1. Body Language: When you conduct a phone interview, don't take it from your cell phone in a car or at the local Starbucks.  Get yourself in an office: no kids, no dogs, no distractions.  I know this sounds obvious but believe it or not, I've had my share of calls where the background noise makes the conversation near impossible. You wouldn't bring a dog or a child to a face-to-face interview, would you?  Be sure to put yourself in a professional environment, it will come through on the phone.   

2.  The Endless Answer: One of the most difficult questions on a phone interview is "so, walk me through your resume" (one of my top five least favorite questions of all time).  For most of us this has the potential to go on for hours. Before you start, get some clarification. What are they looking for?  Reasons for moving from one role to another?  Responsibilities while in the role?  Structure and direct reports?  Business impact?  Knowing the details for the position and your  audience (HR, CMO, Board Member) beforehand will help you prepare your refining question, but don't fall into the trap of the endless answer.

3.  Unable to "Connect": Pause, ask for confirmation of your answer, and ask if you are on the right track.  Be sure to elicit feedback that requires more than yes or no answers.  A good one, if timed and appropriate, is "What about my background do you find most applicable for the role of X?" It is critical on the phone interview to create a conversation and not just a Q&A session.

I hope these tips help you "reach out and touch someone" during your next phone interview.

But, let’s go back to the title, “'Strategic Thinkers' hard to find in Boston”.  Come on, for starters there was no agreed-upon definition for 'Strategic'.  I've worked with hundreds of organizations, each with their own definition of Strategy. I know there is no lack of Strategic thinkers in Boston.  On average, I meet 10 executives a week- all have different levels of strategy but I can assure you there is no lack.  More specifically, there is a lack of ability and desire to hire strategic thinkers. Reality is, companies are all looking for people who can make immediate positive impact on the organization.  This impact is generated by tactics, not strategy.  Until companies decide they are going to hire for strategy (and that time may not be far off) the hiring practices will speak louder than any survey.

• Client X has a cross-functional communications team with one centralized budget.  They look to their agency to tell them how and where to  spend the dollars.  Client X may work best with a full-service agency.
• Client Y has a significant digital budget, a senior-level digital leader and an internal team that drives the strategy in the digital space.  Chances are high that Client Y will likely want a digital agency.
• Client Z has a large internal marcom team that drives the brand in every way.  They are only looking for an agency to come up with great creative.  Client Z could work with many agencies on a project basis.