What type of interviews are based on the theory that past behavior predicts future performance?

Behavioral interviews, also known as structured interviews, are specifically designed around the premise that a candidate's past behavior is a strong indicator of their future performance in similar situations. This approach relies on the belief that how individuals have handled situations in the past can provide insight into how they may respond to similar challenges in a job context.

In a behavioral interview, candidates are typically asked to recount specific examples of previous experiences that demonstrate their skills, decision-making abilities, and behaviors relevant to the job they are applying for. For instance, they might be asked to describe a time when they faced a significant challenge at work and how they dealt with it. The focus is on eliciting concrete experiences rather than hypothetical scenarios, thus grounding the assessment in real-life evidence of the candidate's abilities.

This type of interview contrasts with informal interviews, which may rely more on general conversation and subjective impressions rather than structured questioning focused on past behavior. Panel interviews involve a group of interviewers assessing a candidate, which can be helpful but does not specifically focus on the behavioral aspect. Group interviews bring multiple candidates together to interact, often assessing teamwork and group dynamics rather than individual past experiences. The structured approach of behavioral interviews, therefore, provides a reliable framework for evaluating candidates based on their historical performance