Laurie coaches candidates to send a thank-you note after interviews that expresses interest and corrects anything missed. Employers should communicate promptly and transparently, including rejections, to avoid ghosting top candidates.
Hey, guys, it's Laurie. With career coaching now and top talent professionals. Welcome to Bridging the gap between employers and candidates. Today's focus is follow up after an interview. I'll keep this under three minutes, I promise. Promise. All right, so I'll start with the candidate side. So you've gone on an interview, everything's great. You really want the position number one. Please send a thank you note to the person that interviewed you. A lot of candidates, for some reason aren't liking to do this nowadays, but you really need to show that respect. Hopefully you want them to hire you. And a thank you note is a great way to help you stand out. You can do that simply by email. You can do it by snail mail, you can write a card. Doesn't matter, just get it out there. And, you know, after the interview, if you're interested, obviously that should be in the thank you note as well. So the thank you note can be used in two ways. Obviously, to thank them for taking the time to meet with you. But also it can be used as a tool to address any maybe, missteps during the interview or maybe you fumbled your words a little bit, which is normal. It happens, you know. So it's a quick way for you to address anything that maybe you forgot to mention in the interview, something like that. It will address that and it also will address. It will tell them that you're interested. So again, write the thank you note. Something quick, simple, to the point, but also add anything in there that you want to add without making it a book. Add anything in there that you would like to add that you may have forgotten during the interview. Again, we're all human. We all make mistakes. And when you're in the spotlight like that, we tend to forget. And then we're walking to our car saying, oh, I forgot to mention that. It's okay. Put it in the thank you letter. All right, we'll go now for the employer side. So one of the things for you employers out there a lot of job seekers get frustrated with is they get ghosted. I know ghosting happens on both sides. Happens a lot on the employer side. And I think most of the time it's because employers feel bad. They don't want to give that bad news to a candidate. And I'm sorry we chose someone else. They just, they feel bad. They don't want to do it. Please, please, please, you know, let the candidate know where they stand. If they took the time out to interview with you, whether that is zoom or even on the phone or you know, they came in to interview, you know, show the professional courtesy to at least let them know what is going on. If it's just that the process is taking longer, let them know that, too. Because a lot of candidates, they don't know, and they end up getting jobs somewhere else because they, they don't understand, you know, they didn't know what was happening. So definitely make sure you communicate with them so that you're not losing top talent during the process. And if you don't want somebody, you know, if you're not going to hire them, just let them know. Again, same thing on camp with candidates. Don't ghost the employers. All right, guys, my three minutes is up. I hope you enjoyed this. And I'll be back soon with another. Bridging the gap between employers and jobs.
