The interview technique every grad should know

If you’ve ever been asked something like "Tell me about a time you worked in a team" or "Give an example of how you handled a difficult situation", then you’ve faced what’s called a behavioural interview question.

These questions are designed to help employers understand how you’ve handled real-life situations in the past, because that’s often the best way to predict how you’ll handle similar challenges in the future.

And while they can feel tricky at first, there’s a simple tool that can help: The STAR Method.

What is the STAR Method?

STAR is a way to structure your answers so they’re clear, relevant and focused. It helps you avoid rambling, going off-track or forgetting the key details.

STAR stands for:

• Situation – What was the context?

• Task – What needed to be done?

• Action – What did you do?

• Result – What was the outcome?

  
  

It’s like telling a short story with a beginning, middle and end, one that shows off your strengths.

Why Employers Love STAR Answers

Interviewers are looking for more than just your qualifications. They want to know how you think, how you work with others, and how you solve problems. STAR helps them see your approach clearly, without making them dig for the details.

When you use STAR, you're showing that you understand what was needed, took action, and made a difference. That’s a powerful message, especially when you don’t have a lot of formal experience yet.

A STAR Example in Action

Let’s walk through it using a common question: "Tell me about a time you had to deal with a difficult teammate."

Situation: During a uni group assignment last semester, one of our group members stopped responding to messages and wasn’t contributing to the project.

Task: We were two weeks out from the deadline and still missing key parts of our report. I knew we had to find a way to move forward and keep the group motivated.

Action: I messaged the group and suggested we meet in person to divide up the remaining work again and discuss what was left. I also reached out privately to the team member to check in and see if something was going on. They were overwhelmed with personal issues, so I worked with them to reassign a smaller task they felt confident finishing.

Result: We submitted the assignment on time, received a distinction, and the team dynamic improved. I also learned the value of checking in early and creating space for open conversations.

Common Questions That Are Perfect for STAR

If you’re not sure when to use STAR, look for questions that start with:

• Tell me about a time

• Describe a situation where

• Have you ever

• Give an example of

Here are a few examples:

• "Tell me about a time you showed initiative."

• "Describe a situation where you had to meet a tight deadline."

• "Give an example of how you resolved a conflict."

• "Have you ever failed at something? What did you learn?"

The STAR method can work for all of these.

Tips to Make Your STAR Answers Shine

• Keep it real. You don’t need a perfect story. Use examples from uni, casual jobs, volunteering, clubs, anything where you used transferable skills.

• Keep it focused. Two to three minutes per answer is a good goal. You want to give enough detail without overwhelming them.

• Emphasise the “Action.” Make sure you explain what you did, not just what the team or group did.

• Practise out loud. It’s the best way to find your rhythm and catch any parts that sound unclear.

Final Thoughts

You don’t need a stack of awards or years of experience to give great interview answers. You just need to be able to tell a clear story about what you did and why it mattered.

The STAR method gives you a structure that works, and the more you practise, the easier it gets. We recommend preparing three or four STAR stories before any interview. You can adapt them to lots of different questions on the day.

And remember, interviewers aren’t looking for perfection. They’re looking for real people who are self-aware, willing to learn and ready to contribute. That’s you!