{"id":13896,"date":"2026-06-12T01:43:47","date_gmt":"2026-06-12T01:43:47","guid":{"rendered":"https:\/\/scouttalent.com\/?p=13896"},"modified":"2026-06-12T01:43:47","modified_gmt":"2026-06-12T01:43:47","slug":"unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/","title":{"rendered":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what a standard interview often fails to uncover, giving your hiring team the insight needed to identify truly adaptable, high-potential talent.<\/span><\/p>\n<h2><b>What Are Behavioural Interview Questions?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Behavioural interview questions ask candidates to describe real past experiences rather than hypothetical responses. Instead of asking, \u201cWhat would you do if\u2026\u201d, you ask, \u201cTell me about a time when\u2026\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Rather than overwhelming candidates with a long list of questions, focus on two or three well-chosen behavioural interview questions and give them space to respond thoughtfully and honestly.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are several effective behavioural interview question examples:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What professional achievement are you most proud of, and what impact did it have?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Tell me about a mistake you have made at work. How did you address it, and what did you learn?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe a time you used creativity to solve a challenging problem.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Share an example of a time you did not achieve the outcome you were aiming for. What did you take away from it?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In your view, what qualities define an outstanding &lt;job position&gt;?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These questions move beyond surface-level answers and encourage candidates to demonstrate capability through evidence.\u00a0 The right behavioural interview questions reveal how someone thinks, communicates, and handles real-world situations, giving you the clarity needed to make a confident hiring decision.\u00a0\u00a0<\/span><\/p>\n<h2><b>Why Behavioural Interviewing Matters More in 2026<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The hiring landscape has shifted significantly. AI is now a fixture on both sides of the recruitment process, with employers using it to screen r\u00e9sum\u00e9s and candidates using it to craft more polished applications. The result is a process that is more efficient on the surface, but potentially less revealing where it matters most.<\/span><\/p>\n<p><b>AI is now widely used by both employers and candidates<\/b><\/p>\n<p><span style=\"font-weight: 400;\">According to a Jobs and Skills Australia survey, 96% of employers now use AI in recruiting tasks, including screening, r\u00e9sum\u00e9 analysis, and writing job descriptions. Applicant tracking systems rely heavily on automated screening, while candidates increasingly use AI to refine their responses and tailor their applications. Applications are more polished than ever, but often less reflective of the person behind them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This creates a genuine risk. When both sides of the process rely on automation, authenticity can be diluted. Hiring decisions based purely on keyword matches or well-crafted documents may overlook how a candidate actually performs under pressure, navigates complexity, or responds in real situations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is where interviews add the most value. A Jobs and Skills Australia survey reinforced the importance of structured interviewing in candidate screening, particularly as employers shift their focus beyond credentials and towards communication style, cultural alignment, and behavioural capability. Automated tools can efficiently assess skills and experience on paper, but they cannot evaluate judgment, decision-making, or how an individual operates in practice. That insight still needs to be drawn out through well-structured questioning.<\/span><\/p>\n<h3><b>Behavioural interviewing acts as a safeguard<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Research from the <\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/tools\/toolkits\/transform-interviewing-into-strategic-talent-selection?\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Society for Human Resource Management (SHRM)<\/span><\/a><span style=\"font-weight: 400;\"> shows that structured behavioural interviews are more effective predictors of on-the-job performance than unstructured conversations. By asking candidates to describe specific situations, actions, and outcomes, you shift the focus back to lived experience. Detailed follow-up questions make it far more difficult to rely on generic or overly rehearsed responses.