Flying Too High: How to Dive In

 A client said they struggled when candidates stayed “too high level.”
Ironically, their description of the problem was itself high level.

But it got me thinking: there are different versions of "high-level" answers. Here are three of the most common and an easy-to-remember move for each. 

1. Too Terse

You get an exec summary, but no substance. Many candidates are long-winded, but some actually give very short answers. 
Your move: “Tell me more.”
Say it with legit curiosity, not challenge. It gives them permission to open up.

2. Too Much “We”

Lots of team talk, but unclear what they actually did.
Your move: "What was your unique contribution?" or “What wouldn’t have happened without you?”
This isolates their unique role without putting them on the defensive.

3. Unclear What Happened

You hear a long story, but still don’t know what the result was—or how it stacked up.
Your move: “What was the net result—and how did it compare to expectations?”

These are simple moves, but they work. Remember the goal of an interview: to uncover predictive data and to give the candidate a great experience. 
And when a candidate stays high-level, the right follow-up, delivered with genuine curiosity, can accomplish both of these things.