The STAR vs PARADE method for answering job interview questions — and when to use each

• The STAR and PARADE methods of answering behavioral interview questions are both popular.
• They can help when you’re asked about a time you faced a challenge or made a mistake at work, for example.
• Career experts shared with BI their advice for how and when to use each method.

Share an example of a challenge you’ve faced at work. Describe a time you had to make a difficult decision in your role. Tell me about a mistake you’ve made on the job.

We’ve all probably heard some variation of these behavioral interview questions before. Though they’re pretty common, it can still be difficult to know the right way to answer them.

Two well-known methods, STAR (Situation, Task, Action, and Result) and PARADE (Problem, Anticipated consequence, Role, Action, Decision-making rationale, End result), are commonly suggested as means to craft your response.

While the two are both ultimately designed to guide candidates with their answers, which structure is more effective?

We asked career experts to break down the difference between the two, and which one may work best for you.

The STAR method

The widely used STAR framework is a personal favorite recommendation of Amri Celeste, a recruitment manager and interview coach.

“The pros are that the STAR Method structure automatically arranges an answer into a story format,” she said. “And we tend to remember information in story format much easier than plain data or information, so it automatically makes answers memorable.”

The straightforward format is broken down into four simple steps:

1. Situation: Set the scene by providing context on the challenge you faced.
2. Task: Explain your role in that situation.
3. Action: Describe what actions or steps you took to tackle the situation.
4. Result: End with the outcome of your actions and how you grew from the experience.

Andrew Fennell, a former corporate recruiter and founder of résumé builder website StandOut CV, said that the STAR method’s structured approach is especially effective at exhibiting “measurable achievements” and “clear problem-solving skills.”

“It helps candidates organize their responses by focusing on a specific scenario, their responsibilities, the actions they took, and the outcomes they achieved,” he said.

However, Fennell said that the framework may sometimes feel “rigid” and responses could seem “overly rehearsed.” Additionally, he said that candidates using the STAR method sometimes are not able to “highlight softer skills or adaptability in more abstract scenarios.”

The PARADE method

While the STAR method can offer succinct, informative answers, the PARADE method is a more detailed structure that examines the decision-making process and its broader impact in greater depth.

“This is particularly useful for leadership or strategic roles where the reasoning behind actions is just as important as the outcomes,” Fennel said.

The PARADE method is broken down into a slightly longer structure:

1. Problem: Lay out the challenge or situation you faced.
2. Anticipated consequence: Explain the potential consequences or impacts that could occur if the problem remained unsolved.
3. Role: Define the role or position you played in resolving the situation.
4. Action: Describe what specific actions you took.
5. Decision-making rationale: Explain the reasoning behind your actions and why you chose those steps as opposed to other ones.
6. End result: Finish with the outcome of the situation.

Although both the STAR and PARADE methods provide examples that illustrate how candidates can achieve jobs, Tessa White, CEO of The Job Doctor and author of “The Unspoken Truths for Career Success,” said that she finds the PARADE structure “more powerful.”

“It gives greater context — how big was the problem? Why was it a problem? How do I know I created impact?” said White.

However, Fennel said that candidates might find it more difficult to prepare the PARADE method due to its level of detail.

“It risks leading to lengthy or overly complex answers if not handled carefully,” he said.

Which is better? It depends on the question or role

Although both structures are effective in showcasing a candidate’s ability through an example, Fennel said that the STAR method is particularly useful for “standard competency-based interviews” that need “concise and focused” answers.

“Its straightforward structure works well for roles that prioritize technical expertise or clear problem-solving,” he said.

Celeste recommends using the STAR method for questions that require an example, such as ones that begin with “Describe a time when” or “Give an example of.” In contrast, the structure is less suitable for questions like “Tell me about yourself” or “Why should we hire you?”

However, for questions focused on problem-solving and critical thinking, Celeste suggests using the PARADE method. This includes prompts like “Can you walk me through a situation where you needed to adopt a new strategy?” or “Describe a complex problem you faced at work.”

She also said the PARADE method is better suited for mid to senior-level roles because of its detailed format, which results in longer and more complex answers that “may not be needed for a first-level position.”

In the end, however, what’s most important is telling a compelling story that demonstrates what you’ve accomplished and what you can do in the new job.

“I’ve sat through thousands of interviews, and the person who can clearly share how they solved a problem or created impact is rare,” says White. “Most individuals focus on what they can do, but not how they can do it. I’m looking for proof points, and both methods do just that.”