TARGETED SELECTION INTERVIEWING
Targeted Selection Interviewing is a behavioral based style that was developed in the 1970's by industrial psychologists. Targeted Selection interviewing asserts that "the most accurate predictor of future performance is past performance in a similar situation." There are more companies turning to Targeted Selection style interviewing.
Unlike traditional interviews, which include such questions as:
1. Tell me about yourself.
2. What are your strengths and weaknesses?
3. Why are you interested in working for us?
Targeted Selection interviewing emphasizes past performance and behaviors. As a consequence, candidates unprepared for the rigor of Tergeted Selection interviewing have not fared well. Simply practicing the list of common interview questions no longer works.
Why should you prepare for Targeted Selection interview?
� Candidates who prepare for Targeted Selection interviews are better prepared - even for traditional interviews.
� Using Targeted Selection answers works well with inexperienced interviewers.
� Companies that invest the time and energy in developing this style of interviews often attract top candidates. Top candidates make the company a more desirable place to work.
How do I prepare for a Targeted Selection Interview?
Companies that employ this style of interviewing have predetermined the skill sets they require for a particular position. These skill sets could include: decision making and problem solving, leadership, motivation, communication, interpersonal skills, planning and organization, critical thinking skills, team building and the ability to influence others. The company determines the skill sets by doing a detailed analysis of the position they are seeking to fill. Job seekers also must go through this same process. To conduct a job analysis the job seeker should ask questions such as:
1. What are the skills needed by the candidate to succeed in the position?
2. What would make candidate fail in this position?
3. Why have people left this position previously?
4. What is the most difficult part of this job?
Once you have landed the interview, keep in mind the following points.
� Be detailed and specific. Remember that the interviewer will be operating under the premise that "past performance in a similar setting is the best predictor of future performance."
The best way to accomplish this is to use the three-step STAR process or
1. Situation or Task
2. Action
3. Result or outcome
� Limit rambling and tangents. While you can't control what is asked, you can control what you say.
� Listen carefully to each question. If you are unsure, make sure you ask for clarification. When you respond, be sure to recall your past accomplishments in detail. Stay out of the hypothetical world, stay away from the phrase " I would". Practice your behavioral stories using real-life examples. It is very difficult to make up behavioral stories, which is why behavioral interviewing is becoming more popular.