Detroit ? In this job market, many unemployed people are looking for jobs after working for the same company for decades. To prepare for a job search, what changes should you expect in the interview process?

If you’re mulling such questions as “What are your greatest strengths/weaknesses?” and “Where do you see yourself in 10 years?” you’re not going to be ready for the type of questioning used by as many as half of the Fortune 500 employers, says Phillip Kovacs, a senior consultant in human resource training and development for the state of Michigan. Since 1998, he’s trained managers and supervisors on how to conduct behavior-based interviewing, an antidote to questions that are vague, open-ended and hypothetical.

“Behavior-based interviewing is based on the logic that what a person has done in the past is the most reliable predictor of how they are likely to perform in the future,” Kovacs said.

Interview questions “are posed in a way to elicit specific examples of what a candidate did, how they did it, and what the result was,” he said. Human resources professionals believe this reveals the most qualified candidates.

Here are some examples, courtesy of Kovacs.

From time to time, all of us make decisions we regret. Tell me about a time you made a decision and what you would do differently now if you could. (This reflects a job candidate’s method for making decisions and learning from mistakes.)

What do you do when your plans or schedule are interrupted? Give an example of a time that happened. (This will help an employer gauge how a job candidate manages work flows and flexibility.)

Tell me about a time you had to work on completing an assignment with a team member who was not cooperative. What did you do? (The answer illustrates whether there’s an ability to build strategic working relationships.)