What Are the S-T-A-R and S-E-T Interview Methods? A Guide for Job Seekers
- Ashley Sims
- Jun 6
- 3 min read
Job interviews can feel like high-stakes storytelling—especially when you're trying to make a strong first impression, communicate your value, and, for some, navigate questions around disability or accommodations. Whether you're a recent graduate, transitioning careers, or re-entering the workforce, having a structured way to talk about your experiences can be a game-changer.
Two of the most powerful tools you can use are the S-E-T and S-T-A-R methods. These frameworks help you craft clear, focused, and impactful answers to behavioral interview questions (the ones that start with "Tell me about a time when...").
Let’s break down how each method works—and how disabled job seekers can adapt and own these techniques to communicate confidently and authentically.
What Are the S-E-T and S-T-A-R Methods?
Both methods are ways to answer behavioral interview questions by breaking your answer into structured parts. They help you stay on point and give the interviewer a full picture of your skills in action.
The S-E-T Method
S-E-T stands for:
S – Situation: Briefly set the scene. What was going on?
E – Effect: What impact did the situation have? Why did it matter?
T – Takeaway: What did you learn or accomplish? How did you grow?
This method is especially helpful when you're newer to the workforce or don't have a long list of traditional job experiences. It lets you highlight personal growth, reflection, and transferable skills—key strengths for many people with non-linear career paths or who’ve faced unique challenges.
The S-T-A-R Method
S-T-A-R is more detailed and widely used:
S – Situation: Describe the context and background.
T – Task: What were you supposed to do?
A – Action: What specific steps did you take?
R – Result: What was the outcome or result of your actions?
Use STAR when you want to showcase problem-solving, leadership, or technical skills. It’s perfect for when you’ve led a project, resolved a conflict, or improved a process.
Examples in Action
Let’s walk through an example using both methods. Let’s say you’re a job seeker with a disability, and you want to highlight adaptability and communication skills.
Example Question:
"Tell me about a time you had to overcome a challenge at work or school."
Using S-E-T:
S: “During my final year in college, I had to complete a group project while also adjusting to new adaptive technology for vision support.”
E: “This initially caused delays in group coordination, as I was learning the software and my group wasn’t familiar with accessibility needs.”
T: “I scheduled a short meeting to explain how I work best, offered to share task tracking tools accessible to all, and we ended up finishing ahead of schedule. I learned how important it is to advocate for myself and educate others.”
Using S-T-A-R:
S: “In my marketing internship, I was part of a team responsible for launching a small social media campaign.”
T: “I was tasked with creating the content calendar, but the content platform we used was not fully accessible with my screen reader.”
A: “I researched and proposed an alternate tool that was accessible and integrated well with our systems. I trained the team on how to use it.”
R: “We adopted the tool team-wide, which not only improved accessibility for me but also streamlined content review for others.”
How Disabled Job Seekers Can Use These Interview Methods Authentically
If you’re disabled, you might be wondering: “Should I bring up my disability in interviews?”
The answer is personal. You’re never required to disclose, and whether you choose to or not, the S-E-T and S-T-A-R methods can help you focus on your skills and results.
That said, if you feel your disability has contributed to valuable problem-solving, resilience, or innovation, using these methods can help you frame that positively. You’re not asking for pity—you’re showing strength.
Tips for disabled job seekers using these methods:
Frame challenges as growth: Use the "Effect" or "Result" step to show how you turned a barrier into a breakthrough.
Highlight transferable skills: Advocacy, adaptability, empathy, and time management are often developed in disability contexts—and are highly valuable in the workplace.
Practice your story: Rehearse with a friend, coach, or disability employment service to get feedback and build confidence.
Final Thoughts
Whether you're disclosing a disability or not, S-E-T and S-T-A-R are more than acronyms—they’re strategies to help you take control of your narrative.
Use them to highlight not just what you’ve done, but who you are: resilient, skilled, thoughtful, and ready for the job.
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