A major part of my job was to make sure the customers left the store happy.”Īction: “After checking our inventory, I saw that she was incorrect, so I kindly explained that we moved the tulip display. Task: “As the customer service representative, it was my responsibility to think of a solution to her problem. Situation: “When I worked at the garden nursery, one customer was upset that we did not have her favorite tulips in stock.” Question: Describe a situation when you had to work with a difficult customer. The creative director was so impressed by my efforts that he offered me a promotion as the senior graphic designer.” We were actually able to get the work done a day early. Result: “In the end, the client ended up loving the work. I delegated easier tasks to the interns.” Then, I worked through my lunch breaks for a week straight to get the work done. Task: “As the junior graphic designer, I decided to take it upon myself to make sure all of her work was completed on time and to the client’s standards.”Īction: “To do this, I met with the creative director, and asked him to train me in the areas of her job I was not familiar with. Since she led the graphic design team, we initially didn’t know what to do in her absence.” Situation: “At my previous job, our senior graphic designer resigned without any notice. Question: Tell me about a time you overcame a challenging situation at work. Here are a few good answers using this method: When a candidate uses the STAR format correctly, they use each part of the technique to answer their question. They should explain the direct effects of their efforts in their answer. A quality answer includes concrete examples and quantifiable achievements. Result: At the end of their answer, the candidate explains the outcome of the situation.A good answer shows how the candidate added value to the situation and made logical decisions. Action: They explain how they addressed the situation and what steps they took to overcome the challenge.This can help you determine what level of responsibility they had in their previous roles. Task: Next, the candidate describes their role in the situation.Look for an answer that explains the context of the situation and why it connects to your question. Situation: The candidate describes the scene and provides relevant details of their example.Here is what each part of the STAR format includes: You can tell if a candidate is prepared by how easy their story is to follow and understand.
With the STAR format, a candidate creates a story with a conflict and resolution. What to look for in an answer that uses the STAR format Asking STAR interview questions can be a good way to help candidates feel like you’re asking the right questions to get to know their skills and experience. The STAR format gives interviewees a chance to show you how they provided value to a situation and the challenges they have overcome.Īccording to a survey of over 2,000 job seekers, only 30% say the questions they were asked at their last interview were “very effective” at assessing their fit for the role. By asking these kinds of questions, you can get to know your candidates better and determine if they have the background to be successful at your company. With this method, they can structure their responses to behavioral questions. The STAR format is a great way for candidates to provide concise and useful answers. Many behavioral interview questions begin with the following: These kinds of questions assess if a candidate has experienced a relevant situation, how they acted during the situation and how they define certain concepts, such as a high-pressure situation or a challenging task. By using the STAR interview response format, candidates can prepare quality answers using real-life examples.īehavioral interview questions can help employers determine if a candidate can handle certain aspects of the job. STAR stands for situation, task, action and result. The STAR interview format is a technique candidates can use when answering behavioral interview questions.