Final answer:
A technical interview is used to assess whether candidates can perform the specific tasks required by the job, focusing on skills and knowledge directly related to the position. Behavioral and competency-based interviews assess potential future performance based on past behavior and specific skills, respectively, but do not typically involve hands-on tasks.
Step-by-step explanation:
The interview style used to determine if you can actually do the work rather than simply determining your qualifications for a job is the technical interview. A technical interview specifically focuses on the skills and knowledge that are directly applicable to the position in question. For instance, if interviewing for a software engineering role, you might be asked about your programming skills, problem-solving abilities, and previous projects. Interviewers may present real-world problems or projects to assess competency directly. Behavioral interviews focus on past behavior as a predictor of future performance, while situational interviews present hypothetical scenarios related to the job to assess how a candidate might handle them. In comparison, competency-based interviews seek to find out if candidates have the specific skills needed for the role, but these do not necessarily include practical tasks like those in a technical interview.
When creating interview questions, it's essential to focus on specific skills required for the position. For example, a suitable interview question for a graphic designer might be: "Can you describe a time when you had to incorporate feedback from multiple stakeholders into a design project, and how did you ensure the final design met all requirements?". The criteria for rating the applicant's answer would include their ability to listen to feedback, incorporate changes, and ultimately satisfy stakeholders' needs.