For many of our positions, we use the Targeted Selection® process for interviewing job candidates. Targeted Selection was developed by Development Dimensions International. It is a behavioral-based interview process, recognizing that past behaviors are a great predictor of future behavior.
The objective of the Targeted Selection process is to obtain behavioral information from candidates (i.e., past behaviors) in order to accurately assess their skill levels relative to the skill level needed for the job. Targeted Selection also helps promote fairness to candidates, and ensures hiring departments have involvement in selecting competencies and interview questions.
Candidates will be asked to provide responses to interview questions by using the STAR format. For each interview question, a candidate will be asked to provide an example of how he or she demonstrated a competency (i.e., knowledge, skill or ability) by explaining the Situation/Task, describing the Actions taken, and the Results of those actions.
Interviewers will ask each candidate about his or her specific actions, not the actions of a team, or group of individuals, the candidate may have worked with in completing a task, project, etc.
An interview team’s goal is to obtain three complete STARs for each competency. While every candidate for a given job posting must be assessed on the same set of competencies (e.g., Customer Focus, Planning and Organizing, Technical Knowledge), an interview team may not necessarily ask each candidate the same set of questions.*
The goal of the interviewers is to obtain enough behavioral information on a candidate to make an accurate assessment. Sometimes a candidate is unable to answer a specific question. Interviewers may then ask a different question to assess a candidate’s skill level.
Interviewers will also ask follow-up questions in order to get the necessary details about a candidate’s behavior, which provides more information in evaluating one’s competency levels.
A simple way to prepare for an interview is to have a friend or colleague ask you questions related to the qualifications listed on a job posting. You should practice providing a response using the STAR format. Have a friend or colleague ask follow-up questions so that you become familiar with answering additional questions and providing more information.
*Exception: Candidates for jobs represented by Local 223 – OPT, and Service Consumption Tech jobs represented by Local 223 - Gas Division, will be asked the same set of interview questions.
© Development Dimension International, Inc. Used with Permission.
DTE Energy is an equal opportunity/affirmative action employer.
A Complete STAR is a behavioral example consisting of three parts:
Situation/Task: Why, what was the context
Actions: What was done and how was it done
Result: The effects of one’s actions