STAR technique

The STAR technique is a structured way of answering interview questions. It helps you give focused, detailed answers.

S - Situation: Set the scene. Briefly explain the context.

T - Task: Describe what you needed to achieve or what challenge you faced.

A - Action: Explain what you specifically did, the steps you took, and why.

R - Result: Detail the outcome. Ideally your answer would include something measurable.

Question: “Tell me about a time you worked in a team”.

Answer: At the end of year 12, I worked on a group project to design and pitch a marketing campaign (S). I was responsible for coordinating the research, both primary and secondary, and ensuring our ideas were supported by solid data (T). I organised meetings, set mid-project mini deadlines and created a shared document for collaboration. I also designed the presentation slides and led our practice sessions (A). The external assessor awarded our team the highest marks in the class. In addition, I won a leadership award for my contribution to the team (R).

CARL technique

This technique adds a reflective element:

C - Context: Outline the background of the situation.

A - Action: Explain what you did to handle it.

R - Result: Share what happened as a result of your actions.

L - Learning: Reflect on what you learned from the experience and how you’ve applied (or will apply) this learning in the future.

Question: “Tell me about a time you worked in a team”.

Answer: At the end of year 12, I took part in a Business Studies group project where we had to design and pitch a marketing campaign (C). I coordinated both the primary and secondary research, organised team meetings, set mini-deadlines and created a shared document so everyone could contribute effectively. I also designed the presentation slides and ran practice sessions to boost our confidence (A). Our project achieved the highest marks in the class from the external assessor, and I was recognised with a leadership award for my role in the team (R). The experience taught me the value of clear communication and structured planning in group work. I also realised how motivating it can be to support others, a lesson I’ve carried into later projects (L).

Points make prizes

To ensure fairness and consistency, organisations usually ask every candidate the same set of questions (especially during the earlier stages of the recruitment process). Interviewers will often score each answer on a scale, typically from one to four. When multiple interviewers are present, they will usually compare scores afterwards. Using structured approaches like the STAR or CARL techniques will help you give clear, detailed answers that will help you maximise your score.

Page updated

Google Sites

Report abuse