What is a behavioral interview designed to assess?

What is a behavioral interview designed to assess?

• A. A candidate’s theoretical knowledge
• B. A candidate's future potential based on resume
• C. A candidate's past behavior as an indicator of future performance
• D. A candidate's availability for the job

Answer: (C)

A behavioral interview is specifically structured to understand how a candidate has acted in past situations, with the belief that past behavior is the most accurate predictor of future performance in similar circumstances. This method requires candidates to recount experiences that highlight their skills, decision-making abilities, and problem-solving strategies in real-world situations. By focusing on specific examples from their previous work or life experiences, interviewers assess candidates' competencies and behavioral traits that are relevant to the role. The insight gained from these responses helps employers determine if the candidate possesses the necessary skills and qualities for success in the job they are applying for. This approach contrasts with assessing theoretical knowledge or future potential, which might rely on what is stated on a resume or general impressions rather than concrete evidence of behavior and decision-making. Additionally, while availability for the job is important, it does not align with the purpose of a behavioral interview, which is focused on performance indicators rather than logistical considerations.

A behavioral interview is specifically structured to understand how a candidate has acted in past situations, with the belief that past behavior is the most accurate predictor of future performance in similar circumstances. This method requires candidates to recount experiences that highlight their skills, decision-making abilities, and problem-solving strategies in real-world situations.

By focusing on specific examples from their previous work or life experiences, interviewers assess candidates' competencies and behavioral traits that are relevant to the role. The insight gained from these responses helps employers determine if the candidate possesses the necessary skills and qualities for success in the job they are applying for.

This approach contrasts with assessing theoretical knowledge or future potential, which might rely on what is stated on a resume or general impressions rather than concrete evidence of behavior and decision-making. Additionally, while availability for the job is important, it does not align with the purpose of a behavioral interview, which is focused on performance indicators rather than logistical considerations.