Targeted Selection® Behavioral Interviewing System
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The Most Accurate Interviewing System in the World
The cost of a bad hire stretches far. Salary, lost productivity, replacement costs, effect on team morale, and so much more.
That’s why so many organizations use DDI’s Targeted Selection® (TS®), which is the most accurate interviewing system in the world.
Good hiring practices go beyond what happens in the interview. Targeted Selection provides a structure for how interviewers should evaluate candidates and make hiring decisions, reducing bias, and revealing the behaviors that matter most on the job.
Master the Art and Science of Behavioral Interviewing
Effective interviewing is both art and science. There’s art in how leaders initiate thought-provoking discussions while building rapport and gaining holistic data. There’s science in how leaders choose competencies for a role, structure interview discussions, and make hiring decisions.
Both elements are important to ensure that candidates have a positive experience and hiring teams collect consistent data to make fair, informed decisions. This combination of art and science sets Targeted Selection apart from other approaches to hiring—and we'll help build the skills to master both.
Focus on Key Behaviors for Job Success
Over decades of experience, we’ve seen a consistent trend: Managers hire primarily based on technical skills, as well as their idea of “culture fit,” which can be a recipe for bias.
But what often gets missed is behavior, which is the biggest factor in determining success or failure in a role. While there are several ways to test whether a candidate has the technical skills for a job, TS helps managers evaluate how candidates approach their work and the results of their approach.
Instead of requiring managers to create their own questions, Targeted Selection gives them a highly structured approach built around core behaviors that are essential to role success.
Improve Data Accuracy with the STAR Method
If you’ve been asked an interview question that started with “tell me about a time when…”, the interviewer was probably using the STAR method.
DDI created the STAR method to help interviewers collect complete information from candidates. Here’s how it works: Interviewers ask candidates to share about situations/tasks (ST) they faced, the actions (A) they took, and—importantly—the results (R) of their actions.
STAR helps interviewers evaluate how a candidate approached challenges in the past. Interviewers can also use STAR to steer candidates away from pitfalls, such as talking theoretically about what they “would do,” giving answers that sound good but lack substance, or taking credit for others’ work.
Create a Consistent and Equitable Hiring Process
It’s easy for bias to enter the interview process. One candidate might connect with one interviewer immediately, while another may struggle. Research shows that more than half of hiring managers make a decision in the first five minutes about a candidate’s experience for a role.
With TS, interviewers use the same questions for each candidate and collect STAR responses, keeping the focus on behavior and results—not candidate impressions. Our integrated scoring models help hiring teams evaluate candidates thoughtfully and objectively.
As a result, TS creates a more equitable process in which all candidates have consistent experiences. Most importantly, the hiring manager is more likely to make an informed, fair decision.
Get TS® Certified
We make it easy to develop your leaders’ interviewing skills in the way that works for your organization.
You have the option to use DDI facilitators, or we can coach your team to become top-notch trainers.
DDI offers both virtual and in-person paths to become certified in Targeted Selection. We’ll help you build skills that create a stronger, fairer, and more consistent process across your organization.
Sample Learning Journey
A Leadership Program to Select and Retain Talent
Leaders need the skills to interview and select the right people for the right roles. But you also need to equip leaders with the foundational skills to onboard and coach talent to achieve high performance and stay engaged over the long term.
Explore a sample learning journey that shows how you can help leaders develop the skills to hire, onboard, and keep high performers from leaving.
Have a Question?
Frequently Asked Questions About Targeted Selection®
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What is the Targeted Selection behavioral interviewing system?
Targeted Selection is DDI’s proven behavioral interviewing system designed to help organizations make more fair, accurate, and effective hiring decisions. Grounded in decades of research, it predicts on-the-job success and gives interviewers a structured approach to evaluate candidates and reduce bias.
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How does Targeted Selection improve the hiring process?
DDI's Targeted Selection gives interviewers the tools to identify and screen for the behaviors that matter most for job success. It improves consistency, reduces bias, and builds interviewer confidence. With techniques like the STAR method and structured scoring, organizations report stronger hiring decisions, better retention, and a more equitable candidate experience.
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Who should be trained in DDI’s Targeted Selection system?
Targeted Selection is ideal for anyone involved in hiring—managers, recruiters, HR professionals, and interview panelists. Whether you’re hiring frontline employees or executives, Targeted Selection scales across roles and organizations. DDI offers virtual and in-person certification so your team has the skills to run consistent, effective interviews.
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Can Targeted Selection be customized for our organization?
Yes, DDI customizes Targeted Selection to align with your organization’s success profiles, hiring goals, and interview structure. From industry-specific competencies to tailored interview guides, our consultants work with you to embed Targeted Selection into your talent strategy to improve hiring decisions and ensure strong job fit.