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How do I answer “Tell me me a time when … / Describe a situation where … ” ?

3 min read

STAR Technique: #

The STAR Technique is a structured method for answering behavioral interview questions. These questions typically start with phrases like “Tell me about a time when…” or “Describe a situation where…”. The STAR Technique breaks down your answer into four clear and concise components:

  1. S – Situation: Begin by describing the context or background of the situation. Set the scene for the interviewer so they can understand the circumstances you were in.
  2. T – Task: Explain the specific task or challenge you were faced with. What did you need to accomplish or overcome?
  3. A – Action: Detail the specific actions you took to address the task or challenge. This is where you highlight your role and contributions.
  4. R – Result: Conclude by explaining the results of your actions. What did you achieve? What did you learn? Were there any quantifiable outcomes?

Why is the STAR Technique Useful for Non-Technical Interviews? #

  1. Structured Response: The STAR Technique provides a clear framework, ensuring that your answer has a beginning, middle, and end. This structure helps prevent rambling and keeps your response focused and relevant.
  2. Highlights Relevant Skills: By focusing on specific situations and tasks, you can showcase how you’ve applied essential soft skills (like problem-solving, teamwork, leadership, and communication) in real-world scenarios.
  3. Quantifiable Outcomes: The “Result” component encourages you to provide measurable outcomes, which can be more impactful than vague statements. For instance, saying “I led a team initiative that improved process efficiency by 20%” is more compelling than just saying “I improved a process.”
  4. Predictive Value for Employers: Behavioral questions operate on the premise that past behavior is the best predictor of future behavior. By using the STAR Technique, you provide clear evidence of how you’ve handled situations in the past, giving employers a better sense of how you might perform in the future.
  5. Enhances Recall: When you’re in the middle of an interview, it can be challenging to think on the spot. The STAR framework gives you a mental checklist, making it easier to recall and articulate relevant experiences.
  6. Versatility: While particularly useful for behavioral questions, the STAR Technique can also be adapted for other types of questions, ensuring you provide comprehensive answers.


Here is an example of a student answering the question, “Tell me a time when you had to demonstrate Leadership”

S – Situation: “In my second year of university, I became the president of the Computer Science Society. The society had seen dwindling participation and lacked engaging activities.”

T – Task: “My primary task as the new president was to revitalize the society, increase membership, and restore its reputation as a valuable resource for computer science students.”

A – Action: “Based on feedback, I realized that hands-on experience was what students craved most. So, I introduced a monthly coding challenge series, where students tackled real-world problems. These challenges were designed to be fun yet educational, and we even secured sponsorships from local tech companies to offer prizes.”

R – Result: “The monthly coding challenges became a hit, drawing in large numbers of participants. By the end of the year, active membership had tripled, and the society regained its vibrant, active status within the university.”

In summary, the STAR Technique is a valuable tool for non-technical interviews because it offers a systematic approach to answering questions, allowing candidates to showcase their experiences and skills in a clear, compelling, and relevant manner.