PPL uses the "Targeted Selection" process for interviewing all non-union positions, to the best of my knowledge. This is the interview strategy I'd been exposed to on three occasions there. Essentially, there is a set (about 7) of relevant job-related attributes and for some subset of these, you'll be asked to illustrate how you'd demonstrated this attribute in a prior employment situation. Those about which I'd most recently been asked were: Resourcefulness, Courage, Self-Reflection/Adaptability.

This was a “Targeted Selection” interview. Google that phrase for the details. But to cut to the chase, the interviewers ask very open-ended questions to get candidates to discuss work experiences that demonstrate the various competencies that have been determined to be mist important to being successful on the job. I'm a team lead in IT now, leading group of four Developers. I rate them annually on a list of 10 different competencies. For example: customer focus, reliability, technical ability, compliance with DEI initiatives, etc.