We all know that meme: Target is always hiring, but never hires people

As a former recruiter and ETL HR/Salesfloor I know exactly why; Target's hiring process and standards are actually pretty high for retail. You don't need to be the most experienced or smartest candidate to get hired however you DO need to show that you can answer their interview questions in a way that satisfies their interview model. Their interviews are based off Behavioral scenarios and questions. What does this mean? I'm here to help!

So when they ask you a seemingly simple questions like "tell me about a time where you went above and beyond for a guest".

They want to hear THREE specific things within your answer: THREE specific things within your answer:

Situation: this is the set up; what job was this at? what was your position? what was the guests interaction with you?

Behavior: How did you solve the problem? What steps and processes did you follow? Did you get overwhelmed or nervous? Did you get excited to help? Who did you go to and/or what resources did you utilize to satisfy guest/situation?

Outcome/Result: THIS IS MOST IMPORTANT TO BE ANSWERED! Soooooo many candidates do so well then forget to speak on how their behavior AFFECTED the situation. Was the guest happy? angry? not impressed? Did your actions solve a bigger problem within the store that will help your peers? Did your actions help drive sales? Basically show them how your actions benefited the situation and your behaviors would be on "brand" with Targets values.

Here's some practice questions with answers

If you're a TM or TL looking to promote within the store/district you must interview with ETLs or district leaders and they utilize these questions but they're just more store specific! If you can master answering within this guideline AND incorporate your departments numbers/processes you'll be GOLDEN.

I hope this helps some of yall and feel free to ask me questions if needed!