As you can imagine, this also means it receives a massive amount of applications each year from hopeful candidates. Back on September 15th, 2021, on Amazon's Career Day program, over 1 million people worldwide applied for a job, with over 500,000 of those made in the U.S.
And those who got through would progress through Amazon's Star Method - the way they structure interviews with candidates to help answer behavioural questions in a logical, comprehensive manner.
Today, we're taking a deep dive into how this works, what it's good for, and how to answer the questions yourself.
Whether you're looking for a way to hire better people for your company or you're applying for a job at Amazon yourself, mastering the STAR Method could be your next step.
Let's get into it.
What is the Amazon STAR Method?
STAR is an acronym for:
- Situation: What was the situation that you faced at your previous job?
- Task: What did you need to do when the situation arose?
- Action: How did you take action to resolve the situation?
- Results: What happened as a result of your actions?
So, during an interview, you'll be asked a question that breaks down in this way, and you'll be asked to answer according to this structure.
This is a great way to discover the professional experience you have to offer and what you've been through, as well as being able to compare candidates and their approaches.
In a comprehensive manner, it creates a universal framework in which to compare and understand. Exactly what you want when finding the best talent to fill a role.
The Amazon STAR Method for answering questions is important because it's an easy way to communicate an example from your professional experience, including the relevant information in a structured way.
Whether you're using the STAR Method yourself trying to secure a job at Amazon yourself (or applying for a role in another company that uses it), understanding how to really make the most of this framework will ensure your efforts are more successful.
What does the Amazon STAR Method look like?
We've covered why Amazon encourages people to use the STAR Method to answer their behavioral interview questions. Now, let's run through an example to break down what using this strategy looks like.
Let's start with a simple one.
Question: Tell me about a project that started small but eventually became big.
Now, you'd break this down into each STAR section.
Situation
We had high turnover in the production department, which was costing the company a lot of money in labor for Human Resources and the opportunity cost of losing experienced employees and lower product quality due to new inexperienced employees being hired and trained.
In this response, the situation is clearly presented, along with the impact on the company.
Task
Continuously rehiring to backfill positions was a patch fix. As the Director of Operations responsible for that department, I needed to figure out why we were having such high turnover and address the systemic issue.
The problem is elucidated (high turnover), and the task is clearly identified (find why people are leaving) and ready for a plan of action.
Action
Working with the HR manager, I started an initiative to interview current employees and listen to how they feel working at the company.
The questions were designed in a way so that they didn't lead the employees towards an answer, but could be used as an actionable evaluation of their respective department managers.
The more we planned out this initiative, the more questions kept coming up until it evolved from an investigation into a single department into an investigation into all four of the departments I oversaw.
When I pitched the idea to the VP of Operations, he liked it so much that he pushed the initiative company-wide.
The key players are identified in the action (HR Manager, VP of Operations, and the interviewee), and there's a clear example of how the project of figuring out turnover in one department became a company-wide initiative to check in on employee morale and evaluate department managers based on employee answers.
Result
As a result of this initiative, I discovered that my Production Manager was treating employees poorly, which was the root cause of the high turnover.
I let her go and filled her position with someone who turned out to be a better fit, leading the production department and for the company as a whole, and turnover dropped by over 80%.
Similar occurrences were identified, and actions were taken by Directors in other areas as well.
The result of the employee morale initiative in the interviewee's department is clearly stated, along with what has improved since the action was taken.
This is the sort of approach you need to bring to your answers. Be comprehensive and concise, but don't be afraid to add your personal story.
For example, use facts and figures that backup your claims. Talk openly about the failures and successes and how everything turned out right in the end. The more relevant detail you can include, the better.
How to prepare your answers to Amazon STAR Method questions
Before any interview, it's always best to prepare by researching the company, its values and culture, and the position you're applying for.
As mentioned before, the sheer number of applications received is why Amazon goes through such an extensive hiring process.
Here are a few helpful tips to start.
Practice confidence
Confidence is everything these days, and companies love to hire people who are sure of themselves. Not arrogant, but humble and secure, willing to learn and adapt, and have a proper focus.
If you have public speaking experience, then you'll already know the advantages of this.
If you don't, it's time to start practising in front of a mirror, with friends, and family.
The more you can practice your responses and body language, the more comfortable you'll be.
The aim of this is to stop the "ums", "ahs", and awkward pauses, and to make sure everything you say flows and has a proper structure. When you're answering comprehensively structured questions like STAR, this can help convey your professionalism tenfold.
A little bit of practice every day is better than cramming long sessions right before the interview.
Record yourself and review the recordings
Another great way to practice and to allow yourself to give feedback to yourself (you're always going to be your hardest, but realist critic), is to record yourself and then review the footage.
It doesn't matter if you're practicing alone or with other people; record yourself to see how you look while answering questions.
Are you slouching? Do you fidget with your hands? Are you making eye contact while answering the Amazon tier 3 interview questions?
Note your body language, tone, and energy, and change what you feel needs improvement.
Learn all things Amazon (or the company)
Whatever company you're applying for that uses the STAR method, get to understand them like the back of your hand. After all, you'll spend a large percentage of your life working for them, so you might as well.
In the weeks (or months) before your interview, prepare like you're back in college before the finals.
Read up on the company wikis. Ask questions. Analyze their social media feeds. Read any and all documentation they've provided.
The more understanding you have when it comes to operations and procedures, products, services, and more, the better equipped you'll be to handle any question thrown your way.
How to familiarize yourself with Amazon tier 3 interview questions
Alt: Two women chat over a table during an informal interview
Review the questions that recruiters will most likely ask you thoroughly, and you'll start to see recurring themes (leadership, change management, conflict resolution, etc.).
