Ace Your Next Interview with the STAR Method! - Part 2

Success is the result of preparation, hard work, and learning from failure. - Collin Powell

Two weeks ago, we explored the fundamentals of the STAR Interview Technique, focusing on how structured and impactful responses can set you apart in behavioral interviews.

Today, we’re diving deeper, building on that foundation with a focus on answering common questions, my proven formula for success, tips for using the STAR method effectively, and the importance of body language in interviews.

Whether you’ve had time to practice or are preparing for your next interview, let’s take your skills to the next level!

Let's Get Into Questions

Behavioral questions can feel daunting, but with the STAR method, you can confidently tackle even the most technical challenges. Below are sample questions specific to software engineering, along with what interviewers are typically looking for:

• Tell me about a time when you had to debug a complex issue.

What the interviewer is looking for: The context of the bug, your role in identifying and fixing it, the technical steps you took, and the outcome.

• Describe a situation where you had to learn a new technology quickly to complete a project.

What the interviewer is looking for: The situation requiring new technology, your approach to learning it, the actions you took to apply your new knowledge, and the results of your efforts.

• Can you give an example of a time when you improved the performance of an application?

What the interviewer is looking for: The context of the performance issue, your role and tasks, the technical actions you took to optimize performance, and the measurable results.

My Proven STAR Formula

Once you have written your responses out, make sure you match these to what's on your resume as the interviewer(s) will have it in front of them.

Situation/Task (1 - 2 minutes): The situation needs to match a company on your resume, eg: 'When I was working as a Software Engineer at XYZ Company, I encountered a complex bug while working on a critical feature for our application.''

Action (3 minutes): Use "I" statements, focusing on your specific contributions. Walk through the steps you took in a clear, logical manner. For example: 'I first reproduced the bug, analyzed the logs, and used debugging tools to trace the root cause in the code. After identifying the issue, I implemented a fix and ran several tests to ensure it was resolved without affecting other parts of the system.

Result (1 minute): Close with the result of your actions. For example: 'The bug was resolved within 24 hours, allowing the project to stay on schedule, and the fix improved the overall stability of the application. This taught me the importance of thorough testing and debugging, which I now apply to all my projects.'

TOTAL TALK TIME: 5 minutes.

IMPORTANT: The only time you would use a non-positive response in the RESULT is if you wanted to show what you learned from this and what you now do differently in a new role, project, etc.

Write out 3 - 5 examples, say them out loud, video yourself and watch it, and practice with an expert. Think about different variations for your responses. Once you are confident here, then you can experiment. Get the timing right first, and then the rest will be a success.

Tips for Using the STAR Method

• Be Concise: Keep your responses focused and relevant to the question. Avoid going into unnecessary detail that doesn't add value to your answer.
• Use Real Examples: Use real-life experiences from your past jobs, internships, volunteer work, or academic projects. Authentic examples resonate more with interviewers.
• Highlight Your Skills: Tailor your examples to showcase the skills and qualities the employer is looking for. Align your actions and results with the job description.
• Practice: Rehearse your STAR responses to common behavioral interview questions. This will help you feel more confident and articulate during the actual interview.

Body Language Matters

When interviewing candidates, in addition to the content of their answers, interviewers also pay attention to non-verbal cues such as body language, eye contact, and intonation.

These elements can provide insight into a candidate's confidence, engagement, and communication skills.

Here's what an interviewer is looking for:

Body Language

Confidence and Openness: Positive body language can indicate confidence and openness, which are important in many roles.

What an interviewer is looking for:

• Posture: Sit up straight but remain relaxed. Avoid slouching or appearing too rigid.
• Gestures: Use natural hand gestures to emphasize points, but avoid excessive or distracting movements.

Facial Expressions: Smile where appropriate and show enthusiasm. Avoid looking overly serious or disinterested.

Eye Contact

Engagement and Trustworthiness: Good eye contact can demonstrate that you are engaged in the conversation and trustworthy.

What an interviewer is looking for:

• Consistency: Maintain eye contact throughout the interview, but don't stare. It's natural to occasionally look away, but avoid looking down or around the room too often.

Connection: Use eye contact to build a connection with the interviewer. It shows that you are actively listening and interested in the conversation.

Intonation

Communication and Enthusiasm: Your tone of voice can convey your enthusiasm, confidence, and clarity in communication.

What an interviewer is looking for:

• Variety: Use a varied tone to keep your responses engaging. Avoid speaking in a monotone, which can come across as dull or uninterested.
• Clarity: Speak clearly and at a moderate pace. Avoid mumbling or speaking too quickly.
• Emphasis: Use intonation to emphasize key points in your answers. This helps highlight important aspects of your experiences and makes your responses more memorable.

Myth Busting STAR

While the STAR method is a powerful tool for acing interviews, there are a few misconceptions that can lead to misunderstandings about how it works. Let’s take a look at some additional myths and clarify what’s true about the STAR method.

The STAR Method Covers All Types of Interview Questions:

• Not True: The STAR method is tailored for behavioral interview questions. It might not be as effective for other types of questions, such as technical questions, hypothetical scenarios, or questions about your motivations and goals.

Results Must Always Be Quantified:

• Not True: While quantifiable results (e.g., percentages, numbers) can be compelling, qualitative outcomes (e.g., improved team morale, customer satisfaction) are also valuable and acceptable when discussing results. Use a combination of both.

You Can Make Up Stories:

• Not True: Authenticity is critical in interviews. Fabricating or embellishing stories can backfire if the interviewer probes deeper into your examples. The STAR method should be used to present genuine experiences.

If you want a free copy of the STAR Interview Guide, download it here: Download Now

Hi I'm Kirsty Norton and I am a refreshingly unconventional and relentless tech career coach.

If you'd like to read more of my articles then dive in here: https://www.hustlewithease.co/blog

Or if you are looking for some cool career resources, this is for you: https://www.hustlewithease.co/tech-career-growth-resources

Thinking about working with a coach, then let's talk: https://hustlewithease.as.me/schedule.php

Have a great rest of your week!