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was originally posted in January 2009 and continues to be one among our most examine items. just about every recruiter conducts first candidate screens in a different way, I needed 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 ways to improve your phone screen,buy microsoft windows 7 32bit key, but here are some things to avoid. 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 particular to two in deep detail. I’ve always felt two minutes should be enough time to give a complete answer about your experience (granted,buy microsoft office 2010 32 bit key, 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 needed, a recruiter will not be shy about asking you to expand! 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,cheap microsoft windows 7 enterprise, but I’m not looking to be sold, rather to get an accurate view of your experience. We - Teamwork and leadership are very important qualities to us, 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. 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 different question! 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 write up my notes, reflect more on the job description and discuss with the hiring manager. In any case, I make a point to set expectations with candidates on the timing of next steps. To become honest,discount office Professional 2010, I get really bummed when the only question a candidate has for me is “How’d I do?” said at the beginning, it’s important to remember that any recruiter has different hot buttons. I just desired to share a few common mistakes that can derail certainly one of my phone interviews. I’m sure this list will spark some debate and I’d love to hear what you think,microsoft office 2010 Home And Student 64bit key!