By grouping questions with common themes together, you can start formulating an answer for each theme instead of each question.
Using the previous Amazon STAR Method example about high employee turnover, all of these popular Amazon tier 3 interview questions can be grouped under the theme of decision-making or leadership.
Here are a few brief examples of how you can highlight certain parts to be relevant to the question:
Leadership
Q1: Tell me about a time you had to influence a team to adopt a new process or idea.
A: (STAR)
Situation: Our team was using a manual process for tracking project progress, which was inefficient and prone to errors. I recognized the need for a more automated system.
Task: I took the initiative to research and propose a new project management software. My goal was to convince the team to adopt this new tool.
Action: I first identified the key benefits of the software, such as improved accuracy, real-time reporting, and time savings.
I then presented these benefits to the team in a clear and concise way, addressing their potential concerns about learning a new system. I also offered to provide training and support during the transition.
Result: After some initial hesitation, the team agreed to try the new software. Within a few weeks, we saw a significant improvement in our project tracking accuracy and efficiency. We also reduced the time spent on manual reporting by approximately 20%. The team ultimately embraced the new system and appreciated the positive impact it had on our work.
Q2: Describe a time you had to deal with a difficult team member.
A: (STAR)
Situation: I was working on a project with a team member who consistently missed deadlines and didn't communicate effectively. This was impacting the overall project timeline and team morale.
Task: I needed to address this issue constructively and professionally, ensuring the project stayed on track.
Action: I scheduled a one-on-one meeting with the team member. I started by actively listening to their perspective and understanding any challenges they might be facing. I then clearly explained the impact of their missed deadlines on the project and the team. I offered my support and resources to help them improve their performance.
We collaboratively developed a plan with clear deadlines and communication strategies. I also checked in with them regularly to provide feedback and support.
Result: Through open communication and a focus on solutions, the team member's performance improved significantly. They started meeting deadlines consistently and became a more active and communicative member of the team. This improved the overall project dynamics and helped us deliver the project on time.
Theme: Change Management
Q3: Tell me about a time you had to implement a significant change within your team or organization.
A: (STAR)
Situation: Our company underwent a restructuring, which resulted in significant changes to team roles and responsibilities. This created uncertainty and anxiety among team members.
Task: My task was to manage this transition smoothly and ensure the team remained productive and motivated.
Action: I organized a team meeting to openly discuss the changes and address any concerns. I clearly communicated the rationale behind the restructuring and how it would benefit the company in the long run.
I also provided individual coaching and support to team members to help them adjust to their new roles. I emphasized the opportunities for growth and development within the new structure.
Result: While the initial transition was challenging, the team eventually adapted to the changes. By focusing on open communication and support, we were able to minimize disruption and maintain productivity.
The team even embraced some of the new opportunities that arose from the restructuring.
Theme: Conflict Resolution
Q4: Describe a time you had to resolve a conflict between two team members.
A: (STAR)
Situation: Two team members disagreed on the best approach for a particular project task. This disagreement was escalating and impacting team collaboration.
Task: I needed to mediate the conflict and help them find a mutually agreeable solution.
Action: I first spoke to each team member individually to understand their perspectives and concerns. I then brought them together for a meeting where I facilitated a constructive discussion.
I encouraged them to focus on the facts and the project goals rather than personal opinions. I helped them explore alternative solutions and find common ground.
Result: Through facilitated discussion and a focus on shared goals, the team members were able to resolve their conflict. They agreed on a solution that incorporated elements from both of their original ideas. This not only resolved the immediate conflict but also strengthened their working relationship and improved team collaboration going forward.
These are just a few examples. Remember to prepare several STAR stories related to these themes and practice delivering them clearly and concisely. Focus on the specific actions you took and the measurable results you achieved.
Pitfalls to watch out for with the Amazon STAR Method
No matter what application you're applying for and no matter what role you seek, just like everything else in life, there are some challenges and potential pitfalls you may come across when engaging with the STAR method.
Understand what they are, and you can do your best to avoid them. Remember, in many of these applications, you only get one shot to prove you can do it!
Answering without enough details
Candidates will usually rush through the answer to a question due to nerves or lack of preparedness.
Regardless of whether they've used the Amazon STAR Method, they leave out key details that tie the story together and fail to make the impact the recruiters are looking for.
Include the details, statistics, figures, and sorts that help ground your answer and paint a real picture of your experience, and you'll be set up for success.
Details provided aren't relevant to the question
Even though an interviewee is confident and uses the STAR method to answer a question, some candidates include details that don't answer the core part of the question and what the recruiter wants to use to evaluate them.
Not demonstrating the impact made in the answer
Sometimes candidates can include all the relevant information, but without tying it all together with the impact of the details provided, the story will seem scattered with no resolution.
Needless to say, this will not impress the recruiter.
Wrapping up
The Amazon STAR Method is your key to unlocking the door to a successful interview. It's more than just a framework; it's a powerful tool for showcasing your skills, experience, and how you handle real-world situations.
By structuring your answers with Situation, Task, Action, and Result, you provide clear, concise, and compelling narratives that resonate with Amazon's leadership principles.
And remember, preparation is paramount.
If you're looking for a bit of extra help, personalized guidance, or you want someone to walk you through the process who's done it before, then check out Mentorcruise.
MentorCruise offers expert guidance to help you master the STAR method and ace your Amazon interview.
Our mentors, many of whom are former Amazon employees, have been in your shoes and know exactly what it takes to succeed.
Connect with a mentor today and gain the edge you need to shine. Best of luck!