The STAR model is a structured interview technique that helps interviewers assess a candidate’s past behavior to predict their future performance in similar situations. STAR stands for Situation, Task, Action, and Result. Here's how the process typically works: Situation: The interviewer asks the candidate to describe a specific situation or challenge they faced in the past, ideally related to the role they are applying for. This sets the context for the story. Example question: “Can you tell me about a time when you had to meet a tight deadline?” Task: The candidate is then asked to explain what their responsibility or goal was in that situation. This helps clarify what their role was in addressing the issue. Example question: “What was your role or responsibility in this situation?” Action: The candidate describes the specific actions they took to address the situation and fulfill the task. This part of the answer demonstrates the candidate's skills, decision-making, and problem-solving abilities. Example question: “What steps did you take to tackle the challenge?” Result: Finally, the candidate explains the outcome of their actions. This part allows the candidate to showcase the impact of their efforts, whether it was a success, a learning experience, or even a failure that led to growth.