The STAR Method: Actually Using It Well

I've heard people say they hate CBI questions, they freeze and forget what they're doing because they are thinking about the STAR format. I've asked candidates CBI questions, only for them to flick through a few sheets of paper and read their answer line by line. Competency Based Interview questions are to learn about your experiences, not to test your ability to follow an answering method or to hear pre-prepared answer that probably doesn't really fit the question.

But here's the thing: when used properly, STAR isn't meant to turn you into a robot. It's actually there to help you tell your story in a way that makes sense and shows off what you're capable of.

What exactly is STAR?

STAR is a framework that helps you structure your answers to behavioural interview questions. Those are the ones that usually start with phrases like:

"Tell me about a time when..."

"Describe a situation where..."

"Give me an example of..."

"How did you handle..."

But don't just save it for the formal CBI moments. People often think about STAR in rigid interview settings, but it can be used anytime you have an opportunity to show off a great experience. When the conversation naturally flows to your background or achievements, don't miss the opportunity to shine with a well-told story.

The acronym stands for:

Situation - Set the scene  

Task - What needed to be done  

Action - What you actually did  

Result - How it all worked out

Think of it as storytelling with a purpose. You're not just rambling about your past experiences, you're painting a clear picture that shows off your skills and problem-solving abilities.

Breaking it down

Situation: Keep this bit brief. You're just giving enough context so the interviewer understands what was happening. No need for a novel here.

Task: What specifically did you need to achieve? What was your role in all of this? This helps clarify your responsibilities.

Action: This is where you want to spend most of your time. What steps did you take? What decisions did you make? Focus on what *you* did, not what the team accomplished together. Even if you were part of a group effort, highlight your individual contribution.

Result: What happened as a consequence of your actions? Did you meet your objectives? What did you learn? And here's the bit that really shows maturity: what would you do differently if you faced a similar situation again? Sometimes the result isn't a massive success story, and that's perfectly fine. What matters is that you can show you learned something valuable from the experience and have thought about how to improve.

The "So What?" Test

Here's where most people miss a trick. You've told a brilliant story using STAR, but you've left the interviewer to figure out why it matters for the role they're trying to fill. Don't make them do the work.

After you've shared your example, add that crucial connection: "What this shows is..." or "The reason I think this is relevant to this role is..." 

For instance, if you're interviewing for a senior marketing role and you've just told a story about managing a product launch at your previous company, don't just leave it hanging there. Connect the dots: "What this demonstrates is my ability to coordinate cross-functional teams, manage tight deadlines, and pivot strategy when market conditions change, which I understand are key challenges you're facing with your upcoming rebrand."

The interviewer might be thinking "That's a good example, but our industry works differently" or "But can they handle our specific challenges?" Make it obvious that yes, your skills directly apply to what they need.

This is especially important if your example comes from a different industry or context than the role you're going for. Help them see how your skills transfer across and why your particular approach would benefit their team.

Why does this actually work?

The beauty of STAR is that it forces you to be specific rather than vague. Instead of saying "I'm good at problem-solving," you're showing exactly how you've solved problems in real situations. It's the difference between telling someone you can cook and actually serving them a delicious meal.

It also helps you stay focused. Without a structure, it's easy to go off on tangents or miss the key points that demonstrate your capabilities.

Getting ready to use STAR

Before your next interview, think about 5-7 examples from your work experience that showcase different skills. Try to cover things like:

• Problem-solving

• Leadership

• Working under pressure

• Dealing with conflict

• Managing change

• Learning from mistakes

The key is to practice telling these stories out loud. Grab a friend or family member and get them to ask you some mock questions. It might feel a bit awkward at first, but speaking your examples aloud helps you find the natural flow and spot any bits that sound clunky. Plus, having someone else listen means they can point out if you're rambling or missing important details.

The biggest mistake people make

The key thing to remember is that STAR should feel invisible during the actual interview. It's your internal framework for organising your thoughts, not a rigid script you need to follow word for word. The interviewer shouldn't even notice you're using it because you're just having a natural conversation about your experiences.

If you find yourself thinking "Right, now I need to do the Situation bit," you've probably over-rehearsed. The goal is for STAR to become second nature, so you can focus on actually connecting with the interviewer and sharing genuine examples.

The bottom line

The STAR method isn't magic, but it's pretty close when used properly. It gives you a reliable way to turn your experiences into compelling stories that actually demonstrate your value to potential employers, without sounding like you're reading from a textbook.

Next time you're faced with a behavioural question, take a breath, think about a relevant example, and let STAR guide your story naturally. But don't forget that final step of making it crystal clear why your experience matters for the role in front of you. And remember, you don't need to wait for the formal CBI questions. If you have an opportunity to show off a great experience during any part of the conversation, use it. You've got plenty of experiences to share, you just need the right way to tell them.

Want to chat more about interview preparation or other career topics? Feel free to get in touch at naomi@chikarahr.com