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In an increasingly automated environment, behavioural and situational questioning bring the human insight back into hiring. I use behavioural questions to tap into the candidate\u2019s motivation and intent; they tell you how someone sees themselves. But that\u2019s often where the polish sits. Situational questions are where you get to the truth. They force specificity: what happened, who was involved, what they did, what they learned, and what the outcome was. When someone can clearly articulate that, you move past surface-level claims and start understanding real capability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That distinction is critical in a market where presentation has never been easier.<\/span><\/p>\n<h2><b>The STAR Method Explained<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The STAR method provides structure to behavioural interviewing and keeps responses grounded in evidence.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Situation<\/b><span style=\"font-weight: 400;\"> &#8211; What was happening?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Task<\/b><span style=\"font-weight: 400;\"> &#8211; What responsibility or challenge did they face?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Action<\/b><span style=\"font-weight: 400;\"> &#8211; What did they actually do?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Result<\/b><span style=\"font-weight: 400;\"> &#8211; What changed, improved, or failed, and what was learned?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">More questions do not create better interviews. Better questions do. The STAR framework ensures you gain a complete view of a candidate\u2019s thinking, decision-making, and impact, rather than fragmented anecdotes.<\/span><\/p>\n<h2><b>Tailoring Behavioural Interview Questions to the Role<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Broad questions can open discussion, <\/span><a href=\"https:\/\/www.psc.nsw.gov.au\/workforce-management\/recruitment\/recruitment-and-selection-guide\/planning-a-recruitment-and-selection-approach\/writing-behavioural-interview-questions?\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">but the most effective behavioural interview questions are tailored to the role.<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">For example, instead of asking a Marketing Associate about handling a difficult customer complaint, you might explore campaign performance, analytics, or cross-team collaboration. Role-specific questioning produces more relevant insights.<\/span><\/p>\n<h3><b>Example: Marketing Associate<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">You might ask:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Tell me about a campaign you were responsible for. What were the results?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe a time you used data to adjust a marketing strategy.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Share an example of collaborating with designers or content creators.<\/span><\/li>\n<\/ul>\n<h3><b>Example: Customer Success Manager<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe a time you helped a client achieve a measurable outcome.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Tell me about a challenging client relationship and how you managed it.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How have you proactively reduced churn in your portfolio?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">When questioning mirrors the real demands of the role, insight becomes clearer and hiring decisions become more defensible.<\/span><\/p>\n<h2><b>A Short Case Example<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Consider a hiring manager recruiting for a Customer Success Manager role. Two candidates had similarly strong r\u00e9sum\u00e9s.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When asked, \u201cTell me about a time you reduced churn within your portfolio,\u201d one candidate gave a general answer about maintaining good relationships. The second candidate outlined a specific situation, identified an at-risk account, implemented a quarterly review strategy, and ultimately retained a six-figure client.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The difference was not experience. It was depth. Behavioural questioning exposed it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At Scout Talent, we conduct hundreds of recruitment campaigns annually for our clients. We use behavioural questions in every campaign,\u00a0 and deem them an essential part of the process to ensure the best candidate is selected.<\/span><\/p>\n<h2><b>A People-First Approach to Hiring<\/b><\/h2>\n<p><a href=\"https:\/\/wp.landing.jobs\/blog\/the-5-main-hr-tech-trends-of-2025\/?\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Technology will continue to shape recruitment.