Even in a candidate's market, you must learn how to stand out to the interviewer. With the large number of consultants interviewing for each new position, establishing yourself so as to stand out in the manager's mind has become quintessential to being offered the job.
So, let's address a few ways to follow up with an interviewer and keep your name in their mind. This element of the process is often overlooked, or even viewed as optional. Sure, you're not required to follow up, but they are not required to give your resume another look, either. Here are five ideas that have seen fruitful returns.
1. The Classic "Thank You" Letter or Email
It seems almost too easy. A simple thank you note that reviews what was discussed, and why the candidate feels optimistic about the position and/or company. The personal touch added to this will be what sets them apart from the 20-100 other applicants. The interviewer will also be impressed that they paid attention to the small details of the process.
2. A Phone Call
Interestingly enough, following up 1-2 times a week during the interview process lets the manager know that the candidate REALLY WANTS the position. When one hiring manager filled their first position, they told the candidate that the job was theirs because of how much they wanted it, even laughingly admitting it got borderline annoying at times. The hardest workers in the world tend to be a bit pushy, but only because they know what they want and will do whatever it takes to get it.
3. The Personal Touch
This has been a reliable strategy since candidates begin searching for jobs after college. During the interview process, paying particular attention to what comes up in conversation pays off. Does the manager like sports? Music? Literature? Whatever it is, find out. Once the second or third interview is complete, putting something together that the manager would appreciate, and that shows the candidate was attentive to the small things, can create a meaningful link that sets them apart in the end.
For one position in particular, a candidate was 1 of 2,000 resumes competing for 10 jobs. Getting the interview was surprising enough, but the process turned out to be a three-stage, five-candidate interview. Knowing something drastic was needed, the candidate asked about literature to prepare for the role and was pointed to a book called "From Fantasyland to the Rat Race." They then bought a small stuffed mouse, made a jersey for it, and sent it to the manager with a note that simply read: "I hope my rat race starts with the (company name)." It may not work with every manager, but reading the room and calibrating the gesture accordingly can go a long way. That candidate got the job offer.
4. Ask Questions (that you didn't ask in the interview)
Candidates should always be prepared to ask questions. Better yet, researching so that the questions reflect knowledge they shouldn't yet have can be very impressive to managers, because it shows real effort was put into learning about the company or industry. Nothing signals dedication more than investing personal time into an opportunity.
That said, everyone tends to forget things in the moment, which is another reason follow-up matters. Those questions can be asked then.
Managers also do not want to feel pressured to make a final decision too quickly. Devising a set of comprehensive, fact-based questions gives each follow-up call a purpose. Being honest helps too. Telling the manager that a question slipped through the cracks, or that new information surfaced that seemed worth raising, keeps the candidate's name top of mind and signals continued focus on earning the position.
5. Do What You Say You Will Do
This is, by far, the most important follow-up behavior. If a candidate says they will call at 3, they should call EXACTLY at 3. Nothing is more frustrating than having someone waste a manager's time after a favor has been extended. Managers have been known to ignore calls that come in 5-10 minutes late with no intention of calling back.
Beyond timing, when a manager hires someone, they expect to get what was presented in the interview. Nothing frustrates a manager more than a candidate who raved about their dedication, hard work, and organization and then shows none of it on the job. The best approach is honesty in the interview, because the truth will surface regardless. If the concern is that honesty will cost the job, the better answer is to become someone worth hiring. It is impossible to live up to a version of oneself that the candidate does not believe in.
Remember: "Hard work beats talent every time if talent doesn't work hard."
Motion Recruitment
