Wow, what amazing response I received on the "When to Follow Up" article! There was quite a conversation over on LinkedIn as well. Thanks each and every one of you - I love getting feedback!
So now the big question that came up in conversations on LinkedIn was "Okay, but HOW do I follow up?" (Especially, "HOW do I follow up without feeling like a stalker?)
That's a fair question, right? No one wants to feel desperate or overbearing . . . or even worse, be perceived as desperate or overbearing.
To deal with this question, I've broken this article into two parts. So, let's get started.
Here are a couple of simple rules.
First, you need to set a framework of when is permissible to follow-up with the decision makers or HR manager. Get an idea from those with the power what their personal time frame is. Perhaps you'll hear - "We'll be making calls this afternoon and would want you to be able to start on Friday" or perhaps "We're just looking at this point and if we find Mr./Mrs. Right, we'll open a position for them." Often, it's somewhere in between.
As a side note, I suggest you ask this question from more than one person! If you are in an interview situation where you are interviewing with multiple individuals on the same day, the answer to this question can give you some hints of who's in the know, and who might be your best ally when it comes to follow-up power. More on that later.
"Antsy" in the "When to Follow Up" did well. He got clear direction on the company's time line. He followed up at prescribed intervals to make sure he was not forgotten. All these are good things.
Second, THANK EVERYONE, AND DON'T BE BORING. This should seem obvious, but it's a tiny little detail like this that can put you above and beyond the rest in stack.
Send at least one immediate thank you email to everyone you have contact with at the company. This means being very good with names (and sometimes making friends with the receptionist). Did the SVP pull an unannounced potential colleague into your interview? Make sure you get their name and title.
Then, within 24 hours, send every single person a follow up note. Please notice I did not just say "Send everyone a thank you note."
Interesting story: My very first position out of college was as an assistant in an executive search firm. I happened to be sitting in for the receptionist during her lunch break, and had a pleasant five-minute chat with a potential candidate while he waited for his meeting. The next day, I received an email from this candidate, thanking me for making his brief wait interesting and mentioned something we discussed during our conversation.
As soon as I received this email, I walked into the office of the CEO of the organization with a printout of the email and a copy of his resume. I, the new college graduate filling in for the receptionist, told the boss, "This guy is fantastic, talk to him" and walked out.
Sure enough, the CEO was on the phone with that candidate within hours, setting up an interview schedule with a very prestigious client. His paperwork had not even completed the internal "processing" yet. But because he was nice to the "receptionist," the candidate skipped to the front of the line. That candidate ended up accepting a brand new position with our client soon thereafter.
Tip a: If you don't get the business cards of every single person in the interview, ask the receptionist if you can get the emails of the people you spoke with as you head out the door. Make sure you get theirs as well.
So, what do you put in that dreaded follow-up note? I'd like to explain why I hate calling these "thank you notes." First of all, thank you notes are what you send Aunt Bertha when she gives you that tacky sweater at Christmas. It what you do to be polite, not because you want to. Oh, and what else?
It's BORING.
What is often in thank you notes?
"Thank you so much for your time today. I so enjoyed our conversation on _______ and would love to follow up with you. I am eager to join your organization. Please call me soon. Regards, X."
Now put yourself in the interviewer's shoes. You interviewed six people yesterday, one right after another. They are all fuzzy and swimming around in your brain. How is the generic message above going to resonate with you?
The answer: it's not. You brain is going to glaze over once again. This candidate has done nothing to stand out.
So, when you are writing your first follow-up note, continue the point of your interview message. Why are you doing any of this in the first place? To convince them you are the best person for the job.
Follow through on a conversation topic that might need to be addressed ("Here is a copy of the article about me in Forbes Magazine I mentioned. As you can see, Forbes called me the "next up-and-coming start on the industry horizon.")
And yes, every single follow-up letter needs to be personal and every single person you connected with needs to receive one.
The next blog article will discuss what to do AFTER that first note, while you're waiting for their answer. Stay tuned!
Julie Mendez, CJSS
JSM Career Coaching
Tuesday, April 27, 2010
Tuesday, April 13, 2010
When to Follow Up
It's time to answer another question from a job seeker!
