What type of interview uses hypothetical scenarios to evaluate candidates?

Situational interviews are designed specifically to assess a candidate's potential performance by presenting them with hypothetical scenarios related to the job they are applying for. In these interviews, candidates are asked how they would handle specific situations that may arise in the workplace. This approach allows interviewers to evaluate various competencies, such as problem-solving abilities, decision-making skills, and interpersonal interactions, based on the candidate's responses.

The use of hypothetical scenarios helps employers understand how candidates think on their feet and apply their knowledge and experience to real-world situations they may encounter in the job. It also provides insight into a candidate’s values and priorities by revealing how they would choose to act under pressure or in challenging circumstances. This is particularly valuable in roles where quick thinking and adaptability are critical to success.

In contrast, behavioral interviews focus on past experiences and how candidates have dealt with specific situations, while cognitive ability tests measure general mental capacity. Performance tests assess a candidate's skills through direct observation of their work performance, rather than relying on hypothetical responses.