All About Jobs

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If you haven’t noticed, interviews are based on the assumption that what we have been able to do well in the past, we can do well again … in the future, for our potential employer.

This means that you will be asked what you have done and how you might do things in future.

A firm called Development Dimensions International (DDI) has devised a proprietary methodology for interviewing called Targeted Selection Interviewing. Targeted selection interviewing bases questions to individuals on an acronym called STAR, which I will describe below:

S/T - Situation or task. You are asked to describe a situation or task you dealt with.
A -Action. What action did you take or what did you do in relation to this situation or task?
R - Result. What was the result?

In a proper Targeted Selection Interview, each question will be asked in relation to a predetermined skill set. Interviewers then allocate interviewees with a score based on whether they have detailed elements of the skill and answered the question completely.

This means that you should spend some time before an interview thinking of some example situations or tasks you have completed that relate to the skills for the job, any action you took and the result of that action. It’s best to write them, but not to try to learn them by rote.

Tomorrow I will provide a simple example of this theory at work.

Robin
“Think success - Achieve success”

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