In which type of interview do candidates describe specific past experiences related to job performance?

The correct choice, a behavioral interview, is designed specifically to assess how candidates have handled past situations relevant to the job they are applying for. In this type of interview, candidates are prompted to provide detailed examples of their previous experiences, particularly those that demonstrate their skills, competencies, and ability to perform tasks associated with the job.

Behavioral interviews are based on the premise that past behavior is the best predictor of future performance. When candidates recount specific situations, they not only illustrate their capabilities but also provide insight into their problem-solving skills, teamwork, adaptability, and other relevant attributes. This technique allows interviewers to evaluate how candidates may react in similar situations in the future, making it a valuable method in the hiring process.

Other types of interviews, such as competency interviews, focus on assessing specific competencies but may not require detailed past examples. Situational interviews present hypothetical scenarios to gauge how candidates would act, rather than reflecting on past experiences. Structured interviews utilize a consistent format and set questions but do not specifically emphasize the exploration of past behavior as a tool for predicting future performance. Each of these approaches has its own merits, but the behavioral interview is distinct in its emphasis on past job-related experiences.