The STAR Method Interview Questions + Answers and Examples (2024 Guide)

The STAR Method Answers to Competency Interview Questions

Understand Competency Based Interview Questions and learn how to use the STAR Method to answer any Competency and Behaviour question like a pro!

Have you been asked STAR interview questions at a competency or behaviour style interview and failed to answer successfully?

Don’t worry you are not alone.

We have been coaching clients to success in job interviews for the past 18 years and we see so many candidates who struggle to give top scoring answers to these tough interview questions.

As we will see below there is a range of reasons for this however the most important fault is lack of structure. In this guide we will show you some tough competency STAR interview questions and we teach you all about the STAR method, a powerful and well recognised technique for answering not just competency but any interview question like an expert.

What is the STAR Method?

The STAR Method is a simple way to structure answers to competency and behavioural interview questions. It stands for Situation, Task, Action and Result and is a widely accepted format to present your examples and stories when being interviewed. We go into this in more detail below.

STAR Interview Questions – What Are They and Are They Different?

You may come across the phrase STAR interview questions however in practice these are the same as competency based or behaviour questions and are phrased in the same way. They simply ask you to provide details of a past action, task or performance and your interviewing panel will listen for phrases and keywords to demonstrate what they call ‘positive behaviours’.

9 STAR Example Interview Questions

Here is a selection of some difficult STAR interview questions taken from the InterviewGold online training system. Take a few moments and see how you would answer, what examples would you use?

1. Describe a time when your leadership skills made a difference. (Leadership)

2. Tell us about a change you made which resulted in an improved customer experience. (Changing and Improving)

3. Talk me through a time when you had to communicate to a large group. Tell me how did you get your message across effectively? (Communication)

4. Give me an example of a time when you showed initiative at work. (Achieving Results)

5. Describe a time when you had to make rapid changes to your plans so as to complete an important task on time. (Planning and Organising)

6. Tell me about a time you used your political know how and expertise to initiate a difficult project. (Delivering at Pace)

7. Talk me through a situation which shows your ability to make optimum use of the resources available to you while delivering top quality service to your clients. (Managing a Quality Service)

8. Tell me about a coaching or mentoring strategy you designed and introduced. What part did you play and what was the outcome? (Leadership)

9. Describe a time when you successfully challenged someone whose views you knew were incorrect. Tell me what happened and how you convinced them to accept your opinion. (Accountability and Professionalism)

These STAR interview questions explore whether you bring the correct positive behaviours to the role, whether you have demonstrated them before or if not if you have taken steps to acquire them.

You may typically be asked follow up questions such as ‘What have you learned from this experience?’ or ‘What would you do differently next time?’

In terms of answers to STAR interview questions, you must use the STAR method and below you will learn more about it and how this powerful formula can bring professional structure to your interview answers.

Competency Based Interviews Made Easy

Get expert answers in minutes with InterviewGold's Answer Builder
With InterviewGold you get accurate interview questions, brilliant STAR answers created for you in minutes and expert advice, all tailored to your target job. 92% of members felt better prepared, more confident and got jobs.

Learn more about InterviewGold for competency based interviews and see how it works here.

What is a Competency or Behaviour?

A competency or behaviour is a skill or ability that is required in order to carry out the role and forms the Person Specification, which will accompany the Job Description. Many will be the same across various levels within an organisation but the depth of experience required and complexity within each will increase the higher the role. There are a limited number of these although they may be called different names by different organisations.

For example, in the Civil Service Success Profiles framework you will come across a behaviour / competency called Making Effective Decisions. This may be referred to as simply Decision Making by other organisations however it is the same thing.

Other common competencies are Leadership, Communicating, Collaborating and Partnering (Team Work), Managing a Quality Service, Managing Successful Relationships, Delivering at Pace, Changing and Improving.

Employers Love STAR Competency Interview Questions – Why is that?

Put simply they remove the risk of bias.

In the past managers would often hire based on gut-feeling. They might give the job to someone based on how they looked or dressed or how they spoke. While there still remains a risk of human bias Competency Interviewing reduces this dramatically.

In addition, past behaviour is taken as an indicator of future performance. In other words, if you have successfully done it once, you can do it again. Employers believe that they get more qualified candidates who will perform better in the role.

Why do so Many People Struggle When Answering STAR Interview Questions?

There is so much advice out there now both online and offline; videos, blogs, books etc.

And yet why do so many people get answering these questions wrong?

We constantly see clients who come to us for interview coaching and who have had poor experiences in a competency interview.

Quite often a client will have had feedback saying that their answers were not detailed enough. They are surprised by this because they will have talked and talked in the interview so how can they not have given enough detail?

Other will have prepared and yet are stumped because the questions they prepared for don’t come up exactly as they planned. They get asked the question in a different format and just go blank.

However the top problem we see is poor structure and this is where the STAR method comes into play.

Brilliant STAR Interview Answers Created For You

STAR answers created for you in minutes
Imagine having perfect answers for your applications and interviews? And all created for you in just a few clicks?

That’s what you get with InterviewGold’s powerful Answer Builder. Tailored to your target job, get winning STAR interview answers proven to win jobs. See how it works here.