Dear Julie,
I was wondering if you could give me your expert advice on an interview question. I had a one-hour phone interview with HR on March 1st, which went well and then a face to face interview with the hiring manager on March 15th. I think this went well also, however, he said that they are going through interview process and would not have a final decision by middle or late April.
I followed up with HR on March 30th to see my chances and she advised me that I was one of the candidates but they are still in the interview process. My questions is how long should I wait to call back HR or should I contact the hiring manager for an update? Hope you could help me on this. Thanks for your time.
Signed,
"Antsy"
Dear "Antsy,"
Aaah, the dreaded "when to follow up" dilemma.
As a short answer, follow up well, but not so often you look like a creepy stalker.
I know it's hard, but don’t get stressed out about the lengthy hiring process nowadays. Companies are generally taking longer amounts of time to fill positions – this is because there is a ton of possible qualified applicants, and also because companies are still hesitant to pull the trigger, so they add 16 extra unnecessary steps to the hiring process. Most of those silly steps have nothing to do with you, and all to do with internal paperwork, etc. It’s not usually personal. In your case, they did mention mid-late April, so you’ve got plenty of time according to their own internal calendar.
Also, you need to remember, that they do not necessarily have the same sense of urgency that you have. They have jobs and paychecks coming in. They are not feeling the stress of unemployment right now. So, for them, if the memo to hire you sits on their desk for an extra couple of days until they get around to it, it's no big deal. (Multiply that by however many people in the company that need to see that memo before HR can call you, and you get an idea of what's going on over there.)
My best advice would be to wait two weeks and try again. If you feel that two weeks is too long, make up some reason to email/connect with the hiring manager (not HR) so you can be at the top of their minds and they can fight on your behalf. Like sending an article which discusses something you talked about in your interview, etc. Lots of different ways you can make a connection without acting “like a stalker” – as long as you don’t do too many at once!
And while you’re waiting, go look for more opportunities. DO NOT PUT ALL OF YOUR EGGS IN ONE BASKET! Right now, the best thing you can do, is to just let go, move on and find your next potential contact. It only puts you in a position of negotiating strength if you can find other companies to interview with by the time they finally get around to calling you and making you an offer.
I hope this advice is helpful to you!
Julie Mendez
Dear Julie,
I was wondering if you could give me your expert advice on an interview question. I had a one-hour phone interview with HR on March 1st, which went well and then a face to face interview with the hiring manager on March 15th. I think this went well also, however, he said that they are going through interview process and would not have a final decision by middle or late April.
I followed up with HR on March 30th to see my chances and she advised me that I was one of the candidates but they are still in the interview process. My questions is how long should I wait to call back HR or should I contact the hiring manager for an update? Hope you could help me on this. Thanks for your time.
Signed,
"Antsy"
Dear "Antsy,"
Aaah, the dreaded "when to follow up" dilemma.
As a short answer, follow up well, but not so often you look like a creepy stalker.
I know it's hard, but don’t get stressed out about the lengthy hiring process nowadays. Companies are generally taking longer amounts of time to fill positions – this is because there is a ton of possible qualified applicants, and also because companies are still hesitant to pull the trigger, so they add 16 extra unnecessary steps to the hiring process. Most of those silly steps have nothing to do with you, and all to do with internal paperwork, etc. It’s not usually personal. In your case, they did mention mid-late April, so you’ve got plenty of time according to their own internal calendar.
Also, you need to remember, that they do not necessarily have the same sense of urgency that you have. They have jobs and paychecks coming in. They are not feeling the stress of unemployment right now. So, for them, if the memo to hire you sits on their desk for an extra couple of days until they get around to it, it's no big deal. (Multiply that by however many people in the company that need to see that memo before HR can call you, and you get an idea of what's going on over there.)
My best advice would be to wait two weeks and try again. If you feel that two weeks is too long, make up some reason to email/connect with the hiring manager (not HR) so you can be at the top of their minds and they can fight on your behalf. Like sending an article which discusses something you talked about in your interview, etc. Lots of different ways you can make a connection without acting “like a stalker” – as long as you don’t do too many at once!
