Targeted Selection interview using the STAR format (Situation, Task, Action, Result). When examples of behaviors are gathered in the interview, we want to make sure the interviewer is getting the whole story. To do that, we collect information on the Situation or Task the applicant faced, the Actions the applicant took, and the Results the applicant achieved. An easy way to get the whole picture is to think of a complete behavioral example as a STAR. (An example may be found on the internal application or you may ask any Human Resources business partner.)

Received an email from HR regarding an interview. It took six months from the time of the initial application to the interview. First interview was behavioral based. No standards questions involved in the interview. It was 2 hours of behavioral questions from the triad (accounting manager, CFO, and HR Generalist). An extremely hard interview where ALL questions must be answered. The interviewers would focus on any questions at the end that had given you any difficulty. High focus on education and not enough on experience. Second interview is also 2 hours long but they just revisit the answers that might have concerned them from the first interview. All three interviewers were polite but reserved. It is noticeable that the company is not laid back but extremely professional.