What are behavioral interview techniques used for?

Behavioral interview techniques are primarily employed to assess how candidates have handled specific situations in their past experiences, with the aim of using those insights to predict future behavior and performance in similar scenarios. This method is based on the premise that past behavior is one of the best indicators of future behavior, especially in a work environment.

By asking candidates to recount specific instances where they demonstrated particular skills or traits—such as problem-solving, teamwork, or leadership—interviewers can gauge the applicant’s competencies and fit for the role. This approach not only provides a more nuanced understanding of a candidate’s abilities but also allows interviewers to evaluate how those experiences might translate into the workplace dynamics of the organization.

The other options do not align with the primary purpose of behavioral interviews. Determining salary expectations is often handled separately from the assessment of behavioral competencies, and while technical skills are vital for many roles, behavioral interviews focus more on interpersonal skills and situational responses rather than strictly technical abilities. Moreover, group interviews have a different structure and purpose than behavioral interviews, which are typically one-on-one interactions designed to delve deeply into an individual's past experiences.