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Star interview questions

While prospective employers are still impressed with your hard skills and previous job results, they will find much of that from your resume. That's why the trick to performing an interview is to share fantastic stories about your previous successes when it comes to securing the position. We may all be specialists in our profession, but that doesn't indicate that we're professional storytellers and, that is where the STAR approach steps in to save the day.

To assess if an applicant is the best choice for a position, employers ask behavioural interview questions. While the skills you have mentioned in your resume might be compatible with the job requirements, the interviewer still wants to verify that you can manage the unique circumstances required for the job. The STAR interview technique will enable you to plan, prepare, and train for this aspect of the recruitment phase.

The STAR method is a technique designed to assist people have meaningful responses that include adequately-formed introduction, middles, and conclusions. STAR signifies the situation, the task at play, the action you have taken, and the actual result. This technique helps you to convey a seamless tale beginning with the context, heading to the specific task given, proceeding to the action you took and concluding with the result of what occurred in this actual situation.

During the interview process, the STAR technique is essential since many applicants have difficulty concentrating their narratives on data that can help them persuade the interviewer. Even if an individual mentions a scenario in which he was the role model, the meaning may get stuck in translation if it is not well expressed. A sloppy story may mislead an interviewer or even offend them, and that is the reverse of an ideal result. The STAR method allows applicants to navigate in a rational, consistent way via their stories.

Interview preparation using the STAR method

Image for part: Interview preparation using the STAR method

Although you would not know the questions of the interview in advance, most behavioral interviews would take into account different work-related problems that illustrate strategic thinking and problem-solving and cases that display communication skills, dispute resolution, and under pressure results. Check the job specifications and necessary abilities to prep for your interview, and determine what kinds of difficulties may occur or what challenges you might have to overcome in the role.

Then, create a description of the various scenarios you have dealt with in your working experience that will demonstrate the kinds of attributes you'll require to excel in the job. If you're fresh to the workforce and don't have a long job experience to pick from, explore instances you've done from work placements, volunteer activities, or group projects for school. Hiring managers might ask you to provide a non-work-related illustration in some contexts, so mention the difficulties or barriers that you have faced in your personal life as well. No matter what anecdotes you want to tell, ensure you describe a scenario, mission, action, and outcome, and highlight the core relevant skills and capabilities for the job.

STAR Method to answer interview questions

The STAR method is beneficial because it offers a clear context for helping an applicant tell a positive story about a past job experience. So, let's take down the structure. STAR is a term that represents:

  • Situation: Paint the picture and present your scenario with the required information.
  • Task: Explain what was your duty in that case.
  • Action: Clarify what initiatives you have taken to tackle it.
  • Result: Reveal what outcomes have been accomplished by your acts.

The first phase is to determine what the letters stand for and, then you ought to understand how to apply it. To offer accurate STAR interview responses, consider this bit-by-bit procedure.  

Formulate a working experience situation 

The STAR interview technique will not be beneficial to you if you utilize it to organize a response using a completely unrelated story. That's why the vital initial step is to identify an apt situation that you can build on from your professional experience. There's no option for you to anticipate what the interviewer might question you in advance. With that in mind, in the later section of this article, we have created a list of behavioral questions that can provide you an overview of the type of questions an interviewer can ask. Come up with ideas a few indicators of specific accomplishments in your former career and reflect on how to use the STAR method to illustrate that progress. If you're having trouble throughout your interview to come up with a situation that fits, then don't be afraid to ask for a moment.

Establish the scenario - Situation

 It is a way to establish the scene with your story picked. It is enticing to include all kinds of irrelevant information, especially when your emotions get the most of you. But if, for instance, the interviewer wants you to inform them about a time when you didn't fulfill the standards of a customer, they don't have to hear the details of how you hired the customer three years ago or the complete background of the project. Your aim here is to create a simple view of the situation you were in and highlight its dynamics so that the outcome you concentrate on later appears that much profound. Keep it concise and emphasize why your message is undoubtedly valuable. People give too much information often, and their responses are quite extensive. For every letter of the acronym, focus on either one or two lines.

Example of establishing a scenario

Interviewer - Tell us of a time when you accomplished an objective that you felt was out of scope at first.

