This practice in recruitment is considered a norm for every recruitment strategy that companies have. This is based on the on the principle of “Past Behavior Predicts Future Behavior.” This means that during interviews, the recruiter must focus on both the past experienced and behavior of the applicants as well as the future goals and aspirations of the candidate.
As discussed in this brief description of Targeted Selection, it is divided into two parts: Dimension and Selection System. Here is a brief explanation of these two categories:
Dimensions - it describes the competencies the candidate must possess and be able to perform in order to be successful at the prospective job. It also includes their motivations and what types of environments they like to work in. A candidate’s motivations are often the best predictor of “job fit.” A job analysis is performed for each position in order to determine the dimensions and the motivation questions that should be used in the interview.
Selection System - this is the one that should be used in a systematic way with all candidates and positions in your department.
I hope that this information would refresh your memory about targeted selection.
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