And while you’re waiting, go look for more opportunities. DO NOT PUT ALL OF YOUR EGGS IN ONE BASKET! Right now, the best thing you can do, is to just let go, move on and find your next potential contact. It only puts you in a position of negotiating strength if you can find other companies to interview with by the time they finally get around to calling you and making you an offer.
I hope this advice is helpful to you!
Julie Mendez
Tuesday, April 6, 2010
New – DISC Behavioral Assessments Available
What is DISC?
DISC is the universal language of observable human behavior. Scientific research has proven that people, in terms of “how they act” universally, have similar characteristics. By learning these characteristics, we can increase communication and therefore, increase our understanding of each other.
DISC is not a measurement of human intelligence, an indicator of a person’s values, a measurement of skills and experience, or a measurement of education and training. DISC is none of these and yet has an inescapable bearing on all of the above.
DISC is the language of how we act, or our behavior. A person’s behavior is a necessary and integral part of who they are. In other words, much of our behavior comes from “nature” (inherent) and much comes from “nurture” (our upbringing). The DISC model merely analyzes behavioral style; that is, a person’s manner of doing things.
DISC is not a personality test. Personality extends far beyond the scope of the DISC instrumentation. The DISC model measures how we act. That is why it is called a “Behavior Analysis Instrument.”
Why use DISC?
DISC is the universal language of observable human behavior. Scientific research has proven that people, in terms of “how they act” universally, have similar characteristics. By learning these characteristics, we can increase communication and therefore, increase our understanding of each other.
DISC is not a measurement of human intelligence, an indicator of a person’s values, a measurement of skills and experience, or a measurement of education and training. DISC is none of these and yet has an inescapable bearing on all of the above.
DISC is the language of how we act, or our behavior. A person’s behavior is a necessary and integral part of who they are. In other words, much of our behavior comes from “nature” (inherent) and much comes from “nurture” (our upbringing). The DISC model merely analyzes behavioral style; that is, a person’s manner of doing things.
DISC is not a personality test. Personality extends far beyond the scope of the DISC instrumentation. The DISC model measures how we act. That is why it is called a “Behavior Analysis Instrument.”
Why use DISC?
It is very important that you understand yourself in relation to your job, your family and your daily living environment. But for a job seeker, it is important that you know how to incorporate those understandings into your résumé and marketing documents, your interviewing style, and your daily work environment. By identifying your unique traits, you will learn to appreciate the style that is yours and yours alone.
There are several versions of assessments available so that you can choose the one best for you. Don’t you want to learn how to improve your interviewing skills and performance? Knowing who you are, why you should be hired and being able to effectively communicate this are essential in making your search process easier and more successful.
Available Assessments
- Career Planning Insights Version - Identifies specific talents and behaviors you as the employee bring to the job. Success and job satisfaction come easier the closer the job matches the natural behavior style. This profile / report offers a system to capitalize on your talents and your potential and continuing value to the organization, including specific job titles most appropriate for the your behavioral style. (***This report is fabulous for job seekers and those in career transition!***)
- Interviewing Insights Version – General - Enables you to prepare for the interviewing process by displaying your general characteristics, ideal work environment, value to the organization, and interview questions.
- Interviewing Insights – Sales - Specifically designed for the sales professional.
- Executive Version - Helps you attain a greater knowledge of yourself as well as others so you may interact most effectively.
- Management-Staff Version - You are unique and should be managed, coached and supported in a way that capitalizes on your uniqueness in the work environment.
- Sales Version – You’re a sales professional? Get a broad understanding of your natural sale style and how to adapt that style to give the customer what they want.
- Time Plus Version - Identifies time wasters that impact individual productivity, possible causes, and offers possible solutions for correcting or eliminating specific time wasters. It allows you the opportunity to develop a powerful new approach to organizing and managing your time.
April Special Offer!
Contact me in April to get your own DISC Behavioral Assessment and get 10% off! This package includes the assessment exam (done online) and a one hour session afterwards to review and discuss the results. This deal is only available in April!
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