to not only meet my sales target during my second quarter but exceed it. 

Action: I broke my goal down into smaller weekly goals and changed my sales strategy. I leveraged social selling to find new customers and develop relationships with them. I also asked my sales manager to coach me on my closing techniques and objection handling. 

Result: With this new strategy, I exceeded my sales target by 10%. 

2. Tell me about a time you failed. How did you handle it? 

Being honest about a time you failed shows you have integrity. Just remember to focus on what you learned from the experience. 

Situation: Shortly after I was promoted to senior project manager, I was in charge of leading a project for a major client. This project would typically take about a month to complete, but the client was in a rush and asked if I could have it ready in three weeks. 

Task: Excited that it was my first project, I agreed. Shortly after, I realized I'd need a bit more time to finish it and deliver quality work.

Action: I reached out to the client right away and apologized. I also asked for a three-day extension, and they were generous enough to extend the deadline. 

Result: I managed to finish the project and deliver it before the extended deadline. However, I learned to manage my time better and never overpromise on something I can’t deliver. 

3. Can you describe a time people didn’t see things your way? 

Behavioral questions worded this way are tricky. Author Mak Murphy explains that these questions don’t give away the “correct answer” to see if you reveal your true attitude.

In this case, what the question is trying to ask is, “Describe a time you successfully persuaded someone to see things your way.” 

Situation: I recently led a brainstorming session . The purpose of this session was to create a brand awareness campaign for a product my company was launching. 

Task: One of my teammates and I disagreed on what direction we should take for the campaign. I wanted to focus more on maximizing social media presence, and he wanted to go the brand partnership route.

Action: I asked my colleague to have a one-on-one meeting with me. I asked him to share his ideas and perspective. After listening and offering constructive criticism and feedback , I shared my ideas. 

Result: The conversation helped me see blind spots in my strategy and improve it. I also persuaded my coworker to get on board with my strategy by explaining its rationale. As a result, I merged our ideas and created a successful brand awareness campaign. Our social media engagement and website traffic both saw an increase of over 40%.

4. Tell me about a time when you worked well with a team. 

Teamwork skills, particularly remote teamwork skills, are one of the top competencies that employers are looking for . 

Situation: In my previous job as an event coordinator, I worked with a team of five to plan and execute company events and conferences. Last year, we collaborated on the company’s annual holiday party for over 500 employees.

Task: There were so many moving pieces. Everyone on our team had different responsibilities, but we all had to work as one unit to bring the party to life. 

Action: Even though I was the most junior person on the team, I organized a project management system that would allow us to check in with each other daily. They’d never done this before, but everyone loved the virtual task-tracking features. 

Result: Thanks to the new system, our team meetings were far more productive and we ended up ahead of schedule. Ultimately, our team’s collaboration led to what our CEO called the best holiday party he had ever attended. 

5. Can you share a time when you’ve had to juggle multiple priorities at work? 

Situation: While working as a client success manager at a tech company, one of my colleagues left the company for a new opportunity. My manager asked me to take on some of her responsibilities. 

Task: I had to reprioritize my own clients and projects to make room for her most important ones. It was overwhelming at first, with so many tasks to juggle and my unfamiliarity with my colleague’s book of business. 

Action: I worked through my responsibilities and reprioritized them based on the company’s goals, my availability, and other factors (with a bit of input from my manager). I also came up with ways to automate certain tasks to free up more of my time.

Result: Thanks to new automation efforts and successful prioritizing, none of our clients realized that there had been an internal shift at the company. Our team’s high quality of service was maintained — and I became more efficient in the process .

Why should I use the STAR method? 

It’s easy to get overwhelmed during an interview and forget everything you’ve prepared. The STAR framework is a simple way to provide a good answer, even when you’re feeling nervous. 

But the reasons for using the STAR interview technique go further than that. For one, today’s job market is stronger than ever . A quick search through LinkedIn will show you that there are endless opportunities available for candidates. 

