What type of interview typically assesses how a candidate has performed in relevant past job situations?

The behavioral interview is designed specifically to evaluate how a candidate has handled past situations that are relevant to the job for which they are applying. This interviewing technique is based on the premise that past behavior is the best predictor of future performance in similar circumstances. During a behavioral interview, candidates are often asked to provide examples from their previous work experience that demonstrate their skills, competencies, and problem-solving abilities.

For instance, a candidate might be asked to describe a challenging project they managed, how they dealt with conflict in the workplace, or a time when they worked as part of a team to achieve a goal. The emphasis on real-life scenarios helps interviewers gauge how candidates might behave in comparable situations in the position they are considering.

Other types of interviews, such as situational interviews, focus more on hypothetical situations rather than past experiences. Structured interviews typically follow a predetermined set of questions but do not necessarily center around past performance. Stress interviews are designed to assess how candidates react under pressure, which is quite different from evaluating their past job-related behaviors.