This article, “#1 Mistake You’re Making in Your STAR Stories” by Thea Kelley (August 15, 2025), addresses a pervasive—and often overlooked—pitfall in job interviews: failing to fully articulate the Results in one’s STAR (Situation, Task, Action, Results) or SOAR (Situation, Obstacle, Action, Results) stories.

Kelley emphasizes that while candidates typically structure responses around situation, task, and action, the Results—the final ‘R’—are frequently underdeveloped or omitted. This omission undermines the story's impact, as employers are ultimately hiring for results, not just effort or process.

To illustrate, Kelley shares a personal anecdote about discovering a flat tire. She highlights how conversational storytelling often omits how the situation was resolved—something acceptable among friends but insufficient in an interview context. In contrast, in a professional interview, one must consciously include those “bragging points,” making it clear what was accomplished.

The article offers a concrete example: a candidate accepts a temporary office manager role with no documentation to guide onboarding. The story includes situation, task, and action—terminates with "Then I delivered the manual." Yet this answer lacks depth; it doesn't show how the manual benefitted the company. Kelley urges candidates to dig deeper and flesh out the results—what changed, improved, or was recognized.

She provides guiding questions to enhance the Result component:

• Quality: How effectively did it work—and how do you know?

• Impact: What difference did it make for the team, department, or company?

• Quantities: Can you quantify the benefit?

• External confirmation: Was there praise, recognition, or feedback?

• Scope: Was your solution replicated or sustained over time?

Kelley then refines the earlier example into a more compelling response. With these enhancements, the story now includes a direct quote from the general manager: “For this alone, it was well worth bringing you in.” The manual cut new-hire onboarding time by over half and saved approximately $10K annually. It was shared across offices, and the candidate was offered a permanent position. This enriched narrative showcases tangible outcomes, recognition, financial impact, broader adoption, and lasting value—the results that resonate with employers.

While not all stories require such exceptional outcomes, Kelley emphasizes that every candidate can strengthen their narratives by identifying and emphasizing the positive effects of their actions. Making that distinction can transform an average response into a memorable one.

The article also notes a secondary concern: rambling. Long-winded stories can dilute even a well-structured STAR response. Kelley recommends pairing this insight with her related post on How to Be Concise in Job Interviews, which offers strategies for staying focused and impactful.

Key Takeaways for Educators Preparing Students:

1. Teach full STAR storytelling, emphasizing that candidates must firmly close the loop with results—not leave outcomes vague or implied.

2. Incorporate result-enhancing questions into workshop exercises to train students to quantify outcomes and seek external confirmation.

3. Model richer examples in class by comparing weak vs. strong STAR responses—mirroring Kelley’s transformation of the manual story.

4. Prioritize clarity and brevity, guiding learners to convey meaningful outcomes in a concise narrative.

5. Encourage reflection on impact, stressing that students—like job seekers—will benefit by describing not just what they did, but how it made a difference.

By centering STAR training around results, educators can equip job-seeking students and professionals with stories that leave a lasting impression. After all, it’s not just about what you did—it’s about what you achieved.

Original Article

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Prepared with the assistance of AI software

OpenAI. (2025). ChatGPT (4) [Large language model]. https://chat.openai.com