<\/span><\/a><span style=\"font-weight: 400;\"> However, long-term hiring success still depends on understanding how someone thinks, responds, collaborates, and grows.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, long-term hiring success still depends on understanding how someone thinks, responds under pressure, collaborates, and learns from experience.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Behavioural interviewing allows you to move beyond polished applications and uncover genuine capability. When combined with structured assessments and evidence-based screening, it becomes a powerful tool for building resilient, high-performing teams.<\/span><\/p>\n<p>If you are ready to move beyond surface-level hiring and gain deeper insight into your candidates, Scout Talent can help. Our <a href=\"https:\/\/scouttalenthq.com\/service\/recruitment-services?\">behavioural assessments and structured screening tools<\/a><span style=\"font-weight: 400;\"> are designed to identify real capability, cultural alignment, and long-term potential.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Make your next hire with greater clarity and confidence.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you are ready to move beyond surface-level hiring and gain deeper insight into your candidates, Scout Talent can help. Our behavioural assessments and structured screening tools are designed to identify real capability, cultural alignment, and long-term performance potential.<\/span><\/p>\n<div class=\"hs-cta-embed hs-cta-simple-placeholder hs-cta-embed-209423870978\" style=\"max-width: 100%; max-height: 100%; width: 700px; height: 300px;\" data-hubspot-wrapper-cta-id=\"209423870978\"><a href=\"https:\/\/cta-service-cms2.hubspot.com\/web-interactives\/public\/v1\/track\/redirect?encryptedPayload=AVxigLJEeVgqvAHd8HPUuX4qRQCbNvliK9euET20RfgTDDjduOhtV6ig5WQ01cCLiGhl1a2eFLbWASeDoYSuSNw78psVPxthF433mCVEBNvkW%2F%2BpCmIx83Oi5DWcSYks0Dk2kMs2XjJlgFDggDV4uwsFR%2Fbsihd%2Frk6Udmd7JR34rsJzTbWiTuttN0JSu%2FpOynWlB%2Bro3LcqzVmytIkP7SHTfdv23nc5Eg%3D%3D&amp;webInteractiveContentId=209423870978&amp;portalId=7047613\" target=\"_blank\" rel=\"noopener\"><br \/>\n<img decoding=\"async\" style=\"height: 100%; width: 100%; object-fit: fill;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/7047613\/interactive-209423870978.png\" alt=\"Hubspot 2\" \/><br \/>\n<\/a><\/div>\n<p>&nbsp;<\/p>\n<h2><\/h2>\n<h2><b>Behavioural Interview Questions to Avoid<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Not all behavioural questions produce useful insights. Some prompts overly general responses or unintentionally encourage rehearsed answers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recruiters should avoid:<\/span><\/p>\n<p><b>Overly broad questions<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Example:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">\u201cTell me about yourself.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These rarely lead to actionable insights and can easily become a summary of a r\u00e9sum\u00e9.<\/span><\/p>\n<p><b>Hypothetical scenarios<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Example:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">\u201cWhat would you do if a colleague missed a deadline?\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Hypothetical answers reveal intentions rather than actual behaviour.<\/span><\/p>\n<h2><b>What to Look for in Behavioural Interview Answers<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Strong behavioural interview responses typically follow the <\/span><b>STAR structure<\/b><span style=\"font-weight: 400;\">, even if the candidate is not consciously using the framework.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When evaluating answers, recruiters should look for:<\/span><\/p>\n<p><b>Specific context<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Strong answers include clear details about the situation, team dynamics, and challenges involved.<\/span><\/p>\n<p><b>Ownership and action<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">High-quality candidates explain what <\/span><i><span style=\"font-weight: 400;\">they<\/span><\/i><span style=\"font-weight: 400;\"> personally did, not just what the team accomplished.<\/span><\/p>\n<p><b>Decision-making and reasoning<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Look for insight into how the candidate assessed the problem and chose a course of action.<\/span><\/p>\n<p><b>Clear outcomes<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Effective answers include measurable or observable results such as improved performance, resolved conflict, increased revenue, or lessons learned.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Candidates who struggle to provide specific examples or who remain vague about their personal contribution may be relying on rehearsed responses rather than real experience.