But that doesn't mean it’s easy to land your dream job. In fact, recent research has shown that remote and hybrid jobs are receiving seven times the applicants as in-person positions . 

Standing out during the interview process is key to landing a more flexible, higher-paying, or otherwise better-fitting job. The STAR method is here to help you build your communication skills , tell your authentic story, and ace your next interview .

How do I prepare for STAR interview questions? 

Acing STAR interview questions is all about preparation and practice. The more you prepare, the better equipped you’ll be to use this STAR technique to your advantage. 

Here’s what you need to do before each interview . 

1. Highlight the skills and experience required for the role

• Review the job description thoroughly to understand the skills and experiences the recruiter is looking for.
• Identify and highlight the transferable skills and experiences needed for success in the role.
• Example : If the role requires problem-solving skills , you might be asked, “Tell me about a time you faced an unexpected challenge at work. How did you overcome it?”

2. Reflect on previous achievements and wins 

• Using the STAR method, write down specific examples of situations where you demonstrated the competencies relevant to the role.
• Ensure your answers provide concrete and verifiable evidence showing how you dealt with challenges. Be sure to include context, actions taken, and the positive outcome.
• Avoid vague statements; detail the specific steps you took and how you met each deadline to achieve your desired result.

3. Practice your answers 

• Simulate a real interview to help you feel more prepared and confident.
• Practice with a friend as the interviewer and ask for feedback on what works and what doesn’t.
• If practicing alone, answer the questions out loud to become comfortable vocalizing your responses, making you sound more natural during the interview.

4. Get ready for common behavioral questions 

• Review typical examples of behavioral interview questions and use the STAR technique to structure your responses. 
• Example: You may be asked to describe a time you disagreed with a team member or talk about a time you resolved a work-related conflict . Both questions assess your communication, conflict resolution, and problem-solving skills.

5. Prepare Questions for the Interviewer

• Develop thoughtful questions to ask the interviewer about the role, company culture, and expectations.
• This shows your interest in the position and helps you gather valuable information about what the hiring manager values.

More tips to ace your STAR interview

Wondering how to prepare for STAR interview questions and ready to put the STAR interview technique into practice? Here are some key takeaways to keep in mind before your next job interview:

• Use the STAR method to answer behavioral questions, like “Can you share a time when…” 
• STAR stands for situation, task, action, and result and is meant to help you structure your answers to those questions.
• The benefit of the STAR method is that it should help you provide clear and concise answers — be specific, but don’t get caught up in the details. 
• You can prepare to use the STAR method by reflecting on past accomplishments that are relevant to the role you’re interviewing for.
• Don’t forget to practice your answers ahead of time!

Mastering the STAR interview method

This simple yet powerful method will help you ace your next interview by delivering compelling answers that show employers you’re the right person for the job. 

If you’re planning your next career move, partnering with a BetterUp Coach can help. Our world-class coaches offer guidance and support to help you during this transition.

Master your next interview

Explore personalized coaching to excel in behavioral interviews and secure your dream job.

Chris Helvajian

Chris Helvajian is a talent acquisition leader with more than a decade of experience in talent acquisition. He's passionate about creating scalable solutions to resolve recruiting problems at their root. His golden thread is "connecting people to opportunity." Chris is currently a recruiter at BetterUp and received his MBA at Chapman University.

35 behavioral interview questions to ask in your next interview

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The STAR Method for Answering Behavioral Questions: Complete Help Guide

The STAR method is an effective technique for answering behavioral interview questions. This structured approach helps candidates articulate their experiences in a clear and concise manner, demonstrating their skills, problem-solving abilities, and potential fit for the role. This guide provides an in-depth overview of the STAR method, its components, practical tips, and examples to help you prepare for your next interview.

1. What is the STAR Method?

The STAR acronym stands for:

• S - Situation: The context or background of the scenario you are discussing.
• T - Task: The specific task or responsibility you had in that situation.
• A - Action: The actions you took to address the situation or accomplish the task.
• R - Result: The outcomes or results of your actions, highlighting any achievements or lessons learned.

