What is the primary purpose of a behavioral interview?

The primary purpose of a behavioral interview is to evaluate past job performance and predict future behavior. This method is based on the premise that past behavior is a strong indicator of future behavior in similar situations. By asking candidates to provide specific examples of how they have handled various situations in their previous roles, interviewers can gain insight into the candidate's problem-solving abilities, interpersonal skills, and overall suitability for the position.

This approach often involves situational prompts, where candidates describe their experiences and the outcomes, allowing evaluators to assess competencies relevant to the role. This is particularly important for positions where certain behaviors and responses are critical for success, as it helps to identify candidates who not only possess the necessary experience but also demonstrate the right attitude and skills to thrive in the organization.

In contrast, other options focus on different aspects of the hiring process, such as assessing technical skills or cultural fit, which are important but not the primary aim of a behavioral interview. The emphasis on past behavior and specific contextual situations provides a deeper understanding of how a candidate might perform in the future, making this approach highly effective in talent management practices.