The ‘Star’ Method In Interviews Explained

You may have heard of the STAR method which is often implemented in behavioural interview situations. This structured approach assists candidates to provide detailed and organised answers to questions by breaking down their experiences into four separate sections. Being able to convey your responses effectively can make all the difference as to whether you have a successful interview or not .The STAR method is a powerful tool which allows you to articulate your skills and accomplishments to the interviewer.

The STAR method is broken down into four key areas which are situation, task, action and result. The first is ‘situation’ when you set the stage for what is to come later on . For example, one of the most commonly asked questions by interviewers is ‘Tell me an example of a challenging situation you have encountered in your work.’ You should ‘set the stage’ by briefly outlining the circumstances where you provide enough details of the scenario so that the interviewer can picture the situation which you are about to describe.

‘Task’ is the second step. Once you have established the ‘situation’ you can now continue onto defining the task or challenge by describing what you faced or were tasked with as well as what goals you needed to achieve. Be clear and articulate your responsibilities in the situation, giving the interviewer good insight into the complexities that you faced.

‘Action’ is the main part of your response where you can detail any specific actions that you initiated to address, manage the situation or complete the task. Describe your role and make certain that you highlight your skills and decision making process. This is where you can really impress the interviewer and showcase your skills! Explain what steps you took to navigate through challenges or how you seized opportunities.

Finally, ‘result’ is the final step so take this opportunity to conclude your response by highlighting the outcomes of the actions you took. Explain what the results of your efforts were and if your objectives met. Place emphasis on the positive impacts, any lessons which were learned and if any improvements achieved as a result of your actions. This final part of the STAR method demonstrates the value that you can potentially offer the organisation if you are offered the role.

By structuring your responses using the well known STAR method, you are providing interviewers with a clear and organised account of your experiences. It helps to showcase how competent you are and helps interviewers to understand how you approach challenges and thus contribute to obtaining a positive outcome. Before interviews you can practice using the STAR method as often as you can to ensure that you can articulate your achievements in a compelling and structured manner which will undoubtedly leave a lasting impression on the potential employers.