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How to answer interview questions with the STAR method
Structure behavioural answers with Situation, Task, Action and Result, with a worked example.
Behavioural interview questions start with phrases like "Tell me about a time when…" or "Give an example of…". The interviewer wants evidence of how you have actually worked, not a description of how you would work.
STAR is widely used in Australian recruitment. The Australian Public Service Commission recommends it for selection criteria responses, and the Department of Education suggests it for written pitches. The same structure works when you answer out loud.
How to balance a STAR answer
| Part | What to cover | Rough share of your answer |
|---|---|---|
| Situation | Where you were and what was happening | 10–15% |
| Task | What you were responsible for | 10–15% |
| Action | The specific steps you took and why | 50–60% |
| Result | What changed, with a measure if you have one, and what you learned | 15–20% |
Most weak answers spend too long on the situation. The interviewer cannot assess you until you start describing your actions.
Common behavioural questions and what they test
| Question | What the interviewer is looking for |
|---|---|
| Tell me about a time you dealt with a difficult customer or stakeholder | Communication under pressure, judgement |
| Give an example of a mistake you made | Honesty, ownership, learning |
| Describe a time you had competing deadlines | Prioritisation, communication |
| Tell me about a time you disagreed with your manager | Professional challenge, respect |
| Give an example of improving a process | Initiative, results |
| Describe working in a team that was struggling | Collaboration, leadership |
A worked example
Fictional applicant Ravi Patel is interviewing for a logistics coordinator role. The question: "Tell me about a time you had to handle competing deadlines."
Situation: "Last December at Example Freight, two major retail clients moved their peak deliveries into the same week."
Task: "I was responsible for scheduling both clients' deliveries with our six drivers."
Action: "First I listed every delivery with its deadline and how flexible the client said it was. I called both clients to confirm which deliveries were truly fixed, and one agreed to move three non-urgent deliveries forward by two days. I then rebuilt the schedule so the fixed deliveries had buffer time, and briefed the drivers at a ten-minute meeting each morning so changes did not get lost."
Result: "We delivered everything on time that week, and the client who moved deliveries asked us to use the same early-confirmation call before the next peak. In this role I would bring that same habit of confirming priorities before committing resources."
That answer takes around two minutes to say aloud.
Prepare a story bank
Write six to eight stories in STAR form before your interviews. Choose stories that between them cover: a result you are proud of, a conflict, a mistake, a process improvement, teamwork, and dealing with change. Each story can usually answer several questions.
OfferUnderway's story bank keeps your stories in one place and suggests which fit a particular job's requirements. You can rehearse them with interview practice.
Questions about STAR interview answers
How long should a STAR answer be?
Around two minutes is a good target. If the interviewer wants more detail, they will ask a follow-up question.
What if the result was not good?
That can still be a strong answer. Describe what you did, what happened, what you learned and what you would do differently. Questions about mistakes expect this.
Can I use a team result?
Yes, but say "I" for your own actions. The interviewer is assessing you, not the team.
What if I do not have work examples?
Use examples from study, group projects, volunteering, sport or part-time work. The structure is the same. Our graduate resume guide shows how to describe that experience.
Is STAR used in written applications too?
Yes. Government selection criteria and pitches often ask for it. See how to address selection criteria.
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