Targeted Selection Interview Quiz: Sharpen Your Responses
This targeted selection interview quiz helps you practice behavioral responses and choose the best actions in realistic work scenarios. Use it to spot gaps before your next interview and sharpen decision-making; for broader prep, try our job interview quiz, and build people leadership insight with a talent management test.
Study Outcomes
- Understand core Targeted Selection principles -
Gain insight into the foundations of the targeted selection interview method and its role in behavioral interviewing targeted selection.
- Identify high-impact targeted selection interview questions -
Learn to recognize and craft questions that elicit meaningful behavioral examples from candidates.
- Apply the targeted selection technique in interviews -
Practice structuring your interviews using the targeted selection technique to consistently evaluate candidate competencies.
- Evaluate behavioral responses effectively -
Develop skills to analyze and score candidate answers, ensuring objective decision-making during the targeted selection interview process.
- Refine interviewing decision-making -
Enhance your ability to make informed hiring choices by integrating quiz insights into real-world recruitment scenarios.
Cheat Sheet
- Master the STAR Framework -
The STAR method (Situation, Task, Action, Result) is central to behavioral interviewing targeted selection, guiding candidates to structure answers clearly. For example, describe a time you improved a process (Situation), outline your goal (Task), detail your steps (Action), and quantify the outcome (Result). Mnemonic tip: "STAR lights the way" to remember each stage.
- Define Core Competencies -
Use industry-standard competency models (e.g., SHRM or CIPD frameworks) to pinpoint qualities like teamwork, leadership, and adaptability for your targeted selection interview. Mapping these competencies ensures your targeted selection questions align with organizational needs. A quick trick is the "KASA" model: Knowledge, Abilities, Skills, Attitudes.
- Craft Effective Behavioral Questions -
Good targeted selection interview questions start with "Tell me about a time when…" or "Give an example of how you…" to elicit real experiences. Each question should target one competency and avoid double-barreled queries. Refer to research in the Journal of Applied Psychology showing behavior-based questions predict performance better than opinion-based ones.
- Implement Consistent Rating Scales -
Adopt a 1 - 5 anchor rating system for evaluating responses, with clear behavioral descriptors for each score. For example, a "5" might indicate "exceeded expectations consistently," while a "1" signals "failed to demonstrate competency." Consistency across interviews reduces bias, as validated by studies in the International Journal of Selection and Assessment.
- Use Probing Techniques Strategically -
After the initial answer, apply follow-up probes (e.g., "What challenges did you face?" or "Why did you choose that approach?") to clarify depth and context. The "5 Whys" method works well to drill down into motivating factors and decision-making steps. Probing ensures richer data for reliable targeted selection technique assessments.