• Situation: The context within which the candidate faced a challenge.

  • Task: The specific responsibility or objective they had in that situation.

  • Action: The steps they took to address the challenge or complete the task.

  • Result: The outcome of their actions, including any lessons learned.
  • The situation should be specific and relevant to the role being applied for.

  • Encourage candidates to explain the context without unnecessary details briefly.

  • Example: "During my previous role as a project manager, our team was tasked with launching a new product under an extremely tight deadline due to an unexpected competitor release."
  • It should focus on the candidate’s individual responsibilities, even as part of a team.

  • It should illustrate the goals they aimed to achieve or the problem they were solving.

  • Example: "As the project manager, I was responsible for ensuring that the product was ready for market within the deadline, while coordinating with cross-functional teams to handle unforeseen obstacles."
  • Focus on what candidates did personally, rather than what the team or department did.

  • Candidates should explain their thought processes, strategies, and actions in detail.

  • Example: "I created a detailed project plan outlining key milestones and assigned clear responsibilities to team members. I held daily stand-up meetings to track progress and proactively addressed any delays. I also negotiated with our supplier to expedite the delivery of key materials."
  • It should directly relate to the actions taken and demonstrate success or progress.

  • Encourage candidates to include measurable outcomes, such as percentages, time saved, or financial impact.

  • Example: "As a result of my efforts, we successfully launched the product two weeks ahead of schedule, which generated $500,000 in revenue within the first quarter and allowed us to gain a competitive advantage in the market."
  • Problem-solving: "Can you describe a time when you faced a significant challenge at work? What was the situation, and how did you handle it?"

  • Teamwork: "Tell me about a time when you worked on a team project. What role did you play, and what was the outcome?"

  • Leadership: "Describe a situation in which you had to lead a team through a difficult task. What actions did you take to ensure success?"
  • Situation: Did the candidate clearly describe the context, problem, or background?

  • Task: Was the candidate particular about the task they were responsible for or the challenge they faced?

  • Action: Did the candidate outline the steps they took to address the task or problem? Were their actions clear, decisive, and logical?

  • Result: Did the candidate provide concrete outcomes of their actions? Did they mention specific achievements, improvements, or lessons learned?
  • Clarity: Did the candidate communicate their experiences clearly, without being vague, evasive, or defensive?

  • Relevance: Was the situation or task relevant to the role the candidate is applying for? Did their actions demonstrate the skills required for the position?

  • Impact: Did the candidate’s actions lead to meaningful results? Were the results measurable or quantifiable?

  • Reflection: Did the candidate show reflection or self-awareness? Did they discuss what they learned from the situation and how they applied those lessons in future scenarios?
  • What challenges did you face when implementing this solution?

  • How did your team respond to your leadership in this situation?

  • If you were in a similar situation today, would you do anything differently?
  • Predicting future behaviour: Behavioural interviews, based on the premise that past behaviour is the best predictor of future performance, allow employers to gauge how candidates will handle similar situations in the future.

  • Structured responses: This method encourages candidates to provide better, complete responses. It reduces ambiguity, helping HRs evaluate each answer more effectively.

  • Objective evaluation: With a clear framework, HRs can compare candidates’ answers objectively, focusing on the specific actions and results each candidate achieved.

  • Focus on competencies: The method helps assess critical competencies such as leadership, teamwork, problem-solving, communication, and adaptability.

  • Better candidate experience: The STAR interview method makes it easier for applicants to present their experiences, leading to a more positive interview experience.
  • Prepare behavioural questions: Before the interview, prepare a list of behaviour-based questions relevant to the role. Questions should focus on core competencies such as leadership, teamwork, problem-solving, and adaptability.

  • Train interviewers: Ensure all interviewers understand how the STAR method works and are comfortable using it during interviews. Consistency across interviewers helps create a fair hiring process.

  • Guide candidates: Some candidates may not be familiar with the STAR method. At the start of the interview, provide a brief explanation and encourage them to use this structure to answer questions.

  • Take detailed notes: Document candidates’ responses thoroughly to ensure you can evaluate their answers later and make informed hiring decisions.

  • Compare across candidates: Use the STAR method to compare how different candidates approached similar situations. This provides a more objective and apples-to-apples comparison.
  • Focusing too much on the situation: Some candidates spend too much time describing a situation without getting to their actions or the results. Prompt them to focus on what they did and the outcome of their efforts.

  • Ignoring the result: Ensure that candidates always address the results of their actions. Without knowing the outcome, it’s difficult to assess the success of their approach.

  • Asking hypothetical questions: The STAR method is designed for past behaviour, so avoid asking hypothetical questions like, “How would you handle this situation?” Instead, focus on what they have done in real situations.