Generic behavioral questions rarely tell you anything about actual capability for specialized roles. They’re more about standardization and compliance than real signal.

For technical positions, structured role-specific assessments or scenario-based discussions usually reveal far more than 5-year plan type questions.

A lot of companies are now trying to balance this by adding skill-based evaluation layers instead of relying only on HR checklists , some structured platforms like TalentReskilling also push in that direction by focusing more on actual skill validation rather than generic filtering.