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Targeted Selection: Use Past Behavior To Predict Future Behavior

Targeted Selection is a behavioral approach to improving hiring decisions. Interviewers are trained to focus on collecting job-related behavioral examples from an applicant's past and predicting future performance based on past behavior in similar situations. The interviewer should guide the interview with questions related to the critical job requirements and organize it into a system of reviewing background, describing the job and company, asking planned behavioral questions, and allowing the applicant to ask questions. Effective interviewing skills include following the system, taking notes, maintaining the applicant's self-esteem, and controlling the pace of the interview.

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114 views2 pages

Targeted Selection: Use Past Behavior To Predict Future Behavior

Targeted Selection is a behavioral approach to improving hiring decisions. Interviewers are trained to focus on collecting job-related behavioral examples from an applicant's past and predicting future performance based on past behavior in similar situations. The interviewer should guide the interview with questions related to the critical job requirements and organize it into a system of reviewing background, describing the job and company, asking planned behavioral questions, and allowing the applicant to ask questions. Effective interviewing skills include following the system, taking notes, maintaining the applicant's self-esteem, and controlling the pace of the interview.

Uploaded by

Roxy Segundo
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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TARGETED

SELECTION
Targeted Selection is a behavioral approach to improved
hiring decisions. The goal of every targeted selection
interviewer is to collect job-related behavior from an
applicant's past history. Interviewers are trained to focus
their interview skills and selection decisions on five basic
interview principles.
1. Use past behavior to predict future behavior: Behavior in one
situation usually predicts behavior in a similar situation
at a later time. For example, banks lend money to
people with a proven track record of paying loans back.
There is a strong overlap between the past performance
situation and the performance situation being
predicted.
2. Interview for the critical job requirements: The interviewer
should be guided by a list of skills, special qualities,
knowledge or behavior for the position he/she is
interviewing for. This list is developed by identifying
those aspects of on-the-job performance that are most
critical to getting the job done (job description).
3. Organize your interview into a system: Hiring decisions are
based on the evaluation of applicant information
accumulated from a variety of sources. Prepare by
reviewing the resume and selecting relevant
background areas to focus on. State the purpose of the
interview and describe the interview process. Tell about
the job and give information about the company.
Prepare your planned behavioral questions, let the
applicant ask questions and close the interview.

TARGETED
SELECTION
4. Apply effective interviewing skills and techniques: An
interview is only as good as the questions asked. Follow
your system, take notes, maintain the applicants selfesteem and control the pace of the interview.
5.

Exchange information with the other managers involved in


interviewing.

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