Skip to main content

More interview techniques and tips

So you had the interview, you felt it went well, and yet there has been no feedback.  Worse, you notice that the job is still being advertised.   What now?

Before you leave the interview, ask a few key questions, eg
  • What is the process after this round of interviews?
  • Will there be a second interview, or have I met all the decision makers already?
  • When will a decision be made?
  • What is your preferred method of follow up? Phone call or eMail?
  • When would be the best time for me to follow up?
After the interview, there are a few nice touches that will keep you top of mind.  First, send the organiser of the meeting a brief thank you note, stating that you enjoyed the time spent with the company, and believe that you would be a good fit, based on the interview and confirming that he/she said that you would hear from the company within a time frame.   And second, if you have committed to send through further details, do so when promised.

Not hearing within the promised time frame is not necessarily bad news, there could be a number of unforeseen challenges which have pushed out the response time.   Not less than 2 days later, give the company a call, and ask whether a decision has been made, and share that this position is your first choice.

Should you not get the position, ask for advice.    Some questions are:

  • Are there any criteria that you can share with me, that I did not meet?
  • Was my asking salary in the ballpark for the position?
  • Did I come over positively in the interview?
  • Does my cv create the right impression, or does it need more fine tuning?
  • Would I be considered for positions in the future?
  • If not, is there anything you can suggest that I do, that would change this decision?
Every interview is an opportunity to build up your network, your knowledge about yourself and your personal brand, and create a positive impression.   Remember that jet stream you are leaving behind you, and make each interaction work for you.   

News & Articles
Accsys Recruitment Division
Labels:

Comments

Post a Comment

Popular posts from this blog

Its all about the numbers - retirement age

Weight, height, age, dress size, shoe size, all numbers that we (and the media) use to define people. I was fascinated by an article from the Leicester Mercury where the age of each witness to a bus crash in January were carefully listed. Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#9cHShVptF30lJw4X.99 Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.htm...
Post a Comment
Read more

Feeding the Right Wolf

Feeding the Right Wolf This Cherokee story resonated with me (see below).     Like many business people, I get caught up in managing details, instead of focusing on strategy and growth.   Measuring myself against the Good Wolf concept has become a way of thinking for me. Feeding the good wolf - focusing on the right stuff! In a previous article on this topic, I commented that the message is simple, the wolf you feed is the one that grows. The good wolf attributes in a business are where we ideally should spend our time, that good old 80 – 20 rule focusing on our   engaged employees, improving client experience and quality of product,   to name a few. Creating a Good Wolf Environment While we have many different tools – appraisals, customer and employee surveys – to try and understand the temperature and levels of entropy in our businesses – the truth is that it is really difficult to explain to people that they are not seen as feeding the good wo...
Post a Comment
Read more

Is the employee toxic or simply disengaged?

Is the employee toxic or simply disengaged?  And how to tell? Dissecting Employee Behaviour We spend hours of management time dissecting employee behaviour to ensure that not only is each employee delivering to a minimum expectation, he or she is not actively undermining the effectiveness of the business. We design KPAs (or KPIs, or whatever we want to call them), we run regular appraisals, we discuss career paths and succession plans, and  as long as toxic employees are delivering on their job description, we keep them! It’s only after they leave, when you hear the collective deep breath of relief from colleagues and management, that you can be absolutely sure of the negative impact. Underperformance vs Undermining My view has changed – rather an underperformer, than an underminer. So what to do? Once you have firmly established that undermining is the problem, the first step is to tell them that you are onto them! Never an easy task, because very few p...
Post a Comment
Read more