Targeted Selection

Overview

DDI’s Targeted Selection® (TS®) is the most accurate, proven behavioral interviewing system in the world, used by thousands of companies from every type of industry to hire and promote people throughout their organizations. But TS® is so much more than that.

Targeted Selection® training optimally develops the skills your people need to interview confidently, gather data that accurately predicts future job performance, and facilitate a legally defensible interviewing process.

  • Who Should Attend Targeted Selection®?

    Individuals involved in the recruitment and selection process or succession planning; supervisors, middle managers or top managers
    that conduct interviews.

  • Targeted Selection® Interviewing Process:
    • Prepare for the interview.
    • Conduct the interview, including opening effectively, asking planned behavioral questions, and closing the interview. Your interviewers learn the importance of gathering complete behavioral data while building rapport and managing the interview process.
    • Evaluate individual interviewer’s assigned targets.
    • Integrate the data to reach consensus using a systematic process.
    • Decide through the organized effort of evaluation and integration.
    • Ensure a strong start using data gathered during the selection process.
  • After The Workshop You Will Be Able To:
    • Provide customizable interview guides for all jobs and levels—ensuring Interviews are job-critical and use legally acceptable questions.
    • Capture data on a candidate’s entire profile: experience, knowledge, competencies, and motivations.
    • Ensure that the candidates you really want say, “Yes.”
    • Goes beyond the hiring decision to help get new hires up to speed and contributing faster.
    • Build interviewer skills and confidence through engaging learning design.
    • Significantly reduce risk of employment legal challenges.
  • Agenda
    Day 1
    Unit Time Description
    1. Workshop Opening 15 min. Participants introduce themselves, and the instructor reviews administrative details.
    2. Targeted Selection® Overview 35 min. The Right Piece, Wrong Puzzle video and debrief illustrate the ripple effects of a poor hiring decision. Participants discuss the Cost of Poor Selection and
    the common problems in selection. The instructor presents the solutions to the common problems by reviewing the components of Targeted Selection®. The unit closes with the instructor reviewing the interviewer skill areas.
    3. Dimensions: Targets for Success 1 hour, 15 min. The Black Tie and Terrors video and debriefing illustrate the importance of determining job
    requirements. The instructor introduces dimensions, discusses where they come from, and explains how to review them. Through a facilitated discussion, participants learn about their target job dimensions and apply this knowledge by completing a job-specific Behavior Categorization Exercise.
    4. Data and STARs 45 min. Through facilitated discussion and activities, participants learn the three types of information interviewers gather about candidates and how to
    increase their understanding of candidates’ backgrounds by obtaining behavioral evidence.
    Using activities and illustrations, the instructor
    presents the STAR concept and the types of STARs. Participants complete a written exercise in which they identify complete, partial, and false STARs. Then they take notes and identify STARs as they watch a video.
    5. Interviewing for Motivational Fit Dimensions 30 min. In facilitated discussion and activities, participants learn about the importance of assessing a candidate’s Motivational Fit and how to use the motivational profile of a job, organization, or location, and the Motivational Fit Grid. Participants learn to use the when/what/why questioning
    technique to gather behavioral examples on candidate likes and dislikes.
    6. Using the Interview Guide 25 min. The So, Tell Me About Yourself video and debrief emphasize the importance of preparing for an interview and having an action plan. The instructor
    presents the Interview Guide (IG) as a tool for preparing for and conducting a thorough interview. The instructor reviews each section of the
    participants’ organization-specific Interview Guide,
    providing key tips for using it during interviews.
    Day 2
    Unit Time Description
    7. Asking Follow-up Questions 1 hour, 30 min. The Smoke and Mirrors video and debriefing highlight the importance of collecting complete behavioral examples. Through facilitated discussion
    and activities, the instructor presents the three types of questions interviewers ask -theoretical, leading, and behavioral- and illustrates the
    importance of asking behavioral questions. Participants complete a written identification exercise on the three types of questions.
    The instructor explains when and how to follow up for STAR parts and additional STARs and shows a video model demonstrating effective follow-up. Participants complete a video exercise in which they identify missing STAR components and describe what they would say to follow up. Finally, participants break into groups of three for skill
    practice interviews. Each participant takes a turn
    interviewing another group member and receives
    feedback from the third group member (observer).
    8. Taking Notes 5 min. The instructor describes the purpose and importance of taking notes and reviews notetaking tips.
    9. Building Rapport 15 min. The Grilled Candidate on Wry video and debriefing illustrate the importance of meeting candidates’ needs to be treated with respect in interviews.
    The instructor uses brief video segments to present the Key Principles (Maintain or enhance
