Which method assesses the candidate's reaction to hypothetical situations?

The situational interview method is designed specifically to assess a candidate's reactions to hypothetical scenarios that they may encounter in the workplace. This approach involves asking applicants to respond to specific situations or challenges that they might face in their roles. By evaluating how candidates would handle these hypothetical situations, employers can gain insights into their problem-solving abilities, decision-making skills, and overall suitability for the position.

In a situational interview, the structured questions typically present realistic job scenarios, allowing the interviewer to understand the candidate’s thought process and behavioral tendencies when faced with challenges. This method is particularly beneficial as it provides a glimpse into how the applicant might perform in real-world circumstances, offering a predictive measure of job performance that is grounded in job-related context.

Behavioral interviews, while they also assess responses to scenarios, focus on past experiences rather than hypothetical situations, making them distinct from situational interviews. Integrity tests and job knowledge tests assess different aspects; integrity tests gauge honesty and reliability, while job knowledge tests evaluate specific skills or expertise pertaining to the required job tasks. Such differences underpin why the situational interview is the correct choice for evaluating reactions to hypothetical situations.