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Applicants Not Following Up Enough After Job Interviews

Many people are not getting jobs because they are not following up frequently and aggressively enough with potential employers, according to OI Partners.

 
PRLog - Jul. 18, 2011 - Many people are not getting jobs because they are not following up frequently and aggressively enough after completing interviews, according to OI Partners, a global talent management firm.

Your follow-up efforts after interviews need to be proactive and assertive without becoming irritating. Most people are not fully following up after telephone and personal interviews, according to OI Partners (www.oipartners.net).

"The period between the final interviews and hiring is an opportunity for candidates to actively influence decisions. It's important to understand the decision process and timing so you can build an outreach plan," said Steve Ford, chairman of OI Partners..

" Following up does not mean merely calling and asking where a company is in its decision-making process. Instead, people should utilize a variety of 'touch base' approaches," added Ford.

Among the follow-up tactics that Ford and OI Partners recommend are:

-- Spell it out beforehand: Establish during the interview what the next step will be, and when and how it would be appropriate for you to follow up – by phone, if possible.

-- Initiate follow up immediately: It's critical to send a follow-up note, or letter, or e-mail, within 24 hours of the interview – and to each person you saw who may have a vote in the hiring decision.

--- Use a rotating cycle strategy: Keep in touch with the company on an ongoing cycle, every 7 to 12 days or so.

-- Personalize each follow-up: Each follow-up communication must be personalized to the topic of what was discussed with that particular person. Do not send any form letters, or the same letter to each person.

-- Develop different ways to reach out: Within 5 days or less, find a reason to reach out to the hiring person and other key participants in the decision process. Send them a link to an interesting article that relates to business challenges and work projects discussed during the interview process. The idea is to reinforce the potential value you will bring as part of the team.

-- Follow up by phone: A well-placed follow-up telephone call to the hiring manager and human resources within five days to reaffirm your continuing interest is vital. If they say they are still interviewing, determine when it would be appropriate to call back.

--  Show your continued interest: After 7 to 10 days, send an e-mail demonstrating your continued interest in the position.

-- Set yourself apart: Do something that will give you added recognition, such as write an article for a trade publication, or be a speaker at a conference. If you are participating in an educational activity, update them on how this relates to the competencies of the job for which you interviewed.

-- Ask whether you are still in the running: You can – most likely only once – ask if they are still considering you as a viable candidate.

-- Give them a chance to counter-offer: If and when you receive another valid offer, but still would like to work for the company, call or e-mail them that you have another opportunity. Tell them they are your first choice, and give them a short 24 or 48 hour timeline within which to make an offer.

-- Don't slow down your job search: Keep pushing until you get the job you want.

About OI Partners

OI Partners is a leading global talent management firm that helps individuals find new careers and employers to improve the performance of their employees and organizations.

OI Partners specializes in outplacement, executive coaching, leadership development, and other workforce solutions. The company was established in 1987 and is now located in 200 offices in 27 countries with close to 100 U.S. offices.

Please visit www.oipartners.net or call 800-232-5285.

Media Contact:
Sal Vittolino
(610) 359-8773 or (215) 264-0644
svittolino@oipartners.net

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Contact Email:
***@oipartners.net Email Verified
Source:Sal Vittolino
Country:United States
Industry:Human resources, Business
Tags:career transition, outplacement services, executive coaching, leadership consulting, downsizing
Shortcut:prlog.org/11589481
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