Targeted Selection

Finding the right candidate for a role goes beyond just reviewing resumes and conducting interviews. Organizations need a structured way to assess whether a candidate truly has the skills, competencies, and behaviors required for success. Targeted Selection, a widely used behavioral interviewing method, helps employers make better hiring decisions by focusing on past experiences as predictors of future performance.

At its core, Targeted Selection is based on the idea that the best indicator of future behavior is past behavior in similar situations. Instead of asking hypothetical questions like, “How would you handle a difficult customer?” the interviewer asks for real-life examples: “Tell me about a time you had to deal with a difficult customer. What did you do, and what was the result?” This approach provides concrete evidence of how candidates have applied their skills in actual work situations.

One of the strengths of Targeted Selection is that it reduces bias and subjectivity in the hiring process. By focusing on specific job-related competencies, interviewers assess all candidates using the same structured approach. This ensures that hiring decisions are based on relevant qualifications rather than personal impressions or generalizations.

To effectively implement Targeted Selection, organizations must first identify the key competencies needed for the role. These could include problem-solving, leadership, teamwork, or adaptability, depending on the position. Interviewers then develop behavioral questions aligned with these competencies, using a framework like STAR (Situation, Task, Action, Result) to evaluate responses. The goal is to understand not just what candidates say they would do, but what they have actually done in similar circumstances.

This method also benefits candidates by providing a fair and transparent evaluation process. When interview questions focus on real experiences rather than hypothetical scenarios, applicants have the opportunity to showcase their strengths in a way that directly relates to the job. For employers, this means higher-quality hires, lower turnover, and better job fit, as candidates are assessed on real-world performance rather than just interview skills.

Targeted Selection is not just about filling a position—it’s about ensuring long-term success for both the organization and the candidate. By applying a structured, evidence-based approach to hiring, companies can build stronger teams, improve retention, and make hiring decisions with greater confidence.

Have you used or experienced Targeted Selection in a hiring process? What challenges or benefits have you seen with behavioral interviewing? Share your thoughts on how structured hiring methods improve recruitment outcomes.