What is the STAR Method for Answering Interview Questions?

Put simply the STAR technique is a way to structure your answer. It is recommended for use by most organisations including Government, Civil Service, banks and the NHS.

S.T.A.R. stands for Situation + Task + Action + Result

SITUATION

Start by describing the SITUATION you were involved in. You can use an example from your current or previous job, education, personal experience or any relevant event. Always choose the most appropriate and business orientated example you have and one that best fits the role for which you are being interviewed. Choose an example that allows you to demonstrate the significance of your experience, the most difficult, complex, largest and successful problem, situation or task that you then successfully resolved. Give enough detail for the interviewer to understand what was involved but no more than a few sentences. Include your role, the organisation and when the example took place.

TASK

Briefly describe what you were tasked with, your responsibilities and assignments for the situation, the objectives and desired outcomes. Once again a sentence or two is sufficient.

ACTION

This will be the section that the interviewer is most interested in and you should detail the actions you took to resolve the problem, situation or task. Describe all of the actions, detailing each stage and in the correct, logical order showing your thought processes, how you reached your conclusions and the steps you completed.

This is the most important part of your answer, because it allows you to highlight in detail what your response was and to clearly show your skills in a real-life scenario.

Remember they want to know about the actions you took, so if you are discussing a group project or task, describe what you did rather than the achievements of the team.

You may feel as if you are being overly descriptive but this is necessary in order to demonstrate that you have the experience of the action you are describing; do not assume that the interviewer will guess or infer what you did merely from your describing the context.

RESULT

The Result is the second most important part of your answer as a successful outcome proves that your actions were effective. Refer back to the Task, making sure that the intended outcomes match the actual Result. Talk about what you accomplished, what you delivered in terms of benefit, what you learnt and if appropriate, what you would do differently next time.

Give evidence to prove success and this can be in the form of figures or numbers, anything that will show just what a winning outcome you delivered. Third party feedback is another great token of evidence so mention positive feedback you received from your manager, team or others.

Finally, talk about what you learned and how this learning will help you in the job being recruited for.

Get Expert STAR Interview Answers Written For You With InterviewGold

Learn More

How to Use the STAR Method to Make Your Interview Answers Really Stand Out

Here’s a secret – it’s all in the Story!

Would you read a book that was boring? No, probably not and you would not recommend it to your friends.

And how many pages would you read before you concluded it was boring? Some might persevere to the end, but most would give up after maybe 20 or 30 pages.

The point I am trying to make is that your answer, your story must be gripping and it must grab the attention of the Interviewers in the first few sentences.

2 Key Factors That Make a Good Interview Answer Great

Almost all Competency Based and Behavioural Interview Questions ask you to provide an example that details a situation you have taken part in.

As straightforward a request as this is, not being prepared with a solid example may cause you to ramble, which could result in a poor score.

The best and most effective way to deliver a high scoring competency interview answer depends on:

  • 1. Choosing the right structure
  • 2. Choosing the right example

As regards the right structure we have looked at using the STAR method above. In the InterviewGold online training system we teach two other formulas, the IPAR and CARL methods, both of which are powerful techniques which you an use an an alternative to STAR.

Remember, no matter how great the structure is you must choose the right examples to talk about.

Tips on Choosing Examples for Your STAR Interview Answer

Choosing the right example is vital. It must be relevant and real and here are our top tips:

Relevant: Make sure that the example is relevant to the role for which you are being interviewed and clearly relates to the competency being explored. For example, if talking about Making Effective Decisions you should make specific reference to what the decision was, what data you gathered and used, what process you followed and how you met the objectives successfully while dealing with obstacles.

Complex: The task or project must be sufficiently complex for the role. It should also have been long enough in duration and complex enough in terms of actions completed to adequately demonstrate the skills required at this level. Choose one where you had to use other competencies at the same time. In addition make sure that you can talk about problems or obstacles overcome.

Impact: Choose an example with impact in terms of scale, reach, growth, results delivered or improvement made.

Not sure what examples to talk about in your STAR interview answers? InterviewGold gives you detailed lessons with lots of ideas of examples to choose.

Sample STAR Interview Answer to Inspire Your Interview Success

So let’s look at how to use the STAR method in a practical example. We will choose the Problem Solving competency however the method can be used for any competency or skill. Use this example to inspire your own interview answers; think about your own situation and the role you are being interview for and search for relevant and real examples you can use.

How would you answer the question? Can you think of any examples of when you used these skills successfully?

Keep in mind that your answer should be told in a story format to keep the interviewer’s interest. Here is an example situation forming part of an answer using the STAR method.

STAR Method Example for Problem Solving Competency

Competency Question: Tell me about a time when you used your initiative to resolve a complex problem. What was involved and what actions did you take?

Situation

Last year while working as Customer Focus Manager with ABC Products Ltd in London, I successfully implemented a new process which reduced the time taken to process customer refunds from 14 days to 2 days, saving over £100,000 annually in agent time and gaining a 50% uplift in customer approval ratings.

