STAR method interviewing 101
Use the STAR method to strengthen your recruitment strategy and interview questions.
STAR is an acronym that stands for Situation, Task, Action, and Result. The STAR method interview formula can be used by job candidates during a job interview to answer behavioral questions, such as “Tell me about a time when you …” or “Describe a situation in which you …” Each element of their response pieces together the information an interviewer would need to know about how a candidate responds to a particular situation.
On the other end of the table, recruiters and interviewers can ask STAR method interview questions to predict how a candidate will perform in a given job if hired. The STAR method of behavioral interviewing is all about gathering real-life examples of past behavior to understand a candidate’s skill set beyond their resume.
What is the STAR method in recruiting?
In a STAR method interview, the interviewer asks behavioral questions, and the interviewee structures their responses to include the four STAR method components. A great candidate will include all four elements while keeping their answer succinct. The entire story should last just 2–3 minutes.
Here’s a more in-depth look into the four components of the STAR interview technique:
-
Situation
First, the candidate briefly gives context to help you understand the source of a challenge or goal. Ideally, this part of the answer provides background information, without being overloaded with unnecessary details.
-
Task
This section of the candidate’s answer spells out their corresponding goal. What were they attempting to accomplish?
-
Action
In this portion of their answer, the candidate explains the steps they took toward reaching their goal. Rather than recount the actions of their teams, top candidates use “I” statements to pinpoint their exact contributions.
-
Result
Finally, the candidate tells you the outcome of the situation, and how their actions directly impacted this outcome. Strong candidates may bring in numbers and data, relay anecdotes, or cite specific feedback.
Why do recruiters like the STAR method?
According to career expert Katharine Hansen, behavioral questions are 55% effective at predicting job performance, whereas traditional interview questions are only 10% effective. Major companies like Amazon, Walmart, and McKinsey ask behavioral questions in interviews and favor candidates who answer using the STAR format.
Using the STAR method for interviews is a win-win for both recruiters and candidates. On the recruiter’s end, it prevents candidates from simply saying what they think the recruiter wants to hear. Candidates must instead back their claims with evidence.
The STAR method interview also helps you curate a positive interview experience for candidates. It shows them that you care about their experience beyond the list of accomplishments on their resume.
Assessing STAR method resumes
One other area where candidates may use the STAR method is on their resume.
A STAR method resume uses the same format as the interview answer — it’s just written rather than verbal.
In the provided example resume snippet, the candidate lists all four elements of the STAR formula in a small blurb under the job entry. Look for candidates using this resume format. It shows they’ve taken the time to study your job description and are ready and able to prove their value.
Example resume snippet:
Development Associate // August 2021–September 2022
Project Education // New York, NY
• A nonprofit organization focused on giving scholarships to low-income students in the NYC area (Situation)
• My goal was to increase donations and raise at least $250,000 at the annual gala (Task)
• To do this, I wrote fundraising campaign materials, maintained and deepened relationships with current donors, met with prospective donors, and organized the annual gala (Action)
• I increased donations by 10% and raised $300,000 at the gala (Result)
STAR method interview questions
The first step of using the STAR method in recruiting is to devise relevant behavioral questions to ask candidates. Here’s how to formulate STAR method interview questions:
Think about what types of situations a candidate may encounter in your workplace. You’ll want to hear about how they dealt with similar challenges in the past.
Make a list of skills you believe a candidate would likely need to thrive in a given role. Now, think about how a candidate’s actions in the past might help you determine whether or not they possess these skills.
You’ll want to ensure that your questions begin with something along the lines of:
• “Tell me about an instance when you …”
• “Give me an example of a time when you …”
• “Describe a situation in which you …”
Example questions to ask:
• Tell me about the biggest challenge you faced at a previous job. How did you deal with it?
• Give me an example of a time you encountered a conflict with a teammate. Were you able to resolve it?
• Tell me about a time you accomplished something you’d never done before.
• Describe a situation in which you dealt with an angry customer.
• Give me an example of a time you set a goal at work. Did you achieve it?
• Tell me about a time you made a mistake at a previous job. How did you resolve it?
• Tell me about a time you had to adapt to a change in your workplace.
Now let’s take a look at a STAR method example in action.
Download example response ↓
How to implement the STAR method as a recruiter
Now that we’ve explored how to recognize when top candidates are using the STAR method in their answers and materials, here are ways you can encourage the method as a recruiter.
1. Ask relevant behavioral questions.
Determine the skills you’re looking for and form questions based on those skills. Here are 30 examples of behavioral questions you can use as starting points.
2. Outline your interview process on your website.
Many companies outline their interview processes to help candidates prepare for their interviews. Inform candidates that some of their interview questions will focus on past experiences.
3. Fill in any missing pieces of the STAR method.
For instance, if a candidate immediately jumps into explaining an action they took, you can ask them to back up and give you a little more context or to explain their goal in taking that action. If a candidate talks about an action they took, but fails to reveal its outcome, you might ask them what happened next.
4. Start your interviews with the STAR method.
Consider introducing the STAR method format to candidates at the beginning of an interview and asking them to follow it in their responses.
Explore other helpful resources and interview guides.
Now that you’ve got a handle on the STAR method, explore these other interview resources to fine-tune your process and attract the right talent:
Ready to start interviewing and hiring?
LinkedIn Talent Solutions products are built to help you find highly qualified candidates ready to elevate your organization and help you achieve your goals.