What common aspect do behavioral and situational interviews share?

Behavioral and situational interviews are designed to evaluate how candidates respond to various scenarios, making them highly effective for assessing competencies and skills. In behavioral interviews, candidates are asked to describe past experiences where they handled specific situations, which reflects their behavior in those contexts. This method relies on the premise that past behavior is a good predictor of future performance.

Situational interviews, on the other hand, pose hypothetical scenarios to candidates and ask how they would respond to them. This approach assesses a candidate's problem-solving skills and decision-making capabilities in situations that they may encounter in the role they are applying for.

By focusing on how candidates would deal with real-life challenges, both interview types provide valuable insights into a candidate's judgment, values, and potential fit for the organization. This shared emphasis on scenario assessment is what connects these two interviewing techniques, reinforcing their relevance in the recruitment process.