Interviews are changing. More and more hiring managers are realizing that using standard interview questions about skill and experience don’t give them the information they need to hire the right person. Great organizations are now using talent-based interviews.

Talent-based interviews use talent-based or behavior-based questions. These are great for a couple of reasons:
1. Talent-based questions assess how you think by asking how you would handle real workplace situations. They want to see how you would handle situations that will be part of the job; better to know this up front.
2. Talent-based questions can’t be pre-planned or practiced – you just have to respond. This gives your best and most honest answer, which is the best way to assess your fit for the job.

The now outdated standard interview questions allow you preparation time – and that means the hiring manager won’t know how you will really react in the workplace. Your “on your feet” response is more accurate about how you will act in the workplace. This is critical.

Here are a couple of examples of talent-based questions. See how these questions are designed to get you to think on the spot:
1. If I were to ask your previous boss or co-worker how you handle change in the workplace, what would he say. Give me an example.
2. What was your latest and greatest idea in your last job? How did you present it? How was it received?
3. What does a customer mean to you? For the situation I give you, how would you maximize your connection to the customer?

When you apply for a job that is a good fit for you, you can approach your interview with confidence – you will be able to answer and handle the questions well. If you apply for jobs that are not a good fit for you, it will be obvious in your responses. So, do better work up front to apply for the right jobs, then relax and show the hiring manager how confident and competent you are in your great responses.

Click here for more information about talent-based interviews.