You’ve interviewed, sent your thank you note(s) and now you’re waiting (and waiting) for the call. I think waiting for the verdict after an interview is the worst part of the entire process. You’ve made it all this way—why won’t they just decide already?
The first way to help alleviate this feeling is to ask the following question during your interview: What are the next steps in the hiring process, and when and how should I follow-up? This way, you know if there will be yet another interview and/or when the organization expects to make its decision.
However, if you’re told you will hear from them within a week, for example, and it’s day eight, here are a few ways to make sure you’re still on their radar:
1. Send the hiring manager an interesting article. This is always a good tactic for follow-up. You reach out to your contact without “bugging” him or her. Read some industry publications—which you should be doing anyway—and pick an article on which you have an opinion and believe the hiring manager will also enjoy. The easiest way to send it is via e-mail with a short note about why you’re sending it, but you can also clip the article if you only have a hardcopy and send it via snail mail. Include a sentence about how you look forward to the possibility of working with him or her.
2. Send the hiring manager a new portfolio item. Either create something new or hold something back during the interview process for situations just like this. I strongly recommend creating an online portfolio to house your work samples so you don’t have to send large attachments. Again, send the sample via e-mail with a short sentence about how you look forward to the possibility of working with him or her.
3. Invite the hiring manager to connect with you on LinkedIn. Even if you don’t end up being offered the position, you still want to remain in contact with the hiring manager because of the networking opportunities. So, this is a good tactic to keep in your back pocket for when you haven’t heard from him or her in a while. Make sure you personalize the invitation note.
4. Write a blog post that will appeal to the hiring manager. Perhaps sparked by something during your conversation or something important going on in your industry, write a post on your professional blog you know will appeal to the hiring manager, and send a link to him or her via e-mail. Don’t forget to add that one sentence in your short note!
5. If your industry has a networking or professional development event in the near future, ask if the hiring manager will be attending. Gently remind the hiring manager you’re waiting by sending a “hope to see you there” e-mail with details about the event and why you think it would interest him or her. And of course, throw in that sentence!
Whatever you do, don’t ever call, and don’t just e-mail asking if the decision has been made yet or inquire whether or not it will be made soon.
Comments
Interesting comments, but I disagree with your suggestions. I am a hiring manager and I would not want interview candidates sending me articles, portofolio items or reaching out on networking sites. In fact in a close decision this annoying behavior may push me to select another candidate. We depend on testing and the interview to pick good employees, these tatics don't and won't work
I completely agree with Heather on this. In response to Chris, I think if you are waiting more than a week to get back to a candidate, you deserve the "squeaky wheel" treatment. Oftentimes, hiring managers forget that candidates need to know what their status is. If you are in a close decision, communicate it! Otherwise, candidates are left with finding creative ways to say on the hiring manager's radar.
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