Reply - In my former digital marketing position, my agency decided to concentrate mainly on email campaigns and was trying to expand its number of email subscriptions very strongly. 


Situational interview questions concentrate on future related hypothetical events. Instead of providing an actual incident to the interviewer and how you approached it from your previous work experience, a situational response discusses how you could perhaps behave in a scenario that could occur in the future of the business.

Spotlight on the task assigned - Task

You are sharing this anecdote for a purpose because you had some amount of central interest in it. That's the feature of your response when you allow the interviewer to know where you can align.

The task part of the STAR technique may be misleading for the action portion of the reply. It aims at providing the specifics of your previous responsibilities were in that given context and any set objective for you.  

Example of a task assigned.

My goal was to raise our email list by at least 60 percent in six months as the email marketing manager.

Describe the action - Action

Now that you have given an impression of what your job was to the interviewer, it's essential to clarify what you did. What measures have you taken to achieve that goal or fix that issue?

It is your opportunity to highlight your commitment, and it's capable of some details. Dig a bit deeper to ensure you provide clarity of precisely what you've done. For instance, Have you partnered with a particular group? Did you use a specific type of technology? Whether you created a comprehensive proposal? The details that your interviewer requires to know are such.

Example of action

I began by switching back via our previous blog articles and introducing updates to content that promoted email subscriptions, which instantly gave a raise to our list. Then, I managed to organize and host a webinar with the help of a marketing staff that needed an email address to enroll, which pushed more potential customers into our database.

 Present the desired result - Result 

Now is the chance to shine and justify how an optimistic shift has happened because of you. Discuss the outcome of the action you have set to achieve goals in the final phase of your reply. And it's naturally best to encourage the result, or else it's not a story that you can communicate.

Does it indicate that you can't share details about difficulties or problems? It's not. However, even though you're going to talk about a moment you've lost or made a blunder, make sure that by communicating about what you've learned or the measures you've taken to change, you wind up on a positive point. Note, not only do interviewers value what you achieved, they want to know the importance as well. So remember to shine a light on the fact regarding any outcomes you have obtained and, when you can, measure them. Statistics are compelling and influencing, so share about it to persuade the interviewer.

Example of result 

I was able to raise our subscription list from 15,000 to 30,000 users in five months as a part of these improvements to our email campaign, exceeding our target by nearly 15 percent.

STAR technique example

Interviewer: Describe a time while you had to be quite tactical to fulfill all of your main concerns.

Applicant's Reply

  • Job - Situation - In my former sales job, I was in charge of the transition to a new customer relationship management program in addition to managing my regular sales responsibilities.
  • Tasks Assigned - The aim was to finalize the conversion to the latest CRM database by the third quarter, without making any of my other sales figures fall below my goals.
  • Action-Taken - I needed to be cautious about how I spent all of my time. So, on my schedule, I blocked off an hour per day to devote exclusively to the relocation of CRM. I focused on moving the data during that period, as well as wiping out previous clients and upgrading obsolete records. It also allowed me sufficient time to chip away at that task while still performing my regular activities.
  • Results Achieved - As an outcome, the migration of customer data was complete three weeks before the deadline, and I ended the quarter 10 percent advance of my target sales.

Initially, the STAR interview approach for responding to behavioral interview questions may seem a bit daunting. With some preparation, however, it will be completely automatic. And so, training is something you can certainly do. Whether in a mock interview or just preparing your responses in front of the mirror. Practice your reply so that it feels natural and relaxed when you're finally in the interview. You will realize that behavioral interview questions are not a challenge but more of an opportunity to showcase your impressive credentials with only a little planning and strategy.

Top Behavioural Interview Questions

Behavioral interview determines that your elevator-speech is set a few narratives ready and a better sense of what you have to propose. How to do that, then? Plenty of preparation and practice. 

Here is a list of top behavioral interview questions, organized by subject, to assist you effectively to train for your upcoming interview.

Behavioral interview questions - Teamwork-related

These questions require you to tell a story that shows your willingness to function in stressful conditions with others. Think of team-conflicts, challenging project limitations, or competing personalities.

