Hiring the right people is one of the most critical decisions a company makes—and the interview is your best opportunity to evaluate whether a candidate is truly a good fit. But traditional interviews don’t always surface the insights you need. That’s where using proven interview techniques like behavioral and case-based interviews can make a real difference.
In this post, we’ll break down interview approaches that actually work and how to use them effectively.
🔍 Why the Right Interview Technique Matters
Many candidates can “ace” a basic interview by preparing scripted answers or highlighting keywords from the job description. But to find top talent, you need to go deeper. The right interview technique reveals how a candidate thinks, solves problems, and fits into your company culture.
✅ 1. Behavioral Interviews
What it is:
Behavioral interviews ask candidates to describe past experiences that demonstrate how they’ve handled real situations. These questions usually begin with:
- “Tell me about a time when…”
- “Describe a situation where…”
Why it works:
The best predictor of future behavior is past behavior. By asking for specific examples, you get real-world insights into how the candidate works under pressure, communicates, or handles challenges.
Sample questions:
- “Tell me about a time when you had to resolve a conflict on a team.”
- “Describe a goal you set and how you achieved it.”
- “Give an example of a mistake you made and what you learned.”
Pro tip:
Use the STAR method (Situation, Task, Action, Result) to structure both your questions and evaluate responses clearly.
🧠 2. Case-Based Interviews
What it is:
Case-based interviews present the candidate with a business scenario, challenge, or problem to solve—either hypothetical or real. It’s common in consulting, finance, and strategy roles.
Why it works:
This method reveals how a candidate thinks on their feet, analyzes data, and structures their thought process. It’s less about having the “right” answer and more about the approach.
Sample scenarios:
- “You’re leading a product launch that’s falling behind schedule. What steps do you take?”
- “A client’s sales have dropped 30%—how would you diagnose the issue and recommend a solution?”
Pro tip:
Encourage candidates to ask clarifying questions and think aloud. This helps assess their communication and problem-solving style in real time.
👥 3. Situational Interviews
What it is:
Situational questions pose hypothetical challenges the candidate might face in the role, rather than ones they’ve already experienced.
Why it works:
This gives you insight into a candidate’s judgment, values, and how they intend to behave in your work environment.
Sample questions:
- “How would you handle a manager who disagrees with your recommendation?”
- “What would you do if you were given a tight deadline and limited resources?”
💡 4. Competency-Based Interviews
What it is:
These focus on the specific skills and competencies required for the role—like leadership, teamwork, communication, or technical skills.
Why it works:
By mapping questions directly to job requirements, you can more easily compare candidates and spot gaps.
Sample questions:
- “Can you give an example of how you’ve used data to make a decision?”
- “Describe a time when you had to persuade others to accept your idea.”
🎯 Mix & Match for Better Results
No single interview technique fits every role or organization. The most effective hiring managers use a hybrid approach, combining techniques to build a fuller picture of each candidate.
Here’s a simple framework:
- Behavioral: To assess past experience
- Situational: To test judgment in future scenarios
- Case-Based: To understand problem-solving and critical thinking
- Competency-Based: To measure role-specific skills
Ready to Improve Your Interview Process?
If your current interviews aren’t surfacing the right candidates, it may be time to revisit your strategy. Start small—test one or two of these methods and build from there.