(without feeling like a pain in the neck)
Of course, you should follow up, but HOW?
Should you follow up with a recruiter or decision-maker after your interview?
So says everyone with a heartbeat.
…Your old boss (your previous boss, I’m not saying your boss is old)
…Your HR friend
…Your I-read-it-online neighbor
Follow-up is good ol’ common sense.
So it’s not really a question of IF, but HOW?
Things I’ve read (and you probably have too):
- Write an email. Be professional and brief. And, be sure to include the job you applied for and your contact information.
- Leave a voice message.
(Psst…In the age of Zoom meetings, don’t end a Zoom interview without getting the interviewers’ contact number!)
As my Grandfather used to say, if I had a nickel for every time (someone DIDN’T get a contact number), I’d have a lot of nickels. Grandpa jokes are just Dad jokes that have been around longer.
- Send a second email
All these activities fit into the “Sure, do that” Category
But, it’s kind of like looking for the type of degree your doctor has, it checks a box.
If you really want to stand out
And this is a job you really want at a company you really want to work…
Then W.O.R.K. I.T.
What Other Relevant Konnection Is There? (misspelling aside, it’s an easy-to-remember acronym)
If you’re doing those other things and not getting anywhere (like 99% of the people who also do them) try these tactics:
- Send 3 – 5 people at the company who are active on LinkedIn an invitation to connect (preferably those in leadership positions). Whether or not they connect, you can follow them.
And, you get bonus points for clicking their bell to be notified when they post.
Then: Like, comment, repost.
Liking a post is good,
Commenting on a post is better.
Or, repost with a comment
Goal: become visible (and more likable) to them
- Check your network.
According to LinkedIn, just 39% of people ask their network for introductions.
Interested in a competitive edge? Be one of the 39%.
Ask your network for an introduction to someone at the company and then schedule a brief call.
Goal: create a dialogue (not asking for the job) with people at the company.
This is your chance to make a great first impression with people who may be your
colleagues. It’s a win-win.
- And, about that email follow-up you’re probably doing already…
You could be a ho-hum email writer, just checking in on the status of the position….
I almost fell asleep writing that.
Instead, you can continue to show up with your thoughtful input and comments.
Is something happening in their business?
Did they win an award, attend a conference, hire a new leader, expand their product line, post a blog, or get ranked for something in their industry?
Did the interviewer(s) mention something good was happening in their world? Send a follow-up message asking about it.
Did you see an article you know they’d appreciate? Share it.
That’s the stuff that gets you noticed.
If you’re thinking: I don’t want it to look like I’m trying too hard.
Everyone enjoys a compliment and genuine interest in their world. As long as it’s sincere (good recruiters can often tell if you are being real or the sticky sweet fake nice).
The recruiter knows you want an update.
What they don’t know, unless you show them, is how smart, cool and savvy you are.
Send the email or connect on LinkedIn or schedule a call –
All three of them have a desirable outcome:
- Create a dialogue
- Demonstrates follow through
- Adds value
Even after the interview is over, you can cast a long shadow (which is to say, be hard to forget).
Now get out there.
You’ve got this!