Which one of the following is a type of interview where a series of job-related questions are asked that focus on how the candidate would behave in a given situation ?
Situational interview
Option 3 — Situational interview is correct.
In a situational interview the interviewer poses a series of job-related, hypothetical scenarios and asks the candidate how they would behave in each situation. The answers reveal judgement, problem-solving and intentions, and are scored against pre-set benchmark responses. The phrase “how the candidate would behave in a given situation” is the signature of the situational method.
Why the other options are wrong:
| Behavioural interview | Asks how the candidate actually behaved in past situations (“Tell me about a time when…”), not a hypothetical future one. |
| Job-related interview | Asks about past experiences relevant to the job, but is not built around hypothetical situations. |
| Structured interview | A broad category defined by standardised, pre-planned questions; situational is one specific structured form, not the answer to “which type focuses on hypothetical situations”. |
Takeaway: future hypothetical → situational; past actual behaviour → behavioural.
Similar Questions
An interview, in which the applicant is interviewed sequentially by several persons and each rates the applicant on a standard form, is called :
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Given below are two statements : one is labelled as Assertion (A) and the other is labelled as Reason (R).
Assertion (A) : Reality shock occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring, unchallenging job.
Reason (R) : Providing realistic job interview, challenging first job, and experienced mentors can help preventing reality shock.
In the light of the above statements, choose the most appropriate answer from the options given below :
Match the following and select the code of correct matching :
List - I List - II (a) Identification of leadership potential (i) Vocational Tests (b) Finding most suitable area of working (ii) Aptitude Tests (c) Discovering interest and potential for acquiring skills (iii) Intelligence Tests (d) Measuring capacity to think, learn and draw relationships (iv) Personality Tests Code :
Which of the following is not an effective source of recruitment for a middle-level managerial position?
Consider the following statements with reference to “employee referral” as a recruiting option by a company :
(a)Referrals tend to generate lower yield ratio (hires/applicants).
(b)Current employees usually provide accurate information about the job applicants they are referring.
(c)Relying on referrals might be discriminatory.
(d)The new employees join with a more realistic picture of what the company is like. Indicate the correct option :
Match the following:
List - I (Test)
(a) Stanford-Binet Test
(b) Minnesota Rate of Manipulation Test
(c) Myers-Briggs Test
List - II (Measures)
(i) Finger/hand dexterity
(ii) Personality
(iii) Memory / mental ability
Which of the following simulated task(s) is/are usually included in Management Assessment Centers?
(a) In-basket exercises
(b) Leaderless group discussion
(c) Management games
Match the items given in the List-I and List-II and choose the correct option:
List – I List – II (a) Personnel replacement chart (i) A chart prepared for each position in a company to show possible replacement candidates and their qualifications (b) Job posting (ii) The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance (c) Succession planning (iii) Company records showing present performance and promotability of inside candidates for the most important positions (d) Position replacement card (iv) Publicizing an open job to employees and listing its attributes, like qualifications, supervisor, working schedule, etc.
Important Questions from Recruitment and selection
- Which of the following is true about Recruitment Process Outsourcing (RPO)?
- Sequentially arrange the talent management process:
A. Build a pool of job applicants by recruiting internal or external candidates
B. Use selection tools like tests, interviews, background checks, and physical examination to
identify viable candidates
C. Obtain application forms and perhaps have initial screening interviews
D. Decide what position to fill, through job analysis, personnel planning and HR forecasting
Choose the correct answer from the options given below: - Sequentially arrange the following selection process.
A. Application blank
B. Physical examination
C. Reference check
D. Job offer
E. Job placement
Choose the correct answer from the options given below: - Which one of the following is not a method of deciding acceptable level of reliability or consistency of measurement in selection methods ?
- Put the following steps of discrete selection process in correct sequence and select the correct code :
(a) Preliminary interview
(b) Completion of application blank
(c) Background investigation
(d) Physical examination
(e) Employment tests
(f) Comprehensive interview
(g) Final employment decision
Code :
