Frequently Asked Questions: Interviewing
We use a behavioral interviewing technique called Targeted Selection®.
How does Targeted Selection work?
Targeted Selection is based on the premise that past behavior can predict future behavior, and that your motivation is key to your success. The process involves straightforward questions that can be answered with specific, real-life job examples.
Targeted Selection is the world's most proven, accurate behavioral interviewing system. It helps verify your fit for the job, and the company's fit for you.
What do Targeted Selection questions look like?
Using Targeted Selection, we'll ask non-theoretical questions, which prompt answers that describe specifically what you did to change a situation or solve a problem. Here are a few examples:
- What was your most difficult sale, and how did you approach it?
- What changes in your job have you recommended? Why?
- Describe a situation in which you were able to convince someone to see things your way.
- Describe a time when you were faced with a stressful situation. How did you react?
- Tell me about a time when you made a bad decision. What did you do?
- Tell me about a time when you had to go above and beyond your job responsibilities in order to get a job done?
- Tell me about a time when you had too many things to do and you had to prioritize your tasks.
How do I answer Targeted Selection questions?
The best way is to think about your answer as a short story with a beginning, middle and an end. Targeted Selection labels this as the STAR approach.
Situation/Task = What was the situation or task in which you took action? (Spend about 30 seconds setting the stage.)
Action = What and how did you say or do in response to the situation or task? (Spend about two minutes describing the exact steps YOU took, in order.)
Results = What was the outcome of your actions? (Spend about 15 seconds describing a measurable accomplishment or key learning.)
What are some tips for answering Targeted Selection questions?
- Listen carefully to the questions and any other information the interviewer provides.
- Take a few moments to think about real-life examples from your past or even current job situations, and use the STAR approach.
- Don't hesitate to ask the interviewer to repeat the question.
- Be specific and provide sufficient details. If the interviewer needs more information he or she may ask a follow-up question.
- Be careful not to offer vague statements or personal opinions, beliefs and judgments.
- Make sure you describe what you actually did rather than what you would like to do, or would have done.
- Be confident.
- Relax and enjoy the conversation.
*Targeted Selection® Materials taken from Development Dimensions Int'l, Inc, MCCMXCVIII.