A targeted selection interviewing system is a method of interviewing candidates for a job based on the idea that past behaviors and experiences will predict how well-qualified a candidate is for a position.
The system has two portions. First, the dimensions portion requires a candidate to have certain qualifications. Secondly, the interview portion has an interviewer ask each candidate the same set of questions to determine the best fit.
Fully Research the Job and Its Description
Matching the candidate to the job description is the chief reason for targeted selection interviews. Therefore, it is important to thoroughly examine the job description in order to ensure that your relevant experience and skills match the qualifications needed for the position.
Review your resume as your prospective employer and prepare to address questions such as:
-reasons for gaps in employment
-how each employment experience relates to the current position applies for
-what skills and talents you bring to this specific position
If the job requires knowledge of a certain process, computer program or other knowledge, be prepared to answer questions as to how, why and under what circumstances the system operates. For example, if you are applying for an auditing job, be prepared to answer questions about auditing processes and procedures.
Being prepared can also entail bringing the right tools to the job interview. Preparation includes wearing proper and presentable clothing; it also includes bringing copies of your resume, samples of your work (if applicable), pen and paper.
Give Concrete Situations
A hallmark of a targeted selection interview is to give the interview candidate situations he might experience at work. Each candidate is then asked how he would respond. Interviewers also may ask about past work experiences and how you responded to situations, such as a time you worked on a team, when you had a disagreement with a co-worker and how it was resolved, or a time you worked under pressure to accomplish a task.
These questions are best answered in an honest, specific way. Think ahead by identifying times when you were an invaluable part of a project's success or acted as a team player. You do not have to go into great detail (try to keep answers to a few minutes), but instead talk about the situation and the action you took. Do not tell your interviewers what you would do; tell them what you did.
What Is the Meaning of Selective Recruitment?
In today's knowledge-based workforce, organizations are increasingly trying to fill specialized positions that require unique skill sets. Recruitment no longer consists of...
How to Pass a STAR Behavioral Job Interview
Beyond the usual battery of questions about your strengths, weaknesses and job skills, hiring managers sometimes employ behavioral techniques to find out...
How to Define & Select Key Competencies
Competencies are the skills and talents necessary to successfully perform a job. Knife skills and sauce preparation are some key competencies for...
Investigative Interviewing Tips
Investigative interviewing is a tool used by police, the military and a host of private and internal affairs investigators. The core of...
What Is Ethical Interviewing?
Ethical interviewing is the open and honest exchange of information between an interviewer and interviewee delivered in a way that conveys the...
Pre-Selection Criteria for Job Interviews
Job interviews help employers get to know prospective employees better, including their work ethics, qualifications, communication styles and speaking skills. Yet interviews...
The Interview Selection Process
While there is no question that interviews can be stressful for applicants, the greater pressure is often on employers to choose just...
The Purpose of the Selection Interview
Reading resumes and determining the applicants' levels of qualifications is a monumental task at times. Once you filter out candidates who don't...
What Is a PFI Interview?
Performance Factor Interview is a type of behavioral interview technique used by hiring managers who seek “results oriented” job candidates, according to...
Traditional Recruitment & Selection
Traditional recruitment and selection is a term that is often used to define the process when people apply for jobs using traditional...
Recruitment & Selection Objectives
Recruitment and selection objectives include a variety of components related to finding, hiring and retaining qualified employees. Clear definitions of the job...
Education Administration Interview Questions
If you are applying for an administrative position such as a principal, assistant principal or dean of students, you need to prepare...