    self-esteem and Listen and respond with empathy)
    that interviewers should use throughout an interview.
    10. Managing the Interview 15 min. The instructor shows brief video segments to introduce the Process Guidelines (Make
    procedural suggestions and Check for understanding) that interviewers use to manage
    the pace and direction of an interview.
    11. Targeted Simulations 15 min. The instructor explains how Targeted Simulations are used to gather observed behavior to
    supplement interview data, and walks through one Targeted Simulation to review when and how to use simulations.
    12. Data Collection and Evaluation Exercise Part I 25 min. Participants watch a video in which an interviewer collects STARs in three dimensions from a candidate. During the video participants take notes on the candidate’s responses. Participants will use their notes to complete the data evaluation process. (This will be one of the
    homework assignments participants will be asked to complete.)
Day 1
Unit Time Description
1. Workshop Opening 15 min. Participants introduce themselves, and the instructor reviews administrative details.
2. Targeted Selection® Overview 35 min. The Right Piece, Wrong Puzzle video and debrief illustrate the ripple effects of a poor hiring decision. Participants discuss the Cost of Poor Selection and
the common problems in selection. The instructor presents the solutions to the common problems by reviewing the components of Targeted Selection®. The unit closes with the instructor reviewing the interviewer skill areas.
3. Dimensions: Targets for Success 1 hour, 15 min. The Black Tie and Terrors video and debriefing illustrate the importance of determining job
requirements. The instructor introduces dimensions, discusses where they come from, and explains how to review them. Through a facilitated discussion, participants learn about their target job dimensions and apply this knowledge by completing a job-specific Behavior Categorization Exercise.
4. Data and STARs 45 min. Through facilitated discussion and activities, participants learn the three types of information interviewers gather about candidates and how to
increase their understanding of candidates’ backgrounds by obtaining behavioral evidence.
Using activities and illustrations, the instructor
presents the STAR concept and the types of STARs. Participants complete a written exercise in which they identify complete, partial, and false STARs. Then they take notes and identify STARs as they watch a video.
5. Interviewing for Motivational Fit Dimensions 30 min. In facilitated discussion and activities, participants learn about the importance of assessing a candidate’s Motivational Fit and how to use the motivational profile of a job, organization, or location, and the Motivational Fit Grid. Participants learn to use the when/what/why questioning
technique to gather behavioral examples on candidate likes and dislikes.
6. Using the Interview Guide 25 min. The So, Tell Me About Yourself video and debrief emphasize the importance of preparing for an interview and having an action plan. The instructor
presents the Interview Guide (IG) as a tool for preparing for and conducting a thorough interview. The instructor reviews each section of the
participants’ organization-specific Interview Guide,
providing key tips for using it during interviews.
Day 2
Unit Time Description
7. Asking Follow-up Questions 1 hour, 30 min. The Smoke and Mirrors video and debriefing highlight the importance of collecting complete behavioral examples. Through facilitated discussion
and activities, the instructor presents the three types of questions interviewers ask -theoretical, leading, and behavioral- and illustrates the
importance of asking behavioral questions. Participants complete a written identification exercise on the three types of questions.
The instructor explains when and how to follow up for STAR parts and additional STARs and shows a video model demonstrating effective follow-up. Participants complete a video exercise in which they identify missing STAR components and describe what they would say to follow up. Finally, participants break into groups of three for skill
practice interviews. Each participant takes a turn
interviewing another group member and receives
feedback from the third group member (observer).
8. Taking Notes 5 min. The instructor describes the purpose and importance of taking notes and reviews notetaking tips.
9. Building Rapport 15 min. The Grilled Candidate on Wry video and debriefing illustrate the importance of meeting candidates’ needs to be treated with respect in interviews.
The instructor uses brief video segments to present the Key Principles (Maintain or enhance
self-esteem and Listen and respond with empathy)
that interviewers should use throughout an interview.
10. Managing the Interview 15 min. The instructor shows brief video segments to introduce the Process Guidelines (Make
procedural suggestions and Check for understanding) that interviewers use to manage
the pace and direction of an interview.
11. Targeted Simulations 15 min. The instructor explains how Targeted Simulations are used to gather observed behavior to
supplement interview data, and walks through one Targeted Simulation to review when and how to use simulations.
12. Data Collection and Evaluation Exercise Part I 25 min. Participants watch a video in which an interviewer collects STARs in three dimensions from a candidate. During the video participants take notes on the candidate’s responses. Participants will use their notes to complete the data evaluation process. (This will be one of the
homework assignments participants will be asked to complete.)

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