Which type of interview focuses on the candidate's ability to perform real job tasks?

The Job Simulation Interview is designed specifically to assess a candidate’s ability to perform the actual tasks and responsibilities associated with a job. This type of interview typically involves practical exercises and scenarios that closely mimic what the employee would face in their role, allowing evaluators to observe how the candidate approaches tasks and solves problems in real-time. This hands-on approach provides valuable insight into a candidate's skills, competencies, and overall suitability for the position based on their performance in situations they are likely to encounter.

In contrast, a Structured Interview follows a standardized set of questions that are uniformly asked to all candidates, focusing more on their qualifications and experiences rather than practical job tasks. A Behavioral Interview concentrates on past experiences and behaviors, asking candidates to provide examples of how they handled specific situations, which may not fully showcase their ability to perform actual job tasks. A Situational Interview poses hypothetical scenarios to assess how candidates would handle future situations, differing from the direct performance assessment of a Job Simulation Interview.