I enjoyed our discussion and getting to know more about. I was wondering if you had news to share about the position. I wanted to follow up on my interview on for. Tell them you are looking forward to hearing back soon.

Say something positive about the organization and ask if there is any additional information you can provide that would be of use. Express your interest and excitement about the role. The content should be similar to what you wrote for the thank-you note.

When that day comes, send a quick note - no more than three paragraphs - to the hiring manager you dealt with. Put a note on your calendar to follow up one week after that date if you still haven’t heard back. You’d hire them anyway.Where Automated Job Interviews Fall Short And, it wouldn’t matter if your stellar candidate decided to send a thank-you note. But, setting and sticking with job-related criteria will make your hiring decisions more objective, legally defensible and effective. Granted, evaluating those is more time-consuming and, by contrast, thank-you notes are an easy shortcut. Use skills assessments, like work samples, references or pre-employment test results.

These practices will hurt your employer brand and make hiring tougher in the long run. Treating candidates as less important than you drives the best ones away. Consider your employer brandīasing hiring decisions on arbitrary criteria like thank-you notes does your company a disservice. Genuine emails like this should solidify your decision to hire someone who has already impressed you. Much like personalized recruiting messages, these thank-you notes are more likely to resonate with those who receive them. But, the second one is more personalized, enthusiastic and engaging. Here’s the relevant article I mentioned:īoth emails are polite and positive. The more I think about it, the more excited I get about the possibility of being part of a team that will structure your company’s outbound sales. I particularly liked the new project your team is planning. I wanted to thank you for our conversation yesterday, I learned a lot about your company and the role. I was very excited to meet you and look forward to hearing back from you. Thank you for the opportunity to interview with your company. So, imagine you receive thank-you emails from two equally qualified sales candidates: The way they try to engage you correlates to their job performance and can give a boost to already great candidates. What they write in thank-you notes (if they even send one) shouldn’t be used to make or reinforce hiring decisions.Ĭonversely, sales or marketing people need to be persistent and engaging and their follow-up notes can showcase their skills. For example, developers don’t need to be persistent or follow up with customers as part of their job, regardless of how well they can communicate. Some professions don’t require strong persuasion skills or knowledge of communication conventions. But, it still shouldn’t make the decision for you. If you have been wavering between this candidate and others, this expression of interest can reasonably work in their favor. They may open their email thanking you, but their true purpose is to remind you that they are eager for an answer. But, candidates who are interested in the role send “follow-up emails” a few days after their interview to ask if you made a decision. The thank-you note is usually an email that arrives within 24-48 hours after the interview. Follow-up emails aren’t the same as thank-you notes. If thank-you notes show off a candidate’s character and fit, it’s because of what they say. But empty thank-you notes based on templates are meaningless pieces of communication and should never influence your decisions. This doesn’t mean you should disregard how candidates communicate. Start evaluating candidates Thank-you emails can be useful, but in a different way Easily collaborate with hiring teams to evaluate applicants, gather fair and consistent feedback, check for unconscious bias, and decide who’s the best fit, all in one system.

Thank you letter after interview