2. Breaking Down Each Component

S - situation.

Begin by describing the context of the situation. Provide enough detail to paint a clear picture for the interviewer, focusing on the relevant aspects of the scenario.

Clearly explain your specific role and responsibilities within that situation. What was the challenge you faced? This helps to emphasize your contributions and set the stage for your actions.

Detail the steps you took to address the challenge. Focus on your individual contributions, highlighting the skills, strategies, and reasoning behind your decisions.

Conclude by sharing the outcomes of your actions. Whenever possible, quantify your results with metrics or specific examples. Highlighting successful outcomes demonstrates your ability to make a positive impact.

3. Tips for Using the STAR Method Effectively

• Practice Common Questions: Familiarize yourself with common behavioral questions, such as "Tell me about a time when you faced a challenge." Prepare responses using the STAR method for these scenarios.
• Be Concise: Aim for a response that lasts about 1-2 minutes. This keeps the interview engaging and allows time for follow-up questions.
• Be Relevant: Choose examples that are pertinent to the job you’re applying for. Tailor your responses to highlight the skills and qualities that align with the position.
• Stay Positive: Even when discussing challenges or failures, focus on the positive outcomes and what you learned from the experience.
• Reflect on Your Experiences: Before the interview, reflect on your past experiences, both successes and failures, to prepare a variety of examples.

4. Common Behavioral Questions

Here are some typical behavioral questions you may encounter during interviews:

• Can you describe a time when you had to work as part of a team?
• Tell me about a challenging project you managed.
• Have you ever faced a conflict with a colleague? How did you handle it?
• Describe a situation where you had to meet a tight deadline.
• Can you give an example of a time when you showed leadership skills?

5. Practical Examples of the STAR Method

Example 1: problem solving.

S: In my previous role as a project coordinator, we faced a significant delay in a critical project due to unexpected vendor issues. T: As the lead on the project, it was my responsibility to ensure we met our deadlines. A: I organized an emergency meeting with the team to identify alternative solutions and contacted other vendors to expedite materials. R: As a result, we completed the project two weeks ahead of the revised deadline, which strengthened our relationship with the client and earned positive feedback from management.

Example 2: Teamwork

S: While working as a sales associate, our team was tasked with increasing sales during the holiday season. T: My role was to collaborate with the team to devise and implement a marketing strategy. A: I proposed a new promotional campaign and coordinated with our marketing department to roll it out effectively. R: The campaign resulted in a 30% increase in sales compared to the previous year, and our team was recognized as the top-performing unit in the region.

6. Conclusion

The STAR method is an invaluable tool for effectively answering behavioral interview questions. By structuring your responses around the Situation, Task, Action, and Result, you can showcase your skills and experiences in a compelling manner. Practice using the STAR technique with various scenarios to prepare yourself for future interviews and increase your chances of success.

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How to Answer Problem Solving Interview Questions Like a Pro

By Nadia Dardón | Updated October 18, 2024

Job interviews can be stressful, specially when faced with tough problem-solving questions. These questions are intended to measure your critical thinking, creativity, and problem-solving skills. How you approach problem-solving shows a lot about your work ethic, adaptability, and resourcefulness, which are all qualities that employers value.

Job interviews frequently include problem-solving questions. Employers use them to evaluate your ability to handle challenges, think critically, and deliver effective solutions. But these questions don't come in just one form. You might be asked about overcoming obstacles, managing a team conflict, dealing with a tight deadline, or even solving a technical issue.

Fortunately for you, there's a strategy you can use to answer these questions confidently: the STAR Method. This technique helps you frame your answers by breaking them down into four key elements— Situation, Task, Action, and Result —so that you can give structured and impactful responses.

In this blog post, we'll guide you through answering problem-solving interview questions using the STAR Method. We'll also show examples of the different questions you might hear and offer a sample answer, so that you can understand how to properly structure your own response.

Why Use the STAR Method?

