Answer:
Situational Interview
Step-by-step explanation:
A situational interview is about as close to the real job as it gets. During this type of interview, candidates may be presented with a visual or audio simulation of a scenario and asked to respond to it. They are asked to analyze a problem and profer suggestions on how they would handle it.
If the candidate has solved similar problems in the past, it will come to the fore.
If they haven't then the best outcome is that it will tell the interviewers how well the candidate is able to solve similar problems.
An example of a Situational Interview question is this:
How would you handle an angry customer who for no justifiable reason has decided to create a problematic scene to disrupt the business?
Because Situational Interviews are about behavioral responses (present, past, and future), they are powerful tools in determining or predicting future job performance. An interviewing technique that is developed using this methodology is called the S.T.A.R.
This is an acronym for Situation, Task, Action, Result.
Situation: the candidate is asked to present a challenging situation that occurred recently. This tests what the candidate sees as a challenging situation.
Task: The candidate based on the situation is asked to identify what they need to do to remedy the problem. This tells the interviewer(s) whether or not the candidate can think up a solution for the problem.
Action: Here they define the actual steps taken to resolve the problem
Result: The candidate against the above is required to give the result gotten
Action and Result tell the interviewer the quality of the candidate's ability to follow through and achieve the intended results. This also judges the quality of execution in terms of cost and time. The candidate with the lowest cost and time and the highest quality of outcome is considered the best.
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