Origins
Behavioral interviewing rests on the idea that past behavior is the best predictor of future behavior. It took shape through the consultancy DDI's Targeted Selection system in the 1970s and Tom Janz's 1982 research on behavior description interviews. STAR began as the structure interviewers used to hear candidates' real experiences consistently, and it later spread as a technique for candidates. Meta-analyses showed that structured interviews predict job performance far better than unstructured ones, which made the framework standard in corporate and public-sector hiring.
Building each step
Give the Situation in a sentence or two. Then define the Task: your goal or the problem you owned. The Action should describe what you, not "we," decided and did. End the Result with numbers where possible, plus what you learned. In a one-minute answer, aim for roughly 20% on situation and task, 50% on action, and 30% on result. Over-long setup is the most common mistake. STARR adds Reflection, and CAR (Challenge, Action, Result) is a close cousin.
Using it
Prepare five to seven STAR stories mapped to the competencies a role demands. The same stories work for blind-hiring cover letters, AI video interviews, and follow-up questions.
FAQ
- Can I use STAR for failures?
- Yes. Own the result, then add what you learned and what you changed.
- What if I have no numbers?
- Use observable change: before/after comparisons, feedback, or whether your idea was adopted.
Sources reviewed: 2026-10-26
References
- Janz, T. (1982). Initial comparisons of patterned behavior description interviews versus unstructured interviews. Journal of Applied Psychology, 67(5), 577–580.
- Development Dimensions International (DDI). Targeted Selection® behavioral interviewing.
- Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview. Personnel Psychology, 67(1), 241–293.