In that single opening they are hooked, they know what your story is about, they know you have done something great and they want to hear more.

Task

The next part of the answer is the Task and this should be summarised in no more than 1 or 2 sentences.

Our customer refund process was taking 14 days and was using up an excessive amount of agent time and resources. I was tasked with reducing this to 2 days with the added benefit of saving time and resources.

That’s all they need to know – no more.

Action

I initiated the project by firstly clearly defining the objectives and the procedures.

I completed a walk-through of the existing system and identified where problems were occurring.

I interviewed the agents involved to gather their input into both the current system and their ideas of what they thought would work well. I believed this to be vital as I knew I needed to get them on my side in order to implement the new process.

With all that knowledge, I designed a new process and created a brief that both analysed the problem and outlined the potential benefits of the new process. I then forwarded this to four software companies who specialise in the system we needed.

I considered their alternative approaches and compared each in terms of cost and ease of functionality, discussing with the agents. After having a demonstration and on hands testing, I selected our preferred supplier.

After presentation and consultation with my management team I organised a project team tasked with implementing this new system.

I set up a process for internal and external feedback and communication, ensuring that everyone involved was on board and up to speed.

Throughout, I successfully managed the team members, updated and revised project milestones as necessary and in the end delivered a system that performed superbly.

Result

We always like to see some numbers which demonstrate the scale of the project. So you can simply repeat the outcome that you used in your Introduction as this emphasis the great success you had.

I was very pleased with the outcome. I reduced the time taken to process customer refunds from 14 days to 2 days, saving over £100,000 annually in agent time. It was also a great result from the customers point of view and we gained a 50% uplift in customer approval ratings for the team. Even more pleasing was the fact that the Board of Directors awarded me a prize for top performing team leader as a result of this project.

As you can see this answer is punchy, exciting and demonstrates more clearly the actions completed in a step by step way.

Remember: You Must Include the Correct Behaviours in Your STAR Interview Answer

When creating interview answers using the STAR method keep in mind that the other key feature of Competency Based Interviews is that your answers will be scored against pre–determined results. These are called Behaviours and can be positive and negative. For example, looking at Communication skills, the positive behaviours the interviewer will look for may include:

  • Develops messages using structure and logical order
  • Tailors content of messages to meet the needs and interests of the audience
  • Conveys messages in a clear and concise manner in language appropriate to the receiver
  • Checks understanding of the audience and adapts messages and tone accordingly
  • Uses most effective channels as appropriate to the situation

STAR method behaviours for Leadership for example will require you to show an ability to be a role model, to engage with your team effectively and to promote inclusivity and diversity. Ultimately you will need to show that you have inspired and motivated those around you to achieve goals both within your department and outside.
Imagine your interview answers written for you.

7 Key Strategies to Keep in Mind When Answering STAR Interview Questions

1. Use Real Examples

When considering how to answer, I strongly recommend using authentic examples from your past experiences, as opposed to giving a fabricated or made up account.

2. Avoid Stock Answers

It is tempting to use a competency answer from a book or online and pass it off as your own. I strongly recommend against this. Instead, use the methods and advice outlined here to develop your own personal answers. This will help you avoid a potentially awkward situation during your interview, should you be asked to elaborate on a particular point.

3. Keep it Relevant

You should also take great care to ensure that your answers are relevant to the question being asked. They need to contain a sufficient amount of detail. Show a strong command of the core competency and clearly demonstrate that you are skilled at using it.

4. Check the Job Description and Person Specification

Study the job description and person specification thoroughly so that you completely grasp exactly what core competencies are essential to the position. Use this information to develop and rehearse relevant examples of past situations where you applied these skills.

5. It’s all about I

Always make liberal use of ‘I’. In fact, every one of your answers should be in the first person; always choose ‘I’ over ‘we,’ even in cases where you are discussing a past team collaboration.

6. Review your CV

Carefully examine your resume / curriculum vitae to fully prepare your responses, and devise competency interview answers which correspond to your highlights and achievements. Doing this will provide you with plenty of useful information that you can then use effectively no matter what type of competency question you are asked.

7. Get Jotting

Even making a bulleted list in advance as opposed to devising full answers can be helpful. This will ensure your examples will be fresh and at the forefront of your thoughts during the interview.

Answer Any STAR Competency Interview Question With 100% Confidence

STAR interview questions

Are you struggling with competency or behavioural interviews? Unsure what to say in your STAR interview answers? Getting tongue tied, going blank and unsure how to answer correctly?

It’s time to stop worrying. With InterviewGold’s powerful ANSWER BUILDER you will have perfectly structured STAR interview answers written for you with just a few clicks.

Just enter your target job and a few details about your task and in minutes you will have a perfect answer for your application or interview.

Get Started With InterviewGold Today

Get Instant Access to InterviewGold and Get Your STAR Interview Answers Now

About the Author |
Joe McDermott is CEO of Anson Reed the UK's leading interview coaching specialists and founder of the successful InterviewGold online interview training system. Since 2006, Joe and his team of top interview coaches have helped thousands of clients win jobs and in this blog they offer their expert advice - all to make sure you get your top post.
Top