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STARR method

Many employers make use of the STARR method during job interviews. This involves questions focused on behaviour. The rationale behind the STARR method is that behaviour displayed in the past gives a good indication of how someone will behave in the future.

By using STARR you can provide clear example of experiences from your past. 

The basis of STARR

S: What was the situation
T: What was your task
A: What actions did you take, what did you do? 
R: What was the result, what happened? 
R: What did you learn (reflection)?


Examples of  STARR questions

  • Give an example of a situation in which you were under a lot of pressure. 
  • Have you ever had to deal with someone (a customer or colleague) who was very angry? How did you deal with this? 
  • Give an example of a situation in which it was very important that you made a well-informed decision. 


Tips!

  1. Don’t spend too much time on the situation and the problem. The most important aspects are the actions you took, the results, and what you learned. 
  2. Practice the STARR questions in relation to the  job requirements and skills stated in the vacancy.
  3. Always use the first person when giving examples of actions you performed as part of a team. Employers like to hear about your personal contribution. 
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