Interview Prep
Use the STAR Method to Ace Your Next Interview
Situation, Task, Action, Result: the framework for answering behavioral interview questions, with a worked example.
Use the STAR Method to Ace Your Next Interview
Situation, Task, Action, Result: the framework for answering behavioral interview questions, with a worked example.
The STAR method is a straightforward way of responding to behavioral interview questions. It stands for Situation, Task, Action and Result, and gives you a framework for developing your answers.
- Situation
- Set the scene.
- Task
- Describe the purpose.
- Action
- Explain what you did.
- Result
- Share the outcome.
- Situation
- One of the responsibilities of my previous role was to train and develop my team.
- Task
- At the end of the last fiscal year, I noticed that sales for a specific new product were lagging.
- Action
- I took the lead by calling a team meeting to address the issue. I suggested we create a training program to educate and train on new products on a more regular basis. I also collaborated with the marketing team to create training material for our sales team and customers. I scheduled weekly check-ins with my co-workers to assess sales and hear any concerns.
- Result
- My team was very successful and our customers were much more receptive. By the new year’s second quarter, not only had sales recovered, but profits for that specific product had risen by 15%. Our team was rewarded for boosting our sales numbers, which made us eager to continue to improve.
Keep going.
Hiring for Attitude: The Questions B2B Hiring Managers Ask
The interview questions used to assess attitude in B2B sales candidates, with what the interviewer is listening for in each.
STAR Method Questions
Four common behavioral questions, each answered in full by a candidate from a different background: recent graduate, restaurant, B2B sales and athletics.
What Not to Say in a MedTech Interview
Interviews are where strong candidates quietly take themselves out of the running. The statements that raise red flags, and what to say instead.
Talent decisions compound over time, for better or worse.
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