After the Interview: How Following Up Can Boost Your Chances of Getting Hired

Hi Folks,

I was just thinking about the lots of preparation we do before our interviews, but what do we do after that?

Follow up with a note of thanks.

Once we are through with our interview, we should always follow up with the company. Few things I think we all should consider are:

1. We should remember the name of each and every person we meet in the company we had the interview with, even the receptionist.
2. We should give a note of thanks in writing to the company.
3. We could also write an email.
4. If not all these, then at least we should call and say thanks.
5. Never use negative words or unnecessary details of anything in the letter.
6. The words should show respect towards the company and its people and the enthusiasm you still have to work there even after the interview.

With all these, you fairly increase your chances of selection and acknowledgments among the other candidates.

So consider it next time you give any interview.

Dips

Hi Deepali,

Indeed, the suggestions that you've put across are nice. However, I do foresee some practical problems in the process. I thought of sharing my viewpoints with you.

Firstly, I strongly feel that any candidate should utilize the opportunity to the fullest for whatever impact he/she can make, and this can be done on the same day as the interview. The candidate can express their thanks right after the interview is over. Sending a follow-up thank-you email may potentially invite trouble for a candidate.

Secondly, in large companies where multiple interviewers and HR personnel are involved in the interview process, there may be confusion about whom the thank-you email should be addressed to. I have encountered cases where interviews were conducted by different individuals than those handling post-interview activities.

My intention is not to disregard the suggestions but to highlight some practical problems that may arise.

Regards,
Chandril

Hi Chandril,

The candidate can express his thanks once the interview is over. A follow-up thank-you may invite trouble for a candidate. Secondly, in big companies where many interviewers and HR people are involved in the interview process, it may lead to confusion regarding whom the email should be addressed to.

I don't totally deny your point, but I may be thinking from a different perspective. As you mentioned, it may invite trouble, but it could also start a positive conversation among the interviewees. I am not talking about totally lost cases, but situations where you might expect a positive outcome. It may also provide a second chance.

We can always highlight the best parts of the interview and the key takeaways. So, I believe it may prove fruitful sometimes or resonate with the interviewers. At least it would make an impact on me if I were a recruiter. What do you say?

Dips

Hi Deepali,

I agree with you that if I'm a recruiter and I receive such a kind of a thanksgiving mail from a candidate, it speaks of the generous nature/personality of the candidate. But in my opinion, by this gesture, the chance of getting shortlisted/selected hardly gets impacted. I appreciate that this forum has given me a chance to engage in a constructive debate.

Regards,
Chandril

Hi Chandril,

As you can see, today most companies have a vision of satisfying their customers. Therefore, one essential aspect is rapport building, interpersonal skills, and follow-ups.

In HR, we believe in continuous follow-ups with both internal and external customers. When we encounter a candidate who also values following up on small matters, don't you think it could be one of their strengths that could prove beneficial for them and the company in the short and long run?

Let me give you a personal example. This is one of the reasons why I have my current job!

What do you think next?

Dips

Hi Deepali,

Firstly, when it comes to customers, it is essential to conduct numerous follow-ups as needed. Similarly, with internal customers, building rapport is crucial, and for HR services, multiple follow-ups are required. With external customers, particularly potential candidates, follow-up until the interview is completed is justifiable. Subsequently, if a candidate reaches out regarding the interview status post-interview, it is important to handle the situation with caution and diplomacy.

HR professionals should always demonstrate consideration and responsiveness in such scenarios. However, in my opinion, while a candidate following up with HR is a positive gesture, it does not necessarily indicate the candidate's suitability for the company's short or long-term goals. Mapping a candidate's strength to the company's objectives can be quite challenging.

Any insights on this matter are appreciated.

Regards,
Chandril

Hi Chandril,

Well, what to say, there are innumerable parameters for judging a candidate and minute things to observe. Well, there is nothing wrong in sending a thank you note. Probably, the ratio of yes to no can be 80:20. What do you say?

Dips

Hi Deepali,

Very useful information for the learners. However, I do have a doubt. If there is a change in address or a change in the biodata, should this be forwarded directly to the HR manager who conducted the interview in person, or would it be better to email them?

Animisha

Hi Animisha,

Well, this depends on your selection. If you are selected, you can always inform the person who interviewed you or ask the recruiter there. If you are not selected, you do not need to inform them, but you should ensure that your contact number and email are correct and updated as 98% of employers communicate through these.

All the best,
Dips

Hi Deepali,

Thanks a lot for the reply. I have a doubt regarding competency mapping. I would like to know what competency mapping is. Can you suggest good readings, please?

Animisha

Hi,

This is Animisha, currently pursuing my MBA with HR specialization. I am interested in knowing about the HR software options available for HR students to learn during the MBA program and training sessions. Is it beneficial to learn HR software, or is it sufficient to have knowledge of basic programming languages like COBOL, C, C++, MS Office, HTML, PL/SQL, etc.?

Thank you,
Animisha

Deepali,

While writing the objective of the resume, is it fair to write the aim as "to hold a company as the CEO with 1200-1500 employees within 10 years" or:

Aim:
To become the HR manager of an outstanding software company holding around 2000 employees.

Does the above aim look fair for the HR manager when he selects the candidate? If not, give me suggestions.

Animisha

Hi Animisha,

For your first two queries, I would like to say that you should post your queries in the related segment so that the original discussion doesn't get diluted. Now, for these queries, I'll soon provide you with some links and other information.

Regarding your third query, I personally don't appreciate mentioning a particular designation on the CV. You can instead relate your aim to securing a good position in a middle or senior role over time. Different companies have varying hierarchical systems. For example, if you aim to become an HR manager and you interview at a company where the manager is the second highest position, or in a company where the manager is the highest position, it may not align well.

In summary, you should connect your strengths and eagerness to learn with the company's growth to achieve a significant position. I hope you have gained some insight.

Best regards,
Dips

Hi Deepali,

Thank you very much for your advice; otherwise, I would have lost my interview today. I applied for the HR trainee post. I hope I am saved today. Thanks a lot.

Animisha

Hi Deepali,

I am leaving for an industrial tour to Trivandrum to visit Roots and Precol Automobiles. What type of questions should I ask there? Specifically, what types of questions do HR professionals face in the automobile industry?

Can I learn something out of the box from these two on HR by asking them? I will check my email tomorrow evening.

Animisha

This really is good advice, and I thoroughly agree. It would be great if employers showed the same care. I remember being shortlisted and interviewed until I was one of 2 remaining candidates. The process and atmosphere were relaxed and friendly, and I did make several courteous phone calls a week or so after the last interview. However, I was never informed that I had not been successful or who the successful applicant was. I do know the position was filled; however, from monitoring the company website. Still, you never know when I may need their good graces in the future, so I have not expressed my disappointment to this company.

Hi there,

Yes, that's what I believe. Quoting a few words I just read in a post, "Never burn the bridges, you never know how many times you need to cross the same river."

Animisha, have you left for your tour?

Best,
Dips