  • Speak about a point when you had to collaborate with a colleague who was unique from your character.
  • State an instance of a time when you disagreed while working with a group. How did you manage it?
  • Define a moment when you were trying to develop a positive association with another. How did you finally solve that?
  • We are all making errors that we hope we can take back with us. Describe a time when you thought you'd treated a circumstance with a co-worker differently.
  • Tell me about the time it took you to obtain data from somebody who's not receptive. How did you deal with it?

Behavioral interview questions - Time management-related

In other terms, be prepared to speak about a time when you managed to balance various duties, flawlessly arranged everything, and finished it all before the completion date.

  • Give me an example of a time when you had to be rather tactical to achieve all your actual goals.
  • Define a long-term venture you've been overseeing. How did you keep it all moving forward reasonably?
  • Often it's not practical to get anything on your to-do list completed. Tell me about a time when your roles were a bit stressful. What did you do about it?
  • Talk about the time you set yourself a target. How did you achieve your goal?
  • Share a situation when you were performing various duties. How did you approach it?

Behavioral interview questions - Communication-related

Perhaps you will not have any difficulty thinking about a narrative about communication problems because it's not only an aspect of most professions; it's part of life. The thing to consider here, though, is to speak regarding your train of thought or planning as well. 

  • Tell me an instance of a situation when you were able to convince someone effectively to see things your manner at the workplace.
  • Give an example of a time when you were the resident technological professional. What have you done to ensure that everybody can better understand you?
  • Tell me regarding a time when you had to depend on written correspondence to get your thoughts across to your colleagues. 
  • Share an example of a time when you had to clarify something relatively intricate to a dissatisfied customer. How have you treated this sensitive situation?
  • Illustrate your excellent presentation experience and why you believe it was a success.

Behavioral interview questions - Customer-management-related

If the position you're interviewing for interacts with customers, be prepared for one of these, for sure. Consider an example of a time when you served your organization or group effectively and provided excellent customer service.

  • Identify a period in which having a positive impression on a customer was valuable. How did you do this?
  • Consider giving me an actual example when you were not able to deliver the requirements of a customer. What has changed, and how have you been working to address the problem?
  • Describe a time when you ensured a client was happy with your service.
  • Characterize a moment when you had to work with a troublesome customer. What was the case, and how were you coping with it?
  • When you're dealing with a wide range of customers, it's not easy to provide them all with outstanding service. How do you evaluate the demands of the clients?

Behavioral interview questions - Accomplishments, Motivation

In reality, several odd questions about interviews are efforts to learn about what inspires you. Optimally, the answer would explicitly discuss it even if the query was not clear about it.

  • Share about your crowning career achievement.
  • Discuss a moment when you found an issue and took steps to fix it instead of hoping that someone else can do it.
  • Think of a time when you were operating under close oversight or incredibly loose control. How did you tackle it?
  •  Provide a situation when you were willing to be imaginative with your project. What was fascinating or complicated about that?
  • Describe a time when you were disappointed with your job. What do you think can help to boost it?

Behavioral interview questions - Adaptability

Circumstances of uncertainty are ideal for something. Speak about a recent career crisis that you have been effectively addressing. Find a message or silver-lining you took from the experience, even though your guidance did not feel suitable and relevant in the given scenario.

  • Think about a time when there was a great deal of pressure on you. What was happening, and how did you get over that?
  • Specify a time when there was some transition in your team or business. How did it affect you, and how did you accommodate it?
  • Explain about the initial job experience. What did you do to master the strings?
  • Think about a time when you had to think quickly to get rid of a challenging or uncomfortable situation in a careful way.
  • Explain a time when you were unsuccessful. How did you address the circumstance?

Key points

The STAR technique can assist you to compose answers that are convincing and insightful when it applies to behavioral interviews while responding to the interviewer's query appropriately. Always ensure that your responses are truthful and only discuss positive results. Jot down your experiences and practice speaking them out loud, modifying them where possible to make them concise and understandable. Try the following 3 Ps to master your STAR interviews.

  • Prepare -It is much easier to answer a set of behavioral interview questions by preparing the STAR method but, you also have to make sure you understand it in the correct sequence to give the best response.
  • Practice-Before the interview, spend time making the STAR technique precise by asking yourself a few STAR interview questions that are shared in this post to master the art of interviewing.
  • Perform-By reviewing our collection of the top behavioral interview questions, perform them in front of the mirror before going for an interview and stop being off-guard.
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