Interview techniques
How to use the STAR and SOAR methods
Interview Techniques STAR and SOAR – How to Identify Behavior and Potential
Strong interviews are essential in recruiting and talent development. Structured methods like STAR and SOAR help you ask targeted questions and structure answers so they truly reveal a candidate’s skills, mindset, and potential.
1) The STAR Method – Analyzing Past Behavior
The STAR Method uncovers how a candidate handled real situations in the past—one of the best predictors of future performance.
- S – Situation: What was the context?
- T – Task: What task or responsibility did they have?
- A – Action: What specific steps did they take?
- R – Result: What was the outcome?
Example Question (STAR)
“Tell me about a situation where you had to motivate a challenging project team.”
Sample Answer (STAR)
- Situation: Tight deadline; team overloaded.
- Task: Restore motivation and meet the delivery date.
- Action: Held one-on-ones, reprioritized tasks, introduced short daily check-ins.
- Result: Morale improved, deadline met, client satisfaction above average.
Why it works: STAR separates context, personal contribution, and outcome—ideal for selection interviews.
2) The SOAR Method – Focusing on Strengths and Potential
SOAR looks ahead to strengths, opportunities, and impact. It’s especially useful for development, leadership, and coaching conversations.
- S – Strength: Core strengths and assets
- O – Opportunity: Where those strengths can be used
- A – Action: Planned or ongoing steps
- R – Result: Expected success or outcome
Example Question (SOAR)
“What are your key strengths, and how will you apply them in this role?”
Sample Answer (SOAR)
“My strength is clear communication. In the new role, I’ll improve coordination between teams with concise, visual status updates. This should reduce misunderstandings and speed up decisions.”
Why it works: SOAR promotes solution-focused thinking, self-reflection, and future-oriented planning.
3) STAR or SOAR – When to Use Which?
| Purpose of the conversation | Recommended method |
|---|---|
| Evaluate past behavior and competencies | STAR |
| Encourage future development and potential | SOAR |
| Recruitment / selection interviews | STAR |
| Performance, development, or coaching sessions | SOAR |
Conclusion
STAR makes real experiences and achievements tangible. SOAR looks forward—highlighting strengths, opportunities, and growth potential. Mastering both helps leaders and interviewers run conversations that are structured, fair, and genuinely insightful.
Book an In-House Training
Bring STAR and SOAR to life in your organization with a customized, hands-on in-house training led by an experienced leadership trainer.
Contact: jsteinz@skillday.com