The STAR Method gives your answers a clear structure, making them easier to follow and understand. Each part of STAR allows you to highlight specific aspects of your problem-solving skills:

• Situation: Describe the context or background of the problem.
• Task: Explain the challenge or responsibility you were tasked with.
• Action: Detail the specific steps you took to solve the problem.
• Result: Share the outcomes or success resulting from your actions.

By using STAR, you're telling a story that not only showcases your problem-solving skills but also provides tangible results.

According to a survey by the National Association of Colleges and Employers (NACE) , 91% of employers ranked problem-solving skills as the most desired trait in new hires. A report from Indeed found that 70% of employers want to hear real-life examples of how a candidate has solved problems at work.

This shows that answering these questions effectively can set you apart from other candidates. Your response to problem solving interview questions demonstrates how well you can think on your feet and apply past experiences to future roles.

Also for you: 30 STAR Interview Questions to Prepare for Your Next Job Interview

10 Problem-Solving Interview Questions And Answers

1. "tell me about a time you faced a significant challenge at work. how did you handle it".

Sample Answer:

"In my previous role as a project manager, a key supplier went out of business during a critical project, I quickly identified a replacement and negotiated expedited delivery. By streamlining internal processes, we completed the project on time, impressing the client."

2. "How do you handle tight deadlines?"

"At the marketing company I worked previously, we had to launch a campaign in 48 hours. I broke tasks into smaller chunks, delegated work based on strengths, and communicated with the client. We delivered the campaign on time with positive results."

3. "Describe a time when you had to solve a problem with limited resources."

"At my previous job, our budget was cut by 20%. I prioritized essential operations, reduced non-critical expenses, and trained the team on multitasking. We stayed within budget and maintained customer satisfaction."

4. "Can you give an example of a time when you had to solve a problem within a team?"

"Our team was stuck on how to approach a technical issue. I facilitated a meeting where everyone shared ideas. We combined the best solutions and moved forward, delivering a successful project."

5. "Tell me about a time when you solved a customer problem quickly."

"When I was working as a retail manager, a customer received a defective product before a key event. I expedited a replacement and offered a discount. The customer received the item on time and left positive feedback."

6. "How do you handle situations where there is no clear solution?"

"One time, I was faced with a product issue and no clear fix, I gathered customer data, worked with the development team, and found the root cause. We rolled out a patch, resolving the issue and boosting customer satisfaction."

7. "How do you approach solving an unfamiliar problem?"

"When I faced a new software issue, I researched online, consulted with the support team, and tested solutions. I identified the cause and implemented a fix, preventing downtime."

8. "Tell me about a time you improved a process at work to solve a problem."

"I used to work for a retail company and I noticed delays in order processing due to manual entry. I implemented an automated system, reducing processing time by 30% and improving customer experience."

9. "How do you solve a problem when you don't have all the information?"

"When I used to work for an IT company and the data was incomplete for a project, I used historical trends and consulted with colleagues to fill gaps. This allowed me to make recommendations while staying flexible for future adjustments."

10. "How do you solve a problem when you're working under pressure?"

"Facing a tight deadline for a sales campaign, I broke tasks into manageable pieces, delegated effectively, and maintained regular check-ins. We completed the campaign ahead of schedule, and the client was thrilled."

Mastering Problem-Solving in Interviews

Preparing for problem-solving interview questions is essential for job seekers looking to impress potential employers. Using the STAR method to structure your answers allows you to clearly convey your thought process and demonstrate your ability to tackle problems effectively.

Remember to highlight your unique experiences and provide specific examples that showcase your problem-solving skills. With the correct preparation and practice, you can go into your interviews with confidence and boost your chances of getting the job you want. Accept the opportunity to demonstrate your abilities, and remember: every obstacle is an opportunity to shine!

Ready to Ace Your Next Interview?

Don't leave your interview success to chance! Visit STAR Method today to access our AI-powered interview prep tool. With tailored practice, detailed feedback, and immediate results, you'll be fully equipped to tackle any problem-solving question with confidence. Start your journey to success and turn your tired interview performance into a hired success story!

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!

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