What is the STAR method?
The STAR method is a structured approach to answering behavioral interview questions and writing capability statements. It stands for Situation, Task, Action, and Result.
For any question that asks you to "Tell me about a time when..." or "Give an example of...", the STAR method is the non-negotiable standard for government applications.
The four components
Briefly describe the context. What was the scenario? Set the scene with relevant background info. Keep it 1-2 sentences.
What was your specific responsibility or goal? What needed to be accomplished? Focus on the challenge.
What specific steps did YOU take? Focus on your contributions. Use "I" statements. This is the most important part.
What was the outcome? Quantify it if possible. How did it benefit the team or organisation? Show the impact.
Complete STAR example
Situation: In my last role as a Policy Officer, I was finalising a major report for my director when an urgent request came from a minister's office for briefing notes on a related topic, both due the same afternoon.
Task: I needed to deliver high-quality work on both tasks without compromising either deadline or the quality of either deliverable.
Action: I first spent 15 minutes outlining key points. I then communicated with my director to confirm the absolute deadline for the report. By dedicating a focused hour to the urgent briefing, I completed it before shifting back to the original report.
Result: Both documents were submitted on time, and my director praised my ability to manage competing demands effectively. The minister's office also provided positive feedback.
Detailed tips for success
- Keep it brief - 1-2 sentences is usually enough
- Provide only relevant context - don't include unnecessary details
- Set the scene clearly so the reader understands the context
- Clearly state what YOU were asked to do or what challenge you faced
- Focus on YOUR responsibility, not the team's
- If there were constraints (time, budget), mention them briefly
- Spend the MOST time here - this is the core of your answer
- Always use "I" statements, never "we"
- Use strong action verbs: Developed, Coordinated, Analysed, Implemented
- Show your thought process and decision-making logic
- Quantify results whenever possible (%, $, hours)
- Show the impact on the organization or stakeholders
- Mention any recognition or positive feedback received
Common mistakes to avoid
- Spending too much time on Situation
- Using 'we' instead of 'I'
- Vague actions (e.g., 'I worked hard')
- Weak results without impact
- Choosing irrelevant examples
- Forgetting the Result entirely
Frequently Asked Questions
It provides a standardized, objective way for selection panels to assess candidates fairly based on concrete evidence of past performance.
The 'Action' section should take up about 60-70% of the response, as it describes what you actually did and how you demonstrated the required skill.
You should predominantly use 'I' to clearly define your personal contribution to the task, even if you were part of a team.
Strong results include quantifiable outcomes, positive feedback from stakeholders, or long-lasting improvements to processes or systems.
Ready to land that APS job?
Let AI write your resume, selection criteria, and cover letter in seconds.