Follow-Up After The Job Interview - To Send or Not to Send a Letter
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Your letter could be the tiebreaker between you and two, or even three,
candidates so put some thought and effort behind what you say. Even if it
doesn't get you the job, what do you have to lose - the cost of a postage stamp?
Hedge your bet it could land you a job.
To send or not to send - will it really make a difference?
Catherine was looking for a business analyst for a position that had been
vacant for four weeks. She was eager to hire, but wanted the right person in the
job. She had narrowed the field to three candidates, Jim, Kelly, and Steven.
She had promised to call them by Friday, and on Wednesday afternoon she was
still vacillating. Each had a strength she was looking for, but each also had
some issues that had made her stand back and be objective. Jim had held several
jobs in the last few years. Would he stick around for the tough times ahead?
Kelly was ambitious, but didn't have the depth of experience interacting with
difficult people. And, Steven was the quiet type who didn't reveal himself
enough for her to get to know what he could offer, particularly interfacing with
other departments and working under pressure.
When Catherine opened her email that morning she had 42 emails. She had
glanced over them and thought she had seen Jim's name among the many, but hadn't
taken the time to read it. She had 17 voice mails and there was a one from
Kelly, but she only listened long enough to hear that she was thanking her for
the interview. She hadn't heard from Jim.
That afternoon, Catherine closed her door. She was going to catch up and then
work on her decision regarding the business analyst position. The first thing
she did was open her mail. Among the mail was a letter from Steven. It caught
her attention because of the depth she could see he had gone to. She stopped and
read the letter.
Dear Catherine:
Choosing the right candidate is not an easy task and I want you to know I
have been in your shoes before.
Based on our interview, I have done some thinking about the position and how
I could bring added value to your organization and support some of the problems
you discussed in during the interview...
What followed was a spreadsheet with the issues Steven had picked up during
the interview. He not only identified some of the problems, but also showed how
he could be the solution based on past experience. As Catherine read the letter
she became intrigued, and liked what she read. This guy not only heard the
issues, but he had given them some thought and did some analysis - looked beyond
what was said. This was a trait she was seeking. She wanted to talk to him
again.
The follow-up, thank you, letter is more than a nice "thank you for the
interview." It is one more chance for you to sell yourself, and to tell them
what you can do for them. Don't assume the interviewer remembers everything you
said. When three candidates are interviewed and compared, some of the highlights
you hoped would be considered, got lost or forgotten. Remind them of what you
can do for them - not what they can do for you.
About the Author
Carole Martin, America's #1 Interview Expert and Coach, can give you
interviewing tips like no one else can. Get a copy of her FREE 9-part "Interview
Success Tips" report by visiting Carole on the web at
http://www.interviewcoach.com.
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Article Published/Sorted/Amended on Scopulus 2007-11-19 01:44:26 in Employee Articles