<\/span><\/p>\n<h2><b>Sample Behavioural Interview Questions for Recruiters<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">To generate deeper insights, questions should prompt candidates to describe real experiences and encourage responses aligned with the <\/span><b>STAR framework<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are several examples recruiters can use:<\/span><\/p>\n<p><b>Tell me about a time you had to solve an unexpected problem at work. What steps did you take?<\/b><b><br \/>\n<\/b><i><span style=\"font-weight: 400;\">Look for:<\/span><\/i><span style=\"font-weight: 400;\"> a clear problem (Situation), their responsibility (Task), specific actions taken (Action), and measurable impact (Result).<\/span><\/p>\n<p><b>Describe a time when you received critical feedback. How did you respond?<\/b><b><br \/>\n<\/b><i><span style=\"font-weight: 400;\">Look for:<\/span><\/i><span style=\"font-weight: 400;\"> openness to feedback, behavioural change, and evidence of learning.<\/span><\/p>\n<p><b>Tell me about a project where collaboration was challenging. What did you do to keep things moving?<\/b><b><br \/>\n<\/b><i><span style=\"font-weight: 400;\">Look for:<\/span><\/i><span style=\"font-weight: 400;\"> communication strategy, conflict resolution, and outcome.<\/span><\/p>\n<p><b>Share an example of a time you improved a process or workflow.<\/b><b><br \/>\n<\/b><i><span style=\"font-weight: 400;\">Look for:<\/span><\/i><span style=\"font-weight: 400;\"> initiative, analytical thinking, and tangible improvements.<\/span><\/p>\n<p data-start=\"861\" data-end=\"1098\"><span style=\"font-weight: 400;\">These types of questions encourage candidates to reveal <\/span><b>how they think, how they act under pressure, and how they contribute to team outcomes.<\/b><\/p>","protected":false},"excerpt":{"rendered":"<p>Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what a standard interview often fails to uncover, giving your hiring team the insight needed to identify truly adaptable, high-potential talent. What Are Behavioural Interview Questions? Behavioural interview questions ask candidates to describe real past experiences rather than hypothetical responses. Instead of asking, \u201cWhat would you do if\u2026\u201d, you ask, \u201cTell me about a time when\u2026\u201d Rather than overwhelming candidates with a long list of questions, focus on two or three well-chosen behavioural interview questions and give them space to respond thoughtfully and honestly.\u00a0 Here are several effective behavioural interview question examples: What professional achievement are you most proud of, and what impact did it have? Tell me about a mistake you have made at work. How did you address it, and what did you learn? Describe a time you used creativity to solve a challenging problem. Share an example of a time you did not achieve the outcome you were aiming for. What did you take away from it? In your view, what qualities define an outstanding &lt;job position&gt;? These questions move beyond surface-level answers and encourage candidates to demonstrate capability through evidence.\u00a0 The right behavioural interview questions reveal how someone thinks, communicates, and handles real-world situations, giving you the clarity needed to make a confident hiring decision.\u00a0\u00a0 Why Behavioural Interviewing Matters More in 2026 The hiring landscape has shifted significantly. AI is now a fixture on both sides of the recruitment process, with employers using it to screen r\u00e9sum\u00e9s and candidates using it to craft more polished applications. The result is a process that is more efficient on the surface, but potentially less revealing where it matters most. AI is now widely used by both employers and candidates According to a Jobs and Skills Australia survey, 96% of employers now use AI in recruiting tasks, including screening, r\u00e9sum\u00e9 analysis, and writing job descriptions. Applicant tracking systems rely heavily on automated screening, while candidates increasingly use AI to refine their responses and tailor their applications. Applications are more polished than ever, but often less reflective of the person behind them. This creates a genuine risk. When both sides of the process rely on automation, authenticity can be diluted. Hiring decisions based purely on keyword matches or well-crafted documents may overlook how a candidate actually performs under pressure, navigates complexity, or responds in real situations. This is where interviews add the most value. A Jobs and Skills Australia survey reinforced the importance of structured interviewing in candidate screening, particularly as employers shift their focus beyond credentials and towards communication style, cultural alignment, and behavioural capability. Automated tools can efficiently assess skills and experience on paper, but they cannot evaluate judgment, decision-making, or how an individual operates in practice. That insight still needs to be drawn out through well-structured questioning. Behavioural interviewing acts as a safeguard Research from the Society for Human Resource Management (SHRM) shows that structured behavioural interviews are more effective predictors of on-the-job performance than unstructured conversations. By asking candidates to describe specific situations, actions, and outcomes, you shift the focus back to lived experience. Detailed follow-up questions make it far more difficult to rely on generic or overly rehearsed responses. In an increasingly automated environment, behavioural and situational questioning bring the human insight back into hiring. I use behavioural questions to tap into the candidate\u2019s motivation and intent; they tell you how someone sees themselves. But that\u2019s often where the polish sits. Situational questions are where you get to the truth. They force specificity: what happened, who was involved, what they did, what they learned, and what the outcome was. When someone can clearly articulate that, you move past surface-level claims and start understanding real capability. That distinction is critical in a market where presentation has never been easier. The STAR Method Explained The STAR method provides structure to behavioural interviewing and keeps responses grounded in evidence. Situation &#8211; What was happening? Task &#8211; What responsibility or challenge did they face? Action &#8211; What did they actually do? Result &#8211; What changed, improved, or failed, and what was learned? More questions do not create better interviews. Better questions do. The STAR framework ensures you gain a complete view of a candidate\u2019s thinking, decision-making, and impact, rather than fragmented anecdotes. Tailoring Behavioural Interview Questions to the Role Broad questions can open discussion, but the most effective behavioural interview questions are tailored to the role. For example, instead of asking a Marketing Associate about handling a difficult customer complaint, you might explore campaign performance, analytics, or cross-team collaboration. Role-specific questioning produces more relevant insights. Example: Marketing Associate You might ask: Tell me about a campaign you were responsible for. What were the results? Describe a time you used data to adjust a marketing strategy. Share an example of collaborating with designers or content creators. Example: Customer Success Manager Describe a time you helped a client achieve a measurable outcome. Tell me about a challenging client relationship and how you managed it. How have you proactively reduced churn in your portfolio? When questioning mirrors the real demands of the role, insight becomes clearer and hiring decisions become more defensible. A Short Case Example Consider a hiring manager recruiting for a Customer Success Manager role. Two candidates had similarly strong r\u00e9sum\u00e9s. When asked, \u201cTell me about a time you reduced churn within your portfolio,\u201d one candidate gave a general answer about maintaining good relationships. The second candidate outlined a specific situation, identified an at-risk account, implemented a quarterly review strategy, and ultimately retained a six-figure client. The difference was not experience. It was depth. Behavioural questioning exposed it. At Scout Talent, we conduct hundreds of recruitment campaigns annually for our clients. We use behavioural questions in<\/p>","protected":false},"author":9,"featured_media":13899,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-13896","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 4.9.9 - aioseo.com -->\n\t<meta name=\"description\" content=\"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what\" \/>\n\t<meta name=\"robots\" content=\"noindex, nofollow, max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"James Roman\"\/>\n\t<link rel=\"canonical\" href=\"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/\" \/>\n\t<meta name=\"generator\" content=\"All in One SEO Pro (AIOSEO) 4.9.9\" \/>\n\t\t<meta property=\"og:locale\" content=\"en_US\" \/>\n\t\t<meta property=\"og:site_name\" content=\"Scout Talent | Easy-to-use recruitment technology\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent\" \/>\n\t\t<meta property=\"og:description\" content=\"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what\" \/>\n\t\t<meta property=\"og:url\" content=\"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/\" \/>\n\t\t<meta property=\"og:image\" content=\"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png\" \/>\n\t\t<meta property=\"og:image:secure_url\" content=\"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png\" \/>\n\t\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t\t<meta property=\"article:published_time\" content=\"2026-06-12T01:43:47+00:00\" \/>\n\t\t<meta property=\"article:modified_time\" content=\"2026-06-12T01:43:47+00:00\" \/>\n\t\t<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Scouttalentrecruitment\/\" \/>\n\t\t<meta name=\"twitter:card\" content=\"summary\" \/>\n\t\t<meta name=\"twitter:title\" content=\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent\" \/>\n\t\t<meta name=\"twitter:description\" content=\"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what\" \/>\n\t\t<meta name=\"twitter:image\" content=\"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png\" \/>\n\t\t<script type=\"application\/ld+json\" class=\"aioseo-schema\">\n\t\t\t{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"BlogPosting\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#blogposting\",\"name\":\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent\",\"headline\":\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR\",\"author\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/author\\\/james-roman\\\/#author\"},\"publisher\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/#organization\"},\"image\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/wp-content\\\/uploads\\\/2026\\\/06\\\/Blog-images-9.png\",\"width\":1200,\"height\":630},\"datePublished\":\"2026-06-12T01:43:47+00:00\",\"dateModified\":\"2026-06-12T01:43:47+00:00\",\"inLanguage\":\"en-CA\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#webpage\"},\"isPartOf\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#webpage\"},\"articleSection\":\"Uncategorized\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#breadcrumblist\",\"itemListElement\":[{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca#listItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/scouttalent.com\\\/ca\",\"nextItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/category\\\/uncategorized\\\/#listItem\",\"name\":\"Uncategorized\"}},{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/category\\\/uncategorized\\\/#listItem\",\"position\":2,\"name\":\"Uncategorized\",\"item\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/category\\\/uncategorized\\\/\",\"nextItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#listItem\",\"name\":\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR\"},\"previousItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca#listItem\",\"name\":\"Home\"}},{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#listItem\",\"position\":3,\"name\":\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR\",\"previousItem\":{\"@type\":\"ListItem\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/category\\\/uncategorized\\\/#listItem\",\"name\":\"Uncategorized\"}}]},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/#organization\",\"name\":\"Scout Talent\",\"description\":\"Easy-to-use recruitment technology\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/\",\"email\":\"info@scouttalent.com.au\",\"telephone\":\"+61733302555\",\"logo\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/wp-content\\\/uploads\\\/2025\\\/07\\\/Copy-of-Scout-logo-5.png\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#organizationLogo\",\"width\":1088,\"height\":618},\"image\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#organizationLogo\"},\"sameAs\":[\"https:\\\/\\\/www.instagram.com\\\/scout_talent_recruitment\\\/\",\"https:\\\/\\\/www.youtube.com\\\/@ScoutTalentGroup\",\"https:\\\/\\\/www.linkedin.com\\\/company\\\/scouttalent\\\/\",\"https:\\\/\\\/www.facebook.com\\\/ScoutTalentCanada\\\/\",\"https:\\\/\\\/ca.linkedin.com\\\/company\\\/scouttalentnorthamerica\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/author\\\/james-roman\\\/#author\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/author\\\/james-roman\\\/\",\"name\":\"James Roman\",\"image\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d7a1088226d26df8a13c5d2854d38a22d7abd18f7a4143d8f400dea525c66233?s=96&d=mm&r=g\"}},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#webpage\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/\",\"name\":\"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent\",\"description\":\"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\\u00e9sum\\u00e9 cannot show and what\",\"inLanguage\":\"en-CA\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/#website\"},\"breadcrumb\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#breadcrumblist\"},\"author\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/author\\\/james-roman\\\/#author\"},\"creator\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/author\\\/james-roman\\\/#author\"},\"image\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/wp-content\\\/uploads\\\/2026\\\/06\\\/Blog-images-9.png\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#mainImage\",\"width\":1200,\"height\":630},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/blog\\\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\\\/#mainImage\"},\"datePublished\":\"2026-06-12T01:43:47+00:00\",\"dateModified\":\"2026-06-12T01:43:47+00:00\"},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/#website\",\"url\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/\",\"name\":\"Scout Talent\",\"alternateName\":\"Scout Talent Group\",\"description\":\"Easy-to-use recruitment technology\",\"inLanguage\":\"en-CA\",\"publisher\":{\"@id\":\"https:\\\/\\\/scouttalent.com\\\/ca\\\/#organization\"}}]}\n\t\t<\/script>\n\t\t<!-- All in One SEO Pro -->\r\n\t\t<title>Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent<\/title>\n\n","aioseo_head_json":{"title":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent","description":"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what","canonical_url":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/","robots":"noindex, nofollow, max-image-preview:large","keywords":"","webmasterTools":{"miscellaneous":""},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"BlogPosting","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#blogposting","name":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent","headline":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR","author":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/author\/james-roman\/#author"},"publisher":{"@id":"https:\/\/scouttalent.com\/ca\/#organization"},"image":{"@type":"ImageObject","url":"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png","width":1200,"height":630},"datePublished":"2026-06-12T01:43:47+00:00","dateModified":"2026-06-12T01:43:47+00:00","inLanguage":"en-CA","mainEntityOfPage":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#webpage"},"isPartOf":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#webpage"},"articleSection":"Uncategorized"},{"@type":"BreadcrumbList","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#breadcrumblist","itemListElement":[{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca#listItem","position":1,"name":"Home","item":"https:\/\/scouttalent.com\/ca","nextItem":{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca\/category\/uncategorized\/#listItem","name":"Uncategorized"}},{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca\/category\/uncategorized\/#listItem","position":2,"name":"Uncategorized","item":"https:\/\/scouttalent.com\/ca\/category\/uncategorized\/","nextItem":{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#listItem","name":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR"},"previousItem":{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca#listItem","name":"Home"}},{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#listItem","position":3,"name":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR","previousItem":{"@type":"ListItem","@id":"https:\/\/scouttalent.com\/ca\/category\/uncategorized\/#listItem","name":"Uncategorized"}}]},{"@type":"Organization","@id":"https:\/\/scouttalent.com\/ca\/#organization","name":"Scout Talent","description":"Easy-to-use recruitment technology","url":"https:\/\/scouttalent.com\/ca\/","email":"info@scouttalent.com.au","telephone":"+61733302555","logo":{"@type":"ImageObject","url":"https:\/\/scouttalent.com\/wp-content\/uploads\/2025\/07\/Copy-of-Scout-logo-5.png","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#organizationLogo","width":1088,"height":618},"image":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#organizationLogo"},"sameAs":["https:\/\/www.instagram.com\/scout_talent_recruitment\/","https:\/\/www.youtube.com\/@ScoutTalentGroup","https:\/\/www.linkedin.com\/company\/scouttalent\/","https:\/\/www.facebook.com\/ScoutTalentCanada\/","https:\/\/ca.linkedin.com\/company\/scouttalentnorthamerica"]},{"@type":"Person","@id":"https:\/\/scouttalent.com\/ca\/blog\/author\/james-roman\/#author","url":"https:\/\/scouttalent.com\/ca\/blog\/author\/james-roman\/","name":"James Roman","image":{"@type":"ImageObject","url":"https:\/\/secure.gravatar.com\/avatar\/d7a1088226d26df8a13c5d2854d38a22d7abd18f7a4143d8f400dea525c66233?s=96&d=mm&r=g"}},{"@type":"WebPage","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#webpage","url":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/","name":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent","description":"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what","inLanguage":"en-CA","isPartOf":{"@id":"https:\/\/scouttalent.com\/ca\/#website"},"breadcrumb":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#breadcrumblist"},"author":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/author\/james-roman\/#author"},"creator":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/author\/james-roman\/#author"},"image":{"@type":"ImageObject","url":"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png","@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#mainImage","width":1200,"height":630},"primaryImageOfPage":{"@id":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/#mainImage"},"datePublished":"2026-06-12T01:43:47+00:00","dateModified":"2026-06-12T01:43:47+00:00"},{"@type":"WebSite","@id":"https:\/\/scouttalent.com\/ca\/#website","url":"https:\/\/scouttalent.com\/ca\/","name":"Scout Talent","alternateName":"Scout Talent Group","description":"Easy-to-use recruitment technology","inLanguage":"en-CA","publisher":{"@id":"https:\/\/scouttalent.com\/ca\/#organization"}}]},"og:locale":"en_US","og:site_name":"Scout Talent | Easy-to-use recruitment technology","og:type":"article","og:title":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent","og:description":"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what","og:url":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/","og:image":"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png","og:image:secure_url":"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png","og:image:width":1200,"og:image:height":630,"article:published_time":"2026-06-12T01:43:47+00:00","article:modified_time":"2026-06-12T01:43:47+00:00","article:publisher":"https:\/\/www.facebook.com\/Scouttalentrecruitment\/","twitter:card":"summary","twitter:title":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR | Scout Talent","twitter:description":"Is your hiring criteria turning away your best candidates? Organisations that prioritise direct experience over transferable skills and behavioural fit are quietly narrowing their talent pool and overlooking some of their strongest potential hires. The solution lies in asking the right behavioural interview questions. This structured approach surfaces what a r\u00e9sum\u00e9 cannot show and what","twitter:image":"https:\/\/scouttalent.com\/wp-content\/uploads\/2026\/06\/Blog-images-9.png"},"aioseo_meta_data":{"post_id":"13896","title":null,"description":null,"keywords":null,"keyphrases":{"focus":{"keyphrase":"","score":0,"analysis":{"keyphraseInTitle":{"score":0,"maxScore":9,"error":1}}},"additional":[]},"primary_term":null,"canonical_url":null,"og_title":null,"og_description":null,"og_object_type":"default","og_image_type":"default","og_image_url":null,"og_image_width":null,"og_image_height":null,"og_image_custom_url":null,"og_image_custom_fields":null,"og_video":"","og_custom_url":null,"og_article_section":null,"og_article_tags":null,"twitter_use_og":true,"twitter_card":"default","twitter_image_type":"default","twitter_image_url":null,"twitter_image_custom_url":null,"twitter_image_custom_fields":null,"twitter_title":null,"twitter_description":null,"schema":{"blockGraphs":[],"customGraphs":[],"default":{"data":{"Article":[],"Course":[],"Dataset":[],"FAQPage":[],"Movie":[],"Person":[],"Product":[],"ProductReview":[],"Car":[],"Recipe":[],"Service":[],"SoftwareApplication":[],"WebPage":[]},"graphName":"BlogPosting","isEnabled":true},"graphs":[]},"schema_type":"default","schema_type_options":null,"pillar_content":false,"robots_default":true,"robots_noindex":false,"robots_noarchive":false,"robots_nosnippet":false,"robots_nofollow":false,"robots_noimageindex":false,"robots_noodp":false,"robots_notranslate":false,"robots_max_snippet":"-1","robots_max_videopreview":"-1","robots_max_imagepreview":"large","priority":null,"frequency":"default","local_seo":null,"seo_analyzer_scan_date":"2026-06-12 01:43:54","breadcrumb_settings":null,"limit_modified_date":false,"reviewed_by":"0","open_ai":null,"ai":{"faqs":[],"keyPoints":[],"schemas":[],"titles":[],"descriptions":[],"socialPosts":{"email":[],"linkedin":[],"twitter":[],"facebook":[],"instagram":[]}},"created":"2026-06-12 01:38:51","updated":"2026-06-12 01:43:54"},"aioseo_breadcrumb":"<div class=\"aioseo-breadcrumbs\"><span class=\"aioseo-breadcrumb\">\n\t<a href=\"https:\/\/scouttalent.com\/ca\" title=\"Home\">Home<\/a>\n<\/span><span class=\"aioseo-breadcrumb-separator\">\u00bb<\/span><span class=\"aioseo-breadcrumb\">\n\t<a href=\"https:\/\/scouttalent.com\/ca\/category\/uncategorized\/\" title=\"Uncategorized\">Uncategorized<\/a>\n<\/span><span class=\"aioseo-breadcrumb-separator\">\u00bb<\/span><span class=\"aioseo-breadcrumb\">\n\tUnlocking Candidate Potential: Effective Behavioural Interview Questions for HR\n<\/span><\/div>","aioseo_breadcrumb_json":[{"label":"Home","link":"https:\/\/scouttalent.com\/ca"},{"label":"Uncategorized","link":"https:\/\/scouttalent.com\/ca\/category\/uncategorized\/"},{"label":"Unlocking Candidate Potential: Effective Behavioural Interview Questions for HR","link":"https:\/\/scouttalent.com\/ca\/blog\/unlocking-candidate-potential-effective-behavioural-interview-questions-for-hr\/"}],"_links":{"self":[{"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/posts\/13896","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/comments?post=13896"}],"version-history":[{"count":3,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/posts\/13896\/revisions"}],"predecessor-version":[{"id":13900,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/posts\/13896\/revisions\/13900"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/media\/13899"}],"wp:attachment":[{"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/media?parent=13896"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/categories?post=13896"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/scouttalent.com\/ca\/wp-json\/wp\/v2\/tags?post=13896"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}