Office Enterprise 2007 Product Key blog fail-my-ph

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This article was initially posted in January 2009 and continues to become one of our most read pieces. Knowledge that every recruiter conducts first candidate screens in a different way, I wanted to share a few of the themes that arrive up with candidates I don’t end up moving forward with. JobsBlog has lots of great tips for methods to improve your phone screen, but here are some things to avoid.Be Cognizant of Time - Most phone screens are budgeted for 30-45 minutes, which means there’s an opportunity to cover several topics at a high level or one to two in deep detail. I’ve always felt two minutes should be enough time to give a complete answer about your experience (granted, specific technical problems might take longer to solve). In any case, it makes sense to become aware of how long you take to answer a question. If more depth is necessary,Office 2010 Professional Plus, a recruiter will not be shy about asking you to expand,Microsoft Office 2010 Standard Key! Selling vs. Answering - I’m very interested in how your past experiences have prepared you for my open role, however, I ‘m not expecting you have 100 percent of what we’re looking for (in that case, you’d be overqualified). I love candidates who are willing to identify areas where they need development. What I don’t like is having someone steer the conversation in another direction to manage around an area of weakness. Masking a product’s flaws can work in sales, but I’m not looking to become sold, rather to get an accurate view of your experience. Me not We - Teamwork and leadership are very important qualities to us,Buy Windows 7 Key, however it’s critical to differentiate ownership and participation. In a lot of my phone screens, I hear candidates say we more than I. Instead of describing solely what the team accomplished, it’s important to show what you delivered (or led) that helped the group accomplish its goals. Showing ownership helps me figure out if the depth and breadth of your contributions are appropriate for the work we are thinking of having you do. Abstract vs. Concrete - The quickest way to fail a “Tell me about a time when…” question is to give me a “Here’s what I would do in that situation…” answer. When I’m asking for specific examples, it’s best to not answer hypothetically. If being asked to describe a situation you’ve never handled, let me know and I’ll pick a various question! So,Office Enterprise 2007 Product Key, How’d I do? - While I’m comfortable sharing feedback about where your skills and experience match up, the truth is I don’t always know if I am moving forward with someone until I create up my notes, reflect more on the job description and discuss with the hiring manager. In any case,Windows 7 Ultimate X64, I make a point to set expectations with candidates on the timing of next steps. To be honest, I get really bummed when the only question a candidate has for me is “How’d I do?” As I said at the beginning, it’s important to remember that every recruiter has different hot buttons. I just needed to share several common mistakes that can derail 1 of my phone interviews. I’m sure this list will spark some debate and I’d love to hear what you think! -Matt