JobsBlog Rewind: Five ways to fail my phone interview

Posted Jan 20 2009 12:40 PM by Matt Aberham

Matt

This article was originally posted in January 2009 and continues to be one of our most read pieces.

Understanding that every recruiter conducts initial candidate screens differently, I wanted to share some of the themes that come up with candidates I don’t end up moving forward with. JobsBlog has lots of great tips for ways 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 be 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!

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 be sold, rather to get an accurate view of your experience.

Me not 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.

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 different question!

So, 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 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 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 wanted to share a few common mistakes that can derail one of my phone interviews. I’m sure this list will spark some debate and I’d love to hear what you think!

-Matt

Work at Microsoft!

28 Comments

  • Andrew said:

    Erm, how does meeting 100% of requirements make one overqualified? :)

  • Dave said:

    I thank you for taking the time to make these points although the last one may be a little iffy. Interviews are stressful especially if it is a company that you really want to work for. Asking "So how did I do" may be a way for a candidate to "exhale", so I would probably not fault a candidate if they asked. I would probably fault them if that was the first/only question they ask.

    Andrew: Most of the requirements for any job (not just Microsoft jobs) cover a wide breadth. Most hiring managers I know write down every single trait that would be nice to have for their position. Even if you have some experience in ALL the requirements I would question the depth of that experience. Most candidates that I have interview tend to 'fluff' areas where they have little or no experience. I think that Matt is saying he rather a candidate highlight the fact that they have little/no experience instead of giving 'fluff'/diverting the question. I know I give extra point to those who tell me (without me asking) that they have shortcomings especially if they tell me how they would address their shortcomings.

    Disclaimer: I do not work for Microsoft. I just found it an interesting post.

  • Matt said:

    Hi Andrew,

    Thanks for the comments! I had a feeling the 100% line might spark some debate. In fact, my editor pointed out it would be an excellent blog post in an of itself, which I am working on right now!

    My short answer is: If someone has 100% of the skills and experience necessary to do a job, they should look for something that forces them to stretch more, lest they become bored/dissatisfied in 6 months. I also understanding there are economic and other factors that come in to play, so please don’t take this as a hard and fast “rule”. Lots more on this coming soon!

  • matt said:

    Hi Dave,

    Thanks for the comments!

    The main point I was trying to make with the “How’d I do tip” was to not let this be your first/only question. Sounds like I could have done a better job of clarifying my position.

    Best!

    m

  • Aarknet said:

    That is a great. Keep it up

  • sharon said:

    Great tips for someone applying for work anywhere.

    One thing you don't mention is being prepared, doing your research about Microsoft (or whatever company) and the specific department the applicant is interested in. This may actually address your "how'd I do" problem. When you've done your research you can come up with many better questions than that...

    Also in the realm of "how'd I do"...would it land better with you if the questions were more around "What are you looking for?" or "What are your biggest challenges in this department?"

  • Chris Bauman said:

    In an interview there are so many things to think about, If I can use just one of these I think I will make a much better impression.....Thanks Jobsblog.

  • Recently Interviewed said:

    I just had a phone interview with Microsoft a little over an hour ago. Now I am wondering: What is the best way to start off an interview? I felt like the first couple of seconds were an awkward "Hello, erm, ugh... Yeah, I'm <name>" moment and I didn't really know what to say, and it almost felt like the interviewer expected me to say something in particular. Once the interview got started, though, I felt like it went ok.

    What would be the best thing to do to make a good impression when starting off an interview?

  • Steve Akre said:

    Hello Jobsblog

    I was recently laid off at a large Thrift Institution in Seattle after 8 years working in corporate finance and treasury, and am a little worried about interviewing. I found your hints very helpful, especially the we vs me concept. I am very team oriented and tend to not want to take credit for things my team helpd with, regardless if I was the primary driver or initiator.

    Steve

  • Russ Hertzberg said:

    Have had at least two of these with MS over the last 10 years. As well as one paid trip to campus about 20 years ago (went to Novell on the transition). What are your thoughts on candidates who fit into the older/wiser category? Your timing is great for me since I just entered another transition and hope to be considered again by MS.

  • Mick said:

    I recenly had a telephone interview with a great recruiter from Microsoft who recommended that I speak with the hiring manager. He set up a call for us to get together and I did not heard from the hiring manager on the scheduled day. I know schedules change but I suspect that he has somneone in mind for the position but I thought for sure I would at least have my interview. What do you suggest that I do? I don't have the managers telephone number or email and was planning on connecting back with the recruiter to let him know that we didn't connect.

  • Dave said:

    As a former MS manager, I've gone through a number of MS interviews on both sides of the table. Matt's comments are right on target, but for the hiree, they may be difficult to do. Everyone wants to be impressive, and it is very difficult to admit you have any shortcommings. Rest assured, however, everyone does, and it can be a telling moment to admit it. Generally, the people you talk to, especially the recruiters, are experienced interviewers and can smell it if someone is trying to hide something or trying to fluff their qualifications.

    As a potential hire you may get frustrated at the slow pace of progress. MS moves in what I used to say were "strange and misterious ways". The process can seem to drag on for ever, but rest assured they are moving and both the hiring manager and HR try to be as respectful of the applicant as they can be.

    Another tip for applicants - follow-up. A thank you note is always appreciated. If you don't know the e-mail addresses or phone numbers of all the people you talked to, send a note to the recruiter and ask he/she to forward it to the people involved.

    Good luck to everyone!

  • Steve said:

    Regarding your suggestions to be frank about shortcomings...

    Not everyone, in fact I'm deciding it is the significant minority, is willing to hire someone well qualified and with the ability to learn. I've been interviewing a lot lately and unfortunately I am finding way too many hiring managers completely unwilling to take anyone who is not 100% qualified. There have been multiple times when I just see the off-switch getting thrown when, well into an excellent interview, I admit some shortcoming. I always give a truthful account of my desire to expand my knowledge, but too many folks are unwilling to take a chance. Their safest bet is someone who has already done "it" and the managers take that route. Sheesh.

  • Rithik said:

    Hi Matt,

    It's great that you have shared this knowledge and it will be helpful for me in near or far future for an interview with Microsoft: My dream company to work for! God, how much I would love to work for MS.

  • Annonymous said:

    Replying back to Dave (former MS emp).....

    I had applied for a job in MS Australia, and the hiring manager had arranged for a phone call at 9am and the call never came, i waited for the whole day in my house as i wanted to be in a relaxed situation, the day was wasted. At 5pm I had to call that person just to hear she was busy with meetings (I wonder what was the meeting all about). Then she apologised and arranged for another day at 8.30, and guess what she didn’t call me again.... At around lunch time I was called and told that she was in meeting and arranged for another time. Third time I got the call and by someone else saying he has been assigned for the interview, I had lost bit of interest and as I thought I didn’t get through. The person also mentioned that its not seen favourably if I called the recruiter everyday to find out what was happening. My word about MS recruiters - Slack A**es

  • William said:

    I suppose I disagree with most of what you wrote. If I find someone with 100% of the skills for the position, I say "Welcome aboard, you got the job." As they outgrow that position, I will make sure they are ready to advance to the next. I made an investment in that person and I want to see that investment grow, just like any other investment.

    As far as the "How'd I do?" question, that, my friend is called "closing the sale" and it is used to determine if you, the guy doing the phone screen has any unanswered questions. I usually word it differently, but the concept is the same.

    I just find your whole approach odd.

  • Karen Burrell said:

    May I respectfully suggest that you hire me to proof read your material before it is published?

    If you say: "...here are some things to avoid." it must be followed with single items to avoid, not a list of either/or situations.

    For example:

    ...here are some things to avoid:

    1. Long drawn out answers, rather than; "Be Cognizant of Time".

    2. Selling yourself, instead of saying; "Selling vs. Answering".

    3. Saying "we", rather than; "Me not we"

    4. Abstract or hypothetical answers to a specific question, rather than; "Abstract vs. Concrete";

    5. So, How'd I do? This one is correct.

  • Mary said:

    Hi,

    It is so great that what you are doing guys for helping pass interview!!!

    I had my phone interview , I was so nervous, my mind was blocked and answers...

    I blew it. Hope,improve my interview skills.

    Thank you very much for your time and help.

    Regards,

    Mary

  • Jay Tee said:

    Quite interesting tips. The, "How'd I Do" question is quite classic. I can't even believe anyone'll ask that on an interview. That's like short-selling his/her-self.

  • Disappointed by unprofessionalism said:

    There is too much written about how to interview. I am hoping that someone will write about all the unprofessional things companies do when interviewing candidates. Examples: interviewers are late or improperly dressed, at the end of a phone interview they say they will call you to schedule a face-to-face interview and never follow up, interviewers ask illegal questions, etc. Companies don't seem to understand that the interview goes both ways and leaving a good impression (even when they do not hire the candidate) is good for the reputation of the company

  • Dave said:

    I have been on several phone interviews and they're all bullshi+. The recruiters are fake, and looking for the ideal fake candidate. If you can't be fake like them, you're obviously not going to go any further. Who are they trying to fool? When someone needs a job, they obviously need money. Who gives a shi+ about the company? Does the company give a shi+ about you when they claim chapter 11 bankruptcy and cut 10,000+ jobs? Sometimes you wonder what's the point of going past the phone interview? Even if you land that job and receive an offer but your credit score sucks and your driving record sucks you're screwed either way. And this wonderful country full of dumb ass politicians can't figure out why we're in a financial crisis. I have to agree with #16 William, you are the man. It is about whether or not the person has the skill to do the job or not. If I were a hiring manager, I wouldn't give a shi+ about your specific examples of bullshi+, but rather can you do the job or not and are you worth the risk? In addition, I know of several people in which they stated that "the company posts a job listing to allow other potential candidates to have a chance and at the same time, they already know they will be hiring from within." How's that for corporate politics?

  • Telefoniczne Interview said:

    Akurat wszystko zeszło się w czasie. Po pierwsze, może nie wszyscy jeszcze o tym wiedzą, ale na grupie

  • Andrew said:

    I recently had a phone interview and I forgot to ask "So, How’d I do?" but I did ask what they're looking for in an ideal candidate. I was also told to have Live Meeting ready, but we never ended up using it. I'm not sure if it was a good or bad sign because my interviewer told me I already had proven experience so we could skip over the technical questions (I have a fear he might have said that to end the interview early.)

    I've been checking my inbox every chance I get in-case the interviewer has replied!

  • John said:

    I was recently interviewed on phone. It was my first interview and was fully technical. I wanted to know that approximately how much time we should wait before we ask/email recruiter about whether any decision has been made or not?. What is the normal time frame for getting the result of your phone interview? Thanks

  • Adam said:

    Being in the industry for nearly 20 years and holding senior management positions for 10, I disagree with your take on 100% experience match. There may be multiple driving factors for someone applying for the role and when in doubt it is the recruiter's responsibility to ask for clarification on motivation. It is a fundamental flaw to expect everyone is looking for a challenge and stretching beyond the comfort zones. Some people are just fine where they are in terms of their career progress. You can sense a lot on this topic when asking for areas for development.

Comments have been disabled for this content.