When you apply for jobs at some of the biggest companies in the world, recruiters often ask you several questions to evaluate if you’re the right fit for the role. If you’re applying to software engineering roles, recruiters thoroughly evaluate your programming and design knowledge. This helps them understand if you’ll be able to meet the expectations of the role/position. An important mode of evaluation is the behavioral interview, which seeks to determine if you’re the right cultural and professional fit. This is where the STAR interview process enters the picture.
Behavioral questions essentially help recruiters understand candidates better. These questions are typically based on workplace-related situations, professional challenges faced in the past, challenging projects that stimulated professional growth, and work-life balance. The STAR interview process is a highly effective tool to help candidates correctly answer these behavioral questions in a structured and purposeful way.
In this piece, we’ll look at how you can effectively leverage the STAR method to answer behavioral interview questions at top companies. We’ll also look at some sample STAR interview process questions to help you better understand what to expect at your interview.
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Let’s go ahead and look at the STAR interview format — the most effective way to answer behavioral interview questions (STAR interview questions) at interviews. We’ll also look at some interview questions that can be best answered using the STAR interview format.
Here’s what we’ll discuss in this piece:
The STAR interview process is a strategic way of answering behavioral and situational interview questions. It stands for situation, task, action, and result, where each element communicates specific aspects of a larger picture. Adopting the method enables candidates to prepare high-quality answers to situational questions by citing real-life examples.
While asking behavioral or situational interview questions, recruiters try to determine if a candidate is the right cultural and professional fit for the role. The STAR method has helped recruiters better understand specific situations tied to past professional experiences of candidates, helping them make better hiring decisions.
So clearly, the STAR method has not only helped candidates express more clearly, but also helped recruiters understand candidate situations better. Add up all that, and today, the STAR method serves as perhaps the most effective tool to answer situational interview questions.
If you’re prepping for an upcoming behavioral interview, here’s why you should use the STAR method:
The STAR interview process is a brilliant way to tackle challenging situational interview questions at behavioral and leadership interviews. To use the STAR interview process format, you essentially have to cite real-life examples while answering a behavioral question. These real-life examples should pertain to your own experience of what went down and how you navigated a particular situation.
As we already mentioned, STAR stands for:
A lot of the time, behavioral questions begin something like:
By using real-life examples with the help of the STAR format, you can effectively answer situational interview questions and set yourself apart from the rest of the competition.
If you’re getting ready for an interview, here’s are some tips to prepare answers in the STAR format:
To help you understand better, let’s look at some sample behavioral interview questions that can best be answered using the STAR interview format.
Sample question: Tell us about a time when you had to overcome a challenging situation at work.
Sample answer: We’ll look at how you can come up with a crisp and highly effective answer by leveraging the STAR interview format.
Situation: In my previous organization, we were working on an important project as a team. A coworker in my team was highly uncooperative for some reason. It was impacting the project’s progress, and something had to be done about it.
Task: The task here was to turn the situation around by influencing the coworker to cooperate and ensure that the project progresses smoothly.
Action: I understand that these things can happen in a professional environment. This coworker had been in the company for longer than I had and was more experienced in the process. I’d only just joined as a senior in the team. After much thought and having a word with my superior, I understood that this coworker wasn’t appreciated enough for his hard work and contribution to the project. I realized dialogue was the best way to resolve this situation.
I brought my coworker and my superior to the dialogue table and told my coworker how much his work is appreciated. I also told him a few aspects about my experience and made him understand how working together can supremely benefit not just the team but every individual within the team. My coworker responded positively and pledged to cooperate.
Result: We enjoyed a great work relationship and worked alongside each other on several projects after that. In the process, my coworker and I started respecting each other, setting an example within the team.
Here are some sample behavioral interview questions that can be answered using the STAR method. Use this to prepare yourself for the STAR interview process:
Check out our page on Behavioral Interview Questions for Software Engineers and Developers.
To see answers to more situational interview questions asked in panel interviews (behavioral interviews are mostly panel interviews), check out our Complete Guide To Panel Interviews.
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At Interview Kickstart, we’ve trained thousands of engineers to land lucrative offers at the biggest tech companies. Our instructors, who are FAANG hiring managers, know what it takes to nail tough tech interviews at top technology companies.