What approach uses job-related questions to assess how a candidate would act in particular scenarios?

The situational interview is designed specifically to evaluate how a candidate might respond to hypothetical scenarios that are relevant to the job they are applying for. This method focuses on job-related questions that require candidates to think critically and demonstrate their problem-solving capabilities in situations they may encounter in the workplace.

In a situational interview, candidates are typically presented with specific scenarios and asked how they would handle them, allowing interviewers to gauge not only the candidates’ judgment and decision-making skills but also their ability to apply their experience to real-world challenges. This approach is effective in predicting future behavior based on how candidates envision reacting to similar situations in their potential roles.

Competency-based interviews focus on assessing candidates' past behaviors and experiences rather than hypothetical situations. Traditional interviews may include general questions without a specific structure aimed at behavioral assessment. Structured interviews provide a consistent set of questions for all candidates but may not necessarily require them to respond to hypothetical